Non-Represented/Confidential Unit 7/1/263-6/30/276 The City reserves the right to contract out any work it deems necessary in the interest of efficiency, economy, improved work product, or emergency.
ARTICLE 3- SALARIES
Following ratification of the Non-Represented/Confidential Compensation and Benefits Plan by the City Council:
a. all employees in this unit shall receive a five percent(53%) COLA increase in base salary, effective June 2-521, 20232026
b. all o ployees in this u nit shall r a two n ant (2%) COLA increase in base salary, effective,June 23, 202/1
COLA increase in base salary, effective December 8, 202/1 all a pla.,aas in this u nit shall r a two p nt (2%) COLA increase in bass salary, effective Junc 22, 2025
e- all em la.,aas in this unit hall reed c a two arrant (2%) COLA increase in base salary, effective December 7, 2025 The salary schedule in Exhibit B of the City of Upland Compensation Plan and attached hereto as"Exhibit B."
A one time lump sum Premium Payment in the amount of five thousand dollars ($5,000) per employee utilizing American Rescue Plan Act (ARPA)f ndin Theo ployee m st be actively o ployed by the City during the time period of July 1, 2022 through Junc 30, 2023 and re ntly ployed on-the scheduled nt date. The
payment will be distributed on a special payroll as soon as practical after approval by the City Council. The one time distribution shall not be pensionable.
ARTICLE 4- RETIREMENT BENEFITS
Pension Reform Act of 2013:
The parties agree that the provisions of AB 340 (The California Pension Reform Act of 2013) went into effect on January 1, 2013. In addition, if there is any other clean up or other 5
Non-Represented/Confidential Unit 7/1/263-6/30/276 retirement legislation which goes into effect during this MOU and if there are provisions of that legislation which, by law automatically goes into effect, it shall do so. Either party may request to negotiate over the impact of such subsequent legislation.
A.PEPRA Members:
Pursuant to the Act,for"new members" herein referred to as PEPRA (Public Employees' Pension Reform Act) members(as defined by the Act)who are employees hired after January 1, 2013,they will be hired pursuant to the 2% @ 62 retirement formula.
For PEPRA members (as defined by the Act) who are employees hired after January 1, 2013, final compensation will be based on the highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of his or her retirement.
For PEPRA members (as defined by the Act) hired after January 1, 2013, the employee shall pay the higher of the classic member contribution or one half of the total normal cost rate as defined by the Act as their employee retirement contribution.
B.Classic Employees-two groups:
1) Classic Employees hired on or before December 31,2019, Employees are provided with membership in the California Public Employees Retirement System (CaIPERS), 2.5%@ 55
retirement formula. The employee will pay the eight percent (8%) CaIPERS employee/member contribution. Classic Employees hired after January 1,2020,shall cost share with the City by contributing 1.4% of CaIPERS employer contribution in addition to the 8% employee/member contribution.
The City contracts with CaIPERS for the Single Highest Year Option and the 1959 Survivor Benefit, 3rd level. There is an employee cost of$2.00 per month for the 1959 Survivor Benefit.
The agreement between the City and CaIPERS allows for the buy-back of time served by the employee in the Military as 6
Non-Represented/Confidential Unit 7/1/263-6/30/276 defined under Government Code Section 21024.
ARTICLE 5-HEALTH INSURANCE-CAFETERIA PLAN
A. Cafeteria Plan - In accordance with "The City of Upland Cafeteria Plan", the City provides a 125 Flexible Benefit Plan ("the Plan").
The regular and intended effect of the Plan,under current law,is to enable employees to receive benefits which may not be subject to either State or Federal income tax.
The details of Plan eligibility and operational requirements are set forth in the Plan documents. Once enrolled in a cafeteria distribution plan, employees will only be permitted to modify the plan on the same basis as changes are permitted in health insurance plans, that is,during open enrollment periods or change in life status(marriage, birth of child, divorce, etc.). 1) The City shall make a monthly contribution as set forth below to each eligible member of the unit to be used toward the Section 125 Cafeteria Plan. These funds shall only be used for qualified benefits as provided for in IRC Section 125.
2)All employees must enroll in one of the health programs unless they submit to the City proof of comparable health coverage. 3) Employees who fail to complete this requirement will be enrolled in the lowest cost health insurance plan the City offers.
4) Employees who meet the requirement shall be allowed to utilize their Section 125 Flexible Benefit Plan contributions for any of the other qualified benefits as provided for in IRC Section 125.
B. City Section 125 Benefit Contribution-The City will make available to each covered employee a monthly amount for benefits, as specified in this compensation and benefits plan.
1) Employees hired prior to March 1, 2016, will receive the maximum benefits contribution allocation:
€ffective January 1,2024 ,550
7
Non-Represented/Confidential Unit 7/I/263-6/30/276 e_Effcctivc January 1, 2026 $1,90Q Formatted:Character scale:100% Eb.Effective January 1, 2027-$2,000
2) Employees hired on or after March 1, 2016, will receive the following contributions to the plan as follows:
• Employee Only The amount to
cover the lowest
cost plans for
health dental and
vision (Kaiser
HSA excluded)
The cost for this
coverage will not
exceed the
amounts as
stated above.
• Employee plus one The amount to
cover the lowest
cost plans for
health dental and
vision (Kaiser
HSA excluded)
The cost for this
coverage will not
exceed the
amounts as
stated above.
• Family The maximum
benefit
contribution
allocation as
stated above for
the plan year.
The employee must pay the difference between the City's contribution and the actual premium of the plan selected, if any.
The City reserves the right to change medical carriers during the open enrollment period.
8
Non-Represented/Confidential Unit 7/1/263-6/30/276 Employees may transfer unused Cafeteria Plan funds to the Deferred Compensation 457 Plan.
ARTICLE 6-RETIREE HEALTH INSURANCE REIMBURSEMENT
A. The City shall contribute monthly on behalf of each retiree the amount set forth in the table below. An additional $45 per month allowance is provided for spouse if the spouse is covered under the retiree's insurance.
B. To be eligible for the retiree medical payments herein, an employee must retire from the City and purchase retiree medical insurance within 120 days from separation.
YEARS OF City's Monthly City's Monthly City's Monthly SERVICE Payment- Payment-Retirees in Reimbursement- Retirees in PERS PERS Medical Retirees in other
Medical RETIREE PLUS than PERS
RETIREE ONLY SPOUSE Medical
[0-14 years of PERS statutory PERS statutory $72.57 service minimum minimum
15-19 years of PERS statutory $141.81 per month $96.81 service minimum
20-24 years of PERS statutory $166.05 per month [$121.05 service minimum
25+years of $145.14 per $190.14 per month $145.14 service month
The provisions of this article above shall only apply to employees hired on or before December 31,2015.To be eligible for the retiree medical payments herein, an employee must retire from the City and purchase retiree medical insurance within 120 days from separation.
ARTICLE 7-RETIREE HEALTH SAVINGS ACCOUNTS
Retirement Health Savings(RHS)accounts will be established and will be payable to the employee only upon service or disability retirement with the City of Upland. City contributions to the RHS accounts will be 9
Non-Represented/Confidential Unit 7/1/263-6/30/276 based upon years of service in accordance with the following schedule:
Years of Service [Monthly City Contribution Yearly City Contribution
5 to 9.99 $12.50 $150.00
10 to 14.99 $25.00 $300.00
, 15 to 19.99 $50.00 $600.00
20 to 24.99 $75.00 $900.00
25+ $100.00 I $1,200.00
ARTICLE 8 - LIFE INSURANCE
The City provides employees in this unit with group life insurance in an amount equal to one times (1x)their annual salary.
ARTICLE 9 -LONG TERM DISABILITY INSURANCE
The City assumes the full premium cost for the employee in the City designated long-term disability program. This benefit will pay 66 2/3% of base salary to a maximum of$5000 per month after 60 days(or use of all sick leave,whichever is later)to qualified members of this unit.
ARTICLE 10 - DEFERRED COMPENSATION
The City will contribute eight percent (8%) of base monthly salary to the City's deferred compensation plan on behalf of employees in the following classifications:
• Accounting Supervisor
• City Clerk
• Deputy Director of Human Resources/Risk Management
• Executive Assistant to the City Manager
• Finance Officer
• Human Resources Analyst I/II
This amount may also be used toward the employee's cafeteria options as defined in Article 5, Health Insurance-Cafeteria Plan. 10
Non-Represented/Confidential Unit 7/1/263-6/30/276 The City will contribute four hundred dollars ($400) a month to the City's deferred compensation plan on behalf of employees in the following classifications:
• Budget Coordinator
• Executive Assistant I
ARTICLE 11 -TUITION REIMBURSEMENT
The City agrees to reimburse employees up to thirty-five hundred ($3,500)per employee, per fiscal year, as long as funds are available, for costs for tuition and textbooks incurred for job-related education.
Such expenditure must enhance the furtherance of the City's work or continuing educational goals.
Eligibility for reimbursement is contingent upon an approved course or seminar, completed with, where applicable, a grade of"C"or better or "pass" when taken on a pass/fail basis. Approval for reimbursement must be submitted first to the Department Head prior to the employee enrolling in the class or purchasing textbooks and related materials.
Upon successful completion of the course(s), the employee must submit a request for reimbursement to Finance Division for processing.
Time spent toward educational, or area development shall not be considered as time actually worked and should not occur during regular work hours.
ARTICLE 12—EDUCATION/CERTIFICATION PAY
A. Education:
The City agrees to pay additional compensation over an employee's base salary for a job-related degree above the minimum
requirements required of an employee's position.
The degree must be related to the employee's employment with the City. For example: The minimum degree qualification for Accounting Supervisor is education equivalent to a bachelor's degree from an accredited college or university with major coursework in accounting, finance, business administration, or a related field. An employee who presents a master's degree in psychology would not be eligible for the 11
Non-Represented/Confidential Unit 7/1/263-6/30/276 Education Incentive Pay as the degree does not relate to their duties as Accounting Supervisor. Education Incentive Pay will be paid per pay period in accordance with the following schedule:
AA/AS 2.5%above base salary
BA/BS 5%above base salary
MA/MS 7.5%above base salary
B. Certification:
The City agrees to pay additional compensation for certifications earned above and beyond those required at the time of hire, effective upon approval of this Compensation and Benefits Plan by City Council.
Eligible employees will receive two- and one-half percent (2.5%) for each certification listed in their assigned classification above and beyond those required at the time of hire, up to a maximum of five percent (5%).
Classification Eligible Certifications
Accounting Supervisor CPA(Certified Public Accountant) CMFO (Certified Municipal Finance
Officer)
CPP(Certified Payroll Professional)
Budget Coordinator CPA(Certified Public Accountant) CMFO (Certified Municipal Finance
Officer)
CPP(Certified Payroll Professional)
City Clerk CMC(Certified Municipal Clerk)
CPMC(Certified Professional Municipal
Clerk)
MMC(Master Municipal Clerk)
Deputy Director of Human PHR(Professional in Human Resources) Resources/Risk Management SPHR(Senior Professional in Human Resources)
SHRM CP(Certified Profc"sional)
SHRM SCP(Senior Certified Professional)
IPMA CP(Public Sector Certificated
Profesional)
ARM (Associate in Risk Management)
RIMS Certified Risk Management
Professional
Executive Assistant to the City CAPIO(Public Information Officer) Manager
Finance Officer CPA(Certified Public Accountant)
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Non-Represented/Confidential Unit 7/1/263-6/30/276 CMFO(Certified Municipal Finance
Officer)
CPP(Certified Payroll Professional)
Human Resources Analyst I/II PHR(Professional in Human Resources) SPHR(Senior Professional in Human
Resources)
SHRM-CP(Certified Professional)
SHRM-SCP(Senior Certified Professional)
IPMA-CP(Public Sector Certificated
Professional)
ARM (Associate in Risk Management)
RIMS Certified Risk Management
Professional
ARTICLE 13 - LONGEVITY PAY
Employees in the unit with ten (10) years or more of continuous City service will receive a two-and-one-half percent (2.5%) increase in base salary.
Employees in the unit with fifteen(15)years or more of continuous City service will receive a two-and-one-half percent (2.5%) increase in base salary, for a total of five percent(5%)longevity pay.
Employees in the unit with twenty (20) years or more of continuous City service will receive a two-and-a-half percent (2.5%) increase in base salary,for a total of seven-and one-half percent(7.5%)longevity pay.
These categories are not mutually exclusive so an employee who meets the requirements of all categories of longevity pay may receive seven-and one-half percent(7.5%) maximum.
ARTICLE 14-PERFORMANCE APPRAISAL PAY
The Performance Appraisal Pay connects individual achievement to organizational goals and provides incentives for performance.
Annually employees recommended by their Department Head and who have reached top step of their salary grade may be eligible for a up to five percent (5%) lump sum bonus with an overall "Exceeds Standards" on their Employee Performance Appraisal and Development Report. Department head recommendations will be submitted to the City Manager's Office for review and 13
Non-Represented/Confidential Unit 7/1/263-6/30/276 approval. Recommendations will contain a copy of the employee's Performance Appraisal and Development Report.
Payment of the Performance Appraisal Pay will be made in a lump sum payment on the first regularly scheduled payday after approval from the City Manager.
Annually Department Heads may recommend an additional step for employees who have not reached top step of their salary range and have received an overall "Exceeds Standards" on their Employee Performance Appraisal and Development Report.
ARTICLE 15 - MERITORIOUS PAY
It is recognized that certain employees will put forth extraordinary efforts and produce outstanding results for the City. It is desired to reward these individuals. An incentive pay method has been established to encourage all employees to utilize fully their capabilities on behalf of the City. Employees recommended by their department heads and approved by the City Manager may be granted a five percent(5%)increase in salary for a period of three(3)months, six(6) months, or one year. Department head recommendations will be submitted to the City Manager's Office for review and approval.
Payment of meritorious pay will be made in a lump sum on the first regularly scheduled payday after approval form the City Manager.
Recommendations will contain supporting documentation justifying the reasons for the pay.
ARTICLE 16-BILINGUAL PAY
The City will provide compensation in the amount of one hundred dollars ($100) per month to those employees who as part of their regular duties are required to provide fluency in a second language.
The payment for bilingual compensation will be made biweekly in the amount of forty-six dollars and fifteen cents($46.15)for twenty-six(26) pay periods.
Employees must successfully complete a fluency examination administered by the Human Resources/Risk Management Office.
Bilingual pay will be for employees who speak Spanish or who speak any other language designated by the City Manager as critical to the 14
Non-Represented/Confidential Unit 7/1/263-6/30/276 functions of the City.
If it is determined by the employee's Department Head that the skill is no longer needed, the Department Head shall notify the Human Resources/Risk Management Office in writing to cease the compensation. The compensation will cease the date Human Resources/Risk Management Office receives notification from the Department Head.
ARTICLE 17—NOTARY PAY
The City will provide compensation in the amount of one hundred dollars($100)per month to those employees in the unit designated by the City Manager to perform notary duties. The payment for notary duties will be made biweekly in the amount of forty-six dollars and fifteen cents ($46.15)for twenty-six(26)pay periods.
Employees receiving notary pay shall maintain their commission from the California Secretary of State. The City shall pay for the cost of necessary stamps,journals, supplies, and fees associated with State and/or County requirements, as applicable.
ARTICLE 18—CELL PHONE
Employees shall be entitled to a cell phone allowance in the amount of one hundred dollars ($100) per month or the use of a City-issued cell phone. If the employee chooses the cell phone allowance the amount shall be subject to applicable withholdings. Employee acknowledges that the City makes no representation with respect to the taxability or non-taxability of the benefits provided under this Section.
ARTICLE 19-PREVENTATIVE HEALTH BENEFIT
Employees may be reimbursed up to two hundred and fifty dollars $250 annually for the purchase of items, classes, memberships or programs which contribute to physical fitness. This reimbursement shall be made in June of each year. Items which will be considered acceptable for reimbursement are defined in the City's policy on Preventive Health Benefits.
ARTICLE 20 -HOLIDAYS-FLOATING HOLIDAYS
15
Non-Represented/Confidential Unit 7/1/263-6/30/276 A. Official Holidays
The City of Upland observes the following holidays as official fixed holidays, established by Resolution:
, New Year's Day (January 1)during holiday closure Martin Luther King Day (Third Monday in January) President's Day (Third Monday in February)
Memorial Day (Last Monday in May)
Independence Day (July 4)
Labor Day (First Monday in September)
Thanksgiving Day (Fourth Thursday in November)
Friday after Thanksgiving Day (The Day After the Fourth Thursday in November) Christmas Day (December 25)during holiday closure
Each official fixed holiday shall be 10 hours unless otherwise noted.
If the holiday falls on a Friday or Saturday, Thursday shall be designated as the holiday and if the holiday falls on Sunday, Monday shall be designated as the holiday.
In order to be paid for an official fixed holiday (the days on which the public offices of the City of Upland will be closed)employees must be in a paid status both the day before and the day after the holiday. For example, if a holiday falls on a Monday, and the employee was on a 4/10 work schedule with Fridays off,the employee would be required to be in a paid status on the Thursday before the holiday and the Tuesday following the holiday.
City Hall and most City departments will be permanently closed from Christmas Day through New Year's Day. Christmas Day and New Year's Day holidays will be part of this closure except for in the case where either holiday falls on a Sunday. In the case that either Christmas Day or New Year's Day falls on a Sunday, it will be observed on the following Monday. Employees will receive compensation that will cover their absence from work from December 25th through January 1st. The employee must be in a paid status on the above dates to receive this holiday compensation.
