Incentive Pay Santa Maria City of Lompoc City of Oxnard City of San Luis Obispo City of Santa Barbara City of Ventura County of Santa Barbara County of Ventura Carpinteria-Summerland Fire
District
MOU Term 1/1/2022 - 12/31/2023 7/1/21-6/30/23 7/1/21-6/30/25 1/1/2021-12/31/2023 7/1/2022 - 6/30/2025 7/1/22-6/30/23 07/21/22-07/04/27 8/1/2021 - 7/31/24 7/1/2021 - 6/30/23 Negotiated Salary Increases
1/22 - 3%
1/23 - 3%
7/21 - 3%
6/22 - 3% contingent on
CalPERS Tier 1 members
paying 2% cost sharing,
CalPERS 2 Tier 2 members
paying 1% cost sharing
7/21 - 5%
7/23 - 5%
7/24 - 3%
1/23 - 5% step increase within
salary range for classification
(makes step increases uniform
across department)
1/25 - The following add pays
will be eliminated and the top
pay ranges for all represented
classifications will be increased
by 17.5%:
Longevity, Education,
Hazardous Materials & EMT
7/21 - 2.5%
7/22 - 2.5%
7/23 - 2.5%
Equity adjustments by
classification:
7/21 - 4% Firefighters, Fire
Engineers, Fire Captains
7/21 - 1% Fire Battalion Chiefs
7/22 - 1.5% Firefighters, Fire
Engineers, Fire Captains, Fire
Battalion Chiefs
7/23 - 1.5% Firefighters, Fire
Engineers, Fire Captains, Fire
Battalion Chief
7/22 - 1.5%
7/23 - 3%
7/24 - 0% 7/22 - 5.5%
6/22 - 3.0%
6/23 - 2.5%
6/24 - 2.5%
6/25 - 2.5%
7/26 - 2.5% (Pay Period 2026-
15)
8/21 -2.5%
8/22 - 2.5%
8/23 - 2.0%
Market-Based Adjustments:
8/22/21 -1% base salary/hourly rate
increase for all classifications
9/4/22 - 0.5% base salary/hourly
rate increase for all classifications 6/24/22 - 4.5%
Bilingual Pay 3% $150/mo.
$125 per pay period for
Spanish and $62.50 per pay
period for other approved
languages $35/per pay period $51.20 biweekly $52 bi-weekly 7/26 -$95/allowance per pay
period for employees
designated by department
head for "regular and frequent
use" of bilingual language
$.40/hour not to exceed 80
compensated hours staff assigned
personnel or 112 compensated
hours for line-assigned personnel,
per biweekly pay period.
Basic Spanish Skills - 2%
Advanced Spanish Skills - 3%
Longevity Pay
1% - 5 Years Hired Before
12/31/12
2% - 5 Years Hired before
7/1/2011
4% - 5 Years
Years of Service:
5 but less than 10 - 1%
10 but less than 15 - 2%
15 or more - 3%
Not cumulative (example-an
employee who has completed
12 years of service is only
entitled to 2%, not 3%
5 - 9 years - 1.0%
10-14 years - 2.0%
15 - 19 years - 4.0%
20 - 24 years - 6.0%
25 and more years - 8.0%
$20/per month for each year of
service
EMT-D Pay
12/20 - 2.5%
07/21 - 3.5%
7/23 - 4.5% only until 1/25 2% 3% 4% 6% (Firefighter Trainee excluded) 1% Certification Incentive
Company Officer - 2.5%
Chief Fire Officer - 5%
Executive Chief Fire Officer
7.5%
Optional Skills Certification -
$200/mo.
Above Grade Skills Incentive -
4% of base pay for FF,
Engineers or Captains who
become qualified to serve at
the next higher classification
above current rank
California State FF1
Certification OR California
State Fire Inspector I - 2%
California State FF2 Certificate
OR Completion of FF1 Certified
Fire Academy plus 1 year as a
professional Firefighter OR
California State Fire
Investigator I Certificate - 2%
Completion of Company
Officer Courses OR Completion
of State Fire Inspector II
Courses - 1%
California State Company
Officer Certificate OR
California State Fire Inspector
II Certificate - 2%
Fire Officer Certification - one-
time payment of $1,000
Chief Officer Certification - one-
time payment of $1,000
IFSAC/Pro-Board Equivalent to
State of CA Fire Officers
Certificate prior to 01/01/20 -
1.5%
State of CA Chief Officer
Certification (Fire Captains Only) -
1.5%
National Fire Academy Executive
Fire Officer of CA Chief Fire
Officer Designation (Fire Captains
Only) - 1.5%
Maximum Education pay shall
not exceed 6% of salary
Paramedic Pay No Paramedic Program
8% if member of Paramedic
Resource Pool
15% if assigned to Paramedic
Squad 12% of employee base pay 8%
11% FF step "E" for Licensed
Paramedics
13% of FF Step "E" for
Paramedic Training Officer
Positions
Must make a three year
commitment to serve in these
positions
In addition to EMT Premium Pay
Level I - 10% of bi-weekly base rate
Level II - 15% of bi-weekly base rate
Preceptor Level - 20% of bi-weekly
base rate Firefighter range plus 10%
Education Incentive - AA 2.50%
2.5% + 4 years experience as a
Firefighter
5% + 9 years experience as a
Firefighter 2.5% (Only until 01/25) $46.16 biweekly 2.50% 2% Education Incentive - BA 5.00%
2.5% + 2 years experience as a
Firefighter
5% + 6 years experience as a
Firefighter 5% (Only until 1/25) $92.31 biweekly 3.50% 3% Education Incentive - MA max 7.5%
5% + 4 years experience as a
Firefighter
N/A N/A 5.00% 4.50%
Hazmat Pay 2.50%
2.5% Hazmat certified and will
participate in Hazmat Pool
(Only until 1/25)
5% Hazmat certified and
assigned to Hazmat Team
(Only until 1/25)
4% of top step Firefighter if
certified and assigned to Haz
Mat Team (6 member team)
5% for Haz Mat Technician
Certificate or Haz Mat
Specialist Certificate or 7% for
Haz Mat Specialist Certificate
while assigned to Haz Mat
Team
4.5% certified and assigned to
Haz Mat Company
If certified and fill-in - $45 per
event per shift but will not
exceed $135 each calendar
month
Hazardous Incident Response
Team (HIRT)-5% of FF bi-
weekly top step
HIRT Resource Pool Premium -
hourly bonus 5% of base rate
for each hour spent working
on the HIRT
Has Mat Materials
Technicians/Specialists - 3%
Urban Search and Rescue/
Ocean Swift Water Rescue
Additional 1% for Hazmat and
Urban Search and Rescue for a
total of 3%
2.5% Ocean Swift Water
Rescue
$75/bi-weekly for 3 employees
at rank of Firefighter, Engineer
or Captain
Water Rescue Team Member -
2%
Urban Search & Rescue (USAR)
- 3%
USAR Truck Specialty Pay -
4.5% if assigned to Station 5
full-time
If certified and fill-in - $45 per
event per shift but will not
exceed $135 each calendar
month
Ocean Rescue Specialty Pay -
2% while assigned. Provided
to up to 15 employees who
will be assigned to shifts or
stations according to
department needs.
Urban Search & Rescue Company -
5%
Qualified employee will receive 5%
after serving a full pay period in the
Company as backfill Water Rescue Personnel - 3%
Acting / WOG Pay
Employees working out-of-
class in positions with a higher
maximum salary (inclusive of
educational incentive pay)
shall be compensated at the
initial rate (Step A) of the
salary range. In the event of
overlapping salary ranges the
incumbent shall receive the
equivalent of a one (1) step
increase or a minimum
additional five percent (5%)
above their current salary
(inclusive of educational
incentive pay), whichever is
greater.
FF to Eng - $0.42 per hour
FF to Fire Inspector - $0.42 per
hour
FF to Squad Driver - $0.42 per
hour
Fire Engineer to Fire Captain -
$0.58 per hour
FF to Fire Captain - $0.92 per
hour
Fire Captain to Battalion Chief -
$1.25 per hour
5% of base hourly rate for:
FF to Fire Engineer
FF to Fire Captain
Fire Engineer to Fire Captain
Fire Captain to Battalion Chief
Battalion Chief to Deputy Fire
Chief or Fire Chief
FF working as Acting Engineer
and Engineers working as
Acting Captain:
The lowest salary step of the
higher classification that is at
least 5% above employee's
current pay.
FF working Acting Captain:
The lowest salary step of the
higher classification that is at
least 10% of employee's
current base salary.
Out-of-Class Pay for four
consecutive 24 hours shifts in
higher job classification:
7.5% higher than regular base
pay or the "A" step of salary
range of higher classification ,
whichever is greater
In no event less than base pay
of employees supervised nor
higher than top step of higher
salary range
FF or FF/Paramedic to Fire
Engineer - 7.5%
FF to Captain - 10%
FF/Paramedic to Fire Captain
7.5%
Captain as Battalion Chief - 7.5%
Uniform Allowance- CalPERS
Compensation Earnable Except
PEPRA Employees
$28.84 per pay period $750 annual paid quarterly $400 annual $2,000 - $1,000 paid semi-
annually $595 annual $18.65 bi-weekly $800 per year paid bi-weekly $1000 annual $65 per month Other Special Assignments
10% if assigned 40 hr. week on
specialty assignment
Paramedic Coordinator Pay -
5%
Station One Captain Pay -
$57.69 Biweekly
Lead Captain or Training
Captain increase in pay equal
to 10%
Fire Cause Investigator
Specialty Pay - 4.5%
Fire Staffing Officer Specialty
Pay - 4.5% for Fire Captains
assigned to administrative
work (fire staffing) and whose
additional duties differ from
normal suppression
11.5% of Fire Engineer Step
"E" for Fire Engineer Staff
Positions
11.5% of Fire Captain Step " E
for Fire Captain Staff Positions
Must make a two year
commitment to serve in staff
positions
K-9 Handler Pay - If working a
constant staffing assignment
or for at home care - payment
shall be at time and half
regular pay for 0.5 hours on
off duty days.
$840 - bi-weekly - Public
Information Officer
$350 - bi-weekly - Aire Support
Unit Crew
$325 - bi-weekly - Dispatch
Duty Officer
$265 - bi-weekly - Arson
Investigations
Inspection Premium - minimum of 4
hours for hours outside normal
scheduled work hours at regular
overtime rate
Staff Pay - Firefighter Trainees,
Firefighters, Fire Engineers, Fire
Captains, Fire Investigation
Specialists and Haz Mat Material
Specialists assigned to a staff
function, as determined by the Fire
Chief, on a 40-hour work week
schedule, eligible for a staff pay
increase of 6% of current base pay
40 Hour Schedule Assignment -
10% above base rate of pay at a
40 hour rate
EMS C coordinators - 4% of
firefighter top step (3 are
appointed)
Other
$15,000 Essential Worker Pay
for full-time employees from
03/14/20-03/12/21
Callback - 2 hour minimum
starting from time call is
received
**Detailed verbiage about
shifting to/from 56-40 hour
work weeks
**Also good language about
constructive receipt (cash-out
of unused vacation)
Standby Compensation -
$3.00/hr. for all time spent in
that status
Staffing Captain - incentive pay
5%
Administrative Work
Schedules Differential detailed
verbiage
Standby - minimum 4 hours
Emergency Call Back -
minimum 4 hours
Call Back Pay minimum two
hours overtime
Standby Pay - $10.00/hr. for
40 hour week prevention
employees
Employees on payroll 7/22 will
receive a 1.75% (of base pay)
one time, off-schedule lump
sum payment.
Call Back Pay minimum three
hours
Court Standby Pay - $35 per
standby day
Stand-by Duty - $4.00/hr.,
minimum of one hour
Emergency Call-back -
minimum of two hours pay at
regular rate
**Good language about
overpayments.
