PLACENTIA
Rich Heritage, Bright Future
COMPENSATION PLAN
For
THE CITY OF PLACENTIA
UNREPRESENTED MID -MANAGEMENT AND
EXECUTIVE MANAGEMENT EMPLOYEES
July 1, 2023 —June 30, 2025
No. MGT 23-25
Adopted July 11, 2023, Resolution No.
Mid-Management/Executive Management Compensation Plan 2023 - 2025
Table of Contents
ARTICLE I - TERM 5
ARTICLE II - COMPENSATION 5
A. Compensation Adjustments — Mid -Management Employees 5 B. Compensation Adjustments — Management Employees 5
C. Advancement Through The Salary Schedule 5
D. Salary on Promotion 5
ARTICLE III - TEMPORARY UPGRADE PAY 6
ARTICLE IV - LONGEVITY PAY 6
ARTICLE V - BILINGUAL PAY 6
ARTICLE VI - EDUCATIONAL INCENTIVE PROGRAM 6
A. General Guidelines 6
B. Requirements and Conditions Education Incentive 7
C. Educational Incentive Compensation 8
ARTICLE VII - TUITION AND BOOKS REIMBURSEMENT 8
ARTICLE VIII - TELECOMMUNICATIONS ALLOWANCE 8
ARTICLE IX - POOL CARS 9
ARTICLE X - VEHICLE ALLOWANCE 9
ARTICLE XI — RETIREMENT 9
A. CaIPERS Retirement System 9
B. Fire and Life Safety Mid -Management Employees 10
C. Deferred Compensation Plan 10
ARTICLE XII - MEDICAL INSURANCE COVERAGE 10
A. Active Employees 10
B. Retiree Coverage 11
C. Medical Coverage Opt Out 12
ARTICLE XIII - OTHER INSURANCE PROGRAMS 12
A. Short Term Disability and Long -Term Disability Plans 12 B. Life Insurance 13
C. Dental Insurance 13
D. Optical Insurance 13
ARTICLE XIV — CAFETERIA PLAN 13
ARTICLE XV — ADMINISTRATION 13
Mid-Management/Executive Management Compensation Plan 2023 - 2025
ARTICLE XVI - PAID TIME OFF (PTO) 13
A. New Employee Accrual 14
B. PTO Accrual 14
C. Accrual Eligibility 14
D. Use of Paid Time Off 14
E. Payment of PTO Upon Separation of Service 15
F. Denial of PTO Request Resulting in Inability to Use PTO 15 ARTICLE XVII - SICK LEAVE/ALTERNATIVE HEALTH & WELLNESS (AHW) 15 A. Purpose of AHW/Sick Leave Program 15
B. Reasons for Use of AHW/Frozen Sick Leave 15
C. Request for Physician's Certification 15
D. Alternative Health and Wellness Leave/Program 15
E. AHW Incentives 16
F. Frozen Sick Leave 16
G. Reemployment 17
ARTICLE XVIII - OPTIONAL ANNUAL LEAVE BUY DOWN 17
ARTICLE XIX - OTHER MEDICAL LEAVE 18
ARTICLE XX - BEREAVEMENT LEAVE 18
ARTICLE XXI — HOLIDAYS 18
A. Designated Holidays 18
B. Holiday Closure. 18
C. Floating Holidays 19
D. Holidays Observed 19
ARTICLE XXII - MANAGEMENT LEAVE 19
ARTICLE XXIII - PAYROLL PROCESSES 20
A. Pay Periods 20
B. Direct Deposit 20
ARTICLE XXIV - WORK SCHEDULES and HOURS OF WORK 20
A. Work Schedules & Hours of Work 20
ARTICLE XXV - GRIEVANCE AND ARBITRATION PROCEDURES 20
A. Purpose 20
B. Matters Subject To Grievance Procedure 21
C. Informal Grievance Procedure 21
D. Formal Grievance Procedure 21
Mid-Management/Executive Management Compensation Plan 2023 - 2025
E. Conduct of Grievance Procedure 22
F. Arbitration 22
ARTICLE XXVI — MISCELLANEOUS PROVISIONS 23
A. Probationary Period 23
B. Performance Evaluations 23
C. Leaves of Absence 24
D. Reclassification 24
E. Annual Physical 24
ARTICLE XXVII — MANAGEMENT EMPLOYMENT CONTRACTS 24
APPENDIX "A" - JOB CLASS AND SALARY SCHEDULE 1
APPENDIX "B" - 1995 INSURANCE BENEFITS CHANGES 2
APPENDIX "C"- CASUAL DRESS CODE 3
Mid-Management/Executive Management Compensation Plan 2023 - 2025
ARTICLE I - TERM
This Compensation Plan shall be effective July 1, 2023.
ARTICLE 11 - COMPENSATION
Salary ranges for represented job classes in the bargaining unit shall be set forth in Appendix "A" attached to this Compensation Plan.
A. Compensation Adjustments — Mid -Management Employees
1. Effective the first full pay period following July 1, 2023, the salary range will be increased by five percent (5%). Individuals will receive an adjustment of five percent (5%) related to the change in the salary schedule.
2. Effective the first full pay period following July 1, 2024, the salary range will be increased by four percent (4%). Individuals will receive an adjustment of four percent (4%) related to the change in the salary schedule.
3. One -Time Compensation — Mid -Management employees in paid status as of the approval and adoption of the Compensation Plan will receive a one-time, five percent (5%), non-PERSable compensation payment at base rate of pay.
B. Compensation Adjustments — Executive Management Employees
1. Effective the first full pay period following July 1, 2023, the salary range will be increased by four percent (4%). Individuals will receive an adjustment of four percent (5%) related to the change in the salary schedule.
2. Effective the first full pay period following July 1, 2024, the salary range will be increased by three percent (3%). Individuals will receive an adjustment of three percent (3%) related to the change in the salary schedule.
3. One -Time Compensation — Executive Management employees in paid status as of the approval and adoption of the Compensation Plan will receive a one-time, four percent (4%), non-PERSable compensation payment at base rate of pay.
C. Advancement Through The Salary Schedule
Employees hired at a step Step A or above, are eligible to advance one-step in the salary schedule after 12 months of service in the current step and with satisfactory job performance. For example, employees hired at Step A are eligible for movement to Step B after 12 months of City service and upon receipt of a performance evaluation that identifies that the employee meets all job standards.
D. Salary on Promotion
Any unit employee promoted from one job class to a higher job class shall be placed at a salary step in the range of the higher job class which provides not less than a 5% salary increase.
Mid-Management/Executive Management Compensation Plan 2023 - 2025
ARTICLE III - TEMPORARY UPGRADE PAY
Unit employees assigned to work in a higher classification for more than five consecutive days will receive a 5% pay differential applied to their base rate of pay as temporary upgrade pay when assigned to perform the full range of duties in the higher classification.
The parties agree, that to the extent permitted by law, the City shall report temporary upgrade pay for "classic" employees as special compensation to CaIPERS pursuant to CCR §571 (a)(3) Temporary Upgrade Pay.
"New Members" as defined under the Public Employee Pension Reform Act (PEPRA) may receive the pay but it is not reportable as special compensation to CaIPERS.
ARTICLE IV - LONGEVITY PAY
Unit employees who have completed fifteen (15) years of service with the City of Placentia shall receive longevity pay of 5% of their base rate of pay for regular scheduled hours.
The parties agree, that to the extent permitted by law, the City shall report longevity pay as special compensation to CaIPERS pursuant to CCR §571 (a)(1) and CCR §571.1 (b)(1) Longevity Pay.
ARTICLE V - BILINGUAL PAY
Certain employees who have the ability to communicate in a language in addition to English, and who occupy positions in which said ability is regularly used, may be designated by the City Administrator to receive Bilingual Pay of $175 per month.
The designation of employees to receive Bilingual Pay shall be at the sole discretion of the City Administrator of the City of Placentia. The department head shall recommend to the City Administrator employees who should be considered for bilingual pay. Prior to receiving Bilingual Pay, designated employees must pass an objective testing process selected by the City demonstrating bilingual ability.
The parties agree, that to the extent permitted by law, the City shall report bilingual pay as special compensation to CaIPERS pursuant to CCR §571 (a)(4) and CCR §571.1 (b)(3) Bilingual Pay.
ARTICLE VI - EDUCATIONAL INCENTIVE PROGRAM
A. General Guidelines
1. All actions regarding the Educational Incentive Program, as defined herein, shall require the approval of the affected employee's Department Head and the City Administrator.
2. It shall be the employee's responsibility to submit written applications and supporting documentation for consideration under this program.
Mid-Management/Executive Management Compensation Plan 2023 - 2025
3. Additional documentation may be required from the employee by the Department Head or City Administrator.
4. The Department Head and City Administrator may consult with staff members and/or educational authorities when necessary to determine acceptability of educational programs proposed for educational incentive pay.
5. The Department Head and City Administrator shall determine acceptability of proposed educational incentive programs, and grant approvals in such a manner so as to encourage and promote the satisfactory completion of those courses which tend to result in a higher proficiency of the employee in employee's job classification.
B. Requirements and Conditions Education Incentive
Minimum requirements to qualify for educational incentive compensation:
1. Current full-time employment with the City with a minimum of one-year continuous full- time service.
2. Satisfactory completion of approved educational programs such as college courses, adult educational courses, seminars, etc., related to the employee's occupation in excess of the occupational minimum requirements of the job class the employee occupies.
3. Approval by the employee's Department Head and City Administrator as defined herein.
4. Any employee who has completed educational programs qualifying under these provisions within five (5) years prior to the date he/she meets condition A-1, may be considered for educational incentive compensation for such programs; except that the "five (5) years prior" shall be waived for Associates (AA/AS) or Bachelors (BA/BS) achievement in accordance with condition A herein.
