CITY OFRIALTOUNREPRESENTED MANAGEMENTBENEFITS PROFILECITY OFRIALTOUNREPRESENTED MANAGEMENTBENEFITS PROFILE
CITY OF
RIALTO
UNREPRESENTED MANAGEMENT
BENEFITS PROFILE
CITY OF
RIALTO
UNREPRESENTED MANAGEMENT
BENEFITS PROFILE
Introduction:
The following is provided to serve as a general outline of employee compensation and benefits associated with those Confidential/ At-will Unrepresented Management employees with the City of Rialto.
The following classifications comprise this at-will group:
Assistant to the City Manager
City Engineer
City Manager’s Executive Assistant
City Manager’s Assistant
Community Development Manager
Economic Development Manager
Deputy Director of Maintenance & Facilities
Deputy Director of Finance
Deputy Director of Parks, Recreation, and Community Services Engineering Manager
Human Resources/Risk Manager
Principal Budget and Financial Analyst
Public Relations Officer
At-Will Status:
Management – Unrepresented positions are designated as having “at-will” employment status. Employees hired into “at-will” positions shall have no constitutionally protected property or other interest in their employment with the City. Notwithstanding any provision in the city Policies & Procedures or any other City Policy, at-will employees have no right to continued employment or pre-or post-disciplinary due process and work at the will and pleasure of the hiring authority (City Council, City Manager, or Council-Appointed Authority). Work for an at-will employee may be eliminated and/or the employee may be terminated, or asked to resign, at any time, with or without cause, upon notice to that employee, and the employee may resign at any time upon written notice to the hiring authority.
At-will employees will be eligible for, and shall receive, all regular benefits (i.e., health insurance, PERS contribution to the extent paid by City, etc.) and vacation, sick leave, and administrative leave as are generally provided to management employees and described in this benefit profile, as amended from time to time. At-will employees who are terminated or asked to resign shall, upon execution of a release of all claims against the City, be eligible for a severance payment equivalent to two (2) months of salary and benefits. No severance shall be paid if the employee is terminated for serious misconduct involving abuse of his or her office or position, including but not limited to waste, fraud, violation of the law under color of authority, misappropriation of public resources, violence, harassment or discrimination. If the employee is later convicted involving such abuse of his or her position the employee shall fully reimburse the City as set forth in Government Code section 532243.3.
COMPENSATION
This section applies to all management and professional employees and does not include the City Manager, Elected Officials or members of the Executive Team.
The City’s policy for management and professional compensation is to establish and maintain a general structure based on marketplace norms and internal job alignment with broad compensation grads and ranges. Structures and ranges will be reviewed and updates as necessary based on marketplace survey data, internal relationships, and City financial conditions.
Individual compensation adjustments will be considered by the Council appointed officer based on (1) performance factors including achievement of predetermined objectives; (2) pay structure adjustments; and (3) City financial conditions.
Salary:
Established by City Council via the City of Rialto Classification and Compensation Plan.
Basic Plan Elements:
Competitive marketplace studies will be conducted as needed by surveying comparable organizations similar to Rialto in number of employees, funding mechanisms, population and services provided. These studies will focus on total compensation for management positions. Periodically, studies will include position-by-position comparisons using market research and internal equity data. The results of these studies may indicate that the entire pay structure be adjusted, that individual positions be reassigned to different pay grades, or that no change takes place. Such adjustments will only affect the salary plan framework. No individual salaries will be automatically changed because of structural adjustments.
A Department Director, with approval from the City Manager, may request that Human Resources reevaluate a job or jobs in his or her department based on significant and permanent changes in job content. In doing so, the Director will supply needed information and will provide a position description questionnaire as requested. The Human Resources/Risk Management Director will respond to such request within his or her discretion.
Salary Range:
Salary ranges consist of seven (7) steps.
Salary Adjustments:
Salary adjustments established by City Council.
The City Manager may propose as part of the budget process for City Council approval of a compensation adjustment based on (1) competitive market data, (2) changes in internal position relationships, (3) the City’s ability to pay, and (4) a recommendation received from the Director of Human Resources/Risk Management.
Salary Progression:
Employees shall be paid in accordance with the Classification and Compensation Plan. Step advancement may take place after six (6) months if hired at step 1. Otherwise, advancement is typically following twelve (12) months of satisfactory service.
Performance appraisals will be conducted at the end of each fiscal year during the months of July through September 30 each year prior to determining individual employee fixed compensation. This process includes both review of previous performance and preparation of the performance plan for the upcoming evaluation period (typically the following fiscal year). Performance plans are jointly prepared by the employee and the supervisor with the concurrence of the Department Head. The performance plans shall contain measurable objectives which place special emphasis on position description duties or specific assignments. Progress toward meeting objectives shall be monitored periodically. The performance evaluations should be implemented in a manner that will achieve the following objectives:
Define the employee’s job duties and expected level of performance for the next review period to ensure that both the employee and supervisor have a clear understanding of the employee’s role and responsibilities; Evaluate and document past performance to serve as a basis for establishing and obtaining future performance standards/objectives; Facilitate two-way communication and understanding between the employee and his or her supervisor; Counsel and encourage employees to work toward a learning development plan and realize their full potential; Establish future work plan objectives.
SPECIAL COMPENSATION:
Education and Certification Incentive Pay:
Employees with a Masters’ degrees will receive a seven percent (7.5%) pay increase. The increase in pay only applies if the employee has a degree higher than required of the position / classification.
Working Above Classification Pay:
Where management and professional employees, on a temporary basis, are assigned to perform all significant duties of a higher classification for a period of one month or more, the City Manager may authorize payment within the range of the higher classification for the specified time frame. Working above classification will not exceed six months, unless renewed at the discretion of the City Manager. On expiration of that timeframe, working above classification pay will cease and the employee will return to his or her former pay level. Working above classification pay is not to exceed 10% more than the employee’s current salary and shall be documented on a Personnel Action For, with a description of the additional duties in the higher classification to be performed and an anticipated end date.
BENEFITS
Cafeteria Plan Allotment:
Employees in the Unit shall be provided with a Cafeteria Plan, which will be administered by the City pursuant to Section 125 of the Internal Revenue Code. The Cafeteria Plan is designed to give employees the flexibility to choose various medical, vision and dental benefits provided through City plans. The employee may also choose the opt-out provision of the Cafeteria Plan as outlined below. The City’s contribution to the Cafeteria Plan for each employee will be one thousand, eight hundred dollars per month (1,800) to go towards the employee’s contributions for health, vision, and dental insurance premiums.
Effective December 1, 2025, the City will contribute $1,950 per month towards employee’s contributions for health, dental, and vision insurance premiums.
Effective December 1, 2026, the City will contribute $2,050 per month towards employee’s contributions for health, dental, and vision insurance premiums.
Cafeteria Benefit Plan:
Employees in the Management (Unrepresented) group shall be provided with a Cafeteria Plan that will be administered by the City pursuant to Section 125 of the Internal Revenue Code.
Employees Hired Before December 31, 2018
Employees have the choice of applying Cafeteria Plan dollars of $1,800 to purchase health, vision, and/or dental benefits provided through City plans for themselves and any dependents. Any amount not used to purchase such benefits shall be taken by the employee in taxable income. The employee may also choose the opt-out provision of the cafeteria plan as outlined in this section A(3) below.
The City will contribute the minimum employer contribution required pursuant to Government Code §22892(b) (“Minimum Contribution”) per month per employee for health insurance. The City shall pay up to a maximum of $1,800 per month inclusive of the minimum contribution towards the employee’s contribution for medical, vision, and dental insurance premiums. If the premium cost of the health plans (medical, vision, and/or dental) exceeds the City’s contribution of $1,800, the employee shall pay through payroll deduction the difference between the monthly premium and the amount contributed by the City.
The opt-out provision will allow employees to receive $1,200 of the City’s contribution if they do not utilize the City’s medical plans. An employee can still purchase dental and/or vision and receive the opt-out monies. An employee must provide the City with written notice/waiver of paid group health insurance premiums for which the employee is eligible. Then, the employee shall be provided up to 100% of the City contribution which may be taxable compensation or be placed into a deferred compensation plan. Documentation is required annually to verify that insurance is established.
Employees Hired On or After January 1, 2019
Employees have the choice of applying Cafeteria Plan dollars of $1,800 to purchase medical, vision, and/or dental benefits provided through City plans for themselves and any dependents. Any amounts not used shall not be taken by the employee as taxable income or in deferred compensation.
The City will contribute the minimum employer contribution required to Government Code §22892(b) (“Minimum Contribution”) per month per employee for health insurance. The City shall pay up to a maximum of $1,800 per month inclusive of the minimum contribution towards the employee’s contribution for medical, vision, and dental insurance premiums. If the premium cost of the health plans (medical, vision, and/or dental) exceeds the City’s contribution of $1,800, the employee shall pay through payroll deduction the difference between the monthly premium and the amount contributed by the City.
