RESOLUTION NO. 2022-22
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF STANTON, CALIFORNIA,
REGARDING EMPLOYEE BENEFITS AND SALARY RATES FOR ALL CLASSES OF
EMPLOYMENT
WHEREAS, the City Council has historically adopted a resolution establishing the salary and benefits for all classes of employment; and
WHEREAS, Resolution No. 2022-16 included the most recent revisions to the salary and benefits for all classes of employment; and
WHEREAS, the City Council will review such resolution annually and make amendments as necessary.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF STANTON, CALIFORNIA, RESOLVES AS FOLLOWS:
SECTION 1: Superseding City Council Resolution 2022-16 and all prior resolutions, and each of them in their entirety, the following salary ranges are assigned to the listed classes of employment. Annual compensation is equal to 26 bi-weekly pay periods. Six months of City service are required to advance to the next pay step in the salary range for fulltime and part-time classes of employment. Salary Ranges are included as Exhibit A. The monthly salary schedule is included as Exhibit B.
RANGE POSITION TITLE Annual
Minimum
Annual
Maximum
1 Administrative Clerk $37,500 $47,856
1 Facilities Maintenance Worker I $37,500 $47,856
5 Senior Administrative Clerk $41,388 $52,824
8 Facilities Maintenance Worker II $44,568 $56,880
10 Departmental Assistant $46,824 $59,760
10 Marketing Assistant $46,824 $59,760
10 Parking Control/Code Enforcement Specialist $46,824 $59,760 10 Permit Technician $46,824 $59,760
12 Business License Specialist $49,200 $62,796
12 Planning Technician $49,200 $62,796
13 Senior Facilities Maintenance Worker $50,424 $64,356 16 Administrative Services Coordinator $54,300 $69,312
16 Community Services Coordinator $54,300 $69,312
16 Outreach Coordinator $54,300 $69,312
18 Building Inspector $57,060 $72,816
18 Engineering Assistant $57,060 $72,816
19 Administrative Services Supervisor $58,476 $74,640
19 Code Enforcement Officer $58,476 $74,640
Attachment: C
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RESOLUTION NO. 2022-22
19 Senior Accounting Technician $58,476 $74,640
20 Management Analyst $59,940 $76,500
21 Assistant Planner $61,440 $78,420
21 Economic Development Specialist $61,440 $78,420
21 Housing Specialist $61,440 $78,420
21 Information Technology Specialist $61,440 $78,420
22 Accountant $62,976 $80,376
22 Public Works Inspector $62,976 $80,376
26 Associate Engineer $69,516 $88,716
26 Associate Planner $69,516 $88,716
26 Code Enforcement/Parking Control
Supervisor
$69,516 $88,716
26 Community Services Supervisor $69,516 $88,716
26 Facilities Maintenance Supervisor $69,516 $88,716
26 Housing Associate $69,516 $88,716
26 Human Resources/Risk Management Analyst $69,516 $88,716 31 Senior Public Works Inspector $78,648 $100,380
33 Civil Engineer $82,632 $105,456
33 Senior Planner $82,632 $105,456
35 Accounting Manager $86,820 $110,796
35 Administrative Services Manager $86,820 $110,796
35 Assistant to the City Manager $86,820 $110,796
35 Building Official $86,820 $110,796
35 City Clerk $86,820 $110,796
35 Community Services Manager $86,820 $110,796
35 Human Resources Manager $86,820 $110,796
35 Planning Manager $86,820 $110,796
35 Public Works Manager $86,820 $110,796
43 Assistant City Engineer $105,780 $135,000
43 Assistant Community and Economic
Development Director
$105,780 $135,000
50 Administrative Services Director $125,736 $160,476
50 Community/Economic Development Director $125,736 $160,476 50 Community Services Director $125,736 $160,476
50 Finance Director $125,736 $160,476
50 Public Works Director/City Engineer $125,736 $160,476 50 Public Safety Services Director $125,736 $160,476
53 Assistant City Manager $135,396 $172,812
City Manager $185,771
Part Time Positions
Range Position Title Hourly
Minimum
Hourly
Maximum
1A Intern $15.00 $19.15
1A Recreation Leader $15.00 $19.15
1A Park Ranger $15.00 $19.15
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1 Administrative Clerk Hourly $18.03 $23.01
1 Senior Recreation Leader $18.03 $23.01
2 Code Enforcement Technician $18.48 $23.58
10 Parking Control/Code Enforcement Specialist
Hourly
$22.51 $28.73
16 Community Services Coordinator Hourly $26.11 $33.32
SECTION 2: The following table designates the full-time position titles as non-exempt or exempt under the Fair Labor Standards Act (“FLSA”). All hourly part-time positions listed in Section 1 of this resolution are designated as non-exempt. Position titles designated as non-exempt are compensated overtime or compensatory time for hours worked in excess of forty (40) hours per workweek. Position titles designated as exempt are not eligible for overtime compensation under the FLSA, and will not receive overtime compensation for hours worked in excess of forty (40) hours per workweek.