5. Upon advancement to a job class with a higher salary range, an employee shall retain achieved Educational Incentive Compensation only to the extent that completed educational programs meet Condition A, herein as they relate to the higher job class.
6. Where educational units are not conferred by an educational institution for course work completed, twenty hours of approved classroom study shall be considered equivalent to one semester unit.
7. Possession of certificates may be accepted for educational incentive if, and to the extent, the employee can document to the approving authority's satisfaction that the certificate is equivalent to formal education units.
8. For purposes of these provisions, all educational units earned on other than a semester basis shall be converted to their semester equivalent (i.e., number of quarter units divided by 1.5 equal number of semester units).
9. No credit shall be given for letter grades below "C" or for courses not completed. Credit shall be given for courses successfully completed on a "pass -no pass" basis.
Mid-Management/Executive Management Compensation Plan 2023 - 2025
10. Educational incentive compensation shall be paid to all qualifying employees beginning the month following the month in which approval is granted.
C. Educational Incentive Compensation
1. All employees qualified under these provisions shall be eligible to apply for educational incentive compensation. Upon approval, educational incentive compensation shall be:
a. Two percent (2%) salary differential for possession of an Associate of Arts (AA) degree.
b. Four percent (4%) salary differential for possession of a Bachelor of Arts (BA) or Bachelor of Science (BS) degree.
c. Six percent (6%) salary differential for possession of a Master's (MA) degree.
ARTICLE VII - TUITION AND BOOKS REIMBURSEMENT
The City shall reimburse a unit employee 75% of the actual cost of books and tuition for a course given by accredited public and private institutions at the current per unit cost of tuition at a "tax supported" institution (Cal -State Fullerton shall be used as the standard); provided:
1. Such a course directly pertains to the unit employee's present duties and/or pertains to the next step toward promotion in employee's field of endeavor.
2. A written request must be submitted and approved by the employee's Department Head and the City Administrator prior to the date of the first meeting of the course.
3. The unit employee receives a grade of C or better in said course.
4. The unit employee remains in the employ of the City for one (1) year after successful completion of said course. If he/she leaves prior to said one (1) year, the reimbursement shall be deducted from employee's final check.
5. Pre -approved coursework for certification programs that are job related may be eligible for reimbursement under this article. Pre -approval of the Department Head and City Administrator is required.
6. The City may cap the funds to be distributed based on the authorized budget as adopted by the City Council annually. The City will budget at least $20,000 per fiscal year for city- wide use of the tuition reimbursement program. Reimbursements will be provided in the order they are received by Human Resources when the cap is reached.
ARTICLE VIII - TELECOMMUNICATIONS ALLOWANCE
1. Mid -Management Allowance: The City shall provide $75 per month stipend to mid - management employees who have been authorized by their department head to use a personal cellular telephone or smartphone device for conducting official City business.
Mid-Management/Executive Management Compensation Plan 2023 - 2025
The employee's department head has full discretion to approve or deny a stipend request based on the expectation that the employee will use their personal cell phone for city business and that the employee will respond when called or texted.
2. Executive Management Allowance: Subject to employment contract, City shall provide $100 per month stipend to Management employees.
ARTICLE IX - POOL CARS
Mid -Managers may use City pool cars for City Business. Employees must take all necessary training required per City Policy prior to use of a City Pool car.
An employee required to use a personal vehicle for City business shall be reimbursed mileage at the rate allowed by the Internal Revenue Service.
ARTICLE X - VEHICLE ALLOWANCE
Executive Management employees receive a vehicle allowance per his or her employment contract. Employees receiving this allowance shall have a personal vehicle at his/her work site each day he/she works and shall use that vehicle on City business. For business trips more than 25 miles one-way from City Hall, the employee may use a City pool car or be reimbursed at the IRS rate for travel beyond the first 50 miles. An employee who uses rail transit for meetings or conferences (not commuting) shall be reimbursed for the cost of such transit.
City pool cars may be used in situations where a private vehicle may be endangered e.g. fire, flood or earthquake.
ARTICLE XI — RETIREMENT
A. CaIPERS Retirement System
All employees except for employees designated mid -management personnel assigned to the Fire and Life Safety Department are covered under this MOU shall be members of the California Public Employees' Retirement System (CaIPERS) and are subject to all applicable provisions of the City's contract with CaIPERS, as amended.
1. Tierl-PERS2%@55
For Classic Members, hired by the City of Placentia prior to April 2012 the employees will contribute the full seven (7) percent member contribution via payroll deduction.
2. Tier II - PERS 2% @ 60
For Classic Members, hired by the City of Placentia on or after April 2012 the employees will contribute the full seven (7) percent member contribution via payroll deduction.
Mid-Management/Executive Management Compensation Plan 2023 - 2025
3. PEPRA/NEW MEMBERS - PERS 2% @ 62
For new members hired on or after January 1, 2013, the employees will contribute one-half of the total normal cost as identified by CaIPERS.
B. Fire and Life Safety Mid -Management Employees
The City does not participate in Social Security. The City provides a defined contribution plan for employees. Retirement age is 50 years. Employer contributions to the plan are ten percent (10%) of base pay. Compensation defined as base pay excludes overtime, specialty pay, education pay, reimbursements, allowances, leave cash outs, and any other ad hoc pay.
Employees become 100% vested in the plan upon completion of their fourth anniversary of employment with the City. Should the employee separate from service prior to their fourth anniversary all retirement benefit contributions made by the City on their behalf will be returned to the City. No employee contributions are required.
The City retains sole discretion in selecting the plan provider. Details on plan provisions are in the plan document.
C. Deferred Compensation Plan
Unit Employees may participate in a 457(b) Deferred Compensation Plan by electing to contribute pre-tax earnings to the plan subject to annual Internal Revenue Service Limits.
Executive Management Employees — Subject to Employment Contract terms, City shall match Employee's contribution, dollar -for -dollar up to half of the normal annual deferral limit, up to the limits allowed by Internal Revenue Service regulations, including catch up provision for Employees at least age 50.
ARTICLE XII - MEDICAL INSURANCE COVERAGE
The City contracts with CaIPERS to provide medical insurance to employees and eligible dependents under the Public Employees' Medical and Hospital Care Act (PEMHCA).
A. Active Employees
As required under PEMHCA, the City contributes the statutory minimum contribution toward medical insurance premiums. The contribution amounts are subject to change each calendar year based on changes to the medical care component of the Consumer Price Index.
• For coverage effective January 1, 2023, the minimum contribution is: $151.00/month • For coverage effective January 1, 2024, the minimum contribution is: $157.00/month • For coverage effective January 1, 2025, the minimum contribution is: TBD Mid-Management/Executive Management Compensation Plan 2023 - 2025
The City, under a Section 125 plan, provides an allowance (which includes the statutory minimum) to active employees. Should unit members select a plan with a plan premium in excess of the allowance, the employee is responsible for paying the additional premium costs through payroll deduction. Should a unit member select a plan with a plan premium lower than the allowance, the remainder of the allowance may not be used for any other purpose.
City contributions are as follows:
Employee Only
Employee +1
Employee +2
$ 722.00 per month
$1,444.00 per month
$1,877.00 per month
B. Retiree Coverage
Unit retirees will have access to the CaIPERS Health Benefit Program in accordance with CaIPERS regulations.
Participation in the CaIPERS Program will be consistent with Appendix "B" covering Unit Retirees.
Unit retirees hired prior to November 21, 1995, who are covered under the Appendix B provisions, will receive contributions to retiree medical (inclusive of the statutory minimum) as follows:
Retiree Only
Retiree +1
Retiree +2
$ 722.00 per month
$1,444.00 per month
$1,877.00 per month
Retirees who are Medicare eligible must comply with the CaIPERS Medicare enrollment provisions and are capped at medical contributions as follows (inclusive of the statutory minimum):
Retiree Only
Retiree +1
Retiree +2
Medicare & Basic Combo
$ 342.39 per month
$ 684.78 per month
$1,027.17 per month
$1,027.44 per month
For unit retirees hired after November 21, 1995, the City will provide the minimum contribution required by the CaIPERS Health Benefit Program. The contribution amounts are subject to change each calendar year based on changes to the medical care component of the Consumer Price Index.
• For coverage effective January 1, 2023, the minimum contribution is: $151.00/month. • For coverage effective January 1, 2024, the minimum contribution is: $157.00/month. • For coverage effective January 1, 2025, the minimum contribution is: TBD Mid-Management/Executive Management Compensation Plan 2023 - 2025
C. Medical Coverage Opt Out
1 Employees who opt out of the CaIPERS medical plan and receive cash must provide the following: (1) proof that the employee and all individuals for whom the employee intends to claim a personal exemption deduction ("tax family"), have or will have minimum essential coverage through another source (other than coverage in the individual market, whether or not obtained through Covered California) for the plan year to which the opt out arrangement applies ("opt out period"); and (2) the employee must sign an attestation that the employee and his/her tax family have or will have such minimum essential coverage for the opt out period. An employee must provide the attestation every plan year at open enrollment or within 30 days after the start of the plan year. The opt -out payment cannot be made, and the City will not in fact make payment if the employer knows that the employee or tax family member doesn't have such alternative coverage, or if the conditions in this paragraph are not otherwise satisfied.
2. Unit employees hired by the City and who have elected to opt out as of November 1, 2019, will receive the following taxable payment each month under the eligible opt out arrangement:
a. Employee + Family
b. Employee + Dependent
c. Employee Only
d. Family to Employee Only (Remove 2 dependents)
e. Two-party to Employee Only (Remove 1 dependent)
f. Family to Two -Party (Remove 1 dependent)
$1,001.00
$ 822.25
$ 607.75
$ 607.75
$ 536.25
$ 357.50
3. Medical opt -out for active employees hired after July 1, 2019 or for employees hired before July 1, 2019 and who elect to opt out after November 1, 2019 will receive:
• $400 per month.