16
Non-Represented/Confidential Unit 7/1/263-6/30/276 Employees that are required to work, due to the nature of their job, during the holiday closure will observe the holidays on the actual day or as provided above when the holiday falls on a Friday, Saturday, or Sunday. Employees required to work during the holiday closure will receive a floating holiday contribution equal to the number of compensable hours provided to the employees that participated in the holiday closure.
B. Floating Holiday Leave
Employees shall receive twenty (20) hours of Floating Holiday annually on January 1St. Floating holiday hours that are not used in December will automatically be cashed out on the pay date in January that covers the final pay period for December.
ARTICLE 21 -EXECUTIVE LEAVE
Employees in the following classifications shall receive sixty(60)hours of executive leave annually effective January 1:
• Accounting Supervisor
• City Clerk
• Deputy Director of Human Resources/Risk Management
• Executive Assistant to the City Manager
• Finance Officer
• Human Resources Analyst I/II
Executive Leave which is not used in December will automatically be cashed out on the pay date in January that covers the final pay period in December.
ARTICLE 22-OVERTIME/COMPENSATORY TIME OFF
Employees in the following classifications are designed as non-exempt position under the Fair Labor Standards Act (FLSA) and are subject to applicable overtime laws:
• Budget Coordinator
17
Non-Represented/Confidential Unit 7/1/263-6/30/276 • Executive Assistant I
Overtime shall be paid for time worked in excess of the employee's designated work week at the rate of one and one-half (1 1/2) times the basic rate. Paid vacation, sick leave and floating holiday during a work period is counted as hours worked for overtime purposes.
Employees may make a request to the Department Head to have overtime compensation in the form of compensatory time off. In the event of a conflict between the employee and the Department Head, the Department Head's decision shall prevail.
Employees may not accrue more than 100 hours of compensatory time.
Employees who have reached the accrual cap will automatically receive overtime pay until a reduction in the bank of hours to an amount below the maximum accrual is reached.
ARTICLE 23- SICK LEAVE BUYBACK
Employees earn sick leave at the rate of eight (8) hours per month, up to a maximum accrual of twelve hundred and fifty(1250)hours. Employees may use up to twenty(20) hours of sick leave for personal necessity situations. Those situations include, but are not limited to: attending school activities for child, attending court for custody proceedings, divorce proceedings, or other personal legal issues, etc.
No sick leave may be granted during the first thirty (30) days of employment with the City.
Annually, employees may request to convert a maximum of twenty (20)hours of sick leave to compensation if they have used less than forty (40) hours of sick leave between January 1st and December 31st of the prior calendar year.
Any employee who elects to covert accrued sick leave to compensation as provided for herein shall be limited to a maximum of twenty (20) hours per fiscal year of accrued sick leave to be converted, and in compliance with the Department of Treasury, Internal Revenue Service (IRS) Section 1.451-(a), must comply with the following:
• Any sick leave conversion request must be made in writing using the form provided by Human Resources and must be
18
Non-Represented/Confidential Unit 7/1/263-6/30/276 received by Human Resources no later than December 1st of the calendar year prior to the end of the calendar year in which the employee wishes to convert such sick leave.
o For example: Employee requests to convert twenty
(20) hours of sick leave to compensation, the request
must be in Human Resources by December 1, 2022,
to be paid on the first pay period in June of 2023.
• All sick leave conversion requests are irrevocable and cannot be changed or amended unless rescinded and received in
writing by Human Resources no later than December 1st of the calendar year prior to the conversion.
• Employees who do not meet the requirement of using less than forty (40) hours of sick leave between January 1st and December 31st of the prior calendar year will not be eligible for the sick leave conversion.
• Employees who fail to submit a request by December 1st of the calendar year prior to the conversion will not be eligible for sick leave converted to cash for that calendar year. • Payments for accrued sick leave conversion to cash shall be made by separate check by the first pay period in June.
ARTICLE 24-SICK LEAVE ACCRUAL PAYMENT UPON RETIREMENT
Upon service or disability retirement under the PERS retirement plan, employees may elect one of the following options for payment of unused sick leave:
a.At the time of service or disability retirement, fifty percent (50%) of accrued sick leave may be cashed out at the current hourly rate, up to a maximum of 625 hours. -'f Formatted:Character scale:100% At the time of service or disability retirement, employees with twenty(20)or more years of service with the City of Upland may cash out at the current hourly rate,sixty percent(60%)of accrued sick leave, up to a maximum of 750 hours.
c_Retiring employees may use fifty percent (50%)of accrued sick leave as Personal Leave just prior to retirement, up to a maximum of 625 Formatted:Character scale:100% hours., (
l Formatted:Font:12 pt
Formatted:Indent:Left: 0.34",Hanging: 0.25",Right:
d• Retiring employees with twenty(20)or more years of service with 0",Line spacing: single, No bullets or numbering,Tab the City of Upland may use sixty percent(60%)of accrued sick leave as stops:Not at 0.54" 19
Non-Represented/Confidential Unit 7/1/263-6/30/276 Personal Leave just prior to retirement, up to a maximum of 750 hours.
ARTICLE 25-VACATION
Vacation shall accrue for employees based on the following schedule:
01 —02 Years of service 80 Hours per year
03—05 Years of service 100 Hours per year
06—10 Years of service 140 Hours per year
11 —16 Years of service 160 Hours per year
17+ Years of service 180 Hours per year
All Employees may accrue vacation up to a maximum of five hundred hours (500) of vacation leave.Any hours over the five hundred (500)will automatically be cashed out on the pay period that the maximum accrual is reached.
ARTICLE 26-VACATION BUYBACK
In November of every year,employees maybe paid in cash for unused vacation if they have used at least forty (40) hours of vacation during the preceding year.
The payment for vacation buyback will be tiered as follows:
• Employees who have less than six(6)years of service with the City, the maximum vacation buyback allowable is sixty (60) hours.
• Employees who have six (6) years or more of service with the City, the maximum vacation buyback allowable is one hundred (100) hours. Employees at this level must have eighty (80) hours of vacation accrual in their bank after the vacation buyback hours are paid.
o Example 1: Employee has two hundred (200) hours of
vacation accruals and buys back one hundred (100)
hours,one hundred (100)hours of vacation will remain in their accrual bank.
o Example 2: Employee has one hundred and twenty(120)
hours of vacation accruals. The maximum vacation
buyback they will be allowed is forty(40)hours to ensure 20
Non-Represented/Confidential Unit 7/1/263-6/30/276 a bank of eighty(80) hours remains.
Any employee who elects to convert accrued vacation leave to compensation as provided for herein, shall be in compliance with the Department of Treasury, Internal Revenue Service (IRS) Section
1.451-1(a), must comply with the following:
• Any vacation leave conversion request must be made in writing using the form provided by Human Resources and must be
received by Human Resources no later than December 1st of the calendar year prior to the end of the calendar year in which the employee wishes to convert such vacation leave.
o For example: Employee requests to buyback twenty(20) hours of vacation leave, the request must be in Human
Resources by December 1st, to be paid on the first pay
period in November.
• All vacation leave conversion requests are irrevocable and cannot be changed or amended unless rescinded and received in writing by Human Resources not later than December 1st of the calendar year prior to the conversion.
• Employees who do not meet the requirement of using forty(40) hours of vacation leave between January 1st and December 31st of the prior calendar year will not be eligible for vacation buyback.
• Employees who fail to submit a request by December 1st of the calendar year prior to the conversion will not be eligible for vacation leave converted to cash for that calendar year. • Payments for accrued vacation leave conversion to cash shall be made by separate check by the first pay period in November.
ARTICLE 27-BEREAVEMENT LEAVE
Employees may take up to five (5) days per occurrence (January 1 through December 31)with pay in the event of a death of a qualified family member. A qualified family member includes a spouse, child, parent, sibling, grandparent, grandchild, domestic partner, or parent-in-law.
Adoptive relatives and step relatives shall count the same as relatives by birth. Notification of need for such leave must comply with the 21
Non-Represented/Confidential Unit 7/1/263-6/30/276 City's Administrative Policy on Sick Leave.
An employee will be eligible for this leave after they have completed thirty (30) days of employment with the City prior to the commencement of the leave.
The five (5) days do not need to be taken consecutively; they can be used intermittently. If leave is used intermittently, it must be used within three (3) months of the family member's date of death.
The City will consider a request for bereavement leave for the death of a member's aunt or uncle on a case-by-case basis.
ARTICLE 28-PARENTAL LEAVE
The City shall provide all employees within the unit with up to eighty (80) hours of paid leave for the birth, adoption or foster placement of a child as outlined below:
• This leave does not extend any time used under Family Medical Leave Act(FMLA)or California Family Rights Act(CFRA);
• Time taken by employees under this article will run concurrently with leave under FMLA or CFRA;
• Employees must have completed six(6)months of full-time City service after July 1, 2023 to be eligible for the leave; • Employees are eligible for the leave regardless of gender, marital status or sexual orientation of the parent;
• Employees who have adopted a child or had a foster child placed in their home are eligible if the child is age seventeen (17)years or younger;
• Employees may take this time consecutively or intermittently, but it must be used within one (1)year of the birth, adoption or foster placement of the child;
• Any additional time needed beyond the initial eighty(80) hours may be charged to sick leave, vacation, compensatory or floating holiday time;
• Employees must complete all leave paperwork required by the City and provide a copy to their supervisor and Human Resources at least one (1) week prior to taking the leave. 22
Non-Represented/Confidential Unit 7/1/263-6/30/276 Leave paperwork must require documentation to substantiate the request (i.e. birth certificate, foster placement agreement, etc.);
• In no case will an employee receive more than the eighty (80) hours of leave time within a twelve (12) month period, regardless of whether more than one(1)birth,adoption or foster care placement event occurs within the twelve (12) month period;
• City employees who are co-parents with another City employee, will each be allowed eighty (80) hours of paid parental leave.
This article will be effective July 1, 2023 and will not be retroactively applied. All life events (birth, adoption, or foster placement) must occur after July 1, 2023.
ARTICLE 29—STEP INCREASES
1. Step Increases
Step increases shall not be automatic but will be contingent on an annual Performance Appraisal. No step increase shall be made to exceed the maximum rate established for the position.
Employees receiving an overall rating on their Performance Appraisal of "Meets Standards" or "Exceeds Standards" shall receive merit increases within their base salary range, as provided for below:
• Supervisors will provide employees with Performance Appraisal by the due date provided to them by Human Resources. If Human Resources receives the Performance Appraisal prior to or on the due date,they will process the Personnel Action form for the step increase.
• Supervisors will provide employees with Performance Appraisal by the due date provided by Human Resources. Should the supervisor fail to complete the evaluation by the due date, they will have thirty (30) days from the due date provided by Human Resources to complete. During the thirty(30)day period,the employee shall not receive the merit increase until Human Resources receives the Performance Appraisal. Once received Human Resources will process the Personnel Action for the step increase effective the date the step increase was due.
• Should the supervisor fail to provide employee with a Performance Appraisal during the thirty (30) day period, the employee will notify Human Resources.
Human Resources will confirm this information with the Department Head and will 23
Non-Represented/Confidential Unit 7/1/263-6/30/276 proceed to provide employee with their step increase retroactive to the date the Performance Appraisal was originally due.
• If the employee receives an overall rating of"Below Standards" the step may be denied or suspended for a maximum of three (3) months. Within the three (3) month period,the supervisor/manager must re-evaluate the employee. If the new evaluation indicates the employee overall rating is "Meets Standards", the merit increase shall be granted, retroactive to the original merit increase date. If the employee is not re-evaluated within the three(3)month period,the employee shall be deemed to be meeting job standards and shall be granted the merit increase retroactive to the original merit increase date.
2. Appeal Process
An employee may appeal the content of the Performance Appraisal with an overall rating of"Below Standards"to the Department Head.
The Department Head will review the Performance Appraisal of the employee and any additional information the employee provides in support of the appeal. The Department Head will provide the employee with their decision in writing within thirty (30) calendar days of the information provided by the employee. The Department Head's decision is final on the content and overall rating of the Performance Appraisal.
In the case where the employee reports directly to the Department Head, they may appeal to the City Manager. The City Manager's decision on the content and overall rating of the Performance Appraisal is final.
ARTICLE 30-LAYOFF PROCEDURE
A. Statement of Intent - Whenever, in the judgment of the City Council, it becomes necessary to abolish any position of employment, the employee holding such position of employment may be laid off or demoted pursuant to the provisions of the City's policy.
1) In determining the order of layoff, a combination of factors shall be considered, including qualifications, productivity, general performance, seniority with the City of Upland,and seniority in job classification, and needs of the City. Variations from the order of layoffs and recall from layoff may occur when the City deems such variations appropriate under fiscal circumstances. 2) The factors the City Manager or designee, in his/her discretion, may use to determine layoff include the following:
24
Non-Represented/Confidential Unit 7/1/263-6/30/276 a. An employee's last four performance evaluations, if any; b. Any history of employee commendations,awards, etc.;
c. Any history of employee disciplinary action;
d. Attendance record, including tardiness and unexcused absences;
e. Safety record, including personal injury and damage to city property;
f. Probationary and temporary employees shall be laid off before a regular employee in the same classification;
g. Between two regular appointees in the same classification with similar skills, abilities, qualifications, merit and/or record, the employee with the lesser seniority in the classification shall be laid off first;
h. Between two regular appointees in the same classification with equal seniority the employee with the lesser skills, abilities, qualifications, merit and/or record shall be laid off first;
i. Memoranda of Understanding ("MOU") between the City and effected bargaining units.
B. Definitions
1) Layoff- A layoff is the involuntary separation or reduction of a regular status employee to a position in a lower classification, without fault of the employee.
Cause for Layoff:
a. If a function is to be discontinued, curtailed, mechanized, or operated by a different method.
b. Reorganization
c. Budget reduction
d. Termination or decrease in funds and/or materials for projects or programs.
e. The mandatory reinstatement of an employee.
2) Classification - A list of classifications within the Non- Represented/Confidential unit is included in "Exhibit A." 3) Job Series-A group of classifications similar with respect to the 25
Non-Represented/Confidential Unit 7/1/263-6/30/276 duties performed but different in terms of the nature and level of responsibilities performed. Each job series shall be included in "Attachment A."
4) Seniority-Seniority for the purpose of determining order of layoff shall be defined as total accumulated continuous time served in regular and probationary status in the City classified service.
Regular and probationary status does not include seasonal/temporary part-time, contract, and/or provisional employees.
Should it become necessary to lay off by seniority, those employees with the least service in the affected classification shall be laid off or demoted:
a. First by classification;and
b.Second, to displace an employee, by City Seniority, including time served on military leave of absence in the armed forces of the United States. In order to bump into a former or lower classification:
1. An employee must have more City Seniority than at least one of the incumbents in the affected class.
2. Employees bumping to a lower class shall be placed at the salary step representing the least loss of pay. In no case shall the salary be increased above that received in the class from which the employee was laid off.When two or more employees have equal seniority, the layoff shall be made in accordance with Merit Rules and
Regulations.
C. Notification - Employees to be laid off shall be given, whenever possible, 45 calendar days prior notice, but no less than 30 calendar days' notice.
D. Order of Layoff- In each classification,employees shall be laid off according to employment status in the following order:
1) Seasonal/temporary part-time, contract, and/or provisional employees performing services similar to classifications affected 26
Non-Represented/Confidential Unit 7/1/263-6/30/276 by layoff shall be terminated before any reduction in the regular work force. Likewise, other grant-funded employees shall be terminated in affected classifications, in accordance with federal or state rules or guidelines governing such funding programs. 2) Probationary employees and employees holding interim positions, who have regular status in another classification, shall revert to their former classification in the City to determine layoff rights.
3) Regular employees subject to layoff shall be based on seniority of service within that classification. For example, the employee being laid off or displaced from a classification shall be the employee in the affected classification with the least amount of time served in the affected classification.
E. Layoff Procedure - The layoff procedure is intended to minimize the impact of staff reduction on City services and ensure that employees are treated fairly in the process of layoff. The procedure for lay off, once the number of positions to remain by classification has been determined shall be as follows:
1) Except as otherwise provided herein, whenever there is a reduction in the work force, the appointing authority shall demote the affected employee to a vacancy, if any, in a lower class for which the employee is qualified. All persons so demoted shall have their names placed on the reemployment list for the higher class.
2) An employee affected by layoff shall have the right to displace an employee who has less City seniority in a lower classification in which the affected employee once had regular status. 3) If a classification title is changed due to a reclassification; the employee shall retain bumping rights to the previous classification and series.
4) Displaced employees are allowed to bump into positions that they have not previously held, provided that the position did not exist when the employee was appointed to the position from which they are laid off and the employee meets the minimum qualifications.
27
Non-Represented/Confidential Unit 7/1/263-6/30/276 5) An employee is eligible to bump to a lower classification within job series in which he/she has achieved regular status. For example: Employee "A"is hired as a Senior Human Resources Analyst and achieves regular status; however, never worked as a Human Resources Analyst. Employee "A" may bump employee "B" in the lower classification of Human Resources Analyst if Employee"A" has more City seniority than employee "B".
6) Employees transferring or voluntarily demoting shall retain the same anniversary date as in their previous position for all purposes, including step advancement.
F. Reemployment Lists-The names of persons laid off or demoted in accordance with these rules shall be entered upon a reemployment list. Lists from different departments or at different times for the same class of position shall be combined into a single list.Such list shall be used by the appointing authority when a vacancy arises in the same or lower class of position before employment is made from an eligible list.
G. Duration of Reemployment List - Names of persons laid off shall be carried on a reemployment list for twelve (12) months, except that the name of an individual reappointed to a regular position of the same class shall, upon reappointment,be dropped from the list.
