CITY OF SAN MARINO RESOLUTION NO. R-26-13
RESOLUTION NO. R-26-13
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF SAN MARINO, CALIFORNIA, AMENDING THE
UNREPRESENTED EMPLOYEES SALARY AND
BENEFITS SCHEDULE FOR THE PERIOD COVERING
JULY 1, 2024 THROUGH JUNE 30, 2027 TO INCLUDE THE
POSITION OF PART-TIME RECREATION
COORDINATOR
WHEREAS, Section 02.05.01(A) of the City Code provides that salary and benefits plans for employees are a part of the City’s personnel rules and regulations when approved by resolution of the City Council; and
WHEREAS, Section 02.05.01(D) provides that the City Manager shall prepare salary and benefit schedules for presentation to the City Council; and WHEREAS, a job classification for the position of Part-Time Recreation Coordinator was previously adopted by the City Council and the salary was adopted via Resolution R-25-37 on November 12, 2025; and
WHEREAS, this Recreation Coordinator position is part-time, therefore is unrepresented; and
WHEREAS, the City Council previously adopted a compensation plan for unrepresented employees; and
WHEREAS, this resolution shall supersede any and all resolutions pertaining to the unrepresented employees salary and benefits schedule, including, R-22-38, R-22-43, R-22-46, R24-04, R-24-16, and R-24-34 pertaining to unrepresented employees salary and benefits schedule for the period covering July 1, 2024 through June 30, 2027.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SAN MARINO, CALIFORNIA, DOES HEREBY FIND, DETERMINE, AND RESOLVE AS FOLLOWS:
SECTION 1. That the “Unrepresented Employees Salary and Benefit Schedule” for the period covering July 1, 2024 to June 30, 2027, as attached hereto, and made a part hereof shall be adopted as the salary and benefit schedule for unrepresented employees in the City of San Marino.
SECTION 2. That the “Unrepresented Employees Salary and Benefit Schedule” shall become a part of the City’s personnel rules and regulations.
SECTION 3. That the “Unrepresented Employees Salary and Benefit Schedule” for the period covering July 1, 2024 to June 30, 2027, as attached hereto shall include the position of PartTime Recreation Coordinator.
CITY OF SAN MARINO RESOLUTION NO. R-26-13
PASSED, APPROVED, AND ADOPTED, at a Regular Meeting of the City Council of the City of San Marino, California, on this 29th day of May, 2026.
TONY CHOU, MAYOR
ATTEST:
ALISON WALKER, CITY CLERK
CITY OF SAN MARINO RESOLUTION NO. R-26-13
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) ss.
CITY OF SAN MARINO )
I, Alison Walker, City Clerk of the City of San Marino, California, hereby certify that Resolution No R-26-13 was adopted by the City Council of the City of San Marino at a regular meeting held on the 29th day of May, 2026, and that the same was adopted by the following vote:
AYES:
NOES:
ABSTAIN:
ABSENT:
________________________________
ALISON WALKER, CITY CLERK
CITY OF SAN MARINO
UNREPRESENTED EMPLOYEES
SALARY AND BENEFITS SCHEDULE
PERIOD COVERING
JULY 1, 2024 THROUGH JUNE 30, 2027
AS AMENDED BY RESOLUTION NO. R-26-13
SECTION 1. INTRODUCTION
This salary and benefit schedule shall represent the compensation program provided to unrepresented employees of the City of San Marino for the period July 1, 2024 through June 30, 2027. Unrepresented employees include department directors/chiefs, managers, and part-time employees. All full-time unrepresented employees are designated FLSA “exempt.” SECTION 2. WAGE AND SALARY
SECTION 2.1. ADMINISTRATION OF BASIC COMPENSATION PLAN.
Effective July 1, 2024, July 1, 2025, and July 1, 2026, all classifications shall receive a base salary increase of four (4%) percent each year.
A schedule of job classifications together with salary rate ranges is set forth in Exhibit A and attached hereto. Said salary rates shall be effective as indicated.
Notwithstanding the classification’s exempt status, the Fire Division Chief classification shall receive time-and-one-fifth (1.2 times the employee’s regular rate of pay) compensation for administrative duties worked beyond 112.31 hours in a pay period. In circumstances where an employee in the Fire Division Chief classification assumes supplemental responsibilities on a temporary basis, a maximum duration of 12 consecutive months, the Fire Chief, with the City Manager’s approval, is authorized to grant up to an additional 10% of compensation at the employee’s base salary rate for the duration of the assignment.
In circumstances where a Department Director assumes responsibility for an additional department, the City Manager is authorized to grant an additional 10%-15% of compensation at the employee’s base salary rate for the duration of the assignment, to be effective after the first two weeks have elapsed per occurrence.
Management employees promoted to their position from within City employment shall receive at least a five percent (5%) salary increase. Management employees appointed from outside City employment shall receive a salary at the level approved by the City Manager.
Management employees shall be eligible for a merit increase within their appropriate salary range following the successful conclusion of their initial probationary period (for those who serve a probationary period), and each twelve (12) months thereafter, following an evaluation of the employee by the City Manager or his/her designee.
Employees with unsatisfactory performance shall not receive a merit increase.
SECTION 2.2 LONGEVITY PAY.
Full-time employees shall be eligible to receive additional monthly compensation of base salary at the completion of the designated full-time years of service with the City of San Marino as set forth in the table below:
Years of Service % of Base Salary Per Month
Year 10 2%
Year 15 4%
Year 20 6%
Longevity Pay compensation shall occur the pay period following the completion of the total years of service.