4. The taxable payment may be used by the employee at his/her discretion. Employees may elect to receive the payment as taxable wages, defer the payment into a 457 deferred compensation plan or for use in conjunction with Flexible Spending Accounts offered by the City.
ARTICLE XIII - OTHER INSURANCE PROGRAMS
A. Short Term Disability and Long -Term Disability Plans
1. The CITY agrees to provide to all full-time Unit Employees a short-term disability insurance plan at its sole expense. The basic coverage of this insurance shall be to guarantee a disabled employee an income of 66-2/3% of employee's basic salary up to the policy maximum following a fifteen (15) day waiting period. Definition of Mid-Management/Executive Management Compensation Plan 2023 - 2025
"disability" and duration of eligibility for benefits shall be as set forth in the CITY's policy with its insurance carrier.
2. The CITY agrees to provide to all full-time employees covered by this Memorandum of Understanding a long-term disability insurance plan at its sole expense. The basic coverage of this insurance shall be to guarantee a disabled employee an income of 66-2/3% of employee's basic salary up to the policy maximum following a ninety (90) day elimination period. Definition of "disability" and duration of eligibility for benefits shall be as set forth in The CITY's policy with its insurance carrier.
B. Life Insurance
1. The CITY agrees to provide to all mid -management employees life insurance at its sole expense, in the amount of one times each employees' earnings, rounded to the next $1,000 with a maximum of $150,000 of coverage and $1,000 for spouse and children over the age of six (6) months.
2. Subject to Employment Agreement terms, for Executive Management employees, the City shall pay the amount of premium due for term life insurance in the amount equal to one-half the Employee's adjusted annual base salary and whole life insurance in the amount of one-half the Employee's adjusted annual base salary, including all increases in the annual base salary.
C. Dental Insurance
The CITY agrees to make available to all unit employees' dental insurance, and to pay the full premium for employee and dependent coverage for said insurance during the term of this Compensation Plan.
D. Optical Insurance
The CITY agrees to make available to all unit employees' optical insurance. Further, CITY agrees that it shall pay the full premium for employee and dependent coverage for said insurance during the term of this Compensation Plan.
ARTICLE XIV — CAFETERIA PLAN
The City shall provide a full flexible Cafeteria Plan under IRS Code Section 125 to include Premium Only Conversion and Health Care Spending and Dependent Care Accounts.
ARTICLE XV — ADMINISTRATION
The City reserves the right to select the insurance carriers, or to administer any fringe benefit programs that now exist or may exist in the future during the term of this Compensation Plan.
ARTICLE XVI - PAID TIME OFF (PTO)
The purpose of paid time off (PTO) is to enable eligible unit employees to take time off from work.
Mid-Management/Executive Management Compensation Plan 2023 - 2025
A. New Employee Accrual
New employees receive forty (40) hours of PTO upon completion of six months of City service. PTO may be used following the completion of six months of service, unless approved by the Department Head.
B. PTO Accrual
1. Mid -Management employees shall accrue paid time off on the following basis with a maximum accrual of two -hundred and sixty (260) hours:
Years of
Service
Accrual Rate
Maximum
Accumulation
0-3 years 3.08 hours/pay period (80 hours annually) 260 Hours 3-10 years 4.62 hours/pay period (120 hours annually) 260 Hours 10+ years 6.46 hours/pay period (168 hours annually) 260 Hours
2. Executive Management employees shall accrue paid time off at a rate of 6.46 hours per biweekly pay period with a maximum of two hundred and sixty (260) hours.
C. Accrual Eligibility
A completed biweekly pay period is defined as a biweekly pay period in which the employee has been in pay status for more than half of the working hours in that pay period.
D. Use of Paid Time Off
1. Unit employees will request paid time off through their immediate supervisor.
2. Approval of a paid time off request is the responsibility of the Department Head or his/her designee. He/she will primarily consider the needs of the City and, insofar as possible, the wishes of the employee.
3. Use of PTO may not exceed accumulated PTO leave bank. Should an employee exhaust their PTO and have no other available leave accrued, the employee may request time off without pay. Time off without pay is subject to Department Head and Director of Human Resources approval.
4. Unit employees with Extraordinary Vacation Leave Banks may use either their PTO bank or their Extraordinary Vacation Bank when taking leave.
Mid-Management/Executive Management Compensation Plan 2023 - 2025
E. Payment of PTO Upon Separation of Service
An employee who separates from the service of the City shall receive payment for unused and accumulated PTO as of the date of separation, provided that accumulation of PTO shall be conditional upon completion of one (1) year of continuous service and an employee who, for any reason, does not complete one (1) year of continuous service, shall receive no credit/payment for paid time off.
F. Denial of PTO Request Resulting in Inability to Use PTO Should a unit employee who has made a reasonable request to use PTO time (reasonable is defined as at least two weeks in advance) be unable to utilize PTO time after requesting leave, and the inability to use leave will result in the employee reaching the maximum accrual, the City agrees to cash out 40 hours in lieu of leave at the employees base hourly rate of pay. A request to use PTO will not be unreasonably denied.
ARTICLE XVII - SICK LEAVE/ALTERNATIVE HEALTH & WELLNESS (AHW) A. Purpose of AHW/Sick Leave Program
Unit employees participate in the Alternative Health and Wellness (AHW) program which provides leave to be used for sick leave purposes as well as an incentive when employees use low amounts of leave. For long-term unit members, frozen sick leave banks may exist.
Frozen sick leave banks may also be used for sick leave purposes or employees have the option of cashing out a portion of that leave as described below.
B. Reasons for Use of AHW/Frozen Sick Leave
AHW hours and frozen sick leave hours may be used for an employees' illness or injury, medical appointments, for victims of domestic violence or stalking, or for other reasons the law allows sick leave to be used. Additionally, AWH leave may be used for family sick leave purposes as defined under the law (Labor Code 233).
C. Request for Physician's Certification
Evidence may be required in the form of a physician's certification, or other documentation, for any absence of a duration of three (3) or more consecutive working days during which AHW or frozen sick leave is requested unless waived by the City Administrator. If the absence during which leave is requested is less than 3 consecutive work days no physician's certificate (note) will be necessary prior to returning to work, unless the City has reasonable cause to believe there is abuse of the leave.
D. Alternative Health and Wellness Leave/Program
1. AHW leave accrual cannot exceed one -hundred and ninety-two (192) hours.
2. Unit members receive ninety-six (96) hours of AHW leave effective the first pay period in July of each fiscal year. The AHW bank has a maximum accrual of 192 hours, no credit will be given for hours above the maximum.
Mid-Management/Executive Management Compensation Plan 2023 - 2025
3. The AHW hours have no cash value during employment or upon separation from City service.
4. New employees will receive a pro -rated amount of AHW hours based on their date of hire. For example, an employee who begins employment in October will receive sixty-four (64) hours of AWH with the first pay period in November for the remaining eight months in the fiscal year. New employees may use AHW leave after completing three months of City service.
E. AHW Incentives
1. Unit members in active service as of July 1st, will receive $250 with the first pay check in July.
2. In addition to the $250, unit members who use thirteen (13) hours or Tess of AHW leave between July 1 — June 30, may convert twenty-four (24) hours of AWH leave to their PTO bank (subject to PTO bank maximums). The employees must submit an election form requesting the conversion by June 1st of each year, and those who meet the criteria will have the 24 hours converted to PTO prior to the annual allocation of AHW leave. Employees will also receive $1,000 with the first paycheck in July.
3. In addition to the $250, unit members who use more than thirteen (13) hours but twenty-six (26) hours or less of AHW leave between July 1 — June 30, may convert twelve (12) hours of AWH leave to their PTO bank (subject to PTO bank maximums).
The employees must submit an election form requesting the conversion by June 1st of each year, and those who meet the criteria will have the 12 hours converted to PTO prior to the annual allocation of AHW leave. Employees will also receive $500 with the first paycheck in July.
F. Frozen Sick Leave
For unit members with frozen sick leave, each year those employees may elect to cash out up to ninety-six (96) hours of frozen sick leave, until the frozen sick leave is depleted. Unit members electing to cash out frozen sick leave must submit a frozen sick leave cash out form no later than November 1st of each year to receive the cash out with the first paycheck in December. The cash out is paid pursuant to the reimbursement value table identified below. Unit employees with frozen sick leave at the time of retirement will be paid 100% (the base rate of pay) for hours in their frozen sick leave bank. Hours in this bank may also be used for sick leave purposes.
Years of City Service at Time
Cash Out is Requested or
Upon Retirement
Reimbursement Value of
Frozen Sick Leave
0 to 3 years 0%
Over 3 to 6 years 55%
Over 6 to 9 years 65%
Over 9 to 20 years 80%
Over 20 years 85%
Retirement 100%
Mid-Management/Executive Management Compensation Plan 2023 - 2025
G. Reemployment
An employee who separates from City service and is reemployed by the City shall be treated as a new employee and shall not be entitled to any prior AHW leave unless required by law.
ARTICLE XVIII - OPTIONAL ANNUAL LEAVE BUY DOWN
Annually, by December 15th, employees may submit an irrevocable election form to receive payment of accrued leave in the following year under the following conditions:
1. An employee may elect to cash out up to one -hundred and fifty (150) hours of accrued PTO, Extraordinary Vacation Leave, or Comp Time to be paid with the first paycheck in December as long as after the cash out, a minimum of forty (40) hours remain in the PTO bank.
2. Employees with Extraordinary Vacation Leave must cash out that leave bank prior to requesting to cash out PTO or Comp Time.