Those employees that do not utilize the Cafeteria Plan allowance for medical insurance, there shall be no cash back to the employee. Those employees hired on or after January 1, 2019, who elect to opt out of medical insurance shall receive $100 per pay period (24 pay periods) opt-out allowance. An employee can still purchase dental and/or vision and receive these opt-out monies. An employee must provide the City with written notice/waiver of paid group health insurance premiums for which the employee is eligible. Then, the employee shall be provided up to 100% of the City contribution which may be taxable compensation or be placed into a deferred compensation plan. Documentation is required to verify that insurance is established.
Retiree Medical: Retirees are not eligible for the full Cafeteria Plan amount. Retirees, however, shall retain all current CalPERS health benefits. The City shall contribute to the retired employees PERS Health plan according to the following schedule:
Retirement Status:
Contribution:
Retiree Only
$279.25 / month
Retiree + 1
$558.49 / month
Retiree + 2 or More
$726.04 /month
The City shall not reimburse Medicare premiums for employees or retirees.
Retirees and dependents must meet the definition of “annuitants” as defined by PERS to be eligible for this provision.
City Sponsored Dental Insurance: Employees may utilize their Cafeteria Plan provision to cover the costs associated with Dental Insurance.
City Sponsored Vision Insurance: Employees may utilize their Cafeteria Plan provision to cover the costs associated with Vision Care Insurance.
Life Insurance: The City will pay the cost of employee and dependent life insurance coverage at the following base levels:
Covered Unit
Coverage Amount:
Employee
$75,000
Spouse
$25,000
Registered Domestic Partner
$25,000
Children
$5,000
Income Protection Insurance (Short-Term Disability): The City shall contribute one hundred percent (100%) of the premium annually for income protection insurance for active employees. (The actual benefit amount equates to $125.00 per week) if utilized.
Flexible Spending Account (FSA): Employee paid through pre-tax payroll deductions, subject to IRS annual limits.
Deferred Compensation: Effective July 1, 2025, All Management/Unrepresented employees receive five hundred twenty-five dollars ($525) per month in deferred compensation.
Employees will have access to the 401A, Money Purchase Pension Plan and Trust, subject to City Council modification of the plan as authorized by federal and state laws.
Employee Assistance Program (EAP): Offers limited free and confidential counseling and referral services to employees related to work, personal, and life issues.
State Disability Insurance: Employees shall pay one hundred percent (100%) of the cost of State Disability Insurance (SDI) through payroll deduction.
LEAVES
Holidays:
The City recognizes the following holidays per calendar year:
New Year’s Day
Labor Day
Martin Luther King Day
Veteran’s Day
President’s Day
Thanksgiving Day
Cesar Chavez Day
Friday after Thanksgiving
Memorial Day
Christmas Eve
Juneteenth
Christmas Day
Independence Day
Depending upon an employee’s work schedule should a Holiday fall on an employee’s regular day off, those Holiday hours will be accrued and “banked” to utilize at a later date.
Holiday Closure: During the week of Christmas Eve through New Year’s Day, the City offices will be closed. Employees may utilize accrued administrative leave, vacation leave, compensatory time, or floating holidays, in addition to the holidays; in order to receive full pay for the closure time period.
Vacation Leave:
Years of Service
Annual Accrual
0 – 1 Year
Prorated Accrual – 80 hours awarded upon completion of 365 days (2080 hours) 1 - 4 Years
6.00 Hours/pay period
5 – 10 Years
7.50 Hours/pay period
11 – 16 Years
9.50 Hours/pay period
17+ Years
10.50 Hours/pay period
Vacation Accrual Cap: Employees within the Management Unit may not accrue more than six hundred (600) hours of vacation leave. Vacation accruals will resume once the employee’s accumulated vacation balance falls below six (600) hours.
Sick Leave: Employees within the Management Unit will accrue at the rate of 120 hours per fiscal year or (4.615 per pay period).
Upon separation from City service due to retirement, resignation, layoff or death, the Employee shall be paid at his current base hourly rate for their accumulated and unused sick leave as follows:
Years of Service
Percentage to Be Paid
5 - 9 years
50%
10 – 14 years
65%
15 – 19 years
75%
20 years or more
100%
An employee may use accumulated but unused sick leave while on an absence due to an industrial injury in addition to any worker’s compensation payment; the combination of the two shall not exceed one hundred percent (100%) of Employee’s base salary.
Optional Annual Vacation/Sick Leave Cash Out
Effective December 1, 2024, for calendar year 2025 (1/1/2025) and every year thereafter: In December of each year, employees may irrevocably elect to cash-out up to 210 combined total of hours of vacation and/or sick time to be accrued in the following calendar year that are both accrued and unused at the time of the cash out.
Use of Vacation/Sick Cash-Out
In order to cash out, the employee must submit an irrevocable election form, no later than December 1 of the preceding calendar year specifying the amount of hour of each kind of leave requested to cash out, and specifying how much shall occur in each of the 2 annual distributions. The cash-out is only for hours to be accrued in the calendar year following submission of the irrevocable election form. Regardless of the number of leave hours elected, only those hours that were accrued in the calendar year after the irrevocable election that remain unused at the time of the distribution shall be cashed out.
The two annual distributions shall be June 1st and December 1st of each calendar year.
Employees who do not submit an irrevocable election form by December 1 will be deemed as foregoing participation in the optional annual leave cash-out program for that following calendar year.
Cash-outs shall not deplete the employee’s vacation below 80 hours. The cash-out shall be at the employee’s current base salary rate, not the FLSA regular rate of pay, but shall include salary and special compensation, yet exclude overtime and cafeteria payments, at the time of cash-out.
This section does not preclude an employee the ability to deposit unused hours into their 457(b) deferred compensation account or their RHSA (once established) throughout the year, up to the statutory limits.
Administrative Leave: Employees will be credited with administrative leave as follows:
One hundred twenty (120) hours administrative leave.
Administrative leave hours will be credited on July 1; hours must be used by June 30 of the following year.
Administrative leave hours do not accumulate; hours not used by June 30 of each year are forfeited.
Administrative leave hours will be prorated only when employees enter the unit.
Bereavement Leave: Any eligible employee whom is absent from work by reason of death in the immediate family may be allowed a leave of absence with pay. Up to three (3) cumulative working days (30 hours) per occurrence may allowed to attend funeral services, which will not be deducted from the employee’s leave bank.
Jury Duty: An employee may be absent for up to ten (10) hours per day for jury duty.
Military Leave: In accordance with the Military Leave and Veterans Code, Section 395, any public employee who is a member of the reserve corps of the U.S. or National Guard, or the Naval Militia shall be entitled to temporary leave of absences as provided by federal law while engaged in active military duty (including training, encampment, naval cruises, special exercises, or like activity) providing that the period of ordered duty does not exceed 180 calendar days.
RETIREMENT
California Public Employees’ Retirement System (CalPERS):
Tier 1 (“Classic” Members): 2.7% at 55 formula with widow’s one-half continuance.
Tier 2 (“New” Members/PEPRA): 2% at 62 formula.
Employees who are new members, as defined above, shall be required to pay fifty percent (50%) of the expected normal cost rate for their benefits. (This amount is six and three-quarters percent (6.75%) of reportable compensation as of January 1, 2013).
Employees who are not new members shall be required to pay a total of eight percent (8%) of their salary, on a pre-tax basis, towards PERS costs. All contributions made by employees described in the previous section above shall be in accordance with IRS Code §414(h)(2) (or any subsequent amendments to said IRS code section), whereby employee contributions described above shall be tax deferred (not subject to taxation until time of constructive receipt).
ADDITIONAL BENEFITS
Automobile Allowance: Specific to “Managers” within the Management, Unrepresented, At-Will Group, namely the following classifications: City Manager’s Assistant, City Manager’s Executive Assistant, Community Compliance Manager, Community Development Manager, and Utilities Manager the City may provide the employee with the option of the use of a City vehicle.
Bilingual Pay: The City shall pay One Hundred Dollars ($100) per pay period to Employee upon passage of the City examination for fluency in Spanish.
Cell Phone / Technology Allowance: Specific to “Managers” within the Management, Unrepresented, At-Will group, the City shall provide employee with a City cell phone for the conduct of City business only, paid by the City.
Educational Reimbursement: The City agrees to reimburse employees up to two thousand five hundred dollars ($2,500) per fiscal year for expenses for tuition and books, provided that the employee achieves a passing grade in the course.
Longevity Pay: Employees with five (5) to nine (9) years of cumulative City of Rialto service will receive longevity pay equal to three percent (3%) of his or her base salary. Employees with ten or more years of cumulative City of Rialto service will receive longevity pay equal to six percent (6%) of his or her base salary.
To the extent applicable and permitted by law, this pay shall be reportable to CalPERS as special compensation or pensionable compensation pursuant to Title 2, Sections 571 and 571.1 of the California Code of Regulations.
Rialto Fitness Center: Employees, employees’ spouses, retirees, and retirees’ spouses shall be allowed free use of the Rialto Fitness Center during normal operating hours if the City has managerial control of the facility. Employees, employees’ spouses, retires, and retires’ spouses shall adhere to the same regulations regarding reservations and use and care of the facilities as the general public.
NOTES
2025