SECTION 2.3. BILINGUAL PAY.
Full-time employeeswho demonstrate conversational verbal fluency in Cantonese, Taiwanese, Mandarin, and/or Spanish (or any other language as determined by the City Manager) shall receive compensation in the amount of $100 per month. In exchange, the employee agrees to use his/her fluency to communicate and translate as needed.
Qualification for bilingual pay shall be subject to successful completion of a proficiency exam as determined by the Human Resources Director. Bilingual pay will start at the beginning of the pay period immediately following the employee's successful completion of a proficiency exam. Biennial requalification will be required for continuation of bilingual pay.
The total number of positions authorized for bilingual pay at any one time is at the discretion of the City Manager.
SECTION 2.4. EDUCATION INCENTIVE PAY.
Full-time employees that possess a degree from an accredited university in a related field that is not required by the job classification or governing agency (i.e. P.O.S.T.) or maintain a license (i.e. CPA or PE) that is not required by the job classification, shall be eligible to receive Education Incentive Pay as set forth in the table below:
Degree Per Month
Bachelor’s $200
Master’s, CPA, PE $400
The City will provide an Education Incentive Pay only for the highest degree earned.
Employees must present a copy of their Degree(s) to the Human Resources Department in order to determine eligibility. Education Incentive Pay will start at the beginning of the pay period immediately following the employee successfully meeting all of the requirements.
SECTION 3. TUITION REIMBURSEMENT
Full-time employees are eligible for reimbursement for costs incurred during the fiscal year related to pursuing a formal college degree related to their field of work and subject to prior approval by the City Manager. Costs for books, fees and tuition are eligible for reimbursement.
Maximum annual reimbursement is two thousand-five hundred ($2,500.00) dollars per employee.
Actual amount may vary based on available funds and the number of members submitting for reimbursement and the total amount requested by applicants. Maximum annual funds available for the program is five thousand ($5,000.00) dollars. Amount of funds to be dispersed will be established at the end of the fiscal year and will be based on the number of applicants and the total amount requested.
If the total amount requested exceeds five thousand ($5,000.00) dollars, then the two thousandfive hundred ($2,500.00) dollars maximum per applicant will be reduced for all applicants to an amount which will result in a cumulative maximum of five thousand ($5,000.00) dollars. • Example 1 – Five (5) members apply. One (1) for two thousand-five hundred ($2,500.00) dollars and the others for one thousand ($1,000.00) dollars each. The maximum benefit would be reduced to one thousand ($1,000.00) dollars for each applicant. • Example 2 - Three (3) members apply. Two (2) for two thousand-five hundred ($2,500.00) dollars and one (1) for one thousand ($1,000.00) dollars. The maximum benefit would be reduced to two thousand ($2,000.00) dollars for each applicant.
SECTION 4. TECHNOLOGY LOAN PROGRAM
The Technology Loan Program is intended to assist full-time employees who want to purchase computers, software, and peripheral equipment. Authorized, purchases are intended to upgrade employee skills in current technology that can be used on the job. In order to be eligible to participate in the Technology Loan Program, employees must have been employed with the City of San Marino for at least one (1) year. An employee may apply for a Technology Loan for up to two thousand four hundred ($2,400.00) dollars as long as the prior loan has been paid in full. The Loan must be paid back in full within twenty-four (24) months following disbursement.
Prior to participating in the Employee Technology Loan Program, employees must agree and accept the terms and conditions of the Technology Loan Promissory Note, which is available in the Human Resources Department, and is subject to City Manager approval.
At the time of termination of employment (voluntary or involuntary), any outstanding balance of the loan will be due immediately and payable to the City before the final pay is released.
A maximum of five (5) new Technology Loans will be provided in a fiscal year subject to available funds.
SECTION 5. VEHICLE USE
DEPARTMENT DIRECTORS’ VEHICLE ALLOWANCE
The following Director positions will be provided a two hundred dollar ($200.00) per month car allowance to compensate employees for the use of their personal vehicles in the performance of, and related to his/her duties:
Community Services Director
Community Development Director
Finance Director
Human Resources Director
USE OF CITY VEHICLES
The following positions may be assigned City vehicles, with the approval of the City Manager, for their use due to the unique nature of these positions and their responsibility at any and all times to be called upon to respond to emergency situations:
Police Chief*
Police Commander
Fire Chief*
Fire Division Chief
Parks & Public Works Director/City Engineer*
Public Works Manager
*In lieu of assigning a City vehicle, the City Manager may authorize a two hundred dollar ($200.00) per month car allowance to compensate employees for the use of their personal vehicles in the performance of, and related to his/her duties.
The City will provide all maintenance upkeep, fuels, and insurance on the assigned City vehicle. Personal use of the assigned City vehicle beyond commuting from home to work and work to home is prohibited, except during those times when the employee is on call. In those cases, the employees personal use is limited to the local area. Any employee issued a City vehicle agrees to hold the City harmless to waive all rights to seek damages for injury to him/herself for personal use of the vehicle. The waiver shall be prepared by the City.
Assignment of a City vehicle may be revoked or modified by the City Council, City Manager, or respective department without recourse by the employee.
SECTION 6. RETIREMENT
Employees eligible for participation in the CalPERS Retirement system shall be subject to the following rules. Employees not deemed eligible for membership in the CalPERS system shall participate in PARS.
NEW MEMBERS
The Public Employees’ Pension Reform Act of 2013 (PEPRA) defines a “new member” as any of the following:
• A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who has no prior membership in any California public retirement system.
• A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who is not eligible for reciprocity with another California public retirement system.
• A member who first established CalPERS membership prior to January 1, 2013, and who is rehired by a different CalPERS employer after a break in service of greater than six months.
CLASSIC MEMBERS
CalPERS refers to all members that do not fit within the definition of a new member as “Classic Members.”
FIRE MANAGERS:
Effective January 1, 2013, the employees’ retirement formula shall be determined by a three-tier system:
Tier 1: For Classic Members hired by the City before July 1, 2006, the City has contracted with PERS to provide 3% at 50 Retirement Benefit with the single highest one-year salary calculated as final compensation. Employees shall pay the entire portion of the required 9% employee contribution on behalf of the employee to CalPERS.
Tier 2: For Classic Members hired by the City on or after July 1, 2006 and before January 1, 2013 the City has contracted with PERS to provide 3% at 55 Retirement Benefit with the single highest one-year salary calculated as final compensation. Employees shall pay the entire portion of the required 9% employee contribution on behalf of the employee to CalPERS.
Tier 3: For New Members, as defined by PEPRA, the City previously contracted with PERS to provide 2% at 57 Retirement Benefit with three years of their highest average salary calculated as final compensation. With the adoption of this year’s Firefighters’ Association MOU, the City will pursue execution of a contract amendment with CalPERS to establish a new PEPRA tier at the 2.7% @ 57 formula. Once the new tier is effective, all current Fire PEPRA employees will be transferred from the 2% @ 57 formula to the 2.7% @ 57 formula and all new Fire PEPRA employees will be enrolled in this new tier. The required employee contribution for new members is adjusted periodically by CalPERS.
POLICE MANAGERS:
Effective January 1, 2013, the employees’ retirement formula shall be determined by a three-tier system:
Tier 1: For Classic Members hired by the City before November 18, 2012, the City has contracted with PERS to provide 3% at 50 Retirement Benefit with the single highest one-year salary calculated as final compensation. Employees shall pay the entire portion of the required 9% employee contribution on behalf of the employee to CalPERS.
Tier 2: For Classic Members hired by the City on or after November 18, 2012, the City has contracted with PERS to provide 2% at 55 Retirement Benefit with three years of their highest average salary calculated as final compensation. Employees shall pay the entire portion of the required 7% employee contribution on behalf of the employee to CalPERS.
Tier 3: For New Members, as defined by PEPRA, the City has contracted with PERS to provide 2% at 57 Retirement Benefit with three years of their highest average salary calculated as final compensation. The required employee contribution for new members is adjusted periodically by CalPERS.
MISCELLANEOUS (NON-SWORN) MANAGERS:
Effective January 1, 2013, the employees’ retirement formula shall be determined by a three-tier system:
Tier 1: For Classic Members hired by the City before July 1, 2012, the City has contracted with PERS to provide 2% at 55 Retirement Benefit with the single highest one-year salary calculated as final compensation. Employees shall pay the entire portion of the required 7% employee contribution on behalf of the employee to CalPERS.
Tier 2: For Classic Members hired by the City after July 1, 2012, the City has contracted with PERS to provide 2% at 60 Retirement Benefit with three years of their highest average salary calculated as final compensation. Employees shall pay the entire portion of the required 7% employee contribution on behalf of the employee to CalPERS.
Tier 3: For New Members, as defined by PEPRA, the City has contracted with PERS to provide 2% at 62 Retirement Benefit with three years of their highest average salary calculated as final compensation. The required employee contribution for new members is adjusted periodically by CalPERS.
PARTICIPATION IN PUBLIC AGENCY RETIREMENT SERVICES (PARS) Employees deemed ineligible for participation in the CalPERS Retirement System (typically part-time employees) shall participate in the PARS retirement program, which is a qualified alternative to Social Security. The Plan requires a 7.5% contribution per pay period, which shall be evenly split between the City and the employee.
DEFERRED COMPENSATION
Effective July 1, 2024, all non-sworn full-time employees shall be eligible for a dollar-fordollar matching contribution to the City-sponsored deferred compensation program, up to a maximum City contribution of two hundred dollars ($200.00) per month. Effective July 1, 2022, all sworn full-time Police employees assigned to the Tier 3 Retirement formula (also known as “the PEPRA Tier”) shall be eligible for a dollar-for-dollar matching contribution to the Citysponsored deferred compensation program, up to a maximum of one hundred seventy-five ($175.00) dollars per month.
SECTION 7. MEDICAL AND OTHER HEALTH BENEFITS
SECTION 7.1. FLEXIBLE MEDICAL BENEFITS.
Effective February 1, 2009 the City of San Marino commenced participation in the Public Employees’ Medical and Hospital Care Act, Government Code Sections 22750 et. seq. The employer contribution for annuitants shall at all times equal employer contribution paid for active employees. Medical benefits shall be under the PERS medical program.
SECTION 7.2. OTHER HEALTH BENEFITS.
The City shall make available to current full-time employees group dental and vision programs, for as long as employee participation permits such programs to be provided. Employees may join or remove themselves or their dependents from participation in any program once annually. The City shall notify employees of the join/remove period by providing a notice with payroll at least three (3) weeks prior to the time period.
SECTION 7.3. EMPLOYEE PARTICIPATION.
All eligible employees (typically only full-time employees) shall be covered under the PERS medical program, except as provided for herein. The employee may select from the PERS plans which health program is best for the employee's family once annually. Employees may modify their dependent medical coverage under the PERS health plan as permitted by the insurance company. Should the program cost more than the City's contribution provided in this Article, the City shall deduct the additional funds from the employee's paycheck to pay the difference.
If an employee is able to provide proof of coverage under a spouse's or other health insurance plan, the employee need not obtain health insurance under the City's provided PERS medical program. All employees electing not to participate in the City's PERS medical program shall be required to:
1. Submit adequate written proof of medical coverage;
2. Provide the City with no less than thirty (30) days written notice before any such medical coverage is canceled; and
3. Execute a liability and hold harmless release form removing the City from all liability resulting from medical coverage or the lack thereof.
SECTION 7.4. CITY CONTRIBUTION.
The City's contribution is established at two-hundred seventy-five dollars ($275.00) per month per annuitant and active eligible employee. This monthly contribution shall only increase as required by the Board of Administration of the Public Employees’ Retirement System or the State Legislature, as set forth in Government Code Section 22892.
The City of San Marino will establish a flexible floating fringe benefit pool (“FFBP”) for currently active employees. This “FFBP” shall not be used by any current annuitants or future annuitants. The purpose of the “FFBP” is to provide current active employees with additional health insurance, life insurance, vision insurance, disability insurance, and dental insurance.
Through June 30, 2027, the City of San Marino commits to fully funding the cost of the insurances or until the resolution is amended; whichever is later as noted above for the employee and all eligible dependents, capped at the rates for the Los Angeles County region of medical coverage.
In the event that the “FFBP” fails to cover the actual costs of the additional health insurance, required life insurance, vision insurance, required disability insurance, and dental insurance, the individual employee shall pay the difference. Any “FFBP” amount left unspent on actual insurance costs will be forfeited by the employee, with no option to cash it out, utilize it towards voluntary benefits, etc.
SECTION 7.5. LEGACY CASH-OUT PROGRAM.
In 2019, the City of San Marino discontinued the practice of permitting the unused amount of the FFBP to be cashed out by current and/or new employees. Only employees who were cashing out at the time of the previous MOU adoption were permitted to continue. That policy continues in this MOU. The employees who continue to have a cash-out amount are now part of this “Legacy Cash Out Program.” Said cash-out shall not be compensable to CalPERS as salary pursuant to California Code of Regulations, Chapter 2, Article 5, Section 572 (2CCR571). As before, all cashout amounts are capped and shall never increase from the current amounts, but may decrease, as follows.
All Legacy Cash Out participants who elect medical insurance coverage shall have the amount of their cash-out reduced on a penny-for-penny basis directly proportional to any increase to their insurance costs. For example, if an employee’s insurance costs increase by fifty dollars and seventy-five ($50.75) cents per month, that employee’s cash-out will reduce by fifty dollars and seventy-five ($50.75) per month. Effective July 1, 2022, any reduction becomes the new maximum cash-out amount for the employee and may decrease again in the future, but never increase.
For Legacy Cash Out Program employees who waive medical insurance coverage, their cash-out amounts will be reduced by the average percent that the cash-out reduced for Legacy employees who elect medical insurance coverage. For example, if the Legacy employees who elect medical insurance see an overall average reduction of 3.75% in their collective cash-out amount, then Legacy employees who waive medical insurance will see a corresponding 3.75% reduction in their cash-out amounts. Effective July 1, 2022, any reduction becomes the new maximum cash-out amount for the employee and may decrease again in the future, but never increase.
SECTION 7.6. RETIREE PARTICIPATION.
Retirees, who have retired under a PERS retirement program after a minimum of five (5) years of full-time employment with the City or who have been authorized by the City Manager, shall be eligible to participate in the PERS medical program, the dental program and the vision plan provided by the City for current employees as provided in this Article.
Retirees and their dependents shall be eligible to remain in the PERS medical program for as long as they shall meet the requirements of said program. Retirees shall be eligible to participate in the other health programs provided for herein until they reach the age of sixty-five (65). Retirees may carry dependent coverage under the health programs (other than PERS medical) provided for herein until the dependent reaches the age of sixty-five (65).
Employees that retired prior to July 1, 2024 shall be provided two hundred seventy-five ($275.00) dollars per month to be used for payment toward the medical and health benefits contained herein. If a retiree selects a program(s) in excess of the amount provided by the City, the Retiree shall be responsible for paying the balance due. Should the retiree select a program(s) costing less than the amount provided by the City or elect not to have any coverage, the employee shall have no rights to the balance available.
The City shall increase the contribution available to retirees by the amount required by the PERS medical program.
Employees that retire after July 1, 2024 shall be provided the following retiree medical contributions based on years of service with the City of San Marino:
Years of Service Amount Per Month
5-10 Years $400
11-20 Years $600
21+ Years $800
The medical contribution is to be used for payment toward the medical and health benefits contained herein. If a retiree selects a program(s) in excess of the amount provided by the City, the Retiree shall be responsible for paying the balance due. Should the retiree select a program(s) costing less than the amount provided by the City or elect not to have any coverage, the employee shall have no rights to the balance available.
The City shall increase the contribution available to retirees by the amount required by the PERS medical program.
SECTION 7.7. LONG TERM DISABILITY INSURANCE.
The City shall provide a Long-Term Disability (LTD) insurance program for affected employees. The cost for said LTD insurance shall be paid by the employee from the monthly City contribution noted earlier in this Section. All affected employees shall be required to participate in the Long-Term Disability insurance program.
The Short/Long-Term Disability program shall be with a thirty (30) day elimination period up to age 65.
SECTION 7.8. LIFE INSURANCE.
The City shall provide a life insurance benefit in the amount of fifty thousand dollars ($50,000.00) per employee. The cost for said life insurance shall be paid by the employee from the monthly City contribution.
All affected employees shall be required to participate in the life insurance program. An employee may buy additional life insurance at their own cost.
SECTION 7.9. PART-TIME EMPLOYEE PARTICIPATION.
Effective January 1, 2023, part-time employees may elect to participate in all eligible insurance programs at their own cost; there will be no City contribution. Eligibility determinations are made by the insurance plans themselves, but the City anticipates that dental, vision, life, disability, and supplemental programs will likely be available.
SECTION 8. NON-SWORN WORK SCHEDULES
Effective March 1, 2020, the following work schedule shall take effect for full-time non-sworn employees unless otherwise modified by the City Manager.
Monday-Thursday 7:00 a.m. to 5:00 p.m.
Friday 7:00 a.m. to 11:00 a.m.
Affected Employees Include:
• City Hall:
o Accounting Manager/Controller
o Assistant to the City Manager/ Community Engagement Manager o City Clerk
o Code Enforcement Manager
o Community Development Director
o Finance Director
o Human Resources Director
• Community Services:
o Community Services Director
o Recreation Manager
o Library Manager
• Police:
o Police Records Manager
• Public Works:
o Parks & Public Works Director/City Engineer
o Public Works Manager
SECTION 9. HOLIDAYS
All full-time employees shall be entitled to the following twelve (12) holidays as days off with pay:
o New Year's Day
o President's Day
o Martin Luther King Jr. Day
o Memorial Day
o Fourth of July
o Labor Day
o Veteran's Day
o Thanksgiving Day
o Friday after Thanksgiving
o Christmas Eve
o Christmas Day
o New Year's Eve
A holiday is equivalent to the number of hours the employee is normally scheduled to work.
Full-time exempt employees required by the City Manager to work a holiday may (on an hour-forhour basis up to a maximum of one full day) credit those working hours to their Holiday Earned accrual account or use the equivalent number of hours by June 30th, subject to their supervisor’s approval of the day off.
SECTION 9.1. FLOATING HOLIDAY.
Full-time employees shall have one (1) floating holiday per calendar year on a use it or lose it basis. A floating holiday is equivalent to the number of hours the employee is normally scheduled to work. The date of the floating holiday may be selected by the employee but shall be subject to prior approval by their supervisor who shall consider the request of the employee and the needs of the City.
SECTION 10. SICK LEAVE
SECTION 10.1. FULL-TIME EMPLOYEES SICK LEAVE.
Sick leave shall be used solely for:
• Diagnosis, care or treatment of an existing health condition or preventative care for an employee or an employee’s family member(s). Family member includes parent (including step-parent), child (including step-child), spouse, registered domestic partner, parent-inlaw, sibling, grandchild, or grandparent. • To obtain relief or services related to being a victim of domestic violence, sexual assault, or stalking as described in Labor Code Section 230(c) and 230.1(a).
In the event an employee experiences a catastrophic illness, the employee may be credited donated sick leave hours from other employees’ sick leave accruals upon prior approval of the Human Resources Director. The employee must first exhaust all their sick and vacation leave prior to receiving any sick leave donation. Catastrophic leave will be approved upon presentation of a “medical certification of a serious health condition.”
Each full-time employee shall accrue five (5) hours of sick leave time at the end of each pay period not to exceed ten (10) hours per month, up to a maximum of two-hundred and forty (240) hours. Upon reaching the maximum accrual allowed, accrued hours received above the maximum shall be placed in a “bank,” only to be used in the event of a catastrophic illness with the approval of the Human Resources Director.
Employees requesting time off under this policy shall provide as much advance notice as possible to their immediate supervisor by submitting a “Leave Request” form.
An employee who has been absent from work due to illness shall complete a "Leave Request" form on the day he/she returns to work indicating the date, times and nature of illness.
Newly-hired full-time employees shall receive sixty (60) hours of sick leave time on the date of initial hire as an advance for accruals, and shall be eligible to begin the monthly accrual provided for herein beginning the first day of the month following completion of six (6) months of employment.
No portion of this Section shall be deemed to prevent an employee from utilizing other accrued leave time, if available, for the purpose of medical or sick leave.
Full-time management employees may elect to cash out sick leave balances in excess of one hundred and sixty (160) hours at a rate of fifty ($0.50) cents on the dollar of their base hourly rate of pay. Employees must maintain a minimum of one hundred and sixty (160) hours of sick leave in order to be compensated. Accruals will be based on balances during the last pay period of each fiscal year. Employees shall have no vested rights in the accrued sick leave time upon termination with the City.
SECTION 10.2. PART-TIME EMPLOYEES SICK LEAVE.
On January 1, 2024, part-time employees shall be credited an additional sixteen (16) hours of sick leave to their sick leave bank and on July 1st of each fiscal year thereafter, the City shall provide part-time employees sick leave in a lump sum of forty (40) hours to use for scheduled hours missed, and for permitted purposes as described below:
1. Diagnosis, care, or treatment of an existing health condition of the employee or the employee’s family member,
2. Preventive care for the employee or the employee's family member;
3. For an employee who is a victim of domestic violence, sexual assault, or stalking. “Family Member” for purposes of this policy includes parent (including step-parent and parent-in-law), child (including step-child), spouse, registered domestic partner, sibling, grandparent, and grandchildren. Employees requesting time off under this policy shall provide as much advance notice as possible to their immediate supervisor by submitting a “Leave Request” form.
Employees may use accrued Sick Leave only after completing ninety (90) days of employment with the City. Employees who work less than ninety (90) days with the City are not entitled to use any Sick Leave. The days worked for the City, by an employee who separates from the City and is rehired within twelve (12) months from the date of separation, will count toward the ninety (90) day qualification period. Additionally, the paid sick leave law requires that an employee’s unused sick leave be restored to them if they return to the same employer within twelve (12) months from their previous separation.
Unused sick leave shall not be carried over to the following fiscal year.
SECTION 11. BEREAVEMENT LEAVE
On the death of a member of an employee's immediate family; meaning spouse, natural or adopted child, step-child, grandchild, brother, sister, parent, grandparent, parent-in-law, brotherin-law or sister-in-law, step-parent, step-brother, step-sister, or other relative living in the same household, the full-time or part-time employee shall be granted up to five (5) days of bereavement leave for each qualifying occurrence. Only full-time employees are eligible for paid bereavement leave. The five (5) days of bereavement leave do not have to be taken consecutively; leave can be intermittent. The employee must take the bereavement leave within three (3) months of the date of the family member’s death. Employees must provide documentation to support the leave to the Human Resources Department within thirty (30) days of the first day of leave.
Upon request, the City Manager may grant paid bereavement leave in excess of the leave provided herein.
SECTION 12. VACATION LEAVE
All full-time employees shall accrue vacation leave in accordance with the following formula:
(a) 9.5 hours for each month during the first (1st) through fifth (5th) year of employment (114.0 hours annually).
(b) 10.0 hours for each month during the sixth (6th) year of employment (120.0 hours annually).
(c) 11.0 hours for each month during the seventh (7th) year of employment (132.0 hours annually).
(d) 11.5 hours for each month during the eighth (8th) year of employment (138.0 hours annually).
(e) 12.0 hours for each month during the ninth (9th) through the nineteenth (14th) year of employment (144.0 hours annually).
(f) 13.5 hours for each month during the fifteenth (15th) through the nineteenth (19th) year of employment (162 hours annually).
(g) 15.5 hours for each month during the twentieth (20th) through the twenty-fifth (25th) year of employment (186.0 hours annually).
(h) 17.0 hours for each month beginning with the twenty-sixth (26th) year of employment (204.0 hours annually).
Vacation leave shall be deemed as having been accrued by the employee only at the end of the pay period in which the employee was in the service of the City. If employment begins prior to the fifteenth (15th) of the month, vacation leave shall be accrued for that month. If employment begins after the fifteenth (15th) of the month vacation leave shall be accrued beginning with the first (1st) day of the following month. If termination occurs prior to the sixteenth (16th) day of the month no vacation leave shall be accrued for that month.
Accrual at the next highest incremental rate shall begin at the end of the first pay period ending after the employee's anniversary date of original employment with the City, regardless of any promotions or demotions. If the anniversary date is the first (1st) of the month the higher rate shall be credited for that month. If the anniversary date is the sixteenth (16th) of the month the higher rate shall begin with the first (1st) day of the following month.
Employees shall be eligible to accrue a maximum of two and a quarter (2.25) times the annual vacation leave for which the employee is eligible pursuant to this Section. Vacation leave in excess of the maximum accrual shall be compensated on the regular payroll following the month in which the maximum accrual was attained at the hourly rate pay in effect in the month of accrual.
Accrual in excess of the maximum permitted herein may be granted by the City Manager if special circumstances so warrant.
SECTION 12.1 VACTION LEAVE CREDIT FOR DIRECTORS
At the City Manager’s discretion, Directors shall be eligible to receive service credit for prior paid public service for the purpose of determining their annual vacation leave accrual rate.
At no time shall Directors receive more than ten (10) years’ service credit. To establish prior paid public service credit, the Human Resources Department will verify the years of service with CalPERS or other public agency retirement system.
SECTION 13. ADMINISTRATIVE LEAVE
All full-time employees shall be eligible for administrative leave in recognition of the additional hours required in performance of their duties. Administrative leave shall be taken only upon the approval of the City Manager. Administrative leave shall be accrued at the end of the first pay period beginning after July 1st of each year and shall not be carried beyond the fiscal year in which it is accrued, and remaining administrative leave time shall not be compensated.
SECTION 13.1 ADMINISTRATIVE LEAVE FOR DIRECTORS
Each July, Directors may be credited up to one hundred (100) hours of Administrative Leave at the discretion of the City Manager. Administrative Leave does not rollover from year to year and the payment at termination only applies to the Administrative Leave that is accrued, and unused, during the fiscal year of the termination.
SECTION 13.2 ADMINISTRATIVE LEAVE FOR FULL-TIME MANAGEMENT
EMPLOYEES
Each July, full-time management employees may be credited up to eighty (80) hours of Administrative Leave annually at the discretion of the City Manager. Administrative Leave does not rollover from year to year and the payment at termination only applies to the Administrative Leave that is accrued, and unused, during the fiscal year of the termination.
SECTION 14. OTHER LEAVES OF ABSENCE
Full-time employees may be eligible for absence without pay for periods of up to thirty (30) days upon approval of the City Manager.
Full-time employees may be eligible for absence with or without pay for a period of not more than one (1) year upon approval of the City Manager and the City Council.
SECTION 15. PROBATION UPON APPOINTMENT
Department Director and part-time employees are designated as “at-will.” All other unrepresented employees who are not at-will and are appointed from outside City employment shall be subject to a twelve (12) month probationary period following their appointment to a management position, unless extended or shortened by the City Manager for no more than six months in either direction. An unrepresented not at-will current City employee who is promoted shall serve a six (6) month probationary period, unless extended or shortened by the City Manager for no more than six months in either direction.
SECTION 16. UNIFORMS
Employees required to regularly wear a uniform as part of their duties for the City shall have the uniforms provided by the City, unless otherwise specified below.
The Fire Chief and Fire Division Chief(s) shall be provided the sum of two hundred dollars ($200.00) each year for maintenance of regular fire uniforms.
The Police Chief and Police Commanders shall be provided the sum of one thousand dollars ($1000.00) each year for maintenance and purchase of police uniforms.
The Public Works Manager, Code Enforcement Manager, and part-time Code Enforcement Officer(s) shall be provided the sum of three hundred dollars ($300.00) each year for replacement of work boots.
SECTION 17. SEVERANCE PROVISION FOR AT-WILL DEPARTMENT HEADS In recognition of the fact that Department Heads serve at the will and pleasure of the City Manager (with City Council concurrence), the City Manager may offer severance pay to any Department Head who is terminated involuntarily or pursuant to a negotiated separation agreement, in an amount not to exceed four months of base salary.
The amount of such severance shall be subject to the following provisions:
1. An employee must have at least twelve (12) months of service as a Department Head with the City.
2. An employee may be eligible for up to four (4) months of base salary based on years of service as a Department Head, as follows:
• 0-12 months - No Severance
• Completion of 12 months - 1 month of severance pay
• Completion of 24 months - 2 months of severance pay
• Completion of 36 months - 3 months of severance pay
• Completion of 48 months - 4 month of severance pay
3. Any severance pay is conditioned on the execution of a full release and waiver as to all employment-related issues by the Department Head.
4. This provision shall not apply to any retirement (either service or disability), death, and/or any voluntary resignation by a Department Head.
SECTION 18. APPEARANCE GUIDELINES
The City’s 2020 Business Attire and Grooming Policy (Non-Sworn) has been updated to provide for a casual Friday. All non-sworn employees are subject to this policy, which is included here as Exhibit B.
EXHIBIT “A”
WAGE BENEFIT SCHEDULE
Executive Managers
Monthly Rates Effective: 7/1/2024
Step A Step B Step C Step D Step E
Fire Chief $16,217 $21,684
Chief of Police $16,217 $21,684
Community
Development
Director $14,454 $17,569
Finance Director $14,454 $17,569
Human Resources
Director $14,454 $17,569
Parks & Public
Works Director /City
Engineer. $14,454 $17,569
Community Services
Director $12,667 $15,397
Assistant to the City
Manager $9,928 $12,067
Executive Managers
Monthly Rates Effective: 7/1/2025
Step A Step B Step C Step D Step E
Fire Chief $16,866 $22,551
Chief of Police $16,866 $22,551
Community
Development
Director $15,032 $18,272
Finance Director $15,032 $18,272
Human Resources
Director $15,032 $18,272
Parks & Public
Works Director/ City
Engineer. $15,032 $18,272
Community Services
Director $13,173 $16,013
Assistant to the City
Manager $10,325 $12,550
Executive Managers
Monthly Rates Effective: 7/1/2026
Step A Step B Step C Step D Step E
Fire Chief $17,541 $23,453
Chief of Police $17,541 $23,453
Community
Development
Director $15,633 $19,003
Finance Director $15,633 $19,003
Human Resources
Director $15,633 $19,003
Parks & Public
Works Director /City
Engineer. $15,633 $19,003
Community Services
Director $13,700 $16,653
Assistant to the City
Manager $10,738 $13,052
Managers
Monthly Rates Effective: 7/1/2024
Step A Step B Step C Step D Step E
Police
Commander $13,825 $14,516 $15,242 $16,004 $16,804
Fire Division
Chief $13,825 $14,516 $15,242 $16,004 $16,804
Public Works
Manager $9,928 $10,424 $10,945 $11,493 $12,067
Accounting
Manager/
Controller $9,928 $10,424 $10,945 $11,493 $12,067
Library
Manager $9,928 $10,424 $10,945 $11,493 $12,067
Police
Records
Manager $9,928 $10,424 $10,945 $11,493 $12,067
Recreation
Manager $9,928 $10,424 $10,945 $11,493 $12,067
Code
Enforcement
Manager $9,928 $10,424 $10,945 $11,493 $12,067
City Clerk $9,928 $10,424 $10,945 $11,493 $12,067
Managers
Monthly Rates Effective: 7/1/2025
Step A Step B Step C Step D Step E
Police
Commander $14,378 $15,097 $15,852 $16,644 $17,476
Fire Division
Chief $14,378 $15,097 $15,852 $16,644 $17,476
Public Works
Manager $10,325 $10,841 $11,383 $11,952 $12,550
Accounting
Manager/
Controller $10,325 $10,841 $11,383 $11,952 $12,550
Library
Manager $10,325 $10,841 $11,383 $11,952 $12,550
Police
Records
Manager $10,325 $10,841 $11,383 $11,952 $12,550
Recreation
Manager $10,325 $10,841 $11,383 $11,952 $12,550
Code
Enforcement
Manager $10,325 $10,841 $11,383 $11,952 $12,550
City Clerk $10,325 $10,841 $11,383 $11,952 $12,550
Managers
Monthly Rates Effective: 7/1/2026
Step A Step B Step C Step D Step E
Police
Commander $14,953 $15,701 $16,486 $17,310 $18,175
Fire Division
Chief $14,953 $15,701 $16,486 $17,310 $18,175
Public Works
Manager $10,738 $11,275 $11,839 $12,430 $13,052
Accounting
Manager/
Controller $10,738 $11,275 $11,839 $12,430 $13,052
Library
Manager $10,738 $11,275 $11,839 $12,430 $13,052
Police
Records
Manager $10,738 $11,275 $11,839 $12,430 $13,052
Recreation
Manager $10,738 $11,275 $11,839 $12,430 $13,052
Code
Enforcement
Manager $10,738 $11,275 $11,839 $12,430 $13,052
City Clerk $10,738 $11,275 $11,839 $12,430 $13,052
Part-Time Employees
Hourly Rates Effective: 7/1/2024
Step A Step B Step C
Recreation Supervisor $43.50 $45.67 $47.96
Special Projects Coordinator $31.91 $33.51 $35.18
Code Enforcement Officer $36.88 $38.72 $40.66
Police Records Clerk $29.51 $30.99 $32.54
Librarian I $28.62 $30.05 $31.55
Child Development Specialist $25.51 $26.78 $28.12
Professional Intern $23.00 $24.15 $25.35
Assistant Pool Manager $22.32 $23.44 $24.61
Building Attendant $21.51 $22.59 $23.72
Maintenance Assistant $21.51 $22.59 $23.72
Recreation Specialist $20.31 $21.33 $22.39
Water Safety Instructor $20.31 $21.33 $22.39
Library Assistant $20.10 $21.11 $22.16
Library Monitor $19.16 $20.12 $21.13
Police Cadet $18.91 $19.86 $20.85
Library Clerk $17.57 $18.45 $19.37
Library Page $17.36 $18.23 $19.14
Park Attendant $17.36 $18.23 $19.14
Recreation Program Leader $17.36 $18.23 $19.14
Lifeguard $17.36 $18.23 $19.14
Part-Time Employees
Hourly Rates Effective: 7/1/2025
Step A Step B Step C
Recreation Supervisor $45.24 $47.50 $49.88
Special Projects Coordinator $33.19 $34.85 $36.59
Code Enforcement Officer $38.36 $40.27 $42.29
Police Records Clerk $30.69 $32.23 $33.84
Librarian I $29.76 $31.25 $32.81
Recreation Coordinator $29.76 $31.25 $32.81
Child Development Specialist $26.53 $27.85 $29.25
Professional Intern $23.92 $25.11 $26.37
Assistant Pool Manager $23.22 $24.38 $25.60
Building Attendant $22.38 $23.49 $24.67
Maintenance Assistant $22.38 $23.49 $24.67
Recreation Specialist $21.12 $22.18 $23.29
Water Safety Instructor $21.12 $22.18 $23.29
Library Assistant $20.91 $21.95 $23.05
Library Monitor $19.93 $20.93 $21.97
Police Cadet $19.67 $20.65 $21.68
Library Clerk $18.27 $19.18 $20.14
Library Page $18.05 $18.96 $19.90
Park Attendant $18.05 $18.96 $19.90
Recreation Program Leader $18.05 $18.96 $19.90
Lifeguard $18.05 $18.96 $19.90
Part-Time Employees
Hourly Rates Effective: 7/1/2026
Step A Step B Step C
Recreation Supervisor $47.05 $49.40 $51.87
Special Projects Coordinator $34.51 $36.24 $38.05
Code Enforcement Officer $39.89 $41.88 $43.98
Police Records Clerk $31.92 $33.52 $35.19
Librarian I $30.95 $32.50 $34.13
Recreation Coordinator $30.95 $32.50 $34.13
Child Development Specialist $27.59 $28.97 $30.42
Professional Intern $24.87 $26.12 $27.42
Assistant Pool Manager $24.15 $25.35 $26.62
Building Attendant $23.27 $24.43 $25.66
Maintenance Assistant $23.27 $24.43 $25.66
Recreation Specialist $21.97 $23.07 $24.22
Water Safety Instructor $21.97 $23.07 $24.22
Library Assistant $21.74 $22.83 $23.97
Library Monitor $20.73 $21.76 $22.85
Police Cadet $20.45 $21.48 $22.55
Library Clerk $19.00 $19.95 $20.95
Library Page $18.78 $19.72 $20.70
Park Attendant $18.78 $19.72 $20.70
Recreation Program Leader $18.78 $19.72 $20.70
Lifeguard $18.78 $19.72 $20.70