For example, irrevocable election forms submitted in December 2019 will be for the December 2020 cash out. The hours of leave, which are converted to pay, shall be deducted from the employee's applicable accrual bank as identified on the irrevocable election form. The remaining unused leave shall remain in the applicable leave bank.
3. Employees who do not submit irrevocable election forms by the December 15th due date will have been deemed to have elected to forgo participation in the optional annual leave buy down program.
4. Employees who experience an unforeseen emergency may be permitted to make a new irrevocable election and redeem vacation hours for cash (or to increase the amount of a previous election up to the maximum) during the calendar year in which the unforeseen emergency occurs. For these purposes, "unforeseen emergency" means a severe financial hardship to the employee resulting from an illness or accident of the employee, the employees spouse, or a dependent of the employee, loss of the employee's property due to casualty, or other similar extraordinary and unforeseeable circumstance arising because of events beyond the control of the employee. The amount of such new election (or increase to prior election) shall be limited to the amount necessary to satisfy the unforeseen emergency up to the maximum of 150 hours per year as identified above and subject to the same minimum balance remaining after cash out as identified above.
Whether an occurrence is an unforeseeable emergency shall be determined by the Director of Administrative Services at his/her sole discretion. The denial of a request under the unforeseen emergency provision is not subject to any appeal by the employee.
Mid-Management/Executive Management Compensation Plan 2023 - 2025
ARTICLE XIX - OTHER MEDICAL LEAVE
The City complies with federal and state leave laws including but not limited to FMLA/CFRA, Pregnancy Disability Leave (PDL), Military Leave, etc.
ARTICLE XX - BEREAVEMENT LEAVE
Unit members are eligible for bereavement leave because of death within the immediate family.
Immediate family shall be defined as parent, child, stepchild, spouse, registered domestic partner, sibling, grandparent, grandchildren, and spouse's parents and grandparents. Unit members may take bereavement leave for up to five (5) workdays for each death that occurs in the member's immediate family.
ARTICLE XXI — HOLIDAYS
A. Designated Holidays
The City observes the following holidays (holidays are generally valued at 10 hours each unless otherwise noted):
1. New Years' Day, January 1
2. Martin Luther King Day (Third Monday in January)
3. President's Day (third Monday in February)
4. Memorial Day (Last Monday in May)
5. Independence Day, July 4
6. Labor Day (First Monday in September)
7. Veterans' Day, November 11
8. Thanksgiving Day (Fourth Thursday in November)
9. Friday after Thanksgiving Day (observed on the Wednesday before Thanksgiving) 10 Christmas Eve, December 24
11. Christmas Day, December 25
12. New Year's Eve, December 31 (8 hour day)
B. Holiday Closure:
1. City to provide sixty-two (62) hours of leave for use during the holiday closure.
Employees who are not working between December 15, 2023 and January 2, 2024, must use these hours for days off of work. Employees in critical positions who are unable to utilize time off during Holiday Closure period will receive pay for unused hours on the last paycheck in June 2024. Hours are subject to the normal Mid-Management/Executive Management Compensation Plan 2023 - 2025
approval process and will be prorated for new employees. Employees must be employed during Holiday Closure period between December 15, 2023 and January 2, 2024 to be eligible. Any time not utilized or paid out will be forfeited effective June 30, 2024.
2. City to provide forty-two (42) hours of leave for use during the holiday closure.
Employees who are not working between December 20, 2024 and January 5, 2025, must use these hours for days off work. Employees in critical positions who are unable to utilize time off during Holiday Closure period will receive pay for unused hours on the last paycheck in June 2025. Hours are subject to the normal approval process and will be prorated for new employees. Employees must be employed during Holiday Closure period between December 20, 2024 and January 5, 2025 to be eligible. Any time not utilized or paid out will be forfeited effective June 30, 2025.
C. Floating Holidays
Unit employees receive two floating holidays at the beginning of each fiscal year. Unused floating holiday hours as of June 1St will be cashed out annually at the base hourly rate of pay with the second paycheck in June.
D. Holidays Observed
When a holiday falls on a Sunday, the following Monday shall be deemed to be a holiday in lieu of the day observed. When a holiday falls on Saturday, the preceding Thursday shall be deemed to be a holiday in lieu of the day observed.
ARTICLE XXII - MANAGEMENT LEAVE
Mid -Managers and Management personnel are not eligible for paid overtime.
Mid -Management employees may receive up to 80 hours of management leave per calendar year dependent upon position and Department Head discretion. Annual leave is credited to employees' Management Leave bank in January. Hours are prorated for new employees.
Executive Management employees shall receive 100 hours of management leave per calendar year. The use of management leave time shall be at the discretion of the City Administrator. Annual leave is credited to employees' Management Leave bank in January.
Hours are prorated for new employees.
Management leave may be used for leave purposes only and will have no cash value.
Management leave hours must be utilized in the calendar year credited, and any remaining balance may not be carried over to the next calendar year.
Mid-Management/Executive Management Compensation Plan 2023 - 2025
ARTICLE XXIII - PAYROLL PROCESSES
A. Pay Periods
Unit employees will be paid on a bi-weekly basis.
B. Direct Deposit
The City shall electronically deposit employees' paychecks into a savings or checking account designated by the employee. All employees shall participate in the City's direct deposit payroll program. Each employee shall be responsible for providing the Human Resources Department with the correct routing number and account number of his or her banking institution.
ARTICLE XXIV - WORK SCHEDULES AND HOURS OF WORK
A. Work Schedules & Hours of Work
Unit employees are assigned a 4/10 work schedule. The work schedule includes four consecutive ten-hour workdays followed by three consecutive days off for two weeks. The work schedule in a two week period is 80 hours.
B. Hours of work are as follows:
• 7:15 a.m. - 6:15 p.m., Monday - Thursday - (1 -hour unpaid lunch) All other work schedules or hours of work would require the Alternative Work Schedule Request Form to be submitted and approved by the City Administrator.
Except in cases of emergency, the City shall provide two weeks notice to an employee of any changes in his/her work schedule.
ARTICLE XXV - GRIEVANCE AND ARBITRATION PROCEDURES
A. Purpose
The purpose of the grievance procedure is:
1. To promote improved employer-employee relations by establishing grievance procedures on matters for which appeal or hearing is not provided by other regulations.
2. To afford unit employees, individually or through qualified employee organizations a systematic means of obtaining further consideration of problems after every reasonable effort has failed to resolve them through discussions.
3. To provide that a grievance shall be settled as near as possible to the point of origin.
4. To provide that appeals shall be conducted as informally as possible.
Mid-Management/Executive Management Compensation Plan 2023 - 2025
B. Matters Subject To Grievance Procedure
Any unit employee or the Association shall have the right to grieve alleged violations or misapplications of this Memorandum of Understanding or of existing resolutions, ordinances, rules or regulations with respect to wages, hours, or conditions of employment, or suspension, dismissal from employment or any other disciplinary action; and for which appeal is not provided by other regulations or is not prohibited.
C. Informal Grievance Procedure
A unit employee who has a problem or complaint should first try to get it settled through discussion with the employee's immediate supervisor without undue delay. If, after this discussion, he/she does not believe the problem has been satisfactorily resolved, he/she shall have the right to discuss it with the employee's supervisor's immediate superior. Every effort should be made to find an acceptable solution by informal means at the lowest possible level of supervision. If the unit employee is not in agreement with the decision reached by discussion, he/she shall then have the right to file a formal grievance. Any formal grievance must be filed within thirty (30) calendar days after the event giving rise to said grievance. A formal grievance may be filed by the employee association.
D. Formal Grievance Procedure
1. First Level of Review (Step 1) - The grievance shall be presented in writing to the unit employee's immediate supervisor, who shall render employee's decision and comments in writing and return them to the unit employee within fifteen (15) calendar days after receiving the grievance in writing. If the unit employee does not agree with employee's supervisor's decision, or if no answer has been received within fifteen (15) calendar days after submitting the grievance in writing to the immediate supervisor, the unit employee may present the appeal in writing to the employee's department head. Failure of the unit employee to take further action within ten (10) calendar days after receipt of the written decision of his/her supervisor, or within a total of twenty-five (25) calendar days following submittal of the written grievance to the supervisor, if no decision by the supervisor is rendered, it will constitute a withdraw/dropping of the grievance.
2. Department Review (Step 2) - The Department Head receiving the grievance, or employee's designated representative, shall discuss the grievance with the unit employee, employee's representative, if any, and with other appropriate persons.
The Department Head shall render employee's decision and comments in writing, and return them to the unit employee within fifteen (15) calendar days after receiving the grievance. If the unit employee does not agree with the decision reached or if no answer has been received within fifteen (15) calendar days, he/she may present the grievance, in writing, to the City Administrator. Failure of the unit employee to take further action within ten (10) calendar days after receipt of the decision of the Department Head, or within twenty-five (25) calendar days following submittal of the written grievance to the department head if no decision is rendered will constitute a withdraw/dropping of the grievance.
Mid-Management/Executive Management Compensation Plan 2023 - 2025
3. City Administrator Review (Step 3) - The City Administrator shall discuss the grievance with the unit employee, employee's representative, if any, and with other appropriate persons. The City Administrator may designate a fact-finding committee or an individual not in the normal line of supervision, to advise him/her concerning the grievance. The City Administrator shall render a decision in writing to the unit employee within twenty (20) calendar days after receiving the grievance. If the unit employee does not agree with the decision reached or if no answer has been received within twenty (20) calendar days, he/she may submit the grievance to binding arbitration, as outlined below. Failure of the unit employee to take further action within ten (10) calendar days after receipt of the City Administrator's decision, or within a total of twenty (20) calendar days following submittal of the written grievance to the City Administrator if no decision is rendered will constitute a withdraw/dropping of the grievance.
E. Conduct of Grievance Procedure
1. The time limits specified above may be extended to a definite date by mutual agreement of the unit employee and the reviewer concerned.
2. The unit employee may request the assistance of another person of employee's own choosing in preparing and presenting employee's appeal at any level of review.
3. The unit employee and employee's representative may be permitted to use a reasonable amount of work time, as determined by the appropriate department head, in conferring about and presenting the appeal.
4. Unit employees shall be assured freedom from reprisal for using the grievance procedure.
F. Arbitration
1. General Provisions. After having exhausted the provisions of the Grievance Procedure set forth herein, an eligible unit employee shall have the right to submit to binding arbitration any grievance which has not been resolved to employee's satisfaction, except in instances where such submission is specifically prohibited by the Personnel Ordinance, City Personnel Rules or this Memorandum of Understanding. Such appeal may be filed only after completion of Step 3 of the Grievance Procedure and in accordance with the time limits provided herein. Binding arbitration, as provided in this Article, shall be the sole and exclusive procedure for final resolution of unresolved grievances.
2. Procedures. If the grievant is not satisfied with the decision rendered at Step 3 of the Grievance Procedure, he/she may submit the matter to binding arbitration within the time limits set forth in the Grievance Procedures by filing written notice of such submission with the Director of Administrative Services. The written notice shall set forth the issue being submitted to binding arbitration, the provision(s) allegedly violated, and the remedy requested.
Mid-Management/Executive Management Compensation Plan 2023 - 2025
a. The City's representative and the grievant, or employee's designated representative(s), shall select an impartial third party to serve as the arbitrator.
b. If the City's representative and the grievant, or employee's designated representative(s), are unable to agree upon an impartial third party, then the arbitrator shall be selected by mutually striking and ranking names from a list of professional arbitrators supplied by the American Arbitration Associations. Failure of the unit employee to participate in obtaining a list of arbitrators, selecting a single arbitrator, or scheduling an arbitration date, within thirty (30) calendar days of being requested to do so by the City, shall constitute a dropping of the grievance.
c. Each party to the dispute shall have the opportunity to present testimony and relevant evidence and to cross-examine witnesses before the arbitrator. After hearing the case, the arbitrator shall, in writing, submit to the parties' employee's decision for resolution of the grievance. The decision of the arbitrator shall be final and binding upon both parties.
3.Conditions. The arbitrator shall have no power to add to, subtract from, or to modify any of the terms of any memorandum of understanding between the parties. The arbitrator's award shall be consistent with, and controlled by, the Personnel Rules, Ordinances, and Charter of the City of Placentia, as well as the laws and Constitution of the State of California.
4.AI1 expenses of arbitration shall be borne equally by the parties.
5.The provisions of this Section shall in no way apply to the "meet -and- confer" process.
ARTICLE XXVI — MISCELLANEOUS PROVISIONS
A. Probationary Period
1. All original and promotional appointments to the classified service shall be tentative and subject to a probationary period of twelve (12) months actual service.
2. The City Administrator may establish a longer probationary period for specified cases.
3. The appointing authority shall complete a written performance evaluation indicating whether the employee has or has not been granted permanent status, a copy shall be given to the probationary employee and the original shall be forwarded to the Human Resources Division before the probationer's permanent status date.
B. Performance Evaluations
Employees will receive performance evaluations from their supervisor at least annually on performance evaluation forms provided by the City. New employees or employees who need improvement may be evaluated more frequently than once per year. The performance evaluation process should provide an assessment and feedback on the quality, quantity, and other job-related metrics designed to identify proficiency and performance that meets the Mid-Management/Executive Management Compensation Plan 2023 - 2025
standards set by the supervisor, department, and City. Performance evaluations will be placed in the employees' official personnel file in Human Resources.
C. Leaves of Absence
1. During any unpaid leave of absence, unit members will not accrue leave and the City will not contribute toward medical/insurance benefits, unless required to do so under the law.
2. Unit members with accrued leave are required to utilize their leave accruals when they are absent from their regular schedule. Accrued leave shall be used to cover any hours of absence from the employees' regular work schedule. Unpaid leaves of absence for partial or full days, is not authorized when accrued leave is available.
D. Reclassification
A unit member who believes that there have been substantial changes in their job duties that are not reflected in the current job classification specification may request to their Department Head that a classification review be conducted. Requests for a classification review must be received between November 1st and December 15th. The Department Head will review the request and if he/she agrees to initiate a request for a classification review, he/she will submit the request to Human Resources by January 15tH
Human Resources will evaluate and determine the manner and method to use to review the classification. Human Resources can also decline to review the classification if it believes the review is not warranted or if there is another more appropriate avenue for review.
Classification reviews and recommendations will be evaluated during the annual budget process and any recommended change will be presented for consideration via the budget process.
E. Annual Physical- Executive Management
Subject to Employment Contract terms, Executive Management Employees may elect to submit once per calendar year to a complete physical examination, including a cardio- vascular examination, by a qualified physician under the City's medical plan selected by the employee, the co -pay cost shall be paid by the City.
ARTICLE XXVII — EXECUTIVE MANAGEMENT EMPLOYMENT CONTRACTS Executive Management employees in classifications listed in Exhibit A are subject to employment contracts.
Mid-Management/Executive Management Compensation Plan 2023 - 2025
JOB CLASS
ACCOUNT CLERK
ACCOUNTING TECHNICIAN
ADMINISTRATIVE ASSISTANT
ADMINISTRATIVE SPECIALIST
ASSISTANT PLANNER
BUILDING INSPECTOR
BUILDING PERMIT TECHNICIAN
CITY CLERK SPECIALIST
CODE ENFORCEMENT OFFICER
COMMUNITY SERVICES COORDINATOR
COMMUNITY SERVICES OFFICER
CRIME PREVENTION OFFICER
CUSTODIAN
DEVELOPMENT SERVICES COORDINATOR
ENGINEERING AIDE
ENVIRONMENTAL COMPLIANCE OFFICER
EQUIPMENT MECHANIC
EXECUTIVE ASSISTANT TO CITY
ADMINISTRATOR
FACILITIES MAINTENANCE TECH
FACILITIES MAINTENANCE TECH II
GIS SPECIALIST
GIS TECHNICIAN
HUMAN RESOURCE TECHNICIAN
INFORMATION TECHNOLOGY TECH
MAINTENANCE CREW LEADER
MAINTENANCE WORKER
MANAGEMENT ASSISTANT
MEDIA SERVICES SPECIALIST
OFFICE ASSISTANT
OFFICE CLERK
OFFICE SPECIALIST
PARKING CONTROL OFFICER
PLANNING AIDE
PLANNING TECH
POLICE CIVILIAN INVESTIGATOR
POLICE PROPERTY TECHNICIAN
POLICE SERVICE OFFICER
POLICE SERVICES SUPERVISOR
PUBLIC SAFETY COMMUNICATION SUPERVISOR -
DISPATCH
PUBLIC SAFETY DISPATCHER
APPENDIX "A" - JOB CLASS AND SALARY SCHEDULE
PLACENTIA CITY EMPLOYEES ASSOCIATION (PCEA)
Effective July 1, 2023
STEP A STEP B
Hr. Monthly Annual Hr. Monthly
20.65 3,579.21 42,950.53 21.76 3,772.49
24.26 4,204.92 50,459.04 25.57 4,431.99
24.13 4,182.03 50,184.34 25.43 4,407.86
25.82 4,475.77 53,709.18 27.22 4,717.45
29.32 5,081.93 60,983.19 30.90 5,356.36
30.80 5,338.43 64,061.11 32.46 5,626.70
24.26 4,204.92 50,459.04 25.57 4,431.99
25.82 4,475.77 53,709.18 27.22 4,717.46
28.23 4,892.38 58,708.57 29.75 5,156.57
25.82 4,475.77 53,709.18 27.22 4,717.45
23.05 3,995.57 47,946.85 24.30 4,211.33
23.66 4,100.39 49,204.65 24.93 4,321.81
19.95 3,458.20 41,498.44 21.03 3,644.95
28.23 4,892.38 58,708.56 29.75 5,156.57
19.13 3,315.62 39,787.43 20.16 3,494.66
28.94 5,016.95 60,203.43 30.51 5,287.87
26.08 4,521.37 54,256.47 27.49 4,765.53
29.53 5,118.85 61,426.18 31.13
25.93 4,495.30 53,943.62 27.33
27.40 4,748.59 56,983.05 28.88
24.13 4,182.03 50,184.34 25.43
27.18 4,711.41 56,536.95 28.65
27.18 4,711.41 + 56,536.95 28.65
30.80 5,338.43 1 64, 061.11 32.46
26.62 4,613.58 1 55,362.94 28.05
23.66 4,100.39 1 49, 204.64 24.93
27.18 4,711.41 56,536.95 28.65
28.23 4,892.38 58,708.57 29.75
18.63 3,229.22 38,750.69 19.64
20.65 1 3,579.21 42, 950.53 21.76
22.00 1 3,812.59 45,751.13 23.18
19.951 3,458.20 41,498.44 21.03
19.13 1 3,315.62 1 39,787.43 20.16
24.26 4,204.92 50,459.04 25.57
31.95 5,537.92 66,454.98 33.67
28.53 4,944.38 1 59, 332.58 30.07
23.05 3,995.57 1 47,946.85 24.30 1
33.55 5,815.14 1 69,781.73 35.36 1
43.56 7,550.55 90,606.60 45.91
31.36 5,435.03 1 65,220.34 33.05 1
Annual
45,269.86
53,183.82
52,894.30
56,609.46
64,276.30
67,520.42
53,183.82
56,609.48
61,878.83
56,609.46
50,535.99
51,861.71
43,739.35
61,878.82
41,935.96
63,454.42
57,186.33
Hr.