An individual who declines either a voluntary demotion or reemployment in a classification shall be dropped from that specific reemployment list. Persons reemployed in a lower class, or on a temporary basis, shall be continued on the list for the higher class for a balance of the twelve (12)-month period. An individual appointed from a reemployment list may be required to successfully pass a reemployment physical examination provided at City expense.
H. Terms and Conditions of Reemployment- Reemployment from a reemployment list to a previously held class shall be at the same step held at the time of layoff and at the current salary of that class at the time of reemployment. In case of a voluntary demotion from a reemployment list, the employee so electing shall be paid at the highest step in the range for the lower class which does not 28
Non-Represented/Confidential Unit 7/1/263-6/30/276 represent an increase in salary from the salary which would have been effective had the employee been appointed to his/her previously held class; and in no case to exceed "top" step in the current salary range of the class to which the employee is appointed. Employees reappointed from a reemployment list shall be credited with, at the time of reappointment,all accrued benefits at the time of layoff which were not compensated for at the time of layoff, provided that such accrued benefits shall not exceed established maximum at the time of reappointment.
I. Retraining- The City will make reasonable efforts to provide retraining opportunities to laid-off employees that will qualify them in classifications not related to their former classification and will attempt to place said laid-off employees in vacant positions in the City for which they are qualified. During the twelve months following a layoff, laid-off employees shall be eligible to compete for in-house promotional examinations for positions for which they qualify.
ARTICLE 31 -PREVAILING BENEFITS
Except as provided herein, all wages, hours and other terms and conditions of employment presently enjoyed by employees shall remain in full force and effect during the term of this Compensation and Benefit Plan.
ARTICLE 32-SAVINGS CLAUSE
Should any provision of this agreement or the application of such provision be rendered or declared invalid by any court action or by reason of any existing or subsequently enacted legislation, the City shall immediately provide an equivalent benefit to that which was determined to be unlawful. Such equivalent benefit will be implemented retroactive to the date the old benefit ceased. The remaining parts or portions of the Compensation and Benefits Plan shall remain in full force and effect.
ARTICLE 33-TERM OF AGREEMENT
The provisions of this Compensation and Benefits Plan shall become effective on July 1,20236.
29
Non-Represented/Confidential Unit 7/1/226-6/30/237
APPENDIX A
Classes included in the Non-Represented/Confidential Unit:
Grade Classification Title
4649 ACCOUNTING SUPERVISOR
35 BUDGET COORDINATOR
56 CITY CLERK
67 DEPUTY DIRECTOR OF HUMAN RESOURCES/RISK
MANAGEMENT
34 EXECUTIVE ASSISTANT I
40 EXECUTIVE ASSISTANT TO THE CITY MANAGER
60 FINANCE OFFICER
36 HUMAN RESOURCES ANALYST I
40 HUMAN RESOURCES ANALYST II
37 RISK MANAGEMENT COORDINATOR
30
Non-Represented/Confidential Unit 7/1/226-6/30/237
APPENDIX B
31
Non-Represented/Confidential Unit 7/1/226-6/.30/237 City of Upland
Non Represented/Confidential Unit Salary Schedule
Effective 6/25/2023
STEP
Job Description Grade 1 2 3 4 5 6
Hourly 42.29 44.40 46.62 48.96 51.40 53.97 ACCOUNTING SUPERVISOR 46 Monthly 7,330.14 7,696.65 8,081.48 8,485.55 8,909.83 9,355.32 Yearly 87,961.66 92,359.75 96,977.74 101,826.62 106,917.95 112,263.85 Hourly 32.23 33.84 35.53 37.31 39.18 41.14 BUDGET COORDINATOR 35 Monthly 5,586.63 5,865.96 6,159.26 6,467.22 6,790.58 7,130.11 Yearly 67,039.52 70,391.50 73,911.07 77,606.63 81,486.96 85,561.31 Hourly 54.13 56.84 59.68 62.67 65.80 69.09 CITY CLERK 56 Monthly 9,383.20 9,852.36 10,344.98 10,862.22 11,405.33 11,975.60 Yearly 112,598.37 118,228.29 124,139.70 130,346.69 136,864.02 143,707.22 DEPUTY DIRECTOR OF HUMAN Hourly 71.03 74.58 78.31 82.22 86.34 90.65 RESOURCES/RISK MANAGEMENT 67 Monthly 12,311.57 12,927.15 13,573.50 14,252.18 14,964.79 15,713.03 Yearly 147,738.82 155,125.76 162,882.04 171,026.15 179,577.45 188,556.33 Hourly 31.44 33.02 34.67 36.40 38.22 40.13 EXECUTIVE ASSISTANT I 34 Monthly 5,450.37 5,722.89 6,009.03 6,309.48 6,624.96 6,956.20 Yearly 65,404.41 68,674.63 72,108.37 75,713.78 79,499.47 83,474.45 EXECUTIVE ASSISTANT TO CITY Hourly 36.47 38.29 40.20 42.21 44.32 46.54 MANAGER 40 Monthly 6,320.76 6,636.79 6,968.63 7,317.06 7,682.92 8,067.06 Yearly 75,849.07 79,641.52 83,623.60 87,804.78 92,195.02 96,804.77 Hourly 59.75 62.74 65.88 69.17 72.63 76.26 FINANCE OFFICER 60 Monthly 10,357.29 10,875.16 11,418.92 11,989.86 12,589.36 13,218.82 Yearly 124,287.53 130,501.91 137,027.00 143,878.35 151,072.27 158,625.88 Hourly 33.04 34.69 36.42 38.24 40.16 42.16 HUMAN RESOURCES ANALYST I 36 Monthly 5,726.29 6,012.61 6,313.24 6,628.90 6,960.34 7,308.36 Yearly 68,715.51 72,151.29 75,758.85 79,546.79 83,524.13 87,700.34 Hourly 36.47 38.29 40.20 42.21 44.32 46.54 HUMAN RESOURCES ANALYST II 40 Monthly 6,320.76 6,636.79 6,968.63 7,317.06 7,682.92 8,067.06 Yearly 75,849.07 79,641.52 83,623.60 87,804.78 92,195.02 96,804.77 32
Non-Represented/Confidential Unit 7/1/226-6/.30/237 City of Upland
Non Represented/Confidential Unit Salary Schedule
Effective 6/23/2024
STEP
Job Description Grade 1 2 3 4 5 6
Hourly 43.14 45.29 47.56 49.93 52.43 55.05 ACCOUNTING SUPERVISOR 46 Monthly 7,476.74 7,850.58 8,243.11 8,655.26 9,088.03 9,542.43 Yearly 89,720.90 94,206.94 98,917.29 103,863.15 109,056.31 114,509.13 Hourly 32.88 34.52 36.24 38.06 39.96 41.96 BUDGET COORDINATOR 35 Monthly 5,698.36 5,983.28 6,282.44 6,596.56 6,926.39 7,272.71 Yearly 68,380.31 71,799.33 75,389.30 79,158.76 83,116.70 87,272.53 Hourly 55.22 57.98 60.88 63.92 67.12 70.47 CITY CLERK 56 Monthly 9,570.86 10,049.40 10,551.87 11,079.47 11,633.44 12,215.11 Yearly 114,850.33 120,592.85 126,622.49 132,953.62 139,601.30 146,581.36 DEPUTY DIRECTOR OF HUMAN Hourly 72.45 76.07 79.87 83.87 88.06 92.47 RESOURCES/RISK MANAGEMENT 67 Monthly 12,557.80 13,185.69 13,844.97 14,537.22 15,264.08 16,027.29 Yearly 150,693.59 158,228.27 166,139.69 174,446.67 183,169.00 192,327.45 Hourly 32.07 33.68 35.36 37.13 38.99 40.93 EXECUTIVE ASSISTANT I 34 Monthly 5,559.38 5,837.34 6,129.21 6,435.67 6,757.46 7,095.33 Yearly 66,712.50 70,048.13 73,550.53 77,228.06 81,089.46 85,143.94 EXECUTIVE ASSISTANT TO CITY Hourly 37.20 39.05 41.01 43.06 45.21 47.47 MANAGER 40 Monthly 6,447.17 6,769.53 7,108.01 7,463.41 7,836.58 8,228.41 Yearly 77,366.05 81,234.35 85,296.07 89,560.87 94,038.92 98,740.86 Hourly 60.95 64.00 67.20 70.56 74.08 77.79 FINANCE OFFICER 60 Monthly 10,564.44 11,092.66 11,647.30 12,229.66 12,841.14 13,483.20 Yearly 126,773.28 133,111.94 139,767.54 146,755.92 154,093.71 161,798.40 Hourly 33.70 35.38 37.15 39.01 40.96 43.01 HUMAN RESOURCES ANALYST I 36 Monthly 5,840.82 6,132.86 6,439.50 6,761.48 7,099.55 7,454.53 Yearly 70,089.82 73,594.31 77,274.03 81,137.73 85,194.62 89,454.35 Hourly 38.29 40.20 42.21 44.32 46.54 48.87 HUMAN RESOURCES ANALYST II 40 Monthly 6,636.79 6,968.63 7,317.06 7,682.92 8,067.06 8,470.42 Yearly 79,641.52 83,623.60 87,804.78 92,195.02 96,804.77 101,645.01 33
Non-Represented/Confidential Unit 7/1/226-6/.30/237 City of Upland
Non Represented/Confidential Unit Salary Schedule
Effective 12/8/2024
STEP
Job Description Grade 1 2 3 4 5 6
Hourly 44.00 46.20 48.51 50.93 53.48 56.15 ACCOUNTING SUPERVISOR 46 Monthly 7,626.28 8,007.59 8,407.97 8,828.37 9,269.79 9,733.28 Yearly 91,515.32 96,091.08 100,895.64 105,940.42 111,237.44 116,799.31 Hourly 33.53 35.21 36.97 38.82 40.76 42.80 BUDGET COORDINATOR 35 Monthly 5,812.33 6,102.94 6,408.09 6,728.49 7,064.92 7,418.17 Yearly 69,747.92 73,235.32 76,897.08 80,741.94 84,779.03 89,017.99 Hourly 56.32 59.14 62.09 65.20 68.46 71.88 CITY CLERK 56 Monthly 9,762.28 10,250.39 10,762.91 11,301.06 11,866.11 12,459.42 Yearly 117,147.34 123,004.71 129,154.94 135,612.69 142,393.33 149,512.99 DEPUTY DIRECTOR OF HUMAN Hourly 73.90 77.59 81.47 85.55 89.82 94.31 RESOURCES/RISK MANAGEMENT 67 Monthly 12,808.96 13,449.40 14,121.87 14,827.97 15,569.37 16,347.83 Yearly 153,707.46 161,392.84 169,462.48 177,935.60 186,832.38 196,174.00 Hourly 32.71 34.35 36.07 37.87 39.77 41.75 EXECUTIVE ASSISTANT I 34 Monthly 5,670.56 5,954.09 6,251.80 6,564.39 6,892.60 7,237.23 Yearly 68,046.75 71,449.09 75,021.54 78,772.62 82,711.25 86,846.81 EXECUTIVE ASSISTANT TO CITY Hourly 37.94 39.84 41.83 43.92 46.12 48.42 MANAGER 40 Monthly 6,576.11 6,904.92 7,250.17 7,612.67 7,993.31 8,392.97 Yearly 78,913.37 82,859.04 87,001.99 91,352.09 95,919.69 100,715.68 Hourly 62.17 65.28 68.54 71.97 75.57 79.34 FINANCE OFFICER 60 Monthly 10,775.73 11,314.52 11,880.24 12,474.25 13,097.97 13,752.86 Yearly 129,308.75 135,774.18 142,562.89 149,691.04 157,175.59 165,034.37 Hourly 34.37 36.09 37.89 39.79 41.78 43.87 HUMAN RESOURCES ANALYST I 36 Monthly 5,957.63 6,255.52 6,568.29 6,896.71 7,241.54 7,603.62 Yearly 71,491.62 75,066.20 78,819.51 82,760.48 86,898.51 91,243.43 Hourly 40.20 42.21 44.32 46.54 48.87 51.31 HUMAN RESOURCES ANALYST II 40 Monthly 6,968.63 7,317.06 7,682.92 8,067.06 8,470.42 8,893.94 Yearly 83,623.60 87,804.78 92,195.02 96,804.77 101,645.01 106,727.26 34
Non-Represented/Confidential Unit 7/1/226-6/.30/237 City of Upland
Non Represented/Confidential Unit Salary Schedule
Effective 6/22/2025
STEP
Job Description Grade 1 2 3 4 5 6
Hourly 44.88 47.12 49.48 51.95 54.55 57.28 ACCOUNTING SUPERVISOR 46 Monthly 7,778.80 8,167.74 8,576.13 9,004.94 9,455.18 9,927.94 Yearly 93,345.62 98,012.90 102,913.55 108,059.23 113,462.19 119,135.30 Hourly 34.20 35.91 37.71 39.59 41.57 43.65 BUDGET COORDINATOR 35 Monthly 5,928.57 6,225.00 6,536.25 6,863.06 7,206.22 7,566.53 Yearly 71,142.88 74,700.02 78,435.02 82,356.78 86,474.61 90,798.34 Hourly 57.45 60.32 63.34 66.50 69.83 73.32 CITY CLERK 56 Monthly 9,957.52 10,455.40 10,978.17 11,527.08 12,103.43 12,708.60 Yearly 119,490.29 125,464.80 131,738.04 138,324.95 145,241.19 152,503.25 DEPUTY DIRECTOR OF HUMAN Hourly 75.38 79.14 83.10 87.26 91.62 96.20 RESOURCES/RISK MANAGEMENT 67 Monthly 13,065.13 13,718.39 14,404.31 15,124.53 15,880.75 16,674.79 Yearly 156,781.61 164,620.69 172,851.73 181,494.31 190,569.03 200,097.48 Hourly 33.37 35.04 36.79 38.63 40.56 42.59 EXECUTIVE ASSISTANT I 34 Monthly 5,783.97 6,073.17 6,376.83 6,695.67 7,030.46 7,381.98 Yearly 69,407.69 72,878.07 76,521.97 80,348.07 84,365.48 88,583.75 EXECUTIVE ASSISTANT TO CITY Hourly 38.70 40.63 42.66 44.80 47.04 49.39 MANAGER 40 Monthly 6,707.64 7,043.02 7,395.17 7,764.93 8,153.17 8,560.83 Yearly 80,491.64 84,516.22 88,742.03 93,179.13 97,838.09 102,729.99 Hourly 63.41 66.58 69.91 73.41 77.08 80.93 FINANCE OFFICER 60 Monthly 10,991.24 11,540.81 12,117.85 12,723.74 13,359.93 14,027.92 Yearly 131,894.92 138,489.67 145,414.15 152,684.86 160,319.10 168,335.06 Hourly 35.06 36.81 38.65 40.58 42.61 44.74 HUMAN RESOURCES ANALYST I 36 Monthly 6,076.79 6,380.63 6,699.66 7,034.64 7,386.37 7,755.69 Yearly 72,921.45 76,567.52 80,395.90 84,415.69 88,636.48 93,068.30 Hourly 42.21 44.32 46.54 48.87 51.31 53.88 HUMAN RESOURCES ANALYST II 40 Monthly 7,317.06 7,682.92 8,067.06 8,470.42 8,893.94 9,338.63 Yearly 87,804.78 92,195.02 96,804.77 101,645.01 106,727.26 112,063.62 35
Non-Represented/Confidential Unit 7/1/226-6/.30/237 City of Upland
Non Represented/Confidential Unit Salary Schedule
Effective 12/7/2025
STEP
Job Description Grade 1 2 3 4 5 6
Hourly 45.78 48.06 50.47 52.99 55.64 58.42 ACCOUNTING SUPERVISOR 46 Monthly 7,934.38 8,331.10 8,747.65 9,185.03 9,644.29 10,126.50 Yearly 95,212.53 99,973.16 104,971.82 110,220.41 115,731.43 121,518.00 Hourly 34.89 36.63 38.46 40.39 42.41 44.53 BUDGET COORDINATOR 35 Monthly 6,047.14 6,349.50 6,666.98 7,000.33 7,350.34 7,717.86 Yearly 72,565.74 76,194.02 80,003.72 84,003.91 88,204.11 92,614.31 Hourly 58.60 61.53 64.60 67.83 71.22 74.79 CITY CLERK 56 Monthly 10,156.67 10,664.51 11,197.73 11,757.62 12,345.50 12,962.78 Yearly 121,880.09 127,974.10 134,372.80 141,091.44 148,146.02 155,553.32 DEPUTY DIRECTOR OF HUMAN Hourly 76.88 80.73 84.76 89.00 93.45 98.12 RESOURCES/RISK MANAGEMENT 67 Monthly 13,326.44 13,992.76 14,692.40 15,427.02 16,198.37 17,008.29 Yearly 159,917.25 167,913.11 176,308.76 185,124.20 194,380.41 204,099.43 Hourly 34.04 35.74 37.53 39.40 41.37 43.44 EXECUTIVE ASSISTANT I 34 Monthly 5,899.65 6,194.64 6,504.37 6,829.59 7,171.07 7,529.62 Yearly 70,795.84 74,335.63 78,052.41 81,955.03 86,052.79 90,355.43 EXECUTIVE ASSISTANT TO CITY Hourly 39.47 41.45 43.52 45.69 47.98 50.38 MANAGER 40 Monthly 6,841.79 7,183.88 7,543.07 7,920.23 8,316.24 8,732.05 Yearly 82,101.47 86,206.54 90,516.87 95,042.71 99,794.85 104,784.59 Hourly 64.68 67.91 71.31 74.87 78.62 82.55 FINANCE OFFICER 60 Monthly 11,211.07 11,771.62 12,360.20 12,978.21 13,627.12 14,308.48 Yearly 134,532.82 141,259.46 148,322.43 155,738.55 163,525.48 171,701.76 Hourly 35.76 37.55 39.42 41.40 43.47 45.64 HUMAN RESOURCES ANALYST I 36 Monthly 6,198.32 6,508.24 6,833.65 7,175.33 7,534.10 7,910.81 Yearly 74,379.88 78,098.87 82,003.82 86,104.01 90,409.21 94,929.67 Hourly 44.32 46.54 48.87 51.31 53.88 56.57 HUMAN RESOURCES ANALYST II 40 Monthly 7,682.92 8,067.06 8,470.42 8,893.94 9,338.63 9,805.57 Yearly 92,195.02 96,804.77 101,645.01 106,727.26 112,063.62 117,666.80 36
Non-Represented/Confidential Unit 7/1/226-6/.30/237 Non Represented/Confidential Unit Sabry SAedule
Mire Belpre 6/23/2033
trEv.