Stand-by Premium Pay-1/4 regular
rate of pay, or $25.00) per each 24
hour period, or fraction thereof,
during which the employee is
scheduled to be in a stand-by status
Return to Duty - minimum 2 hours
pay at straight time
Deferred Comp Match No No 0.9% of base salary $6.46 per pay period 1.5% of hourly rate of pay Retirement Cost Share
Tier I - 2% - 3% at 50, City pays
9% of Member Contribution,
Employee pays 11% of
Employer Contribution,
Tier 2 - 3% - 3% at 55 -City
pays 9% of Member
Contribution, Employee pays
12% of Employer Contribution
PEPRA - No Cost Share - 50%
of Normal Cost - 2.7% at 57
Tier 1 - 2% - 3% at 50
Tier 2 - 1% - 3% at 55
PEPRA - No Cost Share - 2.7%
at 57
Classic Members - 3% at 50,
City pays 4% of required 9%
Member Contribution - no cost
sharing
PEPRA - No cost share - no
portion of member cost is paid
by employer - 2.7 at 57
Tier 1 - 3% - 3% at 50
Tier 2 - 3% - 3% at 55
PEPRA - 3% - 2% at 57
Classic Members - 1.5% - 3%
at 50
PEPRA -No cost share - 2.7%
at 57
Classic Members - 3% at 55,
City pays 4.5% of members 9%
contribution, Employee pays
4.5% of employers required
contribution
PEPRA - No cost share - no
portion of member cost is paid
by employer- 2.7 %at 57
Santa Barbara County
Employees’ Retirement
System:
Classic/Legacy Members - 6% -
3% at 55 The County pays the
member "pick-up"
New Members - defined in
Government Code Section
7522.04 (f) hired on or after
1/1/2013, Safety Plan 8: No
Cost Share - 2.7% at age 57,
50% of Employers Normal Cost
Ventura County Employees’
Retirement Association (VCERA) - All
members contribute one-half of
employers normal cost rate of
applicable retirement formula. The
County will "pick-up" the entire
required member
contribution(except PEPRA
members) so as to cause the
taxable income of each represented
employee to be reduced by the
amount of the “pick up.”
Santa Barbara County Employees’
Retirement System:
Members of Safety Plans 4A and
4B, with 30 years or more of
continuous service are exempt
from paying employee
contributions pursuant to Section
3 l 164.2(c) of the CERL, receive
cash payments in lieu of in an
amount equal to 3% of the
employee's salary.
New Members - defined in
Government Code Section
7522.04 (f) hired on or after
1/1/2013, Safety Plan 8: 2.7% at
age 57, 50% of Employers
Normal Cost. No cost sharing
Tuition Reimbursement
$850 per calendar year for
cost of tuition, books, travel,
and certificates if grade "C" or
better is obtained
50% of tuition, registration, lab
fees and books to a max of
$200 per unit employee per
fiscal year
Not in MOU, but $1500
annually $400 per FY up to max of $800
The City pays full cost of
tuition and books up to the
maximum amount specified in
the City Administrative Policy
and Procedure 12.7.
$100 per unit for approved
college level or equivalent
courses
$300 for actual cost of training
for approved certificate
training courses
$2,000 per fiscal year for all upper
division and graduate courses and
$850 per fiscal year for all other
courses
$1,000 per fiscal year for books,
tuition, supplies, travel costs etc.
Vacation/Holidays
Vacation Hours Per Years of
Service - Max Accumulation
480 (Shift Employees):
0-3 Years - 131
4-6 Years - 144
7 years - 156
8 Years - 168
9 Years - 180
10 - 11 Years - 192
12 Years- 204
13 Years - 216
14 Years - 228
15 Years - 240
16 Years - 252
Cash Out - 96 Hours (See
Constructive Receipt 10.3)
12 Holidays - Shift Employees
paid for six pro-rated work
shifts in Nov in recognition of
current calendar year's
holidays.