22.94 26.95
26.80 28.69
32.57 34.21
26.95 28.69
31.36 28.69
25.61 26.28
22.16 31.36
21.25 32.15
28.98 STEP C
Monthly
3,976.20
4,671.31
4,645.88
4,972.20
5,645.60
5,930.54
4,671.31
4,972.20
5,435.02
4,972.20
4,438.74 I
4,555.19
3,841.77 1
5,435.02
3,683.38 Ij
5,573.41
5,022.87
STEP D STEP E
Annual Hr. Monthly Annual Hr. Monthly Annual
47,714.43 24.18 4,190.92 50,291.03 25.48 4,417.23 53,006.73 56,055.74 28.41 4,923.56 59,082.74 29.94 5,189.43 62,273.20 55,750.58 28.25 4,896.76 58,761.11 29.78 5,161.18 61,934.22 59,666.38 30.23 5,240.70 62,888.37 31.87 5,523.69 66,284.34 67,747.21 34.33 5,950.46 71,405.55 36.18 6,271.79 75,261.47 71,166.52 36.06 6,250.79 75,009.50 38.01 6,588.33 79,060.01 56,055.74 28.41 4,923.56 59,082.74 29.94 5,189.43 62,273.20 59,666.39 30.23 5,240.70 62,888.37 31.87 5,523.70 66,284.35 65,220.30 33.05 5,728.52 68,742.21 34.83 6,037.86 72,454.27 59,666.38 30.23 5,240.70 62,888.37 31.87 5,523.69 66,284.34 53,264.94 26.99 4,678.44 56,141.24 28.45 4,931.07 59,172.87 54,662.23 27.70 4,801.17 57,613.99 29.19 5,060.43 60,725.15 46,101.25 23.36 4,049.23 48,590.72 24.62 4,267.89 51,214.63 65,220.28 33.05 5,728.51 68,742.17 34.83 6,037.85 72,454.25 44,200.52 22.40 3,882.28 46,587.35 23.61 4,091.92 49,103.07 66,880.96 33.89 5,874.38 70,492.54 35.72 6,191.59 74,299.12 60,274.39 30.54 5,294.10 63,529.21 32.19 5,579.98 66,959.78 5,395.26 64,743.18 32.81 5,686.61 68,239.32 34.58 5,993.69 71,924.23 36.45 6,317.35 75,808.15 4,738.05 I 56,856.57 28.81 4,993.90 59,926.84 30.37 I 5,263.57 63,162.88 32.01 5,547.81 66,573.66 5,005.01 60,060.12 30.43 5,275.28 63,303.36 32.08 li 5,560.14 66,721.73 33.81 5,860.39 70,324.71 4,407.861 52,894.30 26.80 4,645.88 55,750.59 28.251 4,896.76 58,761.12 29.78 5,161.181 61,934.22 4,965.83 59,589.95 30.20 5,233.98 62,807.81 31.83 1 5,516.62 66,199.44 33.55 5,814.52 { 69,774.22 4,965.83 59,589.95 30.20 5,233.98 62,807.81 31.831 5,516.62 66,199.44 33.55 5,814.52 II 69,774.22 5,626.701 67,520.42 34.21 5,930.54 71,166.52 36.061 6,250.79 75,009.50 38.01 6,588.331 79,060.01 4,862.71 1 58,352.53 29.57 { 5,125.30 I 61,503.55 31.17 5,402.06 64,824.76 32.85 I 5,693.77 I 68,325.29 4,321.811 51,861.67 26.28 I 4,555.181 54,662.21 27.70 4,801.16 57,613.96 29.19 II 5,060.431 60,725.11 4,965.831 59,589.95 30.20 5,233.981 62,607.81 31.83 5,516.62 66,199.44 33.55 5,814.52 69,774.22 5,156.57 61,878.83 31.36 1 5,435.02 1 65,220.30 33.05 5,728.52 68,742.21 34.83 6,037.86 72,454.27 3,403.60 40,843.23 20.701 3,587.401 43,048.76 21.81 3,781.11 45,373.38 22.99 3,985.30 47,823.54 3,772.49 45,269.86 22.941 3,976.201 47,714.43 24.18 4,190.921 50,291.03 25.48 4,417.23 53,006.73 4,018.48 48,221.70 24.44 4,235.47 50,825.68 25.75 4,464.191 53,570.25 27.15 4,705.25 56,463.06 3,644.95 43,739.35 22.16 3,841.77 46,101.25 23.36 4,049.23 1 48,590.72 24.62 4,267.89 51,214.63 3,494.661 41,935.96 21.25 3,683.38 44,200.52 22.40 3,882.281 46,587.35 23.61 4,091.92 49,103.07 4,431.99 I 53,183.82 26.95 4,671.31 56,055.74 28.41 4,923.56 I 59,082.74 29.94 5,189.43 62,273.20 5,836.96 I 70,043.56 35.49 6,152.16 73,825.92 37.41 6,484.38 77,812.52 39.43 6,834.53 82,014.40 5,211.381 62,536.54 31.691 5,492.791 65,913.52 33.40 5,789.411 69,472.86 35.20 6,102.03 73,224.40 4,211.33 1 50,535.99 25.61 1 4,438.74 153,264.94 26.99 4,678.44 I 56,141.24 28.45 4,931.07 59,172.87 6,129.16 1 73,549.94 37.27 1 6,460.14 77,521.63 39.28 6,808.98 81,707.80 41.40 1 7,176.67 86,120.01 7,958.281 95,499.36 48.391 8,388.031 100,656.32 51.01 8,840.981 106,091.76 53.76 9,318.39 111,820.72 5,728.521 68,742.25 34.831 6,037.861 72,454.34 36.711 6,363.911 76,366.89 38.70 6,707.561 80,490.69 R EVISED: 1/30/2023
APPENDIX "A" - JOB CLASS AND SALARY SCHEDULE
PLACENTIA CITY EMPLOYEES ASSOCIATION (PLEA)
Effective July 1, 2023
STEP A STEP B STEP C STEP D STEP E
JOB CLASS Hr. Monthly Annual Hr. Monthly Annual Hr. Monthly Annual Hr. Monthly Annual Hr. Monthly Annual PUBLIC WORKS INSPECTOR 30.40 5,268.59 63,223.07 32.04 5553.09 66,637.12 33.77 5852.96 70,235.52 35.59 6,169.02 74,028.24 37.51 6,502.15 78,025.76 SENIOR ACCOUNTING TECHNICIAN 27.18 4,711.41 56,536.95 28.65 4,965.83 59,589.95 30.20 5,233.98 62,807.81 31.83 5,516.62 66,199.44 33.55 5,814.52 69,774.22 SENIOR ADMINISTRATIVE ASSISTANT 28.23 4,892.38 58,708.57 29.75 5,156.57 61,878.83 31.36 5,435.02 65,220.30 33.05 5728.52 68,742.21 34.83 6,037.86 72,454.27 SENIOR BUILDING INSPECTOR 31.15 5,399.30 64,791.56 32.83 5690.86 68,290.31 34.60 5,998.17 71,977.98 36.47 6,322.07 75,864.80 38.44 6,663.46 79,961.49 SENIOR CODE ENFORCEMENT OFFICER 30.80 5,338.43 64,061.11 32.46 5,626.70 67,520.42 34.21 5,930.54 71,166.52 36.06 6,250.79 75,009.50 38.01 6,588.33 79,060.01 SENIOR CUSTODIAN 23.66 4,100.39 49,204.64 24.93 4,321.81 51,861.67 26.28 4,555.18 54,662.21 27.70 4,801.16 57,613.96 29.19 5,060.43 60,725.11 SENIOR ENGINEERING AIDE 27.40 4,748.59 56,983.05 28.88 5,005.01 60,060.12 30.43 5,275.28 63,303.36 32.08 5,560.14 66,721.73 33.81 5,860.39 70,324.71 SENIOR HUMAN RESOURCE TECHNICIAN 28.53 4,944.38 59,332.58 30.07 5,211.38 62,536.54 31.69 5,492.79 65,913.52 33.40 5,789.41 69,472.86 35.20 6,102.03 73,224.40 REVISED: 1/30/2023
MID -MANAGEMENT
Effective July 1, 2024
STEP A STEP B STEP C STEP D STEP E
JOB CLASS Hr. Monthly Annual Hr. Monthly Annual Hr. Monthly Annual Hr. Monthly Annual Hr. Monthly Annual ACCOUNTANT 36.19 6,272.63 75,271.53 38.00 6,586.26 79,035.11 39.90 6,915.57 82,986.86 41.89 7,261.35 87,136.19 43.99 7,624.42 91,493.01 ACCOUNTING MANAGER 52.81 9,152.99 109,835.93 55.45 9,610.64 115,327.74 58.22 10,091.18 121,094.13 61.13 10,595.74 127,148.82 64.19 11,125.52 133,506.27
ASSISTANT TO CA / ECONOMIC
DEVELOPMENT MANAGER 58.54 10,146.85 121,762.26 61.47 10,654.20 127,850.37 64.54 11,186.91 134,242.87 67.77 11,746.25 140,955.04 71.16 12,333.56 148,002.78 ASSOCIATE CIVIL ENGINEER 45.79 7,936.76 95,241.07 48.07 8,332.52 99,990.27 50.48 8,749.73 104,996.79 53.00 9,186.44 110,237.28 55.65 9,646.54 115,758.50 ASSOCIATE PLANNER 39.72 6,883.98 82,607.80 41.70 7,228.18 86,738.20 43.79 7,589.59 91,075.13 45.98 7,969.07 95,628.86 48.27 8,367.53 100,410.31 CHIEF BUILDING OFFICIAL 55.01 1 9,535.91 114,430.92 57.77 10,012.71 120,152.47 60.65 10,513.34 126,160.09 63.69 11,039.01 1 132,468.10 66.87 11,590.96 139,091.50 CHIEF DEPUTY CITY CLERK 44.88 1 7,779.09 93,349.04 47.12 8,168.04 98,016.49 49.48 8,576.44 102,917.31 51.95 9,005.26 I 108,063.17 54.55 9,455.53 113,466.33
CITY ENGINEER/DEPUTY
DIRECTOR OF PUBLIC WORKS 66.05 11,448.85 137,386.19 69.35 12,021.29 144,255.50 72.82 12,622.36 151,468.28 76.46 13,253.47 1 159,041.69 80.29 13,916.15 166,993.79
CODE ENFORCEMENT MANAGER
CODE ENFORCEMENT
SUPERVISOR
COMMUNICATIONS &
MARKETING MANAGER
COMMUNITY SERVICES
SUPERVISOR
CRIME ANALYST
DEPUTY CHIEF OF POLICE
DEPUTY CITY CLERK
DEPUTY DIRECTOR OF
ADMINISTRATIVE SERVICES
DEPUTY DIRECTOR OF
COMMUNITY SERVICES
DIGITAL MEDIA ANALYST
ECONOMIC DEVELOPMENT
MANAGER
FINANCE SERVICE MANAGER
FIRE DEPUTY CHIEF
FIRE MARSHAL
FIRE PREVENTION SPECIALIST
HUMAN RESOURCE ANALYST
HUMAN RESOURCES MANAGER
INFORMATION TECHNOLOGY
MANAGER
INFORMATION TECHNOLOGY
SPECIALIST
MANAGEMENT ANALYST
NEIGHBORHOOD SERVICES
MANAGER
PLANNING MANAGER
PLANS EXAMINER
PUBLIC SAFETY COMMUNICATION
MANAGER
45.17 7,830.32 93,963.89 47.43 8,221.84 98,662.09 49.81 8,632.93 103,595.19 52.30 9,064.58 1 108,774.95 54.91 9,517.81 1 114,213.70
38.50 6,672.63 80,071.59 40.42 7,006.26 84,075.17 42.44 7,356.58 88,278.93 44.56 7,724.41 92,692.92 46.79 8,110.63 97,327.51
45.17 7,830.32 93,963.89 47.43 8,221.84 98,662.09 49.81 8,632.93 103,595.19 52.30 9,064.58 108,774.95 54.91 9,517.81 114,213.70
38.50 6,672.63 80,071.59 40.42 7,006.26 84,075.17 42.44 7,356.58 88,278.93 44.56 7,724.41 92,692.92 46.79 8,110.63 97,327.51
38.50 6,672.63 80,071.59 40.42 7,006.26 84,075.17 42.44 1 7,356.58 88,278.93 44.56 7,724.41 I 92,692.87 46.79 8,110.63 97,327.51
86.15 14,933.07 I 179,196.80 90.46 I 15,679.72 I 188,156.63 94.98 16,463.71 1 197,564.47 99.73 I 17,286.89 I 207,442.69 104.72 18,151.23 217,814.82
35.08 6,080.10 1 72,961.23 36.83 1 6,384.11 76,609.28 38.67 1 6,703.31 1 80,439.73 40.61 1 7,038.48 1 84,461.71 42.64 7,390.40 1 88,684.83
72.13 12,502.96 150,035.47 75.74 13,128.10 157,537.25 79.53 13,784.51 165,414.11 83.50 14,473.73 173,684.82 87.68 15,197.42 182,369.06
50.55 8,761.57 105,138.85 53.07 9,199.65 110,395.78 55.73 9,659.63 115,915.58 58.52 10,142.61 121,711.35 61.44 10,649.74 127,796.92
38.50 6,672.63 80,071.59 40.42 7,006.26 84,075.17 42.44 7,356.58 88,278.93 44.56 7,724.41 92,692.87 46.79 8,110.63 97,327.51
45.17 7,830.32 93,963.89 47.43 8,221.84 98,662.09 49.81 8,632.93 103,595.19 52.30 9,064.58 108,774.95 54.91 9,517.81 114,213.70
52.81 9,152.99 109,835.94 55.45 9,610.64 115,327.74 58.22 10,091.18 121,094.12 61.13 10,595.74 127,148.83 64.19 11,125.52 133,506.27
72.13 12,502.96 150,035.47 75.74 13,128.10 157,537.25 79.53 13,784.51 165,414.11 83.50 14,473.73 173,684.82 87.68 15,197.42 I 182,369.06
62.11 10,766.26 129,195.08 65.47 11,347.63 136,171.58 69.00 11,960.38 I 143,524.60 72.73 12,606.25 151,274.98 76.66 13,286.97 159,443.59
38.50 6,672.63 80,071.59 40.42 7,006.26 84,075.17 42.44 7,356.58 88,278.93 44.56 7,724.41 92,692.87 46.79 8,110.63 97,327.51
38.50 6,672.63 80,071.59 40.42 7,006.26 84,075.17 42.44 7,356.58 I 88,278.93 44.56 7,724.41 92,692.87 46.79 8,110.63 97,327.51
45.17 7,830.32 93,963.89 47.43 8,221.84 98,662.09 49.81 8,632.93 1 103,595.19 52.30 9,064.58 108,774.95 54.91 9,517.81 114,213.70
60.30 1 10,451.26 125,415.12 63.31 10,973.82 1 131,685.87 66.48 11,522.51 138,270.15 69.80 12,098.64 145,183.69 73.29 12,703.57 152,442.86
38.50 6,672.63 80,071.59 40.42 7,006.26 84,075.17 42.44 7,356.58 88,278.93 44.56 7,724.41 92,692.87 46.79 8,110.63 97,327.51
38.50 6,672.63 1 80,071.59 40.42 7,006.26 84,075.17 42.44 7,356.58 88,278.93 44.56 7,724.41 92,692.87 46.79 8,110.63 97,327.51
45.17 7,830.32 93,963.89 47.43 8,221.84 98,662.09 49.81 8,632.93 103,595.19 52.30 9,064.58 108,774.95 54.91 9,517.81 114,213.70
60.05 10,408.04 124,896.45 63.05 10,928.44 131,141.27 66.201 11,474.861 137,698.34 69.51 12,048.60 144,583.26 72.99 12,651.03 151,812.42
44.50 7,712.81 92,553.72 46.72 8,098.45 97,181.43 49.06 8,503.37 1 102,040.48 51.51 8,928.54 107,142.50 54.09 9,374.97 112,499.62
60.30 10,451.26 125,415.12 63.31 10,973.82 131,685.87 66.48 11,522.51 138,270.15 69.80 12,098.64 145,183.69 73.29 12,703.57 152,442.86 REVISED: 1/30/2023
JOB CLASS
PUBLIC WORKS MANAGER
MID -MANAGEMENT
Effective July 1, 2024
STEP A STEP B STEP C STEP D STEP E
Hr. Monthly Annual Hr. Monthly Annual Hr. Monthly Annual Hr. Monthly Annual Hr. Monthly Annual
60.05 10,408.04 124,896.45 63.05 10,928.44 131,141.27 66.20 11,474.86 137,698.34 69.51 12,048.60 144,583.26 72.99 12,651.03 151,812.42 PUBLIC WORKS SUPERINTENDENT 45.17 7,830.32 93,963.88 47.43 8,221.84 98,662.07 49.81 8,632.93 103,595.18 52.30 9,064.58 108,774.94 54.91 9,517.81 114,213.69 PUBLIC WORKS SUPERVISOR 36.19 6,272.63 75,271.51 38.00 6,586.26 79,035.09 39.90 6,915.57 82,986.85 41.89 7,261.35 87,136.18 43.99 7,624.42 91,492.99 RISK MANAGER 60.30 10,451.26 125,415.12 63.31 10,973.82 131,685.87 66.48 11,522.51 138,270.15 69.80 12,098.64 145,183.69 73.29 12,703.57 152,442.86 SENIOR ACCOUNTANT 44.50 7,712.81 92,553.72 46.72 8,098.45 97,181.43 49.06 8,503.37 102,040.48 51.51 8,928.54 107,142.50 54.09 9,374.97 112,499.62 SENIOR ACCOUNTANT II 50.55 8,761.57 105,138.86 53.07 9,199.65 110,395.81 55.73 9,659.63 115,915.59 58.52 10,142.61 121,711.37 61.44 10,649.74 127,796.93 SENIOR CIVIL ENGINEER 58.54 10,146.85 121,762.26 61.47 10,654.20 127,850.37 64.54 11,186.91 134,242.87 67.77 11,746.25 140,955.04 71.16 12,333.56 148,002.78 SENIOR FINANCIAL ANALYST 44.88 7,779.09 93,349.03 47.12 8,168.04 98,016.49 49.48 8,576.44 102,917.31 51.95 9,005.26 108,063.17 54.55 9,455.53 113,466.32
SENIOR HUMAN RESOURCE
ANALYST 44.88 7,779.09 93,349.03 47.12 8,168.04 98,016.49 49.48 8,576.44 102,917.31 51.95 9,005.26 108,063.17 54.55 9,455.53 113,466.32
SENIOR MANAGEMENT ANALYST
SENIOR PLANNER
TRAFFIC ENGINEER
TRANSPORTATION MANAGER
44.88 7,779.09 93,349.03 47.12 8,168.04 98,016.49 49.48 8,576.44 102,917.31 51.95 9,005.26 108,063.17 54.55 9,455.53 113,466.32
50.55 8,761.57 105,138.85 53.07 9,199.65 110,395.78 55.73 9,659.63 115,915.58 58.52 10,142.61 121,711.35 61.44 10,649.74 127,796.92
55.01 9,535.91 114,430.91 57.77 10,012.70 120,152.45 60.65 10,513.34 126,160.09 63.69 11,039.01 132,468.11 66.87 11,590.96 139,091.51
55.01 9,535.91 114,430.91 57.77 10,012.70 120,152.45 60.65 10,513.34 126,160.09 63.69 11,039.01 132,468.11 66.87 11,590.96 139,091.51 REVISED: 1/30/2023
JOB CLASS
ASSISTANT CITY ADMINISTRATOR
CITY ADMINISTRATOR
DEPUTY CITY ADMINISTRATOR
DIRECTOR OF ADMINISTRATIVE SERVICES
DIRECTOR OF COMMUNITY SERVICE
DIRECTOR OF DEVELOPMENT SVCS
DIRECTOR OF FINANCE
DIRECTOR OF HUMAN RESOURCES
DIRECTOR OF PUBLIC WORKS
FIRE CHIEF
POLICE CHIEF
APPENDIX "A" - JOB CLASS AND SALARY SCHEDULE
EXECUTIVE MANAGEMENT
Effective 3uly 1, 2023
STEP A STEP B STEP C STEP 0 STEP E
Hr. Monthly Annual Nr. Monthly Annual Hr. Monthly Annual Hr. Monthty Annual Hr. Monthly I Annual
82.22 14,251.86 171,022.33 86.33 14,964.45 179,573.45 90.65 15,712.68 188,552.12 95.18 16,498.31 197,979.72 99.94 17,323.23 207,878.72 102.14 17,704.91 212,458.94 109.29 18,944.26 227,331.07 114.76 19,891.47 238,697.63 118.78 20,587.67 247,052.05 139.60 24,197.11 290,365.29
97.54 16,907.49 202,889.92 102.42 17,752.87 213,034.42 107.54 18,640.51 223,686.13 112.92 19,572.54 234,870.45 118.56 20,551.16 246,613.96
78.34 13,578.52 162,942.26 82.25 14,257.45 171,089.35 86.37 14,970.32 179,643.84 90.69 15,718.84 188,626.03 95.22 16,504.78 198,057.33
78.34 13,578.52 162,942.26 82.25 14,257.45 171,089.35 86.37 14,970.32 179,643.84 90.69 15,718.84 188,626.03 95.22 16,504.78 198,057.33
78.34 13,578.52 162,942.26 82.25 14,257.45 171,089.35 86.37 14,970.32 179,643.84 90.69 15,718.84 188,626.03 95.22 16,504.78 198,057.33
78.34 13,578.52 162,942.26 82.25 14,257.45 171,089.35 86.37 14,970.32 179,643.84 90.69 15,718.84 188,626.03 95.22 16,504.78 198,057.33
74.42 12,899.66 154,795.90 78.14 13,544.64 162,535.69 82.05 14,221.87 170,662.48 86.15 14,932.97 179,195.60 90.46 15,679.621 188,155.39
78.34 13,578.52 162,942.26 82.25 14,257.45 171,089.35 86.37 14,970.32 179,643.84 90.69 15,718.84 188,626.03 95.22 16,504.781 198,057.33
78.34 13,578.52 162,942.26 82.25 14,257.45 171,089.36 86.37 14,970.32 179,643.82 90.69 15,718.84 188,626.04 95.22 16,504.781 198,057.32
87.45 15,157.56 181,890.69 91.82 15,915.43 190,985.22 96.41 16,711.21 200,534.46 101.23 17,546.77 210,561.20 106.29 18,424.111 221,089.26
EXECUTIVE MANAGEMENT
Effective July 1, 2024
STEP A STEP 0 STEP C STEP O STEP E
108 CLASS Hr. Monthly Annual Hr. Monthly Annual Nr. Monthty Annual Hr. Monthly Annual Hr. Monthly Annual ASSISTANT CITY ADMINISTRATOR 84.69 14,679.42 176,153.00 88.92 15,413.39 184,960.65 93.37 16,184.06 194,208.69 98.04 16,993.26 203,919.12 102.94 17,842.92 214,1.15.08 CITY ADMINISTRATOR 105.21 18,236.06 21.8,832.71 112.57 19,512.5S 234,151.00 118.20 20,488.21 245,858.56 122.34 21,205.30 254,463.61 143.79 24,923.02 299,076.24 DEPUTY CITY ADMINISTRATOR 100,47 17,414.72 208,976.62 105.49 18,285.45 219,425.45 110.77 19,199.73 230,396.72 116.31 20,159.71 241,916.56 122.12 21,167.70 254,012.38 DIRECTOR OF ADMINISTRATIVE SERVICES 80.69 13,985.88 167,830.53 84.72 14,685.17 176,222.03 88.96 15,419.43 185,033.15 93.41 16,190.40 194,284.81 98.08 16,999.92 203,999.05 DIRECTOR OF COMMUNITY SERVICE 80.69 13,985.88 167,830.53 84.72 14,685.17 176,222.03 88.96 15,419.43 185,033.15 93.41 16,190.40 194,284.81 98.08 16,999.92 203,999.05 DIRECTOR OF DEVELOPMENT SVCS 80.69 13,985.88 167,830.53 84.72 14,685.17 176,222.03 88.96 15,419.43 185,033.15 93.41 16,190.40 194,284.81 98.08 16,999.92 203,999.05 DIRECTOR OF FINANCE 80.69 13,985.88 167,830.53 84.72 14,685.17 176,222.03 88.96 15,419.43 185,033.15 93.41 16,190.40 194,284.81 98.08 16,999.92 203,999.05 DIRECTOR OF HUMAN RESOURCES 76.65 13,286.65 159,439.78 80.49 13,950.98 167,411.76 84.51 14,648.53 175,782.36 88.74 15,380.96 184,571,47 93.17 16,150.00 193,800.05 DIRECTOR OF PUBLIC WORKS 80.69 13,985.88 167,830.53 84.72 14,685.17 176,222.03 88.96 15,419.43 185,033.15 93.41 I 16,190.40 194,284.81 98.08 1 16,999.92 203,999.05 FIRE CHIEF 80.69 13,985.88 167,830.53 84.72 14,685.17 176,222.04 88.96 15,419.43 185,033.13 93.41 1 16,190.40 194,284.82 98.08 1 16,999.92 203,999.04 POLICE CHIEF 90.07 15,612.28 187,347.41 94.57 16,392.90 196,714.77 99.30 17,212.54 206,550.50 104.27 1 18,073.17 216,878.03 109.48 1 18,976.83 227,721.94
APPENDIX "B" - 1995 INSURANCE BENEFITS CHANGES
Section 3. Insurances
Tier I - Employees, hired prior to November 21, 1995.
The City shall make available single party and dependent medical, dental, optical, long-term disability and life insurance to all classified employees, and to such other employees and officials as may be designated by the City Council.
The City shall pay that amount toward the premiums for such insurance as may be determined by the City Council and the employee shall pay the remainder of the premium. Such premiums shall be paid only to the company or companies with whom the City has contracted for such insurance coverage.
During periods of approved medical leave without pay, the City shall continue to pay its normal contribution for the above insurances for all officers and employees.
Upon service retirement, or ordinary disability retirement, the City shall continue to pay its normal contribution for medical, dental, optical, and life insurances for all eligible employees. These benefits shall be considered to be vested for employees hired prior to November 21, 1995. Retired employees receiving these insurances shall, if eligible enroll in, and pay for Medicare, Part B, at their earliest eligible date, as primary carrier. Employees retiring with industrial disability shall not be eligible for this benefit.
Tier II - Employees, hired on or after November 21, 1995.
The City shall make available single party and dependent medical, dental, optical, long-term disability and life insurance to all classified employees, and to such other employees and officials as may be designated by the City Council.
The City shall pay that amount toward the premiums for such insurance as may be determined by the City Council and the employee shall pay the remainder of the premium. Such premiums shall be paid only to the company or companies with whom the City has contracted for such insurance coverage.
During periods of approved medical leave without pay, the City shall continue to pay its normal contribution for the above insurances for all officers and employees.
Upon service retirement, or ordinary disability retirement, Tier II employees shall have the option of participating in a post-retirement insurance benefit program at their own cost. Employees retiring for industrial disability shall not be eligible for this benefit.
APPENDIX "C"- CASUAL DRESS CODE
Each Department Head, with the approval of the City Administrator, has the discretion to develop a more comprehensive dress code appropriate for employees' department.
GENERAL GUIDELINES
The City of Placentia is a public service delivery organization. All employees should dress appropriately for this business environment and in keeping with employees' work assignment. Public image plays an important role in developing and maintaining support for the organization. To maintain the confidence and respect of the citizens and other customers, each employee must exercise professional judgment as they choose workplace attire.
Business Casual does not mean sloppy. Clothing should be clean, wrinkle free, and without holes and frayed areas. Uniformed employees are required to dress per department standards; all other employees may dress causal in accordance with the following guidelines:
• Neat, business casual attire.
• Casual slacks — no blue ieans except on Thursday or Friday. • No T-shirts.
• Professional business attire will be required for meetings with outside agencies or night meetings.
• Please do NOT wear clothing with writing or messages, shorts, sandals for men or slippers for men or women.
• For Thursdays/Fridays ONLY blue jeans are acceptable.
City shirts are acceptable anytime.
Each employee's supervisor can make determinations as to the appropriateness of an employee's attire pursuant to this policy. If, in the opinion of the supervisor, an employee is not adhering to the intent of this policy, the supervisor will inform that person that he/she must dress in accordance with this policy. In severe cases, after consulting with the Department Head and the Human Resources Department, the supervisor may send the person home to change as directed.
In that event, time away from work will not be considered hours worked. An employee may use PTO time, compensatory, floating holiday, or administrative leave for such time away from work. This casual dress code will be adhered to unless it is superseded by a City Administrative Policy.