2 11 lob Description Grade 10 12 13 57 Hourly 40.56 41.58 42.62 43.68 44.77 45.89 47.04 48.22 43.42 50.66 51.92 5322 54.55 ACCOPPilt.31.1PER,303 Monthly 7,030.95 7,9116.72 7,986.89 7,371.36 7,760.33 7,934.27 8,133.73 8,337.39 8,6653 8,780.70 9,00021 g,ns.rx 9,433.83 Yearly 84,371.38 80,8067 8,642.69 90,858.77 93,13023 95,5,49 97,86436 100,291.10 10,798.40 105,368.33 108,002.56 110,702. 113,7021 37
1 Non-Represented/Confidential Unit 7/1/226-6/30/237 City of Upland
Non Represented/Confidential Unit Salary Schedule
Effective 6/21/26
STEP
Job Description Grade 1 2 3 4 5 6
Hourly 50.77 53.31 55.98 58.78 61.72 64.80 ACCOUNTING SUPERVISOR 49 Monthly 8,800.79 9,240.83 9,702.87 10,188.02 10,697.42 11,232.29 Yearly 105,609.49 110,889.97 116,434.46 122,256.19 128,369.00 134,787.45 Hourly 36.65 38.49 40.41 42.43 44.55 46.78 BUDGET COORDINATOR 35 Monthly 6,353.13 6,670.79 7,004.33 7,354.54 7,722.27 8,108.38 Yearly 76,237.56 80,049.44 84,051.91 88,254.51 92,667.23 97,300.60 Hourly 61.56 64.64 67.87 71.26 74.83 78.57 CITY CLERK 56 Monthly 10,670.60 11,204.13 11,764.34 12,352.56 12,970.18 13,618.69 Yearly 128,047.23 134,449.59 141,172.07 148,230.67 155,642.20 163,424.31 Hourly 35.76 37.55 39.42 41.40 43.46 45.64 EXECUTIVE ASSISTANT I 34 Monthly 6,198.18 6,508.08 6,833.49 7,175.16 7,533.92 7,910.62 Yearly 74,378.11 78,097.02 82,001.87 86,101.96 90,407.06 94,927.41 EXECUTIVE ASSISTANT TO CITY Hourly 48.09 50.50 53.02 55.67 58.46 61.38 MANAGER 46 Monthly 8,335.86 8,752.65 9,190.28 9,649.80 10,132.29 10,638.90 Yearly 100,030.29 105,031.80 110,283.39 115,797.56 121,587.44 127,666.81 Hourly 67.95 71.35 74.92 78.66 82.60 86.73 FINANCE OFFICER 60 Monthly 11,778.35 12,367.27 12,985.63 13,634.91 14,316.66 15,032.49 Yearly 141,340.18 148,407.19 155,827.55 163,618.93 171,799.87 180,389.87 Hourly 37.57 39.45 41.42 4349 45.67 47.95 HUMAN RESOURCES ANALYST I 36 Monthly 6,511.96 6,837.56 7,179.43 7,538.41 7,915.33 8,311.09 Yearly 78,143.50 82,050.68 86,153.21 90,460.87 94,983.91 99,733.11 Hourly 41.47 43.54 45.72 48.01 50.41 52.93 HUMAN RESOURCES ANALYST II 40 Monthly 7,187.98 7,547.38 7,924.75 8,320.99 8,737.04 9,173.89 Yearly 86,255.80 90,568.59 95,097.02 99,851.88 104,844.47 110,086.69 Hourly 37.75 39.64 41.62 43.70 45.89 48.18 RISK MANAGEMENT COORDINATOR 37 Monthly 6,543.88 6,871.07 7,214.63 7,575.36 7,954.13 8,351.83 Yearly 78,526.56 82,452.89 86,575.53 90,904.31 95,449.52 100,222.00 38
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THE CITY OF UPLAND
NON-REPRESENTED/CONFIDENTIAL UNIT
COMPENSATION AND BENEFIT PLAN
July 1, 2026 to June 30, 2027
TABLE OF CONTENTS
ARTICLE 1 - PURPOSE 4
ARTICLE 2 - MANAGEMENT RIGHTS 4
ARTICLE 3 - SALARIES 5
ARTICLE 4 - RETIREMENT BENEFITS 5
ARTICLE 5 - HEALTH INSURANCE- CAFETERIA PLAN 6
ARTICLE 6 - RETIREE HEALTH INSURANCE REIMBURSEMENT 8 ARTICLE 7 - RETIREE HEALTH SAVINGS ACCOUNTS 9
ARTICLE 8 - LIFE INSURANCE 9
ARTICLE 9 - LONG TERM DISABILITY INSURANCE 9
ARTICLE 10 - DEFERRED COMPENSATION 10
ARTICLE 11 - TUITION REIMBURSEMENT 10
ARTICLE 12- EDUCATION/CERTIFICATION PAY 11
ARTICLE 13 - LONGEVITY PAY 12
ARTICLE 14 - PERFORMANCE APPRAISAL PAY 13
ARTICLE 15 - MERITORIOUS PAY 13
ARTICLE 16 - BILINGUAL PAY 14
ARTICLE 17 - NOTARY PAY 14
ARTICLE 18 - CELL PHONE 14
ARTICLE 19 - PREVENTATIVE HEALTH BENEFIT 15
ARTICLE 20 - HOLIDAYS - FLOATING HOLIDAYS 15
ARTICLE 21 - EXECUTIVE LEAVE 16
ARTICLE 22 - OVERTIME/COMPENSATORY TIME OFF 17
ARTICLE 23 - SICK LEAVE BUYBACK 17
ARTICLE 24 - SICK LEAVE ACCRUAL PAYMENT UPON RETIREMENT 18 ARTICLE 25 - VACATION 19
ARTICLE 26 - VACATION BUYBACK 19
ARTICLE 27 - BEREAVEMENT LEAVE 21 age 423 of 480
ARTICLE 28 - PARENTAL LEAVE 21
ARTICLE 29 - STEP INCREASES 22
ARTICLE 30 - LAYOFFF PROCEDURE 23
ARTICLE 31 - PREVAILING BENEFITS 28
ARTICLE 32 - SAVINGS CLAUSE 29
ARTICLE 33 - TERM OF AGREEMENT 29
Non-Represented/Confidential Unit 7/1/26-6/30/27
THE CITY OF UPLAND
NON-REPRESENTED/CONFIDENTIAL EMPLOYEES
COMPENSATION AND BENEFIT PLAN
ARTICLE 1 - PURPOSE
Non-represented/confidential employees are not represented by an employee organization.
This compensation and benefit plan document is intended as a comprehensive document to define and describe the amounts of compensation, benefits, hours and other terms and conditions of employment for non-represented/confidential employees. Additional employment terms and conditions may be covered by existing ordinances, resolutions, policies, and practices of the City, as well as the Merit System Rules and Regulations presently in effect.
ARTICLE 2 - MANAGEMENT RIGHTS
The rights of the CITY include, but are not limited to the exclusive right to:
• Determine the mission of its constituent departments, commissions, and boards.
• Set standards of service.
• Determine the procedure and standards for employment and promotion. • Direct its employees.
• Relieve its employees from duty because of lack of work or for other lawful reasons.
• Maintain efficiency of government operations.
• Determine the methods, means and personnel by which government operations are to be conducted.
• Determine the content of job classifications.
• Take all necessary actions to carry out its mission in emergencies. • Exercise complete control and discretion over its organization and the technology of performing its work.
• To discharge, suspend, demote, reprimand, withhold salary increases or otherwise discipline employees for cause.
• To establish employee performance standards, including, but not limited to, quality and quantity standards and to require compliance. 4 Page 425 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 The City reserves the right to contract out any work it deems necessary in the interest of efficiency, economy, improved work product, or emergency.
ARTICLE 3 - SALARIES
Following ratification of the Non-Represented/Confidential Compensation and Benefits Plan by the City Council:
a. all employees in this unit shall receive a five percent (3%) COLA increase in base salary, effective June 21, 2026
The salary schedule in Exhibit B of the City of Upland Compensation Plan and attached hereto as "Exhibit B."
ARTICLE 4 - RETIREMENT BENEFITS
Pension Reform Act of 2013:
The parties agree that the provisions of AB 340 (The California Pension Reform Act of 2013) went into effect on January 1 , 2013. In addition, if there is any other clean up or other retirement legislation which goes into effect during this MOU and if there are provisions of that legislation which, by law automatically goes into effect, it shall do so. Either party may request to negotiate over the impact of such subsequent legislation.
A.PEPRA Members:
Pursuant to the Act, for "new members" herein referred to as PEPRA (Public Employees' Pension Reform Act) members (as defined by the Act) who are employees hired after January 1 , 2013, they will be hired pursuant to the 2% @ 62 retirement formula.
For PEPRA members (as defined by the Act) who are employees hired after January 1 , 2013, final compensation will be based on the highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of his or her retirement.
For PEPRA members (as defined by the Act) hired after January 1 , 5 Page 426 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 2013, the employee shall pay the higher of the classic member contribution or one half of the total normal cost rate as defined by the Act as their employee retirement contribution.
B.Classic Employees -two groups:
1) Classic Employees hired on or before December 31 ,2019, Employees are provided with membership in the California Public Employees Retirement System (CaIPERS), 2.5%@ 55
retirement formula. The employee will pay the eight percent (8%) CaIPERS employee/member contribution. Classic Employees hired after January 1 , 2020, shall cost share with the City by contributing 1 .4% of CaIPERS employer contribution in addition to the 8% employee/member contribution.
The City contracts with CaIPERS for the Single Highest Year Option and the 1959 Survivor Benefit, 3rd level. There is an employee cost of$2.00 per month for the 1959 Survivor Benefit.
The agreement between the City and CaIPERS allows for the buy-back of time served by the employee in the Military as defined under Government Code Section 21024.
ARTICLE 5 - HEALTH INSURANCE- CAFETERIA PLAN
A. Cafeteria Plan - In accordance with "The City of Upland Cafeteria Plan", the City provides a 125 Flexible Benefit Plan ("the Plan").
The regular and intended effect of the Plan, under current law, is to enable employees to receive benefits which may not be subject to either State or Federal income tax.
The details of Plan eligibility and operational requirements are set forth in the Plan documents. Once enrolled in a cafeteria distribution plan, employees will only be permitted to modify the plan on the same basis as changes are permitted in health insurance plans, that is, during open enrollment periods or change in life status (marriage, birth of child, divorce, etc.). 1) The City shall make a monthly contribution as set forth below to each eligible member of the unit to be used toward the Section 125 6 Page 427 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 Cafeteria Plan. These funds shall only be used for qualified benefits as provided for in IRC Section 125.
2) All employees must enroll in one of the health programs unless they submit to the City proof of comparable health coverage. 3) Employees who fail to complete this requirement will be enrolled in the lowest cost health insurance plan the City offers.
4) Employees who meet the requirement shall be allowed to utilize their Section 125 Flexible Benefit Plan contributions for any of the other qualified benefits as provided for in IRC Section 125.
B. City Section 125 Benefit Contribution- The City will make available to each covered employee a monthly amount for benefits, as specified in this compensation and benefits plan.
1) Employees hired prior to March 1 , 2016, will receive the maximum benefits contribution allocation:
a. Effective January 1 , 2027- $2,000
2) Employees hired on or after March 1, 2016, will receive the following contributions to the plan as follows:
• Employee Only The amount to
cover the lowest
cost plans for
health dental and
vision (Kaiser
HSA excluded)
The cost for this
coverage will not
exceed the
amounts as
stated above.
• Employee plus one The amount to
cover the lowest
cost plans for
health dental and
7 Page 428 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 vision (Kaiser
HSA excluded)
The cost for this
coverage will not
exceed the
amounts as
stated above.
• Family The maximum
benefit
contribution
allocation as
stated above for
the plan year.
The employee must pay the difference between the City's contribution and the actual premium of the plan selected, if any.
The City reserves the right to change medical carriers during the open enrollment period.
Employees may transfer unused Cafeteria Plan funds to the Deferred Compensation 457 Plan.
ARTICLE 6 - RETIREE HEALTH INSURANCE REIMBURSEMENT
A. The City shall contribute monthly on behalf of each retiree the amount set forth in the table below. An additional $45 per month allowance is provided for spouse if the spouse is covered under the retiree's insurance.
B. To be eligible for the retiree medical payments herein, an employee must retire from the City and purchase retiree medical insurance within 120 days from separation.
YEARS OF City's Monthly City's Monthly City's Monthly SERVICE Payment - Payment -Retirees in Reimbursement- Retirees in PERS PERS Medical Retirees in other
Medical RETIREE PLUS than PERS
RETIREE ONLY SPOUSE Medical
8 Page 429 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 10-14 years of PERS statutory PERS statutory $72.57 service minimum minimum
r15-19 years of PERS statutory [$141.81 per month $96.81 service minimum
20-24 years of PERS statutory $166.05 per month $121.05 service minimum
r25 + years of r$145.14 per $190.14 per month $145.14 service month
The provisions of this article above shall only apply to employees hired on or before December 31 , 2015. To be eligible for the retiree medical payments herein, an employee must retire from the City and purchase retiree medical insurance within 120 days from separation.
ARTICLE 7 - RETIREE HEALTH SAVINGS ACCOUNTS
Retirement Health Savings (RHS)accounts will be established and will be payable to the employee only upon service or disability retirement with the City of Upland. City contributions to the RHS accounts will be based upon years of service in accordance with the following schedule:
Years of Service 1 Monthly City Contribution 1 Yearly City Contribution
1 5 to 9.99 1 $12.50 1 $150.00
10 to 14.99 r$25.00 r$300.00
15 to 19.99 1 $50.00 1 $500.00
20 to 24.99 1175.00 11900.00
1 25+ I $100.00 1 $1,200.00
ARTICLE 8 - LIFE INSURANCE
The City provides employees in this unit with group life insurance in an amount equal to one times (1x) their annual salary.
ARTICLE 9 - LONG TERM DISABILITY INSURANCE
The City assumes the full premium cost for the employee in the City 9 Page 430 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 designated long-term disability program. This benefit will pay 66 2/3% of base salary to a maximum of$5000 per month after 60 days (or use of all sick leave, whichever is later) to qualified members of this unit.
ARTICLE 10 - DEFERRED COMPENSATION
The City will contribute eight percent (8%) of base monthly salary to the City's deferred compensation plan on behalf of employees in the following classifications:
• Accounting Supervisor
• City Clerk
• Deputy Director of Human Resources/Risk Management • Executive Assistant to the City Manager
• Finance Officer
• Human Resources Analyst I/II
This amount may also be used toward the employee's cafeteria options as defined in Article 5, Health Insurance - Cafeteria Plan.
The City will contribute four hundred dollars ($400) a month to the City's deferred compensation plan on behalf of employees in the following classifications:
• Budget Coordinator
• Executive Assistant I
ARTICLE 11 - TUITION REIMBURSEMENT
The City agrees to reimburse employees up to thirty-five hundred ($3,500) per employee, per fiscal year, as long as funds are available, for costs for tuition and textbooks incurred for job-related education.
Such expenditure must enhance the furtherance of the City's work or continuing educational goals.
Eligibility for reimbursement is contingent upon an approved course or seminar, completed with, where applicable, a grade of "C" or better or "pass" when taken on a pass/fail basis. Approval for reimbursement must be submitted first to the Department Head prior to the employee enrolling in the class or purchasing textbooks and related materials.
Upon successful completion of the course(s), the employee must 10 Page 431 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 submit a request for reimbursement to Finance Division for processing.
Time spent toward educational, or area development shall not be considered as time actually worked and should not occur during regular work hours.
ARTICLE 12 — EDUCATION/CERTIFICATION PAY
A. Education:
The City agrees to pay additional compensation over an employee's base salary for a job-related degree above the minimum
requirements required of an employee's position.
The degree must be related to the employee's employment with the City. For example: The minimum degree qualification for Accounting Supervisor is education equivalent to a bachelor's degree from an accredited college or university with major coursework in accounting, finance, business administration, or a related field. An employee who presents a master's degree in psychology would not be eligible for the Education Incentive Pay as the degree does not relate to their duties asAccounting Supervisor. Education Incentive Pay will be paid per pay period in accordance with the following schedule:
AA/AS 2.5% above base salary
BA/BS 5% above base salary
MA/MS 7.5% above base salary
B. Certification:
The City agrees to pay additional compensation for certifications earned above and beyond those required at the time of hire, effective upon approval of this Compensation and Benefits Plan by City Council.
Eligible employees will receive two- and one-half percent (2.5%) for each certification listed in their assigned classification above and beyond those required at the time of hire, up to a maximum of five percent (5%).
Classification Eligible Certifications
Accounting Supervisor CPA (Certified Public Accountant) CMFO (Certified Municipal Finance
11 Page 432 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 Officer)
CPP (Certified Payroll Professional)
Budget Coordinator CPA (Certified Public Accountant) CMFO (Certified Municipal Finance
Officer)
CPP (Certified Payroll Professional)
City Clerk CMC (Certified Municipal Clerk)
CPMC (Certified Professional Municipal
Clerk)
MMC (Master Municipal Clerk)
Executive Assistant to the City CAPIO (Public Information Officer) Manager
Finance Officer CPA (Certified Public Accountant) CMFO (Certified Municipal Finance
Officer)
CPP (Certified Payroll Professional)
Human Resources Analyst I/II PHR (Professional in Human Resources) SPHR (Senior Professional in Human
Resources)
SHRM-CP (Certified Professional)
SHRM-SCP (Senior Certified Professional)
IPMA-CP (Public Sector Certificated
Professional)
ARM (Associate in Risk Management)
RIMS Certified Risk Management
Professional
ARTICLE 13 - LONGEVITY PAY
Employees in the unit with ten (10) years or more of continuous City service will receive a two-and-one-half percent (2.5%) increase in base salary.
Employees in the unit with fifteen (15) years or more of continuous City service will receive a two-and-one-half percent (2.5%) increase in base salary, for a total of five percent (5%) longevity pay.
Employees in the unit with twenty (20) years or more of continuous City service will receive a two-and-a-half percent (2.5%) increase in base salary, for a total of seven- and one-half percent (7.5%) longevity pay.
These categories are not mutually exclusive so an employee who 12 Page 433 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 meets the requirements of all categories of longevity pay may receive seven- and one-half percent (7.5%) maximum.
ARTICLE 14 - PERFORMANCE APPRAISAL PAY
The Performance Appraisal Pay connects individual achievement to organizational goals and provides incentives for performance.
Annually employees recommended by their Department Head and who have reached top step of their salary grade may be eligible for a up to five percent (5%) lump sum bonus with an overall "Exceeds Standards" on their Employee Performance Appraisal and Development Report. Department head recommendations will be submitted to the City Manager's Office for review and approval. Recommendations will contain a copy of the employee's Performance Appraisal and Development Report.
Payment of the Performance Appraisal Pay will be made in a lump sum payment on the first regularly scheduled payday after approval from the City Manager.
Annually Department Heads may recommend an additional step for employees who have not reached top step of their salary range and have received an overall "Exceeds Standards" on their Employee Performance Appraisal and Development Report.
ARTICLE 15 - MERITORIOUS PAY
It is recognized that certain employees will put forth extraordinary efforts and produce outstanding results for the City. It is desired to reward these individuals. An incentive pay method has been established to encourage all employees to utilize fully their capabilities on behalf of the City. Employees recommended by their department heads and approved by the City Manager may be granted a five percent (5%) increase in salary for a period of three (3) months, six (6) months, or one year. Department head recommendations will be submitted to the City Manager's Office for review and approval.
Payment of meritorious pay will be made in a lump sum on the first regularly scheduled payday after approval form the City Manager.
Recommendations will contain supporting documentation justifying the reasons for the pay.
13 Page 434 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 ARTICLE 16 - BILINGUAL PAY
The City will provide compensation in the amount of one hundred dollars ($100) per month to those employees who as part of their regular duties are required to provide fluency in a second language.
The payment for bilingual compensation will be made biweekly in the amount of forty-six dollars and fifteen cents ($46.15)for twenty-six (26) pay periods.
Employees must successfully complete a fluency examination administered by the Human Resources/Risk Management Office.
Bilingual pay will be for employees who speak Spanish or who speak any other language designated by the City Manager as critical to the functions of the City.
If it is determined by the employee's Department Head that the skill is no longer needed, the Department Head shall notify the Human Resources/Risk Management Office in writing to cease the compensation. The compensation will cease the date Human Resources/Risk Management Office receives notification from the Department Head.
ARTICLE 17 — NOTARY PAY
The City will provide compensation in the amount of one hundred dollars ($100) per month to those employees in the unit designated by the City Manager to perform notary duties. The payment for notary duties will be made biweekly in the amount of forty-six dollars and fifteen cents ($46.15) for twenty-six (26) pay periods.
Employees receiving notary pay shall maintain their commission from the California Secretary of State. The City shall pay for the cost of necessary stamps, journals, supplies, and fees associated with State and/or County requirements, as applicable.
ARTICLE 18 — CELL PHONE
Employees shall be entitled to a cell phone allowance in the amount of one hundred dollars ($100) per month or the use of a City-issued cell phone. If the employee chooses the cell phone allowance the amount shall be subject to applicable withholdings. Employee acknowledges that the City makes no representation with respect to the taxability or non-taxability of the benefits provided under this 14 Page 435 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 Section.
ARTICLE 19 - PREVENTATIVE HEALTH BENEFIT
Employees may be reimbursed up to two hundred and fifty dollars $250 annually for the purchase of items, classes, memberships or programs which contribute to physical fitness. This reimbursement shall be made in June of each year. Items which will be considered acceptable for reimbursement are defined in the City's policy on Preventive Health Benefits.
ARTICLE 20 - HOLIDAYS- FLOATING HOLIDAYS
A. Official Holidays
The City of Upland observes the following holidays as official fixed holidays, established by Resolution:
New Year's Day (January 1) during holiday closure I Martin Luther King Day (Third Monday in January) I President's Day (Third Monday in February) I
Memorial Day (Last Monday in May) I
Independence Day (July 4) I
Labor Day (First Monday in September)
Thanksgiving Day (Fourth Thursday in November)
Friday after Thanksgiving Day (The Day After the Fourth Thursday in November) Christmas Day I (December 25) during holiday closure Each official fixed holiday shall be 10 hours unless otherwise noted.
If the holiday falls on a Friday or Saturday, Thursday shall be designated as the holiday and if the holiday falls on Sunday, Monday shall be designated as the holiday.
In order to be paid for an official fixed holiday (the days on which the public offices of the City of Upland will be closed) employees must be in a paid status both the day before and the day after the holiday. For example, if a holiday falls on a Monday, and the employee was on a 4/10 work schedule with Fridays off, the employee would be required 15 Page 436 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 to be in a paid status on the Thursday before the holiday and the Tuesday following the holiday.
City Hall and most City departments will be permanently closed from Christmas Day through New Year's Day. Christmas Day and New Year's Day holidays will be part of this closure except for in the case where either holiday falls on a Sunday. In the case that either Christmas Day or New Year's Day falls on a Sunday, it will be observed on the following Monday. Employees will receive compensation that will cover their absence from work from December 25th through January 1st. The employee must be in a paid status on the above dates to receive this holiday compensation.
Employees that are required to work, due to the nature of their job, during the holiday closure will observe the holidays on the actual day or as provided above when the holiday falls on a Friday, Saturday, or Sunday. Employees required to work during the holiday closure will receive a floating holiday contribution equal to the number of compensable hours provided to the employees that participated in the holiday closure.
B. Floating Holiday Leave
Employees shall receive twenty (20) hours of Floating Holiday annually on January 1st. Floating holiday hours that are not used in December will automatically be cashed out on the pay date in January that covers the final pay period for December.
ARTICLE 21 - EXECUTIVE LEAVE
Employees in the following classifications shall receive sixty (60) hours of executive leave annually effective January 1:
• Accounting Supervisor
• City Clerk
• Deputy Director of Human Resources/Risk Management • Executive Assistant to the City Manager
• Finance Officer
• Human Resources Analyst I/II
16 Page 437 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 Executive Leave which is not used in December will automatically be cashed out on the pay date in January that covers the final pay period in December.
ARTICLE 22 - OVERTIME/COMPENSATORY TIME OFF
Employees in the following classifications are designed as non-exempt position under the Fair Labor Standards Act (FLSA) and are subject to applicable overtime laws:
• Budget Coordinator
• Executive Assistant
Overtime shall be paid for time worked in excess of the employee's designated work week at the rate of one and one-half (1 1/2) times the basic rate. Paid vacation, sick leave and floating holiday during a work period is counted as hours worked for overtime purposes.
Employees may make a request to the Department Head to have overtime compensation in the form of compensatory time off. In the event of a conflict between the employee and the Department Head, the Department Head's decision shall prevail.
Employees may not accrue more than 100 hours of compensatory time.
Employees who have reached the accrual cap will automatically receive overtime pay until a reduction in the bank of hours to an amount below the maximum accrual is reached.
ARTICLE 23 - SICK LEAVE BUYBACK
Employees earn sick leave at the rate of eight (8) hours per month, up to a maximum accrual of twelve hundred and fifty (1250) hours. Employees may use up to twenty (20) hours of sick leave for personal necessity situations. Those situations include, but are not limited to: attending school activities for child, attending court for custody proceedings, divorce proceedings, or other personal legal issues, etc.
No sick leave may be granted during the first thirty (30) days of employment with the City.
Annually, employees may request to convert a maximum of twenty (20) hours of sick leave to compensation if they have used less than forty (40) hours of sick leave between January 1st and December 17 Page 438 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 31 st of the prior calendar year.
Any employee who elects to covert accrued sick leave to compensation as provided for herein shall be limited to a maximum of twenty (20) hours per fiscal year of accrued sick leave to be converted, and in compliance with the Department of Treasury, Internal Revenue Service (IRS) Section 1 .451-(a), must comply with the following:
• Any sick leave conversion request must be made in writing using the form provided by Human Resources and must be
received by Human Resources no later than December 1st of the calendar year prior to the end of the calendar year in which the employee wishes to convert such sick leave.
a For example: Employee requests to convert twenty (20) hours of sick leave to compensation, the request
must be in Human Resources by December 1 , 2022,
to be paid on the first pay period in June of 2023.
• All sick leave conversion requests are irrevocable and cannot be changed or amended unless rescinded and received in writing by Human Resources no later than December 1st of the calendar year prior to the conversion.
• Employees who do not meet the requirement of using less than forty (40) hours of sick leave between January 1st and December 31st of the prior calendar year will not be eligible for the sick leave conversion.
• Employees who fail to submit a request by December 1st of the calendar year prior to the conversion will not be eligible for sick leave converted to cash for that calendar year. • Payments for accrued sick leave conversion to cash shall be made by separate check by the first pay period in June.
ARTICLE 24 - SICK LEAVE ACCRUAL PAYMENT UPON RETIREMENT Upon service or disability retirement under the PERS retirement plan, employees may elect one of the following options for payment of unused sick leave:
a. At the time of service or disability retirement, fifty percent (50%) of accrued sick leave may be cashed out at the current hourly rate, up 18 Page 439 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 to a maximum of 625 hours.
b. At the time of service or disability retirement, employees with twenty (20) or more years of service with the City of Upland may cash out at the current hourly rate, sixty percent (60%) of accrued sick leave, up to a maximum of 750 hours.
c. Retiring employees may use fifty percent (50%) of accrued sick leave as Personal Leave just prior to retirement, up to a maximum of 625 hours.
d. Retiring employees with twenty(20)or more years of service with the City of Upland may use sixty percent (60%) of accrued sick leave as Personal Leave just prior to retirement, up to a maximum of 750 hours.
ARTICLE 25 - VACATION
Vacation shall accrue for employees based on the following schedule:
01 — 02 Years of service [0 Hours per year
03 — 05 Years of service 100 Hours per year
06 — 10 Years of service 140 Hours per year
11 — 16 Years of service 160 Hours per year
17 + Years of service 180 Hours per year
All Employees may accrue vacation up to a maximum of five hundred hours (500) of vacation leave. Any hours over the five hundred (500) will automatically be cashed out on the pay period that the maximum accrual is reached.
ARTICLE 26 -VACATION BUYBACK
In November of every year, employees may be paid in cash for unused vacation if they have used at least forty (40) hours of vacation during the preceding year.
The payment for vacation buyback will be tiered as follows:
• Employees who have less than six (6) years of service with the City, the maximum vacation buyback allowable is sixty (60) 19 Page 440 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 hours.
• Employees who have six (6) years or more of service with the City, the maximum vacation buyback allowable is one hundred (100) hours. Employees at this level must have eighty (80) hours of vacation accrual in their bank after the vacation buyback hours are paid.
o Example 1 : Employee has two hundred (200) hours of vacation accruals and buys back one hundred (100) hours, one hundred (100) hours of vacation will remain in their accrual bank.
o Example 2: Employee has one hundred and twenty (120) hours of vacation accruals. The maximum vacation
buyback they will be allowed is forty (40) hours to ensure a bank of eighty (80) hours remains.
Any employee who elects to convert accrued vacation leave to compensation as provided for herein, shall be in compliance with the Department of Treasury, Internal Revenue Service (IRS) Section 1 .451-1(a), must comply with the following:
• Any vacation leave conversion request must be made in writing using the form provided by Human Resources and must be received by Human Resources no later than December 1st of the calendar year prior to the end of the calendar year in which the employee wishes to convert such vacation leave.
o For example: Employee requests to buyback twenty (20) hours of vacation leave, the request must be in Human
Resources by December 1st, to be paid on the first pay
period in November.
• All vacation leave conversion requests are irrevocable and cannot be changed or amended unless rescinded and received in writing by Human Resources not later than December 1st of the calendar year prior to the conversion.
• Employees who do not meet the requirement of using forty (40) hours of vacation leave between January 1st and December 31st of the prior calendar year will not be eligible for vacation buyback.
• Employees who fail to submit a request by December 1st of the calendar year prior to the conversion will not be eligible for vacation leave converted to cash for that calendar year. 20 Page 441 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 • Payments for accrued vacation leave conversion to cash shall be made by separate check by the first pay period in November.
ARTICLE 27 - BEREAVEMENT LEAVE
Employees may take up to five (5) days per occurrence (January 1 through December 31) with pay in the event of a death of a qualified family member. A qualified family member includes a spouse, child, parent, sibling, grandparent, grandchild, domestic partner, or parent-in-law.
Adoptive relatives and step relatives shall count the same as relatives by birth. Notification of need for such leave must comply with the City's Administrative Policy on Sick Leave.
An employee will be eligible for this leave after they have completed thirty (30) days of employment with the City prior to the commencement of the leave.
The five (5) days do not need to be taken consecutively; they can be used intermittently. If leave is used intermittently, it must be used within three (3) months of the family member's date of death.
The City will consider a request for bereavement leave for the death of a member's aunt or uncle on a case-by-case basis.
ARTICLE 28 - PARENTAL LEAVE
The City shall provide all employees within the unit with up to eighty (80) hours of paid leave for the birth, adoption or foster placement of a child as outlined below:
• This leave does not extend any time used under Family Medical Leave Act (FMLA) or California Family Rights Act (CFRA); • Time taken by employees under this article will run concurrently with leave under FMLA or CFRA;
• Employees must have completed six (6) months of full-time City service after July 1, 2023 to be eligible for the leave; • Employees are eligible for the leave regardless of gender, marital status or sexual orientation of the parent;
21 Page 442 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 • Employees who have adopted a child or had a foster child placed in their home are eligible if the child is age seventeen (17) years or younger;
• Employees may take this time consecutively or intermittently, but it must be used within one (1) year of the birth, adoption or foster placement of the child;
• Any additional time needed beyond the initial eighty (80) hours may be charged to sick leave, vacation, compensatory or floating holiday time;
• Employees must complete all leave paperwork required by the City and provide a copy to their supervisor and Human Resources at least one (1) week prior to taking the leave.
Leave paperwork must require documentation to substantiate the request (i.e. birth certificate, foster placement agreement, etc.);
• In no case will an employee receive more than the eighty (80) hours of leave time within a twelve (12) month period, regardless of whether more than one (1) birth, adoption or foster care placement event occurs within the twelve (12) month period;
• City employees who are co-parents with another City employee, will each be allowed eighty (80) hours of paid parental leave.
This article will be effective July 1 , 2023 and will not be retroactively applied. All life events (birth, adoption, or foster placement) must occur after July 1 , 2023.
ARTICLE 29 — STEP INCREASES
1. Step Increases
Step increases shall not be automatic but will be contingent on an annual Performance Appraisal. No step increase shall be made to exceed the maximum rate established for the position.
Employees receiving an overall rating on their Performance Appraisal of "Meets Standards" or "Exceeds Standards" shall receive merit increases within their base salary range, as provided for below:
• Supervisors will provide employees with Performance Appraisal by the due date provided to them by Human Resources. If Human Resources receives the 22 Page 443 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 Performance Appraisal prior to or on the due date, they will process the Personnel Action form for the step increase.
• Supervisors will provide employees with Performance Appraisal by the due date provided by Human Resources. Should the supervisor fail to complete the evaluation by the due date, they will have thirty (30) days from the due date provided by Human Resources to complete. During the thirty (30) day period, the employee shall not receive the merit increase until Human Resources receives the Performance Appraisal. Once received Human Resources will process the Personnel Action for the step increase effective the date the step increase was due.
• Should the supervisor fail to provide employee with a Performance Appraisal during the thirty (30) day period, the employee will notify Human Resources.
Human Resources will confirm this information with the Department Head and will proceed to provide employee with their step increase retroactive to the date the Performance Appraisal was originally due.
• If the employee receives an overall rating of "Below Standards" the step may be denied or suspended for a maximum of three (3) months. Within the three (3) month period, the supervisor/manager must re-evaluate the employee. If the new evaluation indicates the employee overall rating is "Meets Standards", the merit increase shall be granted, retroactive to the original merit increase date. If the employee is not re-evaluated within the three (3) month period, the employee shall be deemed to be meeting job standards and shall be granted the merit increase retroactive to the original merit increase date.
2. Appeal Process
An employee may appeal the content of the Performance Appraisal with an overall rating of "Below Standards" to the Department Head.
The Department Head will review the Performance Appraisal of the employee and any additional information the employee provides in support of the appeal. The Department Head will provide the employee with their decision in writing within thirty (30) calendar days of the information provided by the employee. The Department Head's decision is final on the content and overall rating of the Performance Appraisal.
In the case where the employee reports directly to the Department Head, they may appeal to the City Manager. The City Manager's decision on the content and overall rating of the Performance Appraisal is final.
ARTICLE 30 - LAYOFF PROCEDURE
A. Statement of Intent - Whenever, in the judgment of the City Council, it becomes necessary to abolish any position of employment, the employee holding such position of employment may be laid off or demoted pursuant to the provisions of the City's 23 Page 444 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 policy.
1) In determining the order of layoff, a combination of factors shall be considered, including qualifications, productivity, general performance, seniority with the City of Upland, and seniority in job classification, and needs of the City. Variations from the order of layoffs and recall from layoff may occur when the City deems such variations appropriate under fiscal circumstances. 2) The factors the City Manager or designee, in his/her discretion, may use to determine layoff include the following:
a. An employee's last four performance evaluations, if any; b. Any history of employee commendations, awards, etc.; c. Any history of employee disciplinary action;
d. Attendance record, including tardiness and unexcused absences;
e. Safety record, including personal injury and damage to city property;
f. Probationary and temporary employees shall be laid off before a regular employee in the same classification;
g. Between two regular appointees in the same classification with similar skills, abilities, qualifications, merit and/or record, the employee with the lesser seniority in the classification shall be laid off first;
h. Between two regular appointees in the same classification with equal seniority the employee with the lesser skills, abilities, qualifications, merit and/or record shall be laid off first;
i. Memoranda of Understanding ("MOU") between the City and effected bargaining units.
B. Definitions
1) Layoff - A layoff is the involuntary separation or reduction of a regular status employee to a position in a lower classification, without fault of the employee.
Cause for Layoff:
a. If a function is to be discontinued, curtailed, mechanized, 24 Page 445 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 or operated by a different method.
b. Reorganization
c. Budget reduction
d. Termination or decrease in funds and/or materials for projects or programs.
e. The mandatory reinstatement of an employee.
2) Classification - A list of classifications within the Non- Represented/Confidential unit is included in "Exhibit A." 3) Job Series -A group of classifications similar with respect to the duties performed but different in terms of the nature and level of responsibilities performed. Each job series shall be included in "Attachment A."
4) Seniority-Seniority for the purpose of determining order of layoff shall be defined as total accumulated continuous time served in regular and probationary status in the City classified service.
Regular and probationary status does not include seasonal/temporary part-time, contract, and/or provisional employees.
Should it become necessary to lay off by seniority, those employees with the least service in the affected classification shall be laid off or demoted:
a. First by classification; and
b. Second, to displace an employee, by City Seniority, including time served on military leave of absence in the armed forces of the United States. In order to bump into a former or lower classification:
1. An employee must have more City Seniority than at least one of the incumbents in the affected class.
2. Employees bumping to a lower class shall be placed at the salary step representing the least loss of pay. In no case shall the salary be increased above that received in the class from which the employee was laid off. When two 25 Page 446 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 or more employees have equal seniority, the layoff shall be made in accordance with Merit Rules and Regulations.
C. Notification - Employees to be laid off shall be given, whenever possible, 45 calendar days prior notice, but no less than 30 calendar days' notice.
D. Order of Layoff - In each classification, employees shall be laid off according to employment status in the following order:
1) Seasonal/temporary part-time, contract, and/or provisional employees performing services similar to classifications affected by layoff shall be terminated before any reduction in the regular work force. Likewise, other grant-funded employees shall be terminated in affected classifications, in accordance with federal or state rules or guidelines governing such funding programs. 2) Probationary employees and employees holding interim positions, who have regular status in another classification, shall revert to their former classification in the City to determine layoff rights.
3) Regular employees subject to layoff shall be based on seniority of service within that classification. For example, the employee being laid off or displaced from a classification shall be the employee in the affected classification with the least amount of time served in the affected classification.
E. Layoff Procedure - The layoff procedure is intended to minimize the impact of staff reduction on City services and ensure that employees are treated fairly in the process of layoff. The procedure for lay off, once the number of positions to remain by classification has been determined shall be as follows:
1) Except as otherwise provided herein, whenever there is a reduction in the work force, the appointing authority shall demote the affected employee to a vacancy, if any, in a lower class for which the employee is qualified. All persons so demoted shall have their names placed on the reemployment 26 Page 447 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 list for the higher class.
2) An employee affected by layoff shall have the right to displace an employee who has less City seniority in a lower classification in which the affected employee once had regular status. 3) If a classification title is changed due to a reclassification; the employee shall retain bumping rights to the previous classification and series.
4) Displaced employees are allowed to bump into positions that they have not previously held, provided that the position did not exist when the employee was appointed to the position from which they are laid off and the employee meets the minimum qualifications.
5) An employee is eligible to bump to a lower classification within job series in which he/she has achieved regular status. For example: Employee "A" is hired as a Senior Human Resources Analyst and achieves regular status; however, never worked as a Human Resources Analyst. Employee "A" may bump employee "B" in the lower classification of Human Resources Analyst if Employee "A" has more City seniority than employee „B„
6) Employees transferring or voluntarily demoting shall retain the same anniversary date as in their previous position for all purposes, including step advancement.
F. Reemployment Lists -The names of persons laid off or demoted in accordance with these rules shall be entered upon a reemployment list. Lists from different departments or at different times for the same class of position shall be combined into a single list. Such list shall be used by the appointing authority when a vacancy arises in the same or lower class of position before employment is made from an eligible list.
G. Duration of Reemployment List - Names of persons laid off shall be carried on a reemployment list for twelve (12) months, except that the name of an individual reappointed to a regular position of the same class shall, upon reappointment, be dropped from the list.
An individual who declines either a voluntary demotion or reemployment in a classification shall be dropped from that specific 27 Page 448 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 reemployment list. Persons reemployed in a lower class, or on a temporary basis, shall be continued on the list for the higher class for a balance of the twelve (12)-month period. An individual appointed from a reemployment list may be required to successfully pass a reemployment physical examination provided at City expense.
H. Terms and Conditions of Reemployment- Reemployment from a reemployment list to a previously held class shall be at the same step held at the time of layoff and at the current salary of that class at the time of reemployment. In case of a voluntary demotion from a reemployment list, the employee so electing shall be paid at the highest step in the range for the lower class which does not represent an increase in salary from the salary which would have been effective had the employee been appointed to his/her previously held class; and in no case to exceed "top" step in the current salary range of the class to which the employee is appointed. Employees reappointed from a reemployment list shall be credited with, at the time of reappointment, all accrued benefits at the time of layoff which were not compensated for at the time of layoff, provided that such accrued benefits shall not exceed established maximum at the time of reappointment.
I. Retraining- The City will make reasonable efforts to provide retraining opportunities to laid-off employees that will qualify them in classifications not related to their former classification and will attempt to place said laid-off employees in vacant positions in the City for which they are qualified. During the twelve months following a layoff, laid-off employees shall be eligible to compete for in-house promotional examinations for positions for which they qualify.
ARTICLE 31 - PREVAILING BENEFITS
Except as provided herein, all wages, hours and other terms and conditions of employment presently enjoyed by employees shall remain in full force and effect during the term of this Compensation and Benefit Plan.
28 Page 449 of 480
Non-Represented/Confidential Unit 7/1/26-6/30/27 ARTICLE 32 - SAVINGS CLAUSE
Should any provision of this agreement or the application of such provision be rendered or declared invalid by any court action or by reason of any existing or subsequently enacted legislation, the City shall immediately provide an equivalent benefit to that which was determined to be unlawful. Such equivalent benefit will be implemented retroactive to the date the old benefit ceased. The remaining parts or portions of the Compensation and Benefits Plan shall remain in full force and effect.
ARTICLE 33 - TERM OF AGREEMENT
The provisions of this Compensation and Benefits Plan shall become effective on July 1, 2026.
29 Page 450 of 480
Non-Represented/Confidential Unit 7/1/26- 6/30/27
APPENDIX A
Classes included in the Non-Represented/Confidential Unit:
Grade Classification Title
49 ACCOUNTING SUPERVISOR
35 BUDGET COORDINATOR
56 CITY CLERK
34 EXECUTIVE ASSISTANT I
40 EXECUTIVE ASSISTANT TO THE CITY MANAGER
60 FINANCE OFFICER
36 HUMAN RESOURCES ANALYST I
40 HUMAN RESOURCES ANALYST II
37 RISK MANAGEMENT COORDINATOR
30 Page 451 of 480
Non-Represented/Confidential Unit 7/1/26- 6/30/27
APPENDIX B
City of Upland
Non Represented/Confidential Unit Salary Schedule
Effective 6/21f26
STEP
Job Description Grade 1 2 3 4 5 6 Hourly 50.77 53.31 55.98 58.78 61.72 64.0
ACCOUNTING SUPERVISOR 49 Monthly 8,800.79 9,240.83 9,702_87 10,188.02 10,697.42 11,232/9 Yearly 105,609.49 110,889.97 116,434.46 122,256.19 128,369.00 134,787.45 Hourly 36.65 38.49 40.41 42.43 44.55 46.78
BUDGET COORDINATOR 35 Monthly 6,353.13 6,670.79 7,004.33 7,354.54 7,722.27 8,108.38 Yearly 76,237.56 80,049.44 84,051.91 88,254.51 92,667.23 97,300.60 Hourly 61.56 64.64 67.87 71.26 74.83 78.57
CITY CLERK 56 Monthly 10,670.60 11,204.13 11,764.34 12,352.56 12,970.18 13,618.69 Yearly 128,047.23 134,449.59 141,172.07 148,230.67 155,642.20 163,424.31 Hourly 35.76 37.55 39.42 41.40 43.46 45.64
EXECUTIVE ASSISTANT I 34 Monthly 6,198.18 6,508.08 6,833.49 7,175.16 7,533.92 7,910.62 Yearly 74,378.11 78,097.02 82,00127 86,101.96 90,407.06 94,927.41 EXECUTIVE ASSISTANT TO CITY Hourly 48.09 50.50 53.02 55.67 58.46 61.38 MANAGER 46 Monthly 8,335.86 8,752.65 9,190.28 9,649.80 10,132.29 10,638.90 Yearly 100,030.29 105,031.80 110,283.39 115,797.56 121,587.44 127,66621 Hourly 67.95 71.35 74.92 78.66 82.60 86.73
FINANCE OFFICER 60 Monthly 11,778.35 12,367.27 12,985.63 13,634.91 14,316.66 15,032.49 Yearly 141,340.18 148,407.19 155,827.55 163,618.93 171,799.87 180,389.87 Hourly 37.57 39.45 41.42 43.49 45.67 47.95
HUMAN RESOURCES ANALYST I 36 Monthly 6,511.96 6,837.56 7,179.43 7,538.41 7,915.33 8,311.09 Yearly 78,143.50 82,050.68 86,153.21 90,460.87 94,983.91 99,733.11 Hourly 41.47 43.54 45.72 48.01 50.41 52.93
HUMAN RESOURCES ANALYST II 40 Monthly 7,187.98 7,547.38 7,924.75 8,320.99 8,737.04 9,173.9 Yearly 86,255.80 90,568.59 95,097.02 99,851.88 104,844.47 110,086.69 Hourly 37.75 39.64 41.62 43.70 45.89 48.18
RISK MANAGEMENT COORDINATOR 37 Monthly 6,543.88 6,871.07 7,214.63 7,575.36 7,954.13 8,35123 Yearly 78,526.56 82,452.89 86,575.53 90,904.31 95,449.52 100,222.00 31 Page 452 of 480
RESOLUTION NO. 6884
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
UPLAND, CALIFORNIA AMENDING THE COMPENSATION
AND BENEFIT PLAN FOR EXECUTIVE EMPLOYEES
WHEREAS, it is the policy of the City of Upland to compensate its employees in a fair and equitable manner for their efficient and faithful service; and WHEREAS, the City desires to provide consistency between recently negotiated employee agreements, it is necessary to emend the Executive employees' compensation and benefits plan. The amendment to the compensation and benefits plan will be effective through June 30, 2027.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF UPLAND AS FOLLOWS:
SECTION 1. The above recitals are true and correct and are incorporated herein by this reference.
SECTION 2. The City Council hereby approves the amendment of the Executive employees' compensation and benefits plan, attached hereto, and authorizes the City Manager to execute the compensation and benefits plan and any related documents necessary to implement the approved changes.
SECTION 3. The City Council finds that this Resolution is not subject to the California Environmental Quality Act ("CEQA") pursuant to Sections 15060(c)(2) (the activity will not result in a direct or reasonably foreseeable indirect physical change in the environment) and 15060(c)(3) (the activity is not a project as defined in Section 15378) of the State CEQA Guidelines, California Code of Regulations, Title 14, Chapter 3, because it has no potential for resulting in physical change to the environment, directly or indirectly. Further, if the activity is deemed a project this City Council finds that this Resolution is exempt pursuant to Section 15061(b)(3) of the State CEQA Guidelines.
SECTION 4. Certification. The City Clerk shall certify to the passage and adoption of this Resolution and enter it into the book of original resolutions.
SECTION 5. Effective Date. This Resolution shall become effective July 1, 2026.
PASSED, APPROVED and ADOPTED this 26th day of May, 2026.
Shannan Maust, Mayor Pro Tem
Resolution No. 6884
I, Keri Johnson, City Clerk of the City of Upland, do hereby certify that the foregoing Resolution was adopted at a regular meeting of the City Council held on the 26th day of May, 2026, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAINED:
ATTEST:
Keri Johnson, City Clerk
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THE CITY OF UPLAND
EXECUTIVE MANAGEMENT
COMPENSATIONAND BENEFIT PLAN
Updated July 28, 20251, 2026
TABLE OF CONTENTS
ARTICLE 1 —PURPOSE 3
ARTICLE 2—MANAGEMENT RIGHTS 3
ARTICLE 3—COMPENSATION 4
ARTICLE 4 - RETIREMENT BENEFITS 4
ARTICLE 5—HEALTH INSURANCE—CAFETERIA PLAN 5
ARTICLE 6—RETIREE HEALTH INSURANCE REIMBURSEMENT 5 ARTICLE 7—LIFE INSURANCE 66
ARTICLE 8—LONG TERM DISABILITY INSURANCE 66
ARTICLE 9—401 (a)AND DEFERRED COMPENSATION PLANS 6 ARTICLE 10—LONGEVITY PAY 6
ARTICLE 11 —PREVENTATIVE HEALTH BENEFIT 6
ARTICLE 12—UNIFORM ALLOWANCE 6
ARTICLE 13—VEHICLE ALLOWANCE 77
ARTICLE 14—CELL PHONE ALLOWANCE 77
ARTICLE 15—HOLIDAYS 7
ARTICLE 16—FLOATING HOLIDAYS 88
ARTICLE 17—EXECUTIVE LEAVE 88
ARTICLE 18— SICK LEAVE 8
ARTICLE 19— SICK LEAVE ACCRUAL PAYMENT UPON RETIREMENT 8 ARTICLE 20—VACATION 8
ARTICLE 21 —VACATION BUYBACK 9
ARTICLE 22—BEREAVEMENT LEAVE 109
ARTICLE 23-BILINGUAL PAY 10
ARTICLE 24—TUITION REIMBURSEMENT 10
ARTICLE 25—DEPUTY DIRECTOR CLASSIFICATION EDUCATION
INCENTIVE 10
Upland Executive Management Compensation and Benefit Plan
THE CITY OF UPLAND
EXECUTIVE MANAGEMENT EMPLOYEES
Compensation and Benefit Plan
ARTICLE 1 —PURPOSE
Executive Management employees are not represented by an employee organization.The Executive Management positions serve at the will and pleasure of the City Manager, with the following exceptions:
Deputy Director of Human Resources/Risk Management
Deputy Director of Public Works
This compensation and benefit plan document is intended as a comprehensive document to define and describe the amounts of compensation and benefits for Executive Management Employees.
However,the terms and conditions of employment for the Executive Management Employees may also be addressed in individual employment contracts. If an individual's employment contract agreement conflicts with this document, then the provision of the employment agreement will supersede the provisions of this document.
ARTICLE 2—MANAGEMENT RIGHTS
The rights of the CITY include,but are not limited to the exclusive right to:
• Determine the mission of its constituent departments, commissions and boards; • Set standards of service;
• Determine the procedure and standards for employment and promotion; • Direct its employees;
• Relieve its employees from duty because of lack of work or for other lawful reasons; maintain efficiency of government operations;
• Determine the methods, means and personnel by which government operations are to be conducted;
• Determine the content of job classifications;
• Take all necessary actions to carry out its mission in emergencies; • Exercise complete control and discretion over its organization and the technology of performing its work;
• To discharge,suspend,demote,reprimand,withhold salary increases or otherwise discipline employees for cause; and
• To establish employee performance standards, including, but not limited to, quality and quantity standards and to require compliance.
The City reserves the right to contract out any work it deems necessary in the interest of efficiency, economy, improved work product, or emergency.
Notwithstanding anything to the contrary in this section, in any other provision of this chapter of the Upland Municipal Code, or in any other presently existing ordinance, resolution, agreement, rule,policy,practice or other city enactment of any type or nature,all present and future department 3
Upland Executive Management Compensation and Benefit Plan heads shall be deemed and are designated as at-will employees who each serve at the pleasure of the City Manager, and accordingly the City Manager may reduce the salary of, suspend, demote or discharge any department head without prior notice and without cause. No department head shall have any administrativeright of due process in connection with any reduction in salary, suspension, demotion or discharge, and no department head shall have any right of appeal to the board of reviewor the city council. The City Manager's decision in regards to the employment status of a department head shall be final and absolute. No department head shall have the right or authority to undertake any of the rights or powers specified in Upland Municipal Code Sections
2.36.140, 2.36.150, 2.36.160 and 2.36.170. (Ord. 1790 § 2, 2005; prior code § 2350.13) ARTICLE 3—COMPENSATION
1. The Executive Management Salary Range Table(Appendix B) is established to provide the minimum and maximum monthly salary levels for Executive Management positions.
2. The City Manager is responsible for the determination of each individual employee's salary rate within the assigned salary range. Such determination will be based on job performance and or other competitive and economic factors.
a. Effective June 215, 202326, all employees in this unit with the exception of Police Chief shall receive a threefwe percent(53%) COLA increase in base salary. a7b.Effective June 21, 2026, Police Chief shall receive a four percent (4%) COLA increase in base salary.
b. Effective June 23, 2024, all employees in this unit shall receive a four percent (4%) COLA increase in base salary.
c. Effective June 22, 2025, all employees in this unit shall receive a three percent (3%) COLA increase in base salary.
d. Employees in this unit shall receive a one time, lump sum Premium Payment in the amount of five thousand dollars ($5,000) per employee utilizing American Rescue Plan Act (ARPA) of the Compensation and Benefits Plan by the City Council. The one time distribution shall not be pensionable.
e. Effective December 7, 2025,Deputy Director classifications shall receive a two percent (2%) COLA increase in base salary.
ARTICLE 4 -RETIREMENT BENEFITS
The City of Upland provides its Executive Management Employees with membership in the California Public Employees Retirement System(CalPERS):
Non-Safety: 2.5% @ 55 retirement formula; Classic Employees shall cost share with the City by contributing 1.4% of CalPERS employer contribution in addition to the 8% employee contribution.
Police Chief: 3% @ 55 retirement formula; employee will pay 9% towards the employee contribution.
4
Upland Executive Management Compensation and Benefit Plan The City contracts with CalPERS for the Single Highest Year Option for all employees who are not defined as "new members"pursuant to the Pension Reform Act of 2013 and the 1959 Survivor Benefit, 3rd level for all members of the bargaining unit. There is an employee cost of$2.00 per month for the 1959 Survivor Benefit.
The agreement between the City and CalPERS allows for the buy-back of time served by the employee in the Military as defined under Government Code Section 21024.
Pension Reform Act of 2013:
1) The parties agree that the provisions of AB 340(The California Pension Reform Act of 2013)went into effect on January 1, 2013. In addition, if there is any other clean up or other retirement legislation which goes into effect during this compensation and benefit plan and if there are provisions of that legislation which, by law automatically goes into effect, it shall do so.
2) Two Tier Retirement: Pursuant to the Act, for "new members" (as defined by the Act) who are employees hired after January 1, 2013, they will be hired pursuant to the 2% @ 62 retirement formula(non-safety) and 2.7% @ 57 (safety).
For "new members" (as defined by the Act) who are employees hired after January 1, 2013, final compensation will be based on the highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of his or her retirement.
ARTICLE 5—HEALTH INSURANCE—CAFETERIA PLAN
Employees will receive Cafeteria Plan allowances for the purchase of health insurance benefits through the City's Cafeteria Plan.as stated below:
• Effective January 1, 2024 $1,550
• Effective January 1, 2025 $1,700
Effective January 1, 2026 $1,900
• Effective January 1, 2027 - $2,000
The health insurance options under the City's Cafeteria Plan include medical insurance, dental insurance, and vision insurance. Employees may also contribute any remaining Cafeteria Plan Funds to the City's deferred compensation plan.
An employee may elect not to be covered by the City's Health Insurance if an employee provides proof of health insurance coverage from another source. The City may require proof of alternative coverage at any time.
ARTICLE 6—RETIREE HEALTH INSURANCE REIMBURSEMENT
The City will provide retiree medical insurance reimbursement in accordance with the following schedule for employees who have health insurance and are paying a premium which exceeds these amounts. An additional $45 per month allowance is provided for a spouse if the spouse is covered under the employee's insurance.Retirees who are participating in one of the City's health insurance plans will have the PERS administrative fee deducted from their reimbursement. This benefit was 5
Upland Executive Management Compensation and Benefit Plan eliminated for employees hired after October 1, 2014.
10 - 14 years of service $ 72.57 per month
15 - 19 years of service $ 96.81 per month
20 -24 years of service $121.05 per month
25 + years of service $145.14 per month
ARTICLE 7—LIFE INSURANCE
The City provides employees with group life insurance in an amount equal to one times (lx)their annual salary.
ARTICLE 8—LONG TERM DISABILITY INSURANCE
The City assumes the full premium cost for the employee in the City designated long-term disability program. This benefit will pay 66 2/3% of base salary to a maximum of$5000 per month after 60 days (or use of all sick leave, whichever is later) to qualifiedmembers of this unit.
ARTICLE 9—401 (a)AND DEFERRED COMPENSATION PLANS
Effective July 1, 2022, the City will contribute nine percent (9%) of base monthly salary to the City's 401(a)plan on behalf of each employee.
The City will contribute eight percent (8%) of base monthly salary to the City's 401(a) plan on behalf of each Deputy Director classification employee.
Employees may contribute to the City's 457 (b) (deferred comp) up to the yearly maximum limit as defined by IRS guidelines.
ARTICLE 10—LONGEVITY PAY
Employees with twenty (20) years or more of continuous service will receive a five percent(5%) increase in base salary.
ARTICLE 11 —PREVENTATIVE HEALTH BENEFIT
Employees may be reimbursed up to two hundred and fifty dollars($250)annually for the purchase of items, classes, memberships, or programs which contribute to physical fitness. This reimbursement shall be made in June of each year. Items which will be considered acceptable for reimbursement are defined in the City's policy on Preventive Health Benefits.
ARTICLE 12—UNIFORM ALLOWANCE
The Police Chief shall receive an allowance in the amount of one thousand dollars ($1,000.00) per year. A uniform will be provided at time of appointment.
The purpose of the allowance is to provide uniform cleaning or replacement expenses. 6
Upland Executive Management Compensation and Benefit Plan This allowance will be paid per pay period in the amount of thirty-eight dollars and forty-six cents ($38.46).
ARTICLE 13—VEHICLE ALLOWANCE
The Police Chief shall receive a City vehicle to take home. All other executivemanagement employees receive the following:
Executive Management Directors five hundred dollars($500) per month.
Deputy Directors three hundred dollars ($300)per month.
ARTICLE 14—CELL PHONE ALLOWANCE
Employees shall be entitled to a cell phone allowance in the amount of one hundred dollars ($100) per month or the use of a City-issued cell phone. If the employee chooses the cell phone allowance the amount shall be subject to applicable withholdings. Employee acknowledges that the City makes no representation with respect to the taxability or non-taxability of the benefits provided under this Section.
ARTICLE 15—HOLIDAYS
The City of Upland observes the following holidays as official fixed holidays, established by Resolution:
New Year's Day (January 1)
Martin Luther King Day (Third Monday in January)
President's Day (Third Monday in February)
Memorial Day (Last Monday in May)
Independence Day (July 4)
Labor Day (First Monday in September)
Thanksgiving Day (Fourth Thursday in November)
Friday after Thanksgiving Day (The Day After the Fourth Thursday in November) Christmas Day (December 25)
Each official fixed holiday shall be ten(10)hours unless otherwise noted.
If the holiday falls on a Friday or Saturday, Thursday shall be designated as the holiday and if the holiday falls on Sunday, Monday shall be designated as the holiday.
To be paid for an official fixed City holiday (the days on which the public offices of the City of Upland will be closed) employees must be in a paid status both the day before and the day after the holiday.For example,if a holiday fell on a Monday,and the employee was on a 4/10 work schedule with Fridays off, the employee would be requiredto be in a paid status on the Thursday before the holiday and the Tuesday following the holiday.
City Hall and most City departments will be permanently closed from Christmas Day through New Year's Day. Christmas Day and New Year's Day holidays will be part of this closure except for 7
Upland Executive Management Compensation and Benefit Plan the case where either holiday falls on a Sunday. In the case that either Christmas Day or New Year's Day falls on a Sunday it will be observed on the following Monday. Employees will receive compensation that will cover their absence from work from December 25th through January 1st.
The employee must be in a paid status on the above dates to receive this holiday compensation.
ARTICLE 16—FLOATING HOLIDAYS
Employees in the unit shall receive twenty (20) hours of Floating Holiday annually. Floating holiday hours which are not used in December will automatically be cashed out on the pay date in January that covers the final pay period in December.
ARTICLE 17—EXECUTIVE LEAVE
Executive Management in the unit shall receive one hundred (100) hours of executive leave annually.
Deputy Director classifications in the unit shall receive eighty (80) hours of executive leave annually.
Executive Leave which is not used in December will automatically be cashed out on the pay date in January that covers the final pay period in December.
ARTICLE 18—SICK LEAVE
Employees in the unit earn sick leave at the rate of eight (8) hours per month, up to a maximum accrual of twelve hundred and fifty (1250)hours. Notification of need for such leave must comply with the City's Administrative Policy on Sick Leave.
ARTICLE 19—SICK LEAVE ACCRUAL PAYMENT UPON RETIREMENT
Upon service or disability retirement under the PERS retirement plan, employees mayelect one of the following options for payment of unused sick leave:
a. At the time of service or disability retirement, fifty percent(50%) of accrued sick leave may be cashed out at the current hourly rate,up to a maximum of 625 hours; or b. Retiring employees may use fifty percent (50%) of accrued sick leave as Personal Leave just prior to retirement,up to a maximum of six hundred and twenty-five (625) hours.
ARTICLE 20—VACATION
Vacation shall accrue based on the following schedule:
01 —02 Years of service 80 Hours per year
03 —05 Years of service 100 Hours per year
06— 10 Years of service 140Hours per year
11 — 16 Years of service 160 Hours per year
17 + Years of service 180 Hours per year
8
Upland Executive Management Compensation and Benefit Plan All employees may accrue vacation up to a maximum of five hundred hours(500)of vacation leave.
Any hours over the five hundred(500) will automatically be cashed out on the pay period that the maximum accrual is reached.
Police Chief:
Vacation shall accrue based on the following schedule:
01 —02 Years of service 100 Hours per year
03 —05 Years of service 140 Hours per year
06— 16 Years of service 168 Hours per year
16 + Years of service 180 Hours Per Year
All employees may accrue vacation up to a maximum of five hundred hours(500)of vacation leave.
Any hours over the five hundred(500) will automatically be cashed out on the pay period that the maximum accrual is reached.
ARTICLE 21 —VACATION BUYBACK
Executive management employees may convert up to eighty hours (80) of unused vacation, sick leave, and/or executive leave. Deputy Director classifications may convert up to sixty hours (60) of unused vacation, sick leave, and/or executive leave. This request must be made in writing to Human Resources and will be paid in November of each year.
Executive management employees may cash out an additional 80 hours of vacation in June of each year.
Deputy Director classifications may cash out an additional sixty hours (60) of vacation in June of each year.
Any employee who elects to convert accrued vacation leave to compensation as provided for herein, shall be in compliance with the Department of Treasury, Internal Revenue Service (IRS) Section
1.451-1(a), must comply with the following:
• Any vacation leave conversion request must be made in writing using the form provided by Human Resources and must be received by Human Resources no later than December 1st of the calendar year prior to the end of the calendar year in which the employee wishes to convert such vacation leave.
o For example: Employee requests to buy back twenty (20) hours of vacation leave, the request must be in Human Resources by December 1st, to be paid on the first pay period in November.
• All vacation leave conversion requests are irrevocable and cannot be changed or amended unless rescinded and received in writing by Human Resources not later than December 1st of the calendar year prior to the conversion.
• Employees who fail to submit a request by December 1st of the calendar year prior to the 9
Upland Executive Management Compensation and Benefit Plan conversion will not be eligible for vacation leave converted to cash for that calendar year.
ARTICLE 22—BEREAVEMENT LEAVE
Employees may take up to five (5)days per occurrence (January 1 through December 31)with pay in the event of a death of a qualified family member.A qualified family member includes a spouse, child, parent, sibling, grandparent, grandchild, domestic partner, or parent-in-law. Adoptive relatives and step relatives shall count the same as relatives by birth.
An employee will be eligible for this leave after they have completed thirty (30) days of employment with the City prior to the commencement of the leave.
The five (5) days do not need to be taken consecutively; they can be used intermittently. If leave is used intermittently,it must be used within three(3)months of the family member's date of death.
The City will consider a request for bereavement leave for the death of a member's aunt or uncle on a case-by-case basis.
Executive Management may also take up to four (4) hours per year to attend funeral services for situations other than the above with City Manager approval.
ARTICLE 23-BILINGUAL PAY
A bilingual differential of one hundred ($100)per month shall be paid to certified employees who use their fluency in writing, reading and/or translating a second language. The bilingual pay will be granted only as long as the City Manager requires the employee to utilize their bilingual proficiency for City services.
In order to receive the bilingual pay for a designated position, the employee must be certified by testing. Such testing will be arranged for by Human Resources.
Certified employees will receive the bilingual differential effective the day following notification that they have successfully been certified as bilingual.
ARTICLE 24—TUITION REIMBURSEMENT
The City agrees to reimburse employees up to thirty-five hundred($3,500)per employee,per fiscal year, as long as funds are available, for costs for tuition and textbooks incurred for job-related education. Such expenditure must enhance the furtherance of the City's work or continuing education goals.
Eligibility for reimbursement is contingent upon an approved course or seminar, completed with, where applicable, a grade of"C" or better or "pass"when taken on a pass/fail basis. Approval for reimbursement must be submitted first to the City Manager prior to the employee enrolling in the class or purchasing textbooks and related materials. Upon successful completion of the course(s), the employee must submit a request for reimbursement to the Finance Division for processing.
ARTICLE 25—DEPUTY DIRECTOR CLASSIFICATION EDUCATION INCENTIVE The City agrees to pay five percent (5%) additional compensation over a Deputy Director classification's base salary for a job related Master's degree if not a requirement of the position.
The degree must be related to the employee's employment with the City as determined by the City Manager.
10
Upland Executive Management Compensation and Benefit Plan
APPENDIX A
Grade Classification Title
88 City Manager
79 Assistant City Manager
83 Chief of Police
71 Public Works Director
74 Development Services Director
67 Deputy Director of Human
Resources/Risk Management
67 Deputy Director of Public Works
11
Upland Executive Management Compensation and Benefit Plan
APPENDIX B
City of Upland
Executive Sa lary Schedule
Effective 6/25J711117;
STEP
Joh Description Grade 1 2 3 a 5 5 ASSISTANT CITY Hour 95.53 106.30 10532 110.52 11611 121.92 MANAGER 79 Monthly 16,557.69 17,385.57 18,254.135 19,167.60 20,125.98 2413227 Yearly 198,692.28 208,626.50 219,05624 230,011.15 241,511.71 733,513730 Newly 105.44 110.71 1162 5 122.06 12817 13437 CHIEF OF POU€E 83 Ma rehhy 18,276.59 19,190.42 20,14924 21,157A4 22,21531 23,326.O8 Yearly 219,3i9.10 230,285.06 244799.31 253,88928 266,583.74 279,912.93 Hmaiy 119.30 12526 131.53 138.10 145.01 152.26 CITY MANAGER 88 M4nthkly 20,676.29 21,71220 22,797,81 23,937.70 25,134.59 26,391.32 Yearly 248,139.43 260S4621 273,573.73 267,252.41 3O1,615.03 316,695.76 DEVELOPMENT Hourly80.3E 64.38 66.50 93.03 97.63 102.56 72 Monthly 13,929.41 14,625.88 15,357./7 16,12 5.03 16,931.28 17,777.135
SERVICES DIRECTOR
Yearly 167,152.91 175,510.55 164,286.06 193,500.39 203,175.41 213,334.18 PtlEN.IC WORKS HOUrty 78.40 82.32 66.44 90.76 9530 1004E DIRECTOR 71 Monthly 13,589.67 14269.15 14,98261 15,731.74 16,518.33 17,344.24 Yearly 163,076.01 171,229.81 179,79130 186,780.67 1913,21921 203,130 SO City of upland
Executihve Salary Schedule
Effective 6/23J2E24
STEP
lob Description Grade 1 2 3 4 5 6 ASSISTANT CITY Hourly 99.35 104.31 10953 115.01 120.76 126.79 79 Monthly 17,220.03 16,061.00 16,9E5.05 19,934.3E 20,931.01 21,977.57 MANAGER yearly 206,639.97 216,971.97 227,62057 239,211.6E 251,17218 263,736.79 Hourly 109.66 115.14 12090 126.94 133.29 139.96 CHIEF OF POUCE 63 Monthly 19,037.66 19,956.04 20,95524 22,003.74 23,103.92 24,259.12 Yea rl} 226,091.87 239,496.46 251,4732E 264,044.65 277,247.09 291,169.44 HOE riy 124.07 130.27 136.79 143.63 150.21 158.35 CITY M3[VAGER as Monthly 21,505.42 22,566.69 23,709.72 24,895.21 26,13927 27,446.97 Yeasty 256,0.65.01 270,968.26 284,516.67 296,742.51 313,679.63 32'9363,62 DEVELOPMENT Hourly 83.58 67.75 92_14 96.75 101.59 166_67 3fRV=C£SOIRE DR 72 Monthly 14,48.6.59 15,210.91 15,97446 16,770.03 17,601334 18,486.96 Yearly 173,839.03 162,530.98 191,65753 201,246.4E 211,302.42 221,867.54 PLIEILICWORKS Hourly 81.54 65_61 6996 94.39 99_11 104.07 71 Monthly 14,133.25 14,839.92 15,58191 16,36121 17,179A6 18,030.01
DIRECTOR
Yearly 169,594.05 179,079.00 196,98295 196,332.1E 206,148.70 216,456.14 12
Upland Executive Management Compensation and Benefit Plan City of Upland
Executive Salary Schedule
Effective 6/22/2025
STEP
Job Description Grade 1 2 3 4 5 6 Hourly 102.33 107.44 112.81 118.46 124.38 130.60
ASSISTANT CITY MANAGER 79 Monthly 17,736.60 18,623.43 19,554.60 20,532.33 21,558.95 22,636.89 Yearly 212,839.17 223,481.13 234,655.19 246,387.95 258,707.34 271,642.71 Hourly 112.95 118.60 124.53 130.75 137.29 144.16
CHIEF OF POLICE 83 Monthly 19,577.89 20,556.78 21,584.62 22,663.85 23,797.04 24,986.89 Yearly 234,934.62 246,681.35 259,015.42 271,966.19 285,564.50 299,842.73 Hourly 127.79 134.18 140.89 147.93 155.33 163.10
CITY MANAGER 88 Monthly 22,150.58 23,258.11 24,421.01 25,642.07 26,924.17 28,270.38 Yearly 265,806.96 279,097.31 293,052.17 307,704.78 323,090.02 339,244.52 Hourly 86.08 90.39 94.91 99.65 104.64 109.87
DEVELOPMENT SERVICES 72 Monthly 14,921.18 15,667.24 16,450.60 17,273.13 18,136.79 19,043.63 DIRECTOR Yearly 179,054.20 188,006.91 197,407.25 207,277.61 217,641.49 228,523.57 Hourly 83.98 88.18 92.59 97.22 102.08 107.19
PUBLIC WORKS DIRECTOR 71 Monthly 14,557.25 15,285.11 16,049.37 16,851.84 17,694.43 18,579.15 Yearly 174,687.02 183,421.37 192,592.44 202,222.06 212,333.17 222,949.82 City of Upland
Executive Salary Schedule
Ctke i%c 7/20/202S
STEP
Job Description Grade 1 2 3 4 5 6 Hourly 102.33 107.44 112.81 118.46 124.38 130.60 ASSISTANT CITY MANAGER 79 Monthly 17,736.60 18,623.43 19,554.60 20,532.33 21,558.95 22,636.89 Yearly 212,839.17 223,481.13 234,655.19 246,387.95 258,707.34 271,642.71 Hourly 112.95 118.60 124.53 130.75 137.29 144.16 CHIEF OF POUCE 83 Monthly 19,577.89 20,556.78 21,584.62 22,663.85 23,797.04 24,92,6.89 Yearly 234,934.62 246,681.35 259,015.42 271,966.19 285,564.50 299,842.73 Hourly 127.79 134.18 140.89 147.93 155.33 163.10 CITY MANAGER 88 Monthly 22,150.58 23,258.11 24,421.01 25,642.07 26,924.17 28,270.38 Yearly 265,806.96 279,097.31 293,052.17 307,704.78 323,090.02 339,244.52 DEVELOPMENT SERVICES Hourly 90.44 94.96 99.71 104.70 109.93 115.43 DIRECTOR 74 Monthly 15,676.57 16,460.40 17,283.42 18,147.59 19,054.97 20,007.72 Yearly 188,118.82 197,524.76 207,400.99 217,771.04 228,659.60 240,092.59 Hourly 83.98 88.18 92.59 97.22 102.08 107.19 PUBUC WORKS DIRECTOR 71 Monthly 14,557.25 15,285.11 16,049.37 16,851.84 17,694.43 18,579.15 Yearly 174,687.02 183,421.37 192,592.44 202,222.06 212,333.17 222,949.82 DEPUTY DIRECTOR OF HUMAN Hourly 75.38 79.14 83.10 87.26 91.62 96.20 RESOURCES/RISK 67 Monthly 13,065.13 13,718.39 14,404.31 15,124.53 15,880.7S 16,674.79 MANAGEMENT Yearly 156,781.61 164,620.69 172,851.73 181,494.31 190,569.03 200,097.48 DEPUTY DIRECTOR OF PUBLIC Hourly 75.38 79.14 83.10 87.26 91.62 96.20 WORKS 67 Monthly 13,065.13 13,718.39 14,404.31 15,124.53 15,880.75 16,674.79 Yearly 156,781.61 164,620.69 172,851.73 181,494.31 190,569.03 200,097.48 13
Upland Executive Management Compensation and Benefit Plan City of Upland
Executive Salary Schedule
Effective 12/7/2025
(Deputy Directors only)
STEP
Job Description Grade 1 2 3 4 5 6 Hourly 102.33 107.44 112.82 118.46 124.38 130.60 ASSISTANT CITY MANAGER 79 Monthly 17,736.60 18,623.43 19,555.43 20,532.33 21,558.95 22,636.89 Yearly 212,839.17 223,481.13 234,665.19 246,387.95 258,707.34 271,642.71 Hourly 112.95 118.60 124.53 130.75 137.29 144.16 CHIEF OF POUCE 83 Monthly 19,577.89 20,556.78 21,584.62 22,663.85 23,797.04 24,986.89 Yearly 234,934.62 246,681.35 259,015.42 271,966.19 285,564.50 299,842.73 Hourly 127.79 134.18 140.89 147.93 155.33 163.10 uITrvuwnl7CK 88 MN,J,IY 22,188.5E 25,258.11 24,421.01 25,642.87 26,514.17 28,270.58 Yearly 265,806.96 279,097.31 293,052.17 307,704.78 323,090.02 339,244.52 Hourly 90.44 94.96 99.71 104.70 109.93 115.43 DEVELOPMENT SERVICES 74 Monthly 15,676.57 16,460.40 17,283.42 18,147.59 19,054.97 20,007.72 DIRECTOR Yearly 188,118.82 197,524.76 207,400.99 217,771.04 228,659.60 240,092.59 Hourly 83.98 88.18 92.59 97.22 102.08 107.19 PUBLIC WORKS DIRECTOR 71 Monthly 14,557.25 15,285.11 16,049.37 16,851.84 17,694.43 18,579.15 Yearly 174,687.02 183,421.37 192,592.44 202,222.06 212,333.17 222,949.82 DEPUTY DIRECTOR OF Hourly 76.88 80.73 84.76 89.00 93.45 98.12 HUMAN RESOURCES/RISK 67 Monthly 13,326.44 13,992.76 14,692.40 15,427.02 16,198.37 17,008.29 MANAGEMENT Yearly 159,917.24 167,913.10 176,308.76 185,124.20 194,380.41 204,099.43 Hourly 76.88 80.73 84.76 89.00 93.45 98.12 DEPUTY DIRECTOR OF PUBLIC 67 Monthly 13,326.44 13,992.76 14,692.40 15,427.02 16,198.37 17,008.29 WORKS
Yearly 159,917.24 167,913.10 176,308.76 185,124.20 194,380.41 204,099.43 City of Upland
Executive Salary Schedule
Effective 06/21/2026
STEP
Job Description Grade 1 2 3 4 5 6 Hourly 105.40 110.67 116.20 122.01 128.11 134.52 ASSISTANT CITY MANAGER 79 Monthly 18,268.70 19,182.13 20,142.10 21,148.30 22,205.71 23,316.00 Yearly 219,224.35 230,185.56 241,705.15 253,779.59 266,468.56 279,791.99 Hourly 117.47 123.34 129.51 135.98 142.78 149.92 CHIEF OF POLICE 83 Monthly 20,361.00 21,379.05 22,44.3.03 23,570.40 24,748.92 25,986.37 Yearly 244,332.00 256,548.60 269,376.04 282,844.84 296,987.08 311,836.44 Hourly 131.63 138.21 145.12 152.37 159.99 167.99 CITY MANAGER 88 Monthly 22,815.10 23,955.85 25,153.64 26,411.33 27,731.89 29,118.49 Yearly 273,781.17 287,470.23 301,843.74 316,935.92 332,782.72 349,421.86 Hourly 88.67 93.10 97.75 102.64 107.77 113.16 DEVELOPMENT SERVICES DIRECTOR 72 Monthly 15,368.82 16,137.26 16,944.12 17,791.33 18,680.89 19,614.94 Yearly 184,425.83 193,647.12 203,329.47 213,495.94 224,170.73 235,379.28 Hourly 86.50 90.83 95.37 100.14 105.15 110.40 PUBLIC WORKS DIRECTOR 71 Monthly 14,993.97 15,743.67 16,530.85 17,357.39 18,225.26 19,136.53 Yearly 179,927.63 188,924.01 198,370.21 208,288.72 218,703.17 229,638.31 DEPUTY DIRECTOR OF HUMAN Hourly 79.19 83.15 87.31 91.67 96.26 101.07 RESOURCES/RISK MANAGEMENT 67 Monthly13,726.23 14,412.54 15,133.17 15,889.83 16,684.32 17,518.53 Yearly 164,714.76 172,950.50 181,598.03 190,677.92 200,211.82 210,222.41 Hourly 79.19 83.15 87.31 91.67 96.26 101.07 DEPUTY DIRECTOR OF PUBLIC WORKS 67 Monthly 13,726.23 14,412.54 15,133.17 15,889.83 16,684.32 17,518.53 Yearly 164,714.76 172,950.50 181,598.03 190,677.92 200,211.82 210,222.41 14
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,- -, - IA.
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6 /4
F. e f
THE CITY OF UPLAND
EXECUTIVE MANAGEMENT
COMPENSATIONAND BENEFIT PLAN
Updated July 1, 2026
TABLE OF CONTENTS
ARTICLE 1 —PURPOSE 3
ARTICLE 2—MANAGEMENT RIGHTS 3
ARTICLE 3—COMPENSATION 4
ARTICLE 4 -RETIREMENT BENEFITS 4
ARTICLE 5—HEALTH INSURANCE—CAFETERIA PLAN 5
ARTICLE 6—RETIREE HEALTH INSURANCE REIMBURSEMENT 5 ARTICLE 7—LIFE INSURANCE 5
ARTICLE 8—LONG TERM DISABILITY INSURANCE 6
ARTICLE 9—401 (a)AND DEFERRED COMPENSATION PLANS 6 ARTICLE 10—LONGEVITY PAY 6
ARTICLE 11 —PREVENTATIVE HEALTH BENEFIT 6
ARTICLE 12—UNIFORM ALLOWANCE 6
ARTICLE 13—VEHICLE ALLOWANCE 6
ARTICLE 14—CELL PHONE ALLOWANCE 6
ARTICLE 15—HOLIDAYS 7
ARTICLE 16—FLOATING HOLIDAYS 7
ARTICLE 17—EXECUTIVE LEAVE 7
ARTICLE 18—SICK LEAVE 8
ARTICLE 19—SICK LEAVE ACCRUAL PAYMENT UPON RETIREMENT 8 ARTICLE 20—VACATION 8
ARTICLE 21 —VACATION BUYBACK 9
ARTICLE 22—BEREAVEMENT LEAVE 9
ARTICLE 23-BILINGUAL PAY 10
ARTICLE 24—TUITION REIMBURSEMENT 10
ARTICLE 25—DEPUTY DIRECTOR CLASSIFICATION EDUCATION
INCENTIVE 10
Upland Executive Management Compensation and Benefit Plan
THE CITY OF UPLAND
EXECUTIVE MANAGEMENT EMPLOYEES
Compensation and Benefit Plan
ARTICLE 1 —PURPOSE
Executive Management employees are not represented by an employee organization.The Executive Management positions serve at the will and pleasure of the City Manager, with the following exceptions:
Deputy Director of Human Resources/Risk Management
Deputy Director of Public Works
This compensation and benefit plan document is intended as a comprehensive document to define and describe the amounts of compensation and benefits for Executive Management Employees.
However,the terms and conditions of employment for the Executive Management Employees may also be addressed in individual employment contracts. If an individual's employment contract agreement conflicts with this document, then the provision of the employment agreement will supersede the provisions of this document.
ARTICLE 2—MANAGEMENT RIGHTS
The rights of the CITY include,but are not limited to the exclusive right to:
• Determine the mission of its constituent departments, commissions and boards; • Set standards of service;
• Determine the procedure and standards for employment and promotion; • Direct its employees;
• Relieve its employees from duty because of lack of work or for other lawful reasons; maintain efficiency of government operations;
• Determine the methods, means and personnel by which government operations are to be conducted;
• Determine the content of job classifications;
• Take all necessary actions to carry out its mission in emergencies; • Exercise complete control and discretion over its organization and the technology of performing its work;
• To discharge,suspend,demote,reprimand,withhold salary increases or otherwise discipline employees for cause; and
• To establish employee performance standards, including, but not limited to, quality and quantity standards and to require compliance.
The City reserves the right to contract out any work it deems necessary in the interest of efficiency, economy, improved work product, or emergency.
Notwithstanding anything to the contrary in this section, in any other provision of this chapter of the Upland Municipal Code, or in any other presently existing ordinance, resolution, agreement, rule,policy,practice or other city enactment of any type or nature, all present and future department 3
Upland Executive Management Compensation and Benefit Plan heads shall be deemed and are designated as at-will employees who each serve at the pleasure of the City Manager, and accordingly the City Manager may reduce the salary of, suspend, demote or discharge any department head without prior notice and without cause. No department head shall have any administrativeright of due process in connection with any reduction in salary, suspension, demotion or discharge, and no department head shall have any right of appeal to the board of reviewor the city council. The City Manager's decision in regards to the employment status of a department head shall be final and absolute. No department head shall have the right or authority to undertake any of the rights or powers specified in Upland Municipal Code Sections
2.36.140, 2.36.150, 2.36.160 and 2.36.170. (Ord. 1790 § 2, 2005; prior code § 2350.13) ARTICLE 3—COMPENSATION
1. The Executive Management Salary Range Table(Appendix B) is established to provide the minimum and maximum monthly salary levels for Executive Management positions.
2. The City Manager is responsible for the determination of each individual employee's salary rate within the assigned salary range. Such determination will be based on job performance and or other competitive and economic factors.
a. Effective June 21, 2026, all employees in this unit with the exception of Police Chief shall receive a three percent(3%) COLA increase in base salary. b. Effective June 21, 2026, Police Chief shall receive a four percent (4%) COLA increase in base salary.
ARTICLE 4-RETIREMENT BENEFITS
The City of Upland provides its Executive Management Employees with membership in the California Public Employees Retirement System(CalPERS):
Non-Safety: 2.5% @ 55 retirement formula; Classic Employees shall cost share with the City by contributing 1.4% of CalPERS employer contribution in addition to the 8% employee contribution.
Police Chief: 3% @ 55 retirement formula; employee will pay 9% towards the employee contribution.
The City contracts with CalPERS for the Single Highest Year Option for all employees who are not defined as "new members"pursuant to the Pension Reform Act of 2013 and the 1959 Survivor Benefit, 3rd level for all members of the bargaining unit. There is an employee cost of$2.00 per month for the 1959 Survivor Benefit.
The agreement between the City and CalPERS allows for the buy-back of time served by the employee in the Military as defined under Government Code Section 21024.
Pension Reform Act of 2013:
1) The parties agree that the provisions of AB 340(The California Pension Reform Act of 2013) went into effect on January 1, 2013. In addition, if there is any other clean up or other retirement legislation which goes into effect during this compensation 4
Upland Executive Management Compensation and Benefit Plan and benefit plan and if there are provisions of that legislation which, by law automatically goes into effect, it shall do so.
2) Two Tier Retirement: Pursuant to the Act, for "new members" (as defined by the Act) who are employees hired after January 1, 2013, they will be hired pursuant to the 2% @ 62 retirement formula(non-safety) and 2.7% @ 57 (safety).
For "new members" (as defined by the Act) who are employees hired after January 1, 2013, final compensation will be based on the highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of his or her retirement.
ARTICLE 5—HEALTH INSURANCE—CAFETERIA PLAN
Employees will receive Cafeteria Plan allowances for the purchase of health insurance benefits through the City's Cafeteria Plan.as stated below:
• Effective January 1, 2027 - $2,000
The health insurance options under the City's Cafeteria Plan include medical insurance, dental insurance, and vision insurance. Employees may also contribute any remaining Cafeteria Plan Funds to the City's deferred compensation plan.
An employee may elect not to be covered by the City's Health Insurance if an employee provides proof of health insurance coverage from another source. The City may require proof of alternative coverage at any time.
ARTICLE 6—RETIREE HEALTH INSURANCE REIMBURSEMENT
The City will provide retiree medical insurance reimbursement in accordance with the following schedule for employees who have health insurance and are paying a premium which exceeds these amounts. An additional $45 per month allowance is provided for a spouse if the spouse is covered under the employee's insurance. Retirees who are participating in one of the City's health insurance plans will have the PERS administrative fