RESOLUTION NO. 2023-24
RESOLUTION NO. 2023-24
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;
WHEREAS, Resolution No. 2023-20 included the most recent revisions to the salary and benefits for all classes of employment;
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 2023-20 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. For full-time and part-time classifications, a minimum of six-months of City service is required to advance to the next pay step in the salary range for all appointments at pay step A; and one year of City service is required for appointments at higher than step A.. 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 $42,516 $54,276
1 Facilities Maintenance Worker I $42,516 $54,276
5 Senior Administrative Clerk $46,932 $59,904
8 Facilities Maintenance Worker II $50,544 $64,500
10 Departmental Assistant $53,100 $67,764
10 Marketing Assistant $53,100 $67,764
10 Parking Control/Code Enforcement
Specialist
$53,100 $67,764
10 Permit Technician $53,100 $67,764
12 Business License Specialist $55,788 $71,208
12 Planning Technician $55,788 $71,208
13 Senior Facilities Maintenance Worker $57,180 $72,984 16 Administrative Services Coordinator $61,584 $78,588
16 Community Services Coordinator $61,584 $78,588
16 Outreach Coordinator $61,584 $78,588
18 Building Inspector $64,704 $82,572
18 Engineering Assistant $64,704 $82,572
Attachment: C
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RESOLUTION NO. 2023-24
19 Administrative Services Supervisor $66,312 $84,648
19 Code Enforcement Officer $66,312 $84,648
19 Senior Accounting Technician $66,312 $84,648
20 Management Analyst $67,980 $86,748
21 Assistant Planner $69,672 $88,920
21 Economic Development Specialist $69,672 $88,920
21 Housing Specialist $69,672 $88,920
22 Accountant $71,412 $91,152
22 Public Works Inspector $71,412 $91,152
25 Information Technology Specialist $76,908 $98,160
26 Associate Planner $78,828 $100,608
26 Code Enforcement/Parking Control
Supervisor
$78,828 $100,608
26 Community Services Supervisor $78,828 $100,608
26 Facilities Maintenance Supervisor $78,828 $100,608
26 Housing Associate $78,828 $100,608
26 Human Resources/Risk Management
Analyst
$78,828 $100,608
29 Associate Engineer $84,888 $108,348
31 Senior Public Works Inspector $89,184 $113,832
33 Civil Engineer $93,708 $119,592
33 Senior Planner $93,708 $119,592
35 Accounting Manager $98,448 $125,640
35 Administrative Services Manager $98,448 $125,640
35 Assistant to the City Manager $98,448 $125,640
35 Building Official $98,448 $125,640
35 Code Enforcement/Parking Control
Manager
$98,448 $125,640
35 Community Services Manager $98,448 $125,640
35 Human Resources Manager $98,448 $125,640
35 Planning Manager $98,448 $125,640
35 Public Works Manager $98,448 $125,640
36 City Clerk $100,908 $128,784
43 Assistant City Engineer $119,952 $153,084
43 Assistant Community and Economic
Development Director
$119,952 $153,084
50 Administrative Services Director $142,584 $181,968
50 Community/Economic Development
Director
$142,584 $181,968
50 Community Services Director $142,584 $181,968
50 Finance Director $142,584 $181,968
50 Public Works Director/City Engineer $142,584 $181,968 RESOLUTION NO. 2023-24
50 Public Safety Services Director $142,584 $181,968
53 Assistant City Manager $153,540 $195,960
City Manager $243,800
Part-Time Positions
Range Position Title Hourly
Minimum
Hourly
Maximum
1A Intern $17.01 $21.72
1A Recreation Leader $17.01 $21.72
1A Park Ranger $17.01 $21.72
1 Administrative Clerk Hourly $20.44 $26.09
1 Senior Recreation Leader $20.44 $26.09
2 Code Enforcement Technician $20.95 $26.75
10 Parking Control/Code Enforcement
Specialist Hourly
$25.53 $32.58
16 Community Services Coordinator Hourly $29.61 $37.78
16 Public Safety Outreach Coordinator $29.61 $37.78
26 Human Resources/Risk Management
Analyst
$37.90 $48.37
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 actually 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
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Public Works Manager Exempt Management
Planning Manager Exempt Management
Human Resources Manager Exempt Management
Community Services Manager Exempt Management
City Clerk Exempt Management
Code Enforcement/Parking Control Manager 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
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
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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:
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 RESOLUTION NO. 2023-24
employees, whichever is higher, to CalPERS as part of the required member retirement contribution.
e. All full-time and part-time employees who are CalPERS members 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.
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
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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.
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.
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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:
Months 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 the maximum 360 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.
RESOLUTION NO. 2023-24
IV. HOLIDAYS:
1. 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)
Christmas Eve (December 24)
Christmas Day (December 25)
New Year’s Eve Day (December 31)
*One (1) Floating Holiday (discretion of employee)
*Two (2) Floating holidays between December 26 December 30 *Floating Holiday must be taken during each fiscal year (July 1 through June 30).
Floating holidays must be approved in advance by the Department Head.
2. Timesheet Entry: When a floating holiday is accrued and used, or when a holiday is observed by the City, employees shall record on their timesheets the hours that correspond with their regular workday shift within their established workweek schedule (i.e., employees on the four ten-hour day workweek (4/10) will record 10 hours for a holiday; employees on the five eight-hour workweek (5/8) will record 8 hours for a holiday; and employees on the nine eight-hour day workweek (9/80) will record 9 hours or 8 hours for a holiday as applicable.) a. In the event any of the above holidays fall on Sunday, the holiday will be observed on the following Monday.
b. If any of the above holidays falls on a Friday or Saturday, employees who work a Monday – Thursday (4/10) schedule, will accrue one day of floating holiday in their bank. Floating holiday hours will accrue in the same pay period as the actual holiday.
c. Employees who work on an alternate work schedule will accrue one (1) day of floating holiday leave if any holiday falls on the employees’ regularly scheduled day off. Floating holiday hours will accrue in the same pay period as the actual holiday.
RESOLUTION NO. 2023-24
3. Part-time employees, who have completed one year of employment with the City, shall receive five (5) hours of holiday pay for each holiday and floating holiday.
Holiday pay shall be computed at the employee’s basic hourly rate. Floating holiday hours will accrue in the same pay period as the actual holiday.
4. Employees must use accrued floating holiday hours by June 30 of each fiscal year, or the hours will be forfeited.
5. , Each regular full-time and eligible part-time employee shall be eligible for one (1) floating holiday, Section IV.1, of his or her choice to be scheduled with the approval of his/her Department Head. Floating holidays not used will be forfeited.
Employees will be credited with this one (1) day of floating holiday at the beginning of each fiscal year. The number of hours will correspond with their regular workday shift within their established workweek schedule as outlined in Timesheet Entry, IV.2. Floating holiday hours not used by June 30 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 with 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. Employees shall record on their timesheets the hours that correspond with their regular workday shift within their established workweek schedule as outlined in Timesheet Entry, Section IV.2. 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 paid 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, RESOLUTION NO. 2023-24
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 a maximum of five (5) days in any one (1) instance. The four (4) 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 RESOLUTION NO. 2023-24
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.
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
Code Enforcement/Parking Control 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
RESOLUTION NO. 2023-24
City Manager 480
Community & Economic Development Director 300
Community Services Director 300
Finance Director 300
Public Works Director/City Engineer 300
Public Safety Services Director 300
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 rolling 12-month period, unpaid, job-protected medical leave to eligible employees, certain family members or “designated person” as defined by Government Code Section 12945.2, and 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 one-half (1½) times their regular rate of pay for all hours actually worked in excess of 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 onehalf (1/2) hour for 15 minutes. Overtime shall not accrue until the affected RESOLUTION NO. 2023-24
employee has worked at least 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 forty (40) hours during a workweek.
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 $400
Community and Economic Development Director $300
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.
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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 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, life insurance coverage plan options.
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 RESOLUTION NO. 2023-24
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.
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 workstation, 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 RESOLUTION NO. 2023-24
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.
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 22nd day of August, 2023.
DAVID J. SHAWVER, MAYOR
APPROVED AS TO FORM:
HONGDAO NGUYEN, CITY ATTORNEY
ATTEST:
I, Patricia Vazquez, City Clerk of the City of Stanton, California DO HEREBY CERTIFY that the foregoing Resolution, being Resolution No. 2023-24 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 August 22, 2023, and that the same was adopted, signed, and approved by the following vote to wit:
AYES:
NOES:
ABSENT:
RESOLUTION NO. 2023-24
ABSTAIN:
PATRICIA VAZQUEZ, CITY CLERK
EXHIBIT A
Salary
Grade
Hourly Step
A
Monthly
Step A
Hourly Step
B
Monthly
Step B
Hourly Step
C
Monthly
Step C
Hourly Step
D
Monthly
Step D
Hourly Step
E
Monthly
Step E
Hourly Step
F
Monthly
Step F
1A 17.01000 $ 2,948.40 $ 17.86050 $ 3,095.82 $ 18.75353 $ 3,250.61 $ 19.69118 $ 3,413.14 $ 20.67576 $ 3,583.80 $ 21.70959 $ 3,763.00 $ 1 20.44245 $ 3,543.36 $ 21.46452 $ 3,720.52 $ 22.53773 $ 3,906.54 $ 23.66469 $ 4,101.88 $ 24.84783 $ 4,306.96 $ 26.09030 $ 4,522.32 $ 2 20.95349 $ 3,631.94 $ 22.00118 $ 3,813.54 $ 23.10116 $ 4,004.20 $ 24.25626 $ 4,204.42 $ 25.46912 $ 4,414.65 $ 26.74256 $ 4,635.38 $ 3 21.47733 $ 3,722.74 $ 22.55117 $ 3,908.87 $ 23.67876 $ 4,104.32 $ 24.86264 $ 4,309.52 $ 26.10584 $ 4,525.01 $ 27.41109 $ 4,751.26 $ 4 22.01420 $ 3,815.79 $ 23.11491 $ 4,006.58 $ 24.27065 $ 4,206.91 $ 25.48424 $ 4,417.27 $ 26.75841 $ 4,638.12 $ 28.09632 $ 4,870.03 $ 5 22.56461 $ 3,911.20 $ 23.69283 $ 4,106.76 $ 24.87744 $ 4,312.09 $ 26.12138 $ 4,527.71 $ 27.42737 $ 4,754.08 $ $ 28.79877 $ 4,991.79 6 23.12867 $ $ 4,008.97 $ 24.28514 $ 4,209.42 $ 25.49936 $ 4,419.89 $ 26.77437 $ 4,640.89 $ 28.11312 $ 4,872.94 $ 29.51876 $ 5,116.58 7 23.70690 $ $ 4,109.20 $ 24.89225 $ 4,314.66 $ 26.13692 $ 4,530.40 $ 27.44375 $ 4,756.92 $ 28.81589 $ 4,994.75 $ 30.25670 $ 5,244.49 8 24.29963 $ $ 4,211.94 $ 25.51458 $ 4,422.53 $ 26.79033 $ 4,643.66 $ 28.12982 $ 4,875.83 $ 29.53629 $ 5,119.62 $ 31.01312 $ 5,375.61 9 24.90705 $ $ 4,317.22 $ 26.15246 $ 4,533.09 $ 27.46002 $ 4,759.74 $ 28.83311 $ 4,997.74 $ 30.27476 $ 5,247.62 $ 31.78844 $ 5,510.00 10 25.52981 $ $ 4,425.17 $ 26.80629 $ 4,646.42 $ 28.14662 $ 4,878.75 $ 29.55393 $ 5,122.68 $ 31.03160 $ 5,378.81 $ 32.58318 $ 5,647.75 11 26.16800 $ $ 4,535.79 $ 27.47640 $ 4,762.58 $ 28.85022 $ 5,000.70 $ 30.29271 $ 5,250.74 $ 31.80734 $ 5,513.27 $ 33.39777 $ 5,788.95 12 26.82225 $ $ 4,649.19 $ 28.16331 $ 4,881.64 $ 29.57147 $ 5,125.72 $ 31.05008 $ 5,382.01 $ 32.60261 $ 5,651.12 $ 34.23273 $ 5,933.67 13 27.49278 $ $ 4,765.42 $ 28.86744 $ 5,003.69 $ 30.31077 $ 5,253.87 $ 31.82634 $ 5,516.57 $ 33.41762 $ 5,792.39 $ 35.08848 $ 6,082.00 14 28.18011 $ $ 4,884.55 $ 29.58911 $ 5,128.78 $ 31.06856 $ 5,385.22 $ 32.62193 $ 5,654.47 $ 34.25310 $ 5,937.20 $ 35.96576 $ 6,234.06 15 28.88456 $ $ 5,006.66 $ 30.32883 $ 5,257.00 $ 31.84524 $ 5,519.84 $ 33.43757 $ 5,795.84 $ 35.10938 $ 6,085.63 $ 36.86487 $ 6,389.91 16 29.60675 $ $ 5,131.84 $ 31.08704 $ 5,388.42 $ 32.64135 $ 5,657.83 $ 34.27347 $ 5,940.73 $ 35.98718 $ 6,237.78 $ 37.78646 $ 6,549.65 17 30.34689 $ $ 5,260.13 $ 31.86425 $ 5,523.14 $ 33.45741 $ 5,799.28 $ 35.13027 $ 6,089.25 $ 36.88682 $ 6,393.71 $ 38.73114 $ 6,713.40 18 31.10552 $ $ 5,391.62 $ 32.66078 $ 5,661.20 $ 34.29384 $ 5,944.27 $ 36.00860 $ 6,241.49 $ 37.80893 $ 6,553.55 $ 39.69945 $ 6,881.24 19 31.88315 $ $ 5,526.41 $ 33.47736 $ 5,802.74 $ 35.15117 $ 6,092.87 $ 36.90876 $ 6,397.52 $ 38.75424 $ 6,717.40 $ 40.69191 $ 7,053.26 20 32.68031 $ $ 5,664.59 $ 34.31432 $ 5,947.81 $ 36.03002 $ 6,245.20 $ 37.83150 $ 6,557.46 $ 39.72308 $ 6,885.33 $ 41.70926 $ 7,229.60 21 33.49731 $ $ 5,806.20 $ 35.17217 $ 6,096.51 $ 36.93071 $ 6,401.32 $ 38.77724 $ 6,721.39 $ 40.71617 $ 7,057.47 $ 42.75191 $ 7,410.33 22 34.33469 $ $ 5,951.35 $ 36.05144 $ 6,248.92 $ 37.85397 $ 6,561.35 $ 39.74670 $ 6,889.43 $ 41.73404 $ 7,233.90 $ 43.82070 $ 7,595.59 23 35.19306 $ $ 6,100.13 $ 36.95276 $ 6,405.14 $ 38.80034 $ 6,725.39 $ 40.74032 $ 7,061.65 $ 42.77742 $ 7,414.75 $ 44.91627 $ 7,785.49 24 36.07286 $ $ 6,252.63 $ 37.87655 $ 6,565.27 $ 39.77033 $ 6,893.52 $ 41.75892 $ 7,238.21 $ 43.84685 $ 7,600.12 $ 46.03914 $ 7,980.12 25 36.97470 $ $ 6,408.95 $ 38.82344 $ 6,729.40 $ 40.76457 $ 7,065.86 $ 42.80283 $ 7,419.16 $ 44.94294 $ 7,790.11 $ 47.19015 $ 8,179.63 26 37.89912 $ $ 6,569.18 $ 39.79406 $ 6,897.64 $ 41.78370 $ 7,242.51 $ 43.87289 $ 7,604.63 $ 46.06655 $ 7,984.87 $ 48.36993 $ 8,384.12 27 38.84654 $ $ 6,733.40 $ 40.78893 $ 7,070.08 $ 42.82835 $ 7,423.58 $ 44.96972 $ 7,794.75 $ 47.21819 $ 8,184.49 $ 49.57911 $ 8,593.71 28 39.81768 $ $ 6,901.73 $ 41.80859 $ 7,246.82 $ 43.89903 $ 7,609.17 $ 46.09395 $ 7,989.62 $ 48.39870 $ 8,389.11 $ 50.81864 $ 8,808.56 29 40.81319 $ $ 7,074.29 $ 42.85386 $ 7,428.00 $ 44.99649 $ 7,799.39 $ 47.24633 $ 8,189.36 $ 49.60862 $ 8,598.83 $ 52.08914 $ 9,028.78 30 41.83347 $ $ 7,251.13 $ 43.92518 $ 7,613.70 $ 46.12146 $ 7,994.39 $ 48.42747 $ 8,394.09 $ 50.84888 $ 8,813.81 $ 53.39135 $ 9,254.50 EXHIBIT "A"
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EXHIBIT A
Salary
Grade
Hourly Step
A
Monthly
Step A
Hourly Step
B
Monthly
Step B
Hourly Step
C
Monthly
Step C
Hourly Step
D
Monthly
Step D
Hourly Step
E
Monthly
Step E
Hourly Step
F
Monthly
Step F
EXHIBIT "A"
31 42.87938 $ 7,432.43 $ 45.02327 $ 7,804.03 $ 47.27447 $ 8,194.24 $ 49.63823 $ 8,603.96 $ 52.12011 $ 9,034.15 $ 54.72611 $ 9,485.86 $ 32 43.95132 $ 7,618.23 $ 46.14887 $ 7,999.14 $ 48.45635 $ 8,399.10 $ 50.87912 $ 8,819.05 $ 53.42306 $ 9,260.00 $ 56.09426 $ 9,723.00 $ 33 45.05015 $ 7,808.69 $ 47.30261 $ 8,199.12 $ 49.66773 $ 8,609.07 $ 52.15109 $ 9,039.52 $ 54.75866 $ 9,491.50 $ 57.49664 $ 9,966.08 $ 34 46.17638 $ 8,003.91 $ 48.48512 $ 8,404.09 $ 50.90946 $ 8,824.31 $ 53.45487 $ 9,265.51 $ 56.12765 $ 9,728.79 $ 58.93398 $ 10,215.22 $ 35 47.33075 $ 8,204.00 $ 49.69734 $ 8,614.21 $ 52.18217 $ 9,044.91 $ 54.79131 $ 9,497.16 $ 57.53087 $ 9,972.02 $ 60.40734 $ 10,470.61 $ 36 48.51399 $ 8,409.09 $ 50.93970 $ 8,829.55 $ 53.48669 $ 9,271.03 $ 56.16104 $ 9,734.58 $ 58.96905 $ 10,221.30 $ 61.91756 $ 10,732.38 $ 37 49.72685 $ 8,619.32 $ 52.21325 $ 9,050.30 $ 54.82386 $ 9,502.80 $ 57.56510 $ 9,977.95 $ 60.44336 $ 10,476.85 $ 63.46547 $ 11,000.68 $ 38 50.97005 $ 8,834.81 $ 53.51850 $ 9,276.54 $ 56.19443 $ 9,740.37 $ 59.00423 $ 10,227.40 $ 61.95441 $ 10,738.76 $ 65.05212 $ 11,275.70 $ 39 52.24433 $ 9,055.68 $ 54.85652 $ 9,508.46 $ 57.59933 $ 9,983.88 $ 60.47927 $ 10,483.07 $ 63.50327 $ 11,007.23 $ 66.67847 $ 11,557.60 $ 40 53.55042 $ 9,282.07 $ 56.22792 $ 9,746.17 $ 59.03930 $ 10,233.48 $ 61.99127 $ 10,745.15 $ 65.09087 $ 11,282.42 $ 68.34545 $ 11,846.54 $ 41 54.88917 $ 9,514.12 $ 57.63366 $ 9,989.83 $ 60.51528 $ 10,489.32 $ 63.54107 $ 11,013.78 $ 66.71816 $ 11,564.48 $ 70.05401 $ 12,142.69 $ 42 56.26142 $ 9,751.98 $ 59.07447 $ 10,239.57 $ 62.02823 $ 10,751.56 $ 65.12961 $ 11,289.13 $ 68.38608 $ 11,853.59 $ 71.80541 $ 12,446.27 $ 43 57.66789 $ 9,995.77 $ 60.55130 $ 10,495.56 $ 63.57887 $ 11,020.34 $ 66.75785 $ 11,571.36 $ 70.09569 $ 12,149.92 $ 73.60049 $ 12,757.42 $ 44 59.10965 $ 10,245.67 $ 62.06508 $ 10,757.95 $ 65.16836 $ 11,295.85 $ 68.42682 $ 11,860.65 $ 71.84814 $ 12,453.68 $ 75.44051 $ 13,076.35 $ 45 60.58742 $ 10,501.82 $ 63.61677 $ 11,026.91 $ 66.79754 $ 11,578.24 $ 70.13748 $ 12,157.16 $ 73.64427 $ 12,765.01 $ 77.32652 $ 13,403.26 $ 46 62.10204 $ 10,764.35 $ 65.20721 $ 11,302.58 $ 68.46756 $ 11,867.71 $ 71.89088 $ 12,461.09 $ 75.48545 $ 13,084.14 $ 79.25967 $ 13,738.34 $ 47 63.65457 $ 11,033.46 $ 66.83733 $ 11,585.14 $ 70.17917 $ 12,164.39 $ 73.68816 $ 12,772.61 $ 77.37261 $ 13,411.25 $ 81.24123 $ 14,081.81 $ 48 65.24595 $ 11,309.30 $ 68.50830 $ 11,874.77 $ 71.93372 $ 12,468.51 $ 75.53039 $ 13,091.93 $ 79.30692 $ 13,746.53 $ 83.27225 $ 14,433.86 $ 49 66.87713 $ 11,592.04 $ 70.22096 $ 12,171.63 $ 73.73205 $ 12,780.22 $ 77.41860 $ 13,419.22 $ 81.28953 $ 14,090.19 $ 85.35408 $ 14,794.71 $ 50 68.54904 $ 11,881.83 $ 71.97645 $ 12,475.92 $ 75.57533 $ 13,099.72 $ 79.35407 $ 13,754.70 $ 83.32181 $ 14,442.45 $ 87.48789 $ 15,164.57 $ 51 70.26275 $ 12,178.88 $ 73.77594 $ 12,787.83 $ 77.46470 $ 13,427.21 $ 81.33794 $ 14,098.58 $ 85.40480 $ 14,803.50 $ 89.67504 $ 15,543.67 $ 52 72.01929 $ 12,483.34 $ 75.62027 $ 13,107.51 $ 79.40132 $ 13,762.89 $ 83.37137 $ 14,451.04 $ 87.53997 $ 15,173.59 $ 91.91700 $ 15,932.28 $ 53 73.81983 $ 12,795.44 $ 77.51079 $ 13,435.20 $ 81.38634 $ 14,106.97 $ 85.45572 $ 14,812.32 $ 89.72849 $ 15,552.94 $ 94.21493 $ 16,330.59 $ *Monthly Salary are approximate rates based on the hourly conversion.
Council Approved: August 22, 2023 (Resolution 2023-24)
EXHIBIT “B”
City of Stanton
Monthly Salary Schedule
Effective July 2, 2023
RANGE NO. POSITION/MONTHLY SALARY
STEP A B C D E F
17.01 17.86 18.75 19.69 20.68 21.72
2948 3096 3251 3413 3584 3764
1A Intern
Park Ranger
Recreation Leader
20.44 21.46 22.54 23.66 24.85 26.09
3543 3721 3907 4102 4307 4523
1 Administrative Clerk
Facilities Maintenance Worker I
Senior Recreation Leader
20.95 22.00 23.10 24.26 25.47 26.75
3632 3814 4004 4204 4415 4636
2 Code Enforcement Technician
22.56 23.69 24.88 26.12 27.43 28.80
3911 4107 4312 4528 4754 4992
5 Senior Administrative Clerk
24.30 25.51 26.79 28.13 29.54 31.01
4212 4423 4644 4876 5120 5375
8 Facilities Maintenance Worker II
25.53 26.81 28.15 29.55 31.03 32.58
4425 4646 4879 5123 5379 5647
10 Departmental Assistant
Marketing Assistant
Parking Control/Code Enforcement Specialist
Permit Technician
26.82 28.16 29.57 31.05 32.60 34.23
4649 4882 5126 5382 5651 5934
12 Business License Specialist
Planning Technician
13 27.49 28.87 30.31 31.83 33.42 35.09
4765 5004 5254 5517 5792 6082
Senior Facilities Maintenance Worker
Exhibit: B
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*Monthly Salary are approximate rates based on the hourly conversion.
Council Approved: August 22, 2023 (Resolution 2023-24)
RANGE NO. POSITION/MONTHLY SALARY
STEP A B C D E F
29.61 31.09 32.64 34.27 35.99 37.78
5132 5388 5658 5941 6238 6549
16 Administrative Services Coordinator
Community Services Coordinator
Outreach Coordinator
31.11 32.66 34.29 36.01 37.81 39.70
5392 5661 5944 6241 6554 6881
18 Building Inspector
Engineering Assistant
31.88 33.48 35.15 36.91 38.75 40.69
5526 5803 6093 6398 6717 7054
19 Administrative Services Supervisor
Code Enforcement Officer
Senior Accounting Technician
20 32.68 34.31 36.03 37.83 39.72 41.71
5665 5948 6245 6557 6885 7229
Management Analyst
33.50 35.17 36.93 38.78 40.72 42.75
5806 6097 6401 6721 7057 7410
21 Assistant Planner
Economic Development Specialist
Housing Specialist
34.33 36.05 37.85 39.75 41.73 43.82
5951 6249 6561 6889 7234 7596
22 Accountant
Public Works Inspector
36.97 38.82 40.76 42.80 44.94 47.19
6409 6729 7066 7419 7790 8180
25 Information Technology Specialist
37.90 39.79 41.78 43.87 46.07 48.37
6569 6898 7243 7605 7985 8384
26 Associate Planner
Code Enforcement/Parking Control Supervisor
Community Services Supervisor
Facilities Maintenance Supervisor
Housing Associate
Human Resources/Risk Management Analyst
*Monthly Salary are approximate rates based on the hourly conversion.
Council Approved: August 22, 2023 (Resolution 2023-24)
40.81 42.85 45.00 47.25 49.610 52.09
7074 7428 7799 8189 8599 9029
29 Associate Engineer
42.88 45.02 47.27 49.64 52.12 54.73
7432 7804 8194 8604 9034 9486
31 Senior Public Works Inspector
RANGE NO. POSITION/MONTHLY SALARY
STEP A B C D E F
33 45.05 47.30 49.67 52.15 54.76 57.49
7809 8199 8609 9040 9492 9966
Civil Engineer
Senior Planner
47.33 49.70 52.18 54.79 57.53 60.40
8204 8614 9045 9497 9972 10470
35 Accounting Manager
Administrative Services Manager
Assistant to the City Manager
Building Official
Code Enforcement/Parking Control Manager
Community Services Manager
Human Resources Manager
Planning Manager
Public Works Manager
48.51 50.94 53.49 56.16 58.97 61.92
8409 8830 9271 9735 10221 10732
36 City Clerk
57.67 60.55 63.58 66.76 70.10 73.60
9996 10496 11020 11571 12150 12757
43 Assistant City Engineer
Assistant Community and Economic
Development Director
68.55 71.98 75.58 79.35 83.32 87.49
11882 12476 13100 13755 14442 15164
50 Administrative Services Director
Community & Economic Development Director
Community Services Director
Finance Director
Public Works Director/City Engineer
Public Safety Services Director
73.82 77.51 81.39 85.46 89.73 94.21
12795 13435 14107 14812 15553 16330
*Monthly Salary are approximate rates based on the hourly conversion.
Council Approved: August 22, 2023 (Resolution 2023-24)
53 Assistant City Manager
The annual salary for the City Manager is $243,800 ($20,317/mo.) effective 7/2/2023.
The monthly salary for City Council Members is $850, effective 3/5/2017.
Revision Effective Dates: 11/28/2012 04/25/2018 06/09/2020 07/01/2022 03/10/2015 06/12/2018 07/14/2020 07/18/2022
05/12/2015 09/11/2018 01/01/2021 07/02/2023
03/05/2017 03/18/2019 07/01/2021
04/25/2017 09/24/2019 09/14/2021
06/27/2017 11/12/2019 01/01/2022
09/12/2017 01/01/2020 03/27/2022
02/27/2018 03/24/2020 05/16/2022
CITY OF STANTON
REPORT TO THE CITY COUNCIL
TO: Honorable Mayor and Members of the City Council
DATE: August 22, 2023
SUBJECT: PARTICIPATION IN THE ORANGE COUNTY SHERIFF’S
DEPARTMENT (OCSD) FUSUS PILOT PROGRAM
REPORT IN BRIEF:
The OCSD is partnering with Fusus, LLC (Fusus) to conduct a pilot program to enhance intelligence-led policing (ILP) efforts throughout Orange County. The OCSD has identified the City of Stanton as an ideal candidate for the pilot program. The City Council will consider approving participation in the pilot program.
RECOMMENDED ACTION:
1. City Council declare this project categorically exempt under the California Environmental Quality Act, Class 32, and Section 15332; and
2. Approve the City’s participation in the OCSD Fusus pilot program.
BACKGROUND:
ILP brings together advanced data analytics, community involvement, and inter-agency collaboration to solve, reduce, and prevent crime. ILP can serve as a force multiplier, particularly for communities with high call volumes and complex calls, promoting the most effective and efficient allocation of resources and supporting a proactive policing model. In addition, ILP promotes community-based policing, encouraging collaborative relationships between community members and law enforcement as they pool observations and share intelligence about current criminal activity to prevent additional crimes before they occur.
ANALYSIS AND JUSTIFICATION:
Over the years, the OCSD has continued to refine its use of ILP and recently approached the City regarding participation in a pilot program in collaboration with Fusus. City staff, along with the City’s Police Chief, received a staff-level presentation from Fusus explaining the program and the Fusus model. The following information has been pulled from the Fusus website (www.fusus.com).
Item: 12C
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Fusus describes itself as creating a “unified public-private crime mitigation network” with the following goals:
• Break Down Silos
o Remove the barriers created by disparate technology systems by fusing all private and public video, data, sensor and CAD sources into a common operating picture.
• Improve Security While Respecting Privacy
o Unify public and private camera assets while maintaining policy-based access to real-time video. This means camera owners decide when and with whom their feeds are shared.
• Enhance Situational Awareness
o Give first responders a unified view of all cameras, including internal building cameras, accessible from their mobile devices. • Effectively Manage Resources
o Enable greater remote command and control of all first responders and their live locations.
The Fusus modules include the following:
• Fusus ONE
o Streamlines emergency and incident management by fusing all a community’s available and shared video assets into a single platform.
Whether it’s a drone, a traffic camera, a private cell phone video, or a building security camera, Fusus ONE can extract the live video feed and send it to an emergency operations center, dispatch center, or officers in the field.
• Fusus CORE
o An appliance that can be connected to any public or private video network to provide access to live streaming video feeds. The CORE appliance is compatible with a wide range of security cameras. The CORE appliance must be purchased by any private citizens or businesses wishing to share their security video feeds with the OCSD.
• Fusus AI
o Supports automated search and analysis efforts related to video content.
AI includes dozens of search and analysis variables including people, vehicles, and visual descriptors to assist with investigations spanning from a car involved in a hit-and-run to a missing person.
• Fusus REGISTRY
o Creates a map of all the public and private security cameras in a location.
When an incident occurs, investigators can use the REGISTRY to easily locate and reach out to all the camera owners in the vicinity to request video footage.
• Fusus TIPS
o An easy-to-use public safety tool that operates via text message.
Members of the public can anonymously submit multi-media tips to the police department by either texting pictures, text or video to a widely publicized number. No separate app download is required.
In recognition of the Council’s Strategic Plan Objective #1: Provide a safe community, staff is continuously assessing budgets, operations, and technologies to maximize resources and effectiveness. After learning about the pilot program, staff believes the technology and network will expand our staff’s situational awareness and investigative capabilities. To this end, staff is very interested in participating in the pilot program to better understand how ILP and the Fusus platform can support existing operations.
FISCAL IMPACT:
There is no fiscal impact associated with the recommended action.
ENVIRONMENTAL IMPACT:
In accordance with the requirements of the California Environmental Quality Act (CEQA), this project has been determined to be categorically exempt under Section 15332, Class 32 (In-Fill Development).
PUBLIC NOTIFICATION:
Public notification provided through the regular agenda process.
LEGAL REVIEW:
None.
STRATEGIC PLAN OBJECTIVE ADDRESSED:
Obj. No. 1: Provide a safe community.
Prepared by: Hannah Shin-Heydorn, City Manager
Reviewed by: Jim Wren, Director of Public Safety
Reviewed by: Charles Walters, Chief of Police
Approved by: Hannah Shin-Heydorn, City Manager
CITY OF STANTON
REPORT TO CITY COUNCIL
TO: Honorable Mayor and Members of the City Council
DATE: August 22, 2023
SUBJECT: CONSIDERATION OF TERM LIMITS FOR THE OFFICE OF DIRECTLY
ELECTED MAYOR
REPORT IN BRIEF:
Term limits were established for members of the City Council following the adoption of Measure RR in 2016. With the establishment of district-based elections in 2017, the City Council created the office of directly-elected Mayor to serve at-large. As the office of directly-elected Mayor is separate from the office of Member of the City Council, the term limits enacted in 2016 do not apply to the Mayor. The City Council has directed staff to provide a report on the process to establish term limits for the office of directlyelected Mayor.
RECOMMENDED ACTION:
1. City Council find that this item is not subject to California Environmental Quality Act (“CEQA”) pursuant to Sections 15378(b)(5)(Organizational or administrative activities of governments that will not result in direct or indirect physical changes in the environment); and
2. Discuss and exercise City Council discretion in directing staff to prepare an ordinance establishing term limits for the office of directly-elected Mayor to be placed on the November 2024 General Municipal Election.
BACKGROUND:
Measure RR was adopted by voters at the November 2016 General Municipal Election and codified in section 2.04.070 of the Stanton Municipal Code. The measure stated the following:
A person is ineligible to hold office as a member of the city council if such person has subsequent to December 31, 2015 served on the city council for two full terms.
Item: 12D
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2 In 2017, the City Council transitioned from an at-large electoral system to a districtbased electoral system, establishing four City Council districts and the office of directlyelected Mayor, to be effective with the November 2018 General Municipal Election. As the office of directly-elected Mayor is separate from the office of Member of the City Council, the previously established term limits do not apply to the office of Mayor.
ANALYSIS/JUSTIFICATION:
Term limits may be established by approval of a ballot initiative, pursuant to Government Code §36502(b), which provides, “Notwithstanding any other provision of law, the city council of a general law or charter city may adopt or the residents of the city may propose, by initiative, a proposal to limit or repeal a limit on the number of terms a member of the city council may serve on the city council, or the number of terms an elected mayor may serve. Any proposal to limit the number of terms a member of the city council may serve on the city council, or the number of terms an elected mayor may serve, shall apply prospectively only and shall not become operative unless it is submitted to the electors of the city at a regularly scheduled election and a majority of the votes cast on the question favor the adoption of the proposal…” In order to enact term limits for the office of Mayor, the City Attorney would draft a proposed ordinance, and the City Council would need to adopt a Resolution calling for the measure to be placed on the ballot. If a majority of the votes cast favor adoption of term limits, the new limits would apply prospectively, beginning with the next election for Mayor. The Mayor’s current term expires in 2026; therefore, the first term to apply toward any potential term limit would begin in 2026, should the measure be placed on the ballot prior to or including the November 2026 election.
Should the Council wish to place such a measure on the ballot, staff recommends consideration at the November 2024 General Municipal Election. Holding a special election for consideration of the measure would cost between $513,583 - $547,415, based on the number of registered voters in the City. Consolidating the measure with the General Municipal Election significantly reduces the cost of any measure, to an estimated cost of $8,500.
At this time, staff requests direction regarding placing a term limit measure for the office of Mayor on the ballot for voter consideration.
FISCAL IMPACT:
There is no fiscal impact related to this item.
Should the Council direct staff to prepare a measure for the November 2024 General Municipal Election, the estimated fiscal impact is $8,500.
Should the Council direct staff to prepare a measure for a stand-alone special election, the estimated fiscal impact is $513,583 - $547,415.
3 ENVIRONMENTAL IMPACT:
In accordance with the requirements of California Environmental Quality Act (“CEQA”), the project is exempt pursuant to Sections 15378 and Section 15061(b)(3) of the State CEQA Guidelines (Title 14 of the California Code of Regulations).
PUBLIC NOTIFICATION:
Public notice was made through the regular agenda process.
Prepared by: HongDao Nguyen, City Attorney
Reviewed by: Patricia A. Vazquez, City Clerk
Approved by: Hannah Shin-Heydorn, City Manager
City Council Initiated
Items 15D – 15E – 15F
15D: “DISCUSSION REGARDING THE AREA NEAR THE CA-22
FREEWAY AND GARDEN GROVE BOULEVARD”
15E:
“DISCUSSION REGARDING HOMELESSNESS / HABITUAL
TRANSIENTS WITHIN THE CITY”
15F:
“DISCUSSION REGARDING PROSTITUTION ACTIVITY WITHIN
THE CITY”
(This item does not contain a staff report)
Items: 15D - 15E - 15F
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