FLSA DESIGNATION
POSITION TITLE
EXEMPT/NONEXEMPT
STATUS
POSITION
CATEGORY
City Manager Exempt Executive
Assistant City Manager Exempt Executive
Public Safety Services Director Exempt Executive
Public Works Director/City Engineer Exempt Executive
Finance Director Exempt Executive
Community Services Director Exempt Executive
Community and Economic Development Director Exempt Executive Administrative Services Director Exempt Executive
Assistant Community and Economic Development
Director
Exempt Management
Assistant City Engineer Exempt Management
Public Works Manager Exempt Management
Planning Manager Exempt Management
Human Resources Manager Exempt Management
Community Services Manager Exempt Management
City Clerk Exempt Management
Building Official Exempt Management
Assistant to the City Manager Exempt Management
Administrative Services Manager Exempt Management
Accounting Manager Exempt Management
Facilities Maintenance Supervisor Exempt Supervisory
Community Services Supervisor Exempt Supervisory
Code Enforcement/Parking Control Supervisor Exempt Supervisory Administrative Services Supervisor Exempt Supervisory
Civil Engineer Non-Exempt General
Senior Planner Non-Exempt General
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Senior Public Works Inspector Non-Exempt General
Human Resources/Risk Management Analyst Non-Exempt General Housing Associate Non-Exempt General
Associate Planner Non-Exempt General
Associate Engineer Non-Exempt General
Public Works Inspector Non-Exempt General
Accountant Non-Exempt General
Assistant Planner Non-Exempt General
Housing Specialist Non-Exempt General
Information Technology Specialist Non-Exempt General
Economic Development Specialist Non-Exempt General
Management Analyst Non-Exempt General
Code Enforcement Officer Non-Exempt General
Senior Accounting Technician Non-Exempt General
Engineering Assistant Non-Exempt General
Building Inspector Non-Exempt General
Outreach Coordinator Non-Exempt General
Community Services Coordinator Non-Exempt General
Administrative Services Coordinator Non-Exempt General
Senior Facilities Maintenance Worker Non-Exempt General Business License Specialist Non-Exempt General
Planning Technician Non-Exempt General
Permit Technician Non-Exempt General
Parking Control/Code Enforcement Specialist Non-Exempt General Marketing Assistant Non-Exempt General
Departmental Assistant Non-Exempt General
Facilities Maintenance Worker II Non-Exempt General
Senior Administrative Clerk Non-Exempt General
Facilities Maintenance Worker I Non-Exempt General
Administrative Clerk Non-Exempt General
SECTION 3: The City of Stanton will provide the following benefits:
I. RETIREMENT:
1. The City is a member of the California Public Employees Retirement System (CalPERS), pursuant to the California Public Employees Retirement Law (Cal.
Gov. Code § 30000 et seq.) (PERL), as amended by the Public Employees’ Pension Reform Act of 2013 (PEPRA) (Assembly Bill (AB) 340, Chapter 296, Statutes of 2012, and AB 197, Chapter 297, Statutes of 2012). The City shall provide a tax-qualified governmental defined benefit plan for all full-time miscellaneous class of employees through CalPERS, in accordance with the following provisions:
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a. Employees who are CalPERS members are subject to provisions of PERL, as amended by PEPRA. PEPRA imposes requirements and limitations on public employment retirement benefits for public employees, including establishment of a category of employees defined in PEPRA as “new members”. Employees who were hired prior to January 1, 2013, or who otherwise do not fall within the definition of a “new member” under PEPRA, are referred to in this Resolution as a “classic member” under PEPRA. b. Employees hired on or before August 27, 2011, are described as “classic members” (Tier 1). Classic members’ (Tier 1) retirement benefits are based on the two percent at fifty-five (2% at 55) formula. The City shall pay the seven percent (7%) member contribution of their pensionable income to CalPERS as part of the required member retirement contribution. c. Employees hired on or after August 28, 2011, are also described as “classic members” (2nd Tier). Classic members’ (2nd Tier) retirement benefits are based on the two percent at sixty (2% at 60) formula. Tier 2 employees shall pay seven percent (7%) of their pensionable income to CalPERS as part of the required member retirement contribution.
d. Employees hired after January 1, 2013, and who are new to CalPERS, or have had more than a six (6) month break in CalPERS service, are subject to all laws, statutes, rules and regulations of the Public Employees’ Pension Reform Act of 2013 (PEPRA or 3rd Tier). The new member retirement benefit formula is two percent at sixty-two (2% at 62). All new members shall pay at least fifty percent (50%) of the normal cost of the retirement contribution rate, or the current contribution rate of similarly situated employees, whichever is higher, to CalPERS as part of the required member retirement contribution.
e. All full-time employees will be covered by the 1959 Survivor Benefit. A $.93 bi-weekly deduction is required. This benefit consists of a monthly allowance, which may be paid to the employee’s surviving spouse and children and is paid along with other death benefits and is payable whether or not the employee was eligible to retire at the time of death.
2. The City shall provide a retirement plan for all hourly part-time employees. Parttime employees are covered by the Public Agency Retirement Services Alternate Retirement System (PARS ARS). Employees contribute 7.5% salary contribution towards this program on a pre-tax basis. Upon separation from the City, hourly employees will receive one hundred percent (100%) of their contributions, plus any accrued interest.
II. INSURANCES:
1. The City shall pay the minimum required monthly contribution for medical insurance for active employees as required by the Public Employees’ Medical and Hospital Care Act (PEMHCA). To the extent required by the law, the City shall also contribute this amount for retirees.
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2. The City shall pay the current Kaiser (OC) medical insurance premium for all eligible employees and two-thirds (2/3) of the additional Kaiser (OC) premium for eligible dependents. The individual employee shall pay the difference in the premium of the plan they choose, to be deducted from their salary. If a less expensive plan is selected by the employee, the employee shall receive the unused portion of the City’s contribution as a cash payment not to exceed one hundred dollars ($100.00) per month.
3. The City shall provide a medical insurance rebate program for full-time employees who are eligible for the City medical insurance program pursuant to Section II.2 above, and who are currently enrolled under a medical insurance program through a spouse or other source. Any employee for whom the City has approved waiver, the City shall compensate the employee in the amount of three hundred and fifty dollars ($350.00) per month with the exception of Department Heads. The City shall compensate the employees occupying these positions as follows:
Position Amount
Administrative Services Director $500
Assistant City Manager $500
City Manager $500
Community & Economic Development Director $500
Community Services Director $500
Finance Director $500
Public Works Director/City Engineer $500
Public Safety Services Director $500
4. The City shall contribute up to a maximum of twenty-three dollars and eight cents ($23.08) per pay period for each part-time employee, who has been employed by the City for at least one year, to be used at the employee’s discretion for designated dental and/or vision benefits. Such City contributions shall only be used for designated dental and/or vision benefits as determined by the City or a cash payment.
5. The City shall provide dental insurance for all eligible employees and their eligible dependents. This is provided by a carrier of the City’s choosing. The City shall pay the current Delta Dental (PPO) premium amount for eligible employees and twothirds (2/3) of the additional Delta Dental (PPO) premium for eligible dependents.
6. The City shall provide vision insurance for all eligible employees and their eligible dependents. This is provided by a carrier of the City’s choosing. The City shall pay the current vision insurance premium for eligible employees and two-thirds (2/3) of the premium for eligible dependents.
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7. The City shall provide term life insurance to full-time employees as follows:
a. The City will provide full-time employees with life insurance equal to a maximum of fifty thousand dollars ($50,000) per employee. b. The City will provide the City Manager with life insurance equal to a maximum of one hundred and fifty thousand dollars ($150,000).
8. The City shall provide short-term disability insurance for regular full-time employees up to sixty-seven percent (67%) of the employee’s weekly pre-disability earnings. However, the benefit shall not be more than two thousand dollars ($2,000.00) per week. Payment for any accident or sickness eligible under the short-term disability policy shall commence on the thirty-first (31st) day after the accident occurs or sickness commences and shall continue for no more than sixty (60) days.
9. The City shall provide long-term disability insurance for regular full-time employees up to sixty percent (60%) of the employee’s monthly pre-disability earnings.
However, the benefit shall not be more than five thousand dollars ($5,000) per month. If a disability qualifies under the long-term disability policy, benefits shall commence ninety (90) days after the accident occurs or sickness commences. An employee may not receive short-term disability insurance benefits and long-term disability insurance benefits at the same time.
10.In accordance with the California Labor Code, the City pays the rates for unemployment insurance for City employees as determined by the Employment Development Department.
11.Under the Workers’ Compensation Insurance Law of California, any employee injured on the job in the course of employment is entitled to disability compensation and medical care.
III. VACATION:
1. Employees occupying full-time positions shall accrue vacation according to the following schedule:
Months of Service Monthly Accrual Annual Accrual
1-60 8 96
61-120 12 144
121+ 16 192
2. Employees occupying part-time positions, who have completed one year of employment with the City, shall accrue vacation time expressed in working hours in accordance with the following:
RESOLUTION NO. 2022-22
Years of Service Monthly Accrual Annual Accrual
13-60 4 48
61-120 6 72
121+ 8 96
3. Department Heads and the City Manager are not eligible to accrue vacation.
4. Vacation will be credited bi-weekly on a prorated basis proportionate to a full working month. Upon separation from the City, employees shall be compensated at their then rate of pay for their accrued vacation to a maximum of 360 hours. The maximum number of vacation hours an employee can accrue at any time is 360 hours. An employee who has reached 360 accrued vacation hours will stop accruing hours and will resume accruing vacation hours only when the number of accrued vacation hours falls below 300 hours. Probationary employees shall begin accrual of vacation leave effective on their first day of employment. New employees shall not be eligible to take vacation leave until completion of six (6) months of continuous service. Probationary employees may request exceptions to this policy, which may or may not be granted by the City Manager, in his/her discretion. Upon termination or resignation, the accrual of vacation for full-time employees will be pro-rated based on the number of hours worked during the final pay period. Upon termination or resignation, the accrual of vacation for eligible part-time employees will be pro-rated based on the number of weeks employed during the pay period.
IV. HOLIDAYS:
1. Full-time employees shall receive ten (10) hours of holiday pay for each holiday.
Part-time employees, who have completed one year of employment with the City, shall receive five (5) hours of holiday pay for each holiday. Holiday pay shall be computed at the employee’s basic hourly rate.
2. For pay purposes, the following holidays are recognized as municipal holidays for employees. Said employees shall receive these holidays off with pay:
New Year’s Day (January 1)
Martin Luther King’s Birthday (third Monday in January) President’s Day (3rd Monday in February)
Memorial Day (last Monday in May)
Independence Day (July 4)
Labor Day (1st Monday in September)
Veteran’s Day (November 11)
Thanksgiving Day (every 4th Thursday of November)
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Christmas Eve (December 24)
Christmas Day (December 25)
New Year’s Eve Day (December 31)
3. If any holiday falls on a Sunday and it is the employee’s regularly scheduled day off, the following Monday shall be treated as the holiday.
4. If such holiday falls on a Friday or Saturday, employees will receive floating holiday hours for those holidays. Employees will be credited at the beginning of each fiscal year for the determined amount of hours for those holidays falling on scheduled days off. Employees must use these accrued holiday hours by June 30th of each fiscal year.
5. In addition to the above holidays, each regular full-time and part-time employee shall be eligible for one (1) floating holiday of his or her choice to be scheduled with the approval of his/her Department Head. Floating holidays not used will be forfeited.
6. City services will be closed each year from December 26 through December 30 for Winter Holiday Closure. The City will provide full-time employees and eligible part-time employees additional floating holiday pay for two (2) days between December 26 and December 30 that are the employee’s normal working days per Resolution No. 2014-41. Some City facilities, programs, and services may be required to remain open during this period as deemed necessary by the Department Head or City Manager.
V. LEAVES OF ABSENCE
1. Full-time employee sick leave with pay shall accrue at the rate of eight (8) hours for each calendar month for a total of 96 hours per fiscal year. Part-time employees shall accrue four (4) hours for each calendar month for a total of 48 hours per fiscal year. No employee may accumulate more than two hundred fifty (250) hours of sick leave. Upon separation, termination or retirement, there is no payout of unused sick leave for both full-time and part-time employees.
2. An employee shall be eligible for bereavement leave to receive necessary time off, not to exceed one (1) day in any one (1) instance, to arrange for or attend a funeral of a member of his/her immediate family. Immediate family shall mean father, father-in-law, mother, mother-in-law, stepparent, brother, brother-in-law, sister, sister-in-law, spouse, domestic partner, child, grandparent, grandchild, legal guardian or legal ward. The first day of bereavement leave, in any one instance, shall be with pay and shall not be chargeable to any other leave balance. Upon request to and written approval by the City Manager, an employee may in certain circumstances be eligible to receive additional necessary time off, not to exceed RESOLUTION NO. 2022-22
two (2) days in any one (1) instance. These two (2) additional days of bereavement leave, if approved, shall be with pay and chargeable to the employee’s sick leave balance.
3. Voting Leave shall be provided in accordance with the California election Code, Sections 14000 and 14001, if a registered voter employee does not have sufficient time outside regular working hours within which to vote at statewide elections, he/she may take off such working time as will enable him/her to vote. A maximum of two (2) hours may be taken with pay.
4. Employees called to serve jury duty will be granted a leave of absence for a total of up to eight (8) days in any one calendar year provided any and all consideration, except travel reimbursement, received for such services is relinquished to the City.
Fees for Jury duty performed during hours other than regularly scheduled working hours may be retained by the employee. Under special circumstances the City Manager, or designated representative(s), may authorize additional time if said time will not interfere or become a burden to City activities.
5. An employee who is called to answer a subpoena as a witness in any matter relating to City business during the employee’s work hours shall be compensated at his/her regular rate of pay for all hours of absence from work due to answering the subpoena, provided the employee shows proof of such subpoena and deposits witness fees received for such hours, exclusive of mileage, with the City. Fees for answering a subpoena as a witness during hours other than regularly scheduled working hours may be retained by the employee.
6. Military leave shall be provided as set forth in the applicable California and federal law. An employee entitled to military leave shall give his/her Department Head an opportunity within the limits of military regulations to determine when such leave shall be taken. Prior to taking military leave, an employee, when possible, shall present a copy of his/her military orders to his/her Department Head. The Department Head shall advise the Personnel Officer of such military orders immediately.
7. A regular, part-time, or probationary employee shall be entitled to necessary time off with pay to participate in fitness tests, examinations and interviews required by the Personnel Officer during working hours for the purpose of determining eligibility for movement to another class or transfer from one position to another.
8. The Administrative Service Leave Program is designed for employees whose positions are characterized by: (1) a work time requirement which exceeds a normal workweek (2) mental application to work related matters during off duty hours (3) a continuing on-call status to address critical problems or issues (4) the inability of the incumbent to delegate all his/her work during vacations or other time off.
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a. Administrative leave shall be provided on an annual basis to the following staff occupying these positions:
Position Hours
City Clerk 64
Code Enforcement/Parking Control Supervisor 40
Planning Manager 40
Human Resources Manager 40
Community Services Manager 40
Administrative Services Manager 40
Accounting Manager 40
Public Works Manager 40
Building Official 40
Community Services Supervisor 40
Facilities Maintenance Supervisor 40
Assistant City Engineer 40
Assistant to the City Manager 40
Administrative Services Supervisor 40
Assistant Community and Economic
Development Director
40 b. Administrative leave shall be credited at the beginning of the fiscal year.
The City Manager shall have the discretion to increase the maximum amount of Administrative Service Leave, up to a maximum amount of sixtyfour (64) hours to the employees listed above. All Administrative Service Leave should be used within the fiscal year in which it is granted. Any Administrative Service Leave remaining at the end of the fiscal year will carry over to the following year, but will decrease the amount of Administrative Service Leave that is credited for the following fiscal year. c. Employees eligible for overtime pay may not participate in the Administrative Service Leave program.
9. Comprehensive Leave, in lieu of sick, vacation, administrative, or other paid leave, shall be provided on an annual basis to the following staff occupying these positions:
Position Hours
Administrative Services Director 300
Assistant City Manager 300
City Manager 300
Community & Economic Development Director 300
Community Services Director 300
Finance Director 300
Public Works Director/City Engineer 300
Public Safety Services Director 300
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a. Every June 30th during the term of the employment agreement, Employee shall be paid at his/her then current rate of pay for all accumulated leave up to the maximum per his/her employment agreement. On July 1st of each year during the term of the employment agreement, the total amount of comprehensive leave available to the employee shall be replenished to reach the maximum comprehensive leave accumulation limit provided above.
10.In compliance with the California Moore-Roberti Family Rights Act of 1991 (CFRA) and the Federal Family and Medical Leave Act of 1993 (FMLA), the City will provide up to 12 weeks in any 12 month period, unpaid, job-protected leave to eligible employees for certain family and medical reasons, in accordance with the City’s Personnel Rules Handbook.
11.A female employee disabled by pregnancy, childbirth or related medical conditions may take up to four (4) months of unpaid pregnancy disability leave per pregnancy, in addition to any family care or medical leave to which the employee may be entitled, in accordance with the City’s Personnel Rules Handbook.
12.The City may, at the discretion of the City Manager, grant an employee a leave of absence without pay for a period not to exceed six (6) months when an employee has exhausted all of his/her paid leaves. After the initial six (6) months, the Personnel Officer, in his/her discretion, may extend the leave for up to an additional three (3) months. However, unless otherwise required by law, in no circumstances shall the unpaid leave last longer than one (1) year. Leave without pay and without benefits is intended for unusual circumstances and approval will be evaluated based on the impact to departmental functions and work force levels.
VI. OVERTIME:
1. Employees designated as exempt are exempt from receiving overtime compensation.
2. Employees classified as non-exempt shall be paid at the rate of one and on-half (1½) times their times their hourly rate for all hours actually worked in excess of ten (10) hours in a workday or forty (40) hours during the normal workweek.
Overtime is paid in increments of 30 minutes. Time worked shall be rounded off as one (1) hour for 45 minutes and one-half (1/2) hour for 15 minutes. Overtime shall not accrue until the affected employee has worked at least ten (10) hours in a workday or forty (40) hours during a workweek. No overtime will accrue during any scheduled closure of City Hall if the affected employee is scheduled to work during such period except where the employee works more than ten (10) hours in a workday or more than forty (40) hours during a workweek.
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VII. MISCELLANEOUS BENEFITS:
1. Automobile allowance shall be provided on a monthly basis to the following staff occupying these positions:
Position Amount
Administrative Services Director $300
Assistant City Manager $300
City Manager $300
Community and Economic Development Director $400
Community Services Director $300
Finance Director $300
Public Works Director/City Engineer $300
Public Safety Services Director $300
2. All regular and probationary full-time and part-time employees, who use one (1) or more alternative transportation methods (including carpool, vanpool, public transportation, bicycle or walking) to get to and from work at least four (4) days for a calendar month, are eligible to receive an incentive of five dollars ($5.00) per day. Department Heads, elected and appointed officials, temporary and contractual employees, volunteers and any person who receives an automobile or transportation stipend from the City are excluded from participation in this program.
3. Cell phone allowance shall be provided on a monthly basis to the following staff occupying these positions:
Position Amount
Administrative Services Director $100
Assistant City Manager $100
City Manager $100
Community & Economic Development Director $100
Community Services Director $100
Finance Director $100
Public Works Director/City Engineer $100
Public Safety Services Director $100
4. The City shall provide employees who are required to utilize a cellular phone for business related purposes and do not receive a cell phone allowance with a City paid cellular telephone as deemed appropriate by the City Manager. The policy is to use this City issued phone for City business only.
5. Employees who have reached three hundred fifty (350) hours of vacation accumulation may sell back vacation time to the City on the basis of two vacation hours for each vacation hour taken off by the employee during that fiscal year (July RESOLUTION NO. 2022-22
1st through June 30th), up to a sell-back limit of eighty (80) hours. The sell back of vacation time shall be limited to one time during the fiscal year.
6. The City shall provide full-time employees a flexible spending account program for eligible health care and dependent care expenses.
7. The City shall offer employees additional voluntary health, dental and life insurance coverage plan options through AFLAC.
8. The City shall offer employees a Deferred Compensation Program. Participation is voluntary and the City does not match or contribute to employees’ plan.
9. The City shall provide an Employee Assistance Program available to employees and their dependent family members.
10.The City shall provide a Sick Leave Incentive for the Prudent Use of Sick Leave. a. Regular full-time Regular full-time employees, who have used thirty (30) hours or less of sick leave during the prior fiscal year, shall be credited with twenty (20) vacation hours at the start of the new fiscal year. b. Regular full-time employees, who have used more than thirty (30) hours but not more than sixty (60) hours of sick leave during the prior fiscal year, shall be credited with ten (10) vacation hours at the start of the new fiscal year. c. Part-time employees, who have completed one year of employment with the City, and who have used fifteen (15) hours or less of sick leave during the prior fiscal year, shall be credited with ten (10) vacation hours at the start of the new fiscal year.
d. Part-time employees, who have completed one year of employment with the City, and who have used more than fifteen (15) hours but not more than thirty (30) hours of sick leave during the prior fiscal year, shall be credited with five (5) vacation hours at the start of the new fiscal year.
11. Regular employees and part-time employees who have been employed for one (1) year are eligible for educational expense reimbursement. Education reimbursement shall be limited to one thousand two hundred and fifty dollars ($1,250.00) per fiscal year per regular employee. Part-time employees are entitled to up to six hundred and twenty-five dollars ($625.00) per fiscal year per employee.
Education reimbursement may include books and tuition and shall not be made until such time as proper documentation is received by the Personnel Officer.
Reimbursement shall not be made is proper documentation is not submitted within sixty (60) days of completion of the course. Employees who terminate their employment prior to the completion of the authorized course work or prior to the receipt of a payment under this program will not be eligible for any reimbursement for such course work under this program. Employees who terminate employment within one year of the completion of the course will reimburse the City the funds used upon separation.
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12.The City shall provide bilingual pay to employees assigned to regularly and frequently speak and/or translate a second language in the amount of forty-six dollars and sixteen cents ($46.16) for full-time employees and twenty-three dollars and eight cents ($23.08) for part-time employees, per pay period for each pay period such assignment continues.
13.The City shall provide an employee computer purchase program. Employees can avail of the opportunity to purchase a personal computer with an interest-free twoyear loan. Full-time employees, who have completed the one year probationary period or part-time employees who have been employed with the City for over one year, are eligible to participate in this program.
14.The City will provide uniforms (pants and work shirts) for any employee who is required to wear a uniform as a condition of his/her employment.
15.The City shall provide a maximum of two hundred dollars ($200.00) per year for the reimbursement of safety shoes for any employee who is required to wear safety shoes as a condition of his/her employment.
16.For those not provided with an auto allowance, the City will reimburse an employee the current Internal Revenue Service mileage rate in effect per mile driven for authorized use of an employee’s private vehicle on City business. Employees that receive an auto allowance are not eligible for mileage reimbursement and must have a private vehicle available for use on City business.
17.Each employee assigned to on-call duty shall receive two (2) hours pay at thirtyfive dollars ($35.00) per hours for each week such duty is performed. On call duty is defined as that period of time other than regularly scheduled work time during which an employee is subject to call-out to provide services which are the responsibility of the department in which he/she is employed.
18.If an employee, who is not in the Administrative Service, is called back after 10:00 p.m. because of a request made, and the employee has completed his/her normal work shift and left the work station, he/she is entitled to two (2) hours minimum of call-back pay. If an employee is called back between the end of their shift (4:30 p.m. for City Yard and 6:00 p.m. for Civic Center) and 10:00 p.m., the employee will receive one (1) hour minimum of call-back pay. If an employee is called back on his/her normal day off, he/she is entitled to two (2) hours minimum of call back pay. All payments for call-back pay shall be paid at the regular rate of pay unless such additional hours are in excess of forty (40) for the employee’s workweek wherein he/she will receive payment at one and one-half (1½) times the regular rate of pay.
19.The City shall continue to provide vacation in lieu (grandfathered benefit) pay in the amount of $520 per year to eligible employees as authorized prior to 1989.
RESOLUTION NO. 2022-22
SECTION 4: The City expressly reserves the right, in its sole discretion, at any time and from time to time, but upon a non-discriminatory basis, to amend or rescind any provision of this Resolution or any benefits or salary provisions, or to terminate any benefits or salary provisions. Such changes may apply to current and/or future employees, retirees or their family members. All benefits in this Resolution shall be reviewed annually in their entirety.
SECTION 5: This Resolution shall become effective immediately upon its passage.
SECTION 6: The City Clerk shall certify to the adoption of this Resolution.
ADOPTED, SIGNED AND APPROVED this 10th day of May, 2022.
DAVID J. SHAWVER, MAYOR
APPROVED AS TO FORM:
HONGDAO NGUYEN, CITY ATTORNEY
ATTEST:
I, Patricia A. Vazquez, City Clerk of the City of Stanton, California DO HEREBY CERTIFY that the foregoing Resolution, being Resolution No. 2022-22 has been duly signed by the Mayor and attested by the City Clerk, all at a regular meeting of the Stanton City Council, held on May 10, 2022, and that the same was adopted, signed and approved by the following vote to wit:
AYES:
NOES:
ABSENT:
ABSTAIN:
PATRICIA A. VAZQUEZ, CITY CLERK
EXHIBIT “A”
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*Monthly Salary are approximate rates based on the hourly conversion. Council Approved: May 10, 2022 (Resolution 2022-22) City of Stanton
Monthly Salary Schedule
Effective May 16, 2022
RANGE NO. POSITION/MONTHLY SALARY
STEP A B C D E F
15.00 15.75 16.54 17.37 18.24 19.15
2600 2730 2867 3011 3162 3319
1A Intern
Park Ranger
Recreation Leader
18.03 18.93 19.87 20.87 21.91 23.01
3125 3281 3445 3617 3798 3988
1 Administrative Clerk
Facilities Maintenance Worker I
Senior Recreation Leader
18.48 19.40 20.37 21.39 22.46 23.58
3203 3363 3531 3708 3893 4088
2 Code Enforcement Technician
19.90 20.89 21.94 23.03 24.19 25.40
3449 3621 3803 3993 4192 4402
5 Senior Administrative Clerk
21.43 22.50 23.62 24.81 26.05 27.35
3714 3900 4095 4300 4515 4740
8 Facilities Maintenance Worker II
22.51 23.64 24.82 26.06 27.36 28.73
3902 4097 4302 4517 4743 4980
10 Departmental Assistant
Marketing Assistant
Parking Control/Code Enforcement Specialist
Permit Technician
23.65 24.84 26.08 27.38 28.75 30.19
4100 4305 4520 4746 4983 5233
12 Business License Specialist
Planning Technician
13 24.24 25.46 26.73 28.07 29.47 30.94
4202 4412 4633 4865 5108 5363
Senior Facilities Maintenance Worker
Exhibit: B
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*Monthly Salary are approximate rates based on the hourly conversion. Council Approved: May 10, 2022 (Resolution 2022-22) RANGE NO. POSITION/MONTHLY SALARY
STEP A B C D E F
26.11 27.41 28.78 30.22 31.73 33.32
4525 4752 4989 5239 5501 5776
16 Administrative Services Coordinator
Community Services Coordinator
Outreach Coordinator
27.43 28.80 30.24 31.75 33.34 35.01
4755 4992 5242 5504 5779 6068
18 Building Inspector
Engineering Assistant
28.12 29.52 31.00 32.55 34.17 35.88
4873 5117 5373 5642 5924 6220
19 Administrative Services Supervisor
Code Enforcement Officer
Senior Accounting Technician
20 28.82 30.26 31.77 33.36 35.03 36.78
4995 5245 5507 5783 6072 6375
Management Analyst
29.54 31.02 32.57 34.20 35.90 37.70
5120 5376 5645 5927 6224 6535
21 Assistant Planner
Economic Development Specialist
Housing Specialist
Information Technology Specialist
30.28 31.79 33.38 35.05 36.80 38.64
5248 5511 5786 6075 6379 6698
22 Accountant
Public Works Inspector
33.42 35.09 36.85 38.69 40.62 42.65
5793 6083 6387 6706 7041 7393
26 Associate Engineer
Associate Planner
Code Enforcement/Parking Control Supervisor
Community Services Supervisor
Facilities Maintenance Supervisor
Housing Associate
Human Resources/Risk Management Analyst
37.81 39.70 41.69 43.77 45.96 48.26
6554 6882 7226 7587 7967 8365
31 Senior Public Works Inspector
*Monthly Salary are approximate rates based on the hourly conversion. Council Approved: May 10, 2022 (Resolution 2022-22) RANGE NO. POSITION/MONTHLY SALARY
STEP A B C D E F
33 39.73 41.71 43.80 45.99 48.29 50.70
6886 7230 7592 7971 8370 8788
Civil Engineer
Senior Planner
41.74 43.82 46.02 48.32 50.73 53.27
7235 7596 7976 8375 8794 9233
35 Accounting Manager
Administrative Services Manager
Assistant to the City Manager
Building Official
City Clerk
Community Services Manager
Human Resources Manager
Planning Manager
Public Works Manager
50.85 53.40 56.07 58.87 61.81 64.90
8815 9255 9718 10204 10714 11250
43 Assistant City Engineer
Assistant Community and Economic
Development Director
60.45 63.47 66.65 69.98 73.48 77.15
10478 11002 11552 12129 12736 13373
50 Administrative Services Director
Community & Economic Development Director
Community Services Director
Finance Director
Public Works Director/City Engineer
Public Safety Services Director
65.10 68.35 71.77 75.36 79.13 83.08
11283 11848 12440 13062 13715 14401
53 Assistant City Manager
The annual salary for the City Manager is $185,771 ($15,481.00/mo.) effective 5/16/2022.
The monthly salary for City Council Members is $850 effective 3/5/2017.
Revision Effective Dates: 11/28/2012 06/12/2018 01/01/2021 03/10/2015 09/11/2018 07/01/2021
05/12/2015 03/18/2019 09/14/2021
03/05/2017 09/24/2019 01/01/2022
04/25/2017 11/12/2019 03/27/2022
06/27/2017 01/01/2020 05/16/2022
09/12/2017 03/24/2020
02/27/2018 06/09/2020
04/25/2018 07/14/2020