Sick Leave: 12.9 hours per
month with no max
Vacation Hours Per Years of
Service (Shift Employees):
1-5 Years - 112
6 Years - 123.2
7 years - 134.4
8 Years - 145.6
9 Years - 156.6
10 Years - 168
11 Years - 179.2
12 Years- 190.4
13 Years - 201.6
14 Years - 212.8
15 & Over - 224.0
16 Years - 252
Cash Out - Minimum 60 Hours
12 Holidays - Shift Employees
have option to be paid for
holidays for accumulated
hours over 72 and max
accumulation of 216.
Sick Leave: 144 Hours per year
no max
Annual Leave (Shift
Employees) Includes Vacation,
Sick & Holidays) Hours Per
Months
of Service:
0-59 - 348.56 Max 1219.95
60-71 - 359.74 Max 1259.08
72-83 - 370.92 Max 1298.21
84-95 - 382.10 Max 1337.34
96-107 - 393.28 Max 1376.47
108-119- 404.46 Max 1415.60
120-131 - 415.64 Max 1454.73
132-143 - 426.82 Max 1493.86
144-155 -438 Max 1532.99
156-167 -449.18 Max 1572.12
168+ 460.36 Max 1611.25
Cash Out:
Years of Service >5 - 56hrs
Years of Service >10 - 112hrs
Years of Service > 15 - 168hrs
Vacation Hours Per Years of
Service (Shift Employees):
0-5 Years - 134.4
6-10 Years - 168
11-20 Years - 201.60
21 + - 224.60
Maximum Accrual - 2 X Annual
Cash Out- 72 Hours once
annual in December
Sick Leave: 134.4 hours per
year. Upon Retirement can
choose payout of accumulated
balance or convert sick leave
balance to service credit or a
combo of both.
Vacation Hours Per Years of
Service (Shift Employees):
0-9 Years - 132
10-14 Years - 204
15-19 Years - 276
20 + Years - 348
If a 56-hour employee takes a
minimum of 96 hours of
vacation during a payroll year,
the employee is eligible to
cash out any remaining
"unscheduled" vacation time.
Holidays:
Employees receive holiday
time = to general employee
holiday/personal leave
schedule at (7-1/2) twenty-
four hour shifts (180 hours)
per year.
Employee can receive holiday
compensation in time off or
cash.
Vacation Hours Per Years of
Service:
Less than 4 - 112.8 Max 336
4 but less than 9 - 134.4 Max
470.4
9 but less than 14 - 168.0 Max
504
14 or more 223.9 Max 560
Holiday - (Shift Employees):
134.4 hours benefit pay first
pay period in Jan each year.
Employees can use up to 134.4
hours as paid time off. Any
hours unused will be cashed
out annually.
Sick Leave: 134.4 hours per
year with max accrual of 2,016
hours
Vacation Hours Per Years of
Service (Shift Employees):
0-2 - 134 Max 288
3-4 - 179 Max 368
5-10 - 213 Max 440
11-14 - 246 Max 440
15 + - 280 Max 500
Cash payment of 12 days per
year
Sick Leave: 134 hours per year
Combined Leave Credits Earned Per
Bi-Week of Service - Includes
Vacation & Holiday (Shift
Employees):
<5 years - 9.04
5 < 11 years- 11.19
11 years - 11.63
12 years - 12.03
13 years - 12.47
14 years - 12.9
15 + years- 13.34
Max accrual 700 hours
After 1 year of service can cash out
up to maximum annual accrual in
leave bank twice a year.
Vacation Hours Per Years of
Service (Shift Employees):
1-2 years - 16 hours per month
3-5 years - 18 hours per month
6-9 years - 20 hours per month
10-14 years - 22 hours per month
15 + - 24 hours per month
Max accrual - 576 hours
Holidays: 7 hours per month
which can be taken as time off.
In-lieu holiday compensation of 4
hours per month regardless if
employee worked such holiday.
Sick Leave: 12 hours per month
Cash payment of 12 days per year
Sick Leave: 134 hours per year
CTO
Cap - 120 hours for shift and
100 for non-shift
Cap - 56 hours accumulated
compensatory time. Overtime
work in excess of 56 hours
accumulated compensatory
time shall be paid or taken as
compensatory time at the
City’s option. Cap - 40 hours
Can elect to receive CTO - no
cap mentioned
Cap - 120 hours for
suppression employees and 60
hours for prevention
employees. No mention
MOU states - the County will
meet informally with Local
2046 no later than February
27, 2017 to discuss the
possibility of overtime
payment through
compensatory time. In the
event the parties are unable to
come to agreement on this
issue, neither party shall have
recourse to impasse
procedures. Assuming no
agreement was reached. No mention
Cap - 8 shifts of time to be used
as CTO
Cafeteria Plan, Health, Dental,
Vision, Life, LTD
Health: Monthly Benefit
PEMAHCA Minimum $149
Employee Only - $634
Employee + 1 - $1,296
Employee & Family - $1,681
Dental: City pays full premium
Vision: Employee pays cost
Life: $20k maximum coverage -
City pays $3.63 plus $.38 cents
bi-weekly
LTD: Provided through Local
2020-Employee pays premium
Health Monthly:
One Party - $506.70
Two Party - $971.76
Family - $1,286.13
Dental Monthly: $42.23
Life: City pays equivalent to
two years annual salary -
maximum $300,000
LTD: City pays LTD with a max
monthly benefit of
$2,666.67/mo.
Health and Dental Level One:
(No new members after 1/23):
$1,543./mo. medical,
$74.21/mo. dental. Employees
will receive cash back if
medical plan chosen is less
than the $1,543./mo. Cash-in-
Lieu $1,243.00/mo. Unused
dental premium is paid to the
employee. Employees prior to
1/1/23 making any changes to
their health plan will be placed
in level two.
Health and Dental Level Two:
$1,774.00/mo. medical
insurance - no cash back. Cash-
in-Lieu - $500.00/mo. Dental -
$74.21/mo.
Life Insurance & AD&D: City
pays 100% of premium for
employee-only coverage
Health Flex Monthly
Allowance:
Employee Only - $585
Grandfathered Employee
Only(No cash back) - $892
Employee + One - $1,157
Family - $1,566
Dental & Vision - employee
pays premiums through City's
Cafeteria Plan
Life - $10,000 coverage paid by
employee through Cafeteria
Plan
AD&D - $10,000 coverage paid
through Cafeteria Plan
LTD - Covered through Union's
plan
Health:
100% of employee only
premium up to a max of
$1,412.70 monthly
Dental:
$52.00 monthly
The City pays term life
insurance policy of $75,000
covering the employee only,
with equal AD&D coverage.
Medical & Dental (dependent
on insurance coverage
selected):
Employee Only - Up to $95.50
semi-monthly
Employee + One - Up to
$300.50 semi-monthly
Family - Up to $503 semi-
monthly
Optional Benefit: $256.50 semi-
monthly toward
medica/dental for employee
and dependents. Any amount
not used to cover premiums
shall be paid as cash.
Vision - City pays cost for
employees and eligible
dependents
Life - City pays for $10,000
basic term life for employee
and $5,000 for each eligible
dependents
2023 Health: Bi-weekly Benefit
(100% of Least Expensive Blue
Shield EPO Employee Only
Premium plus $25 bi-weekly
for Employee + One, $155 bi-
weekly for Employee +
Family):
Employee Only - $430.28
Employee + One - $455.28
Employee + Family - $585.28
Dental Bi-weekly - $13.03 bi-
weekly
2024 Health: 100% of Least
Expensive Blue Shield EPO
Employee Only Premium plus
$50 bi-weekly for Employee +
One, $310 bi-weekly for
Employee + Family)
County of Ventura Flexible Benefit
Program Medical and Vision:
$532 bi-weekly - all employees
enrolled in plan
Life and AD&D - County offers
optional coverage that employee
pays for
Medical, Dental & Vision:
Employee Only - $1,285 monthly
Employee + one - $1,535 monthly
Employee + two or more - $1,785
monthly
Post-Employment Health City pays $23.08 bi-weekly 1.6923% of base salary $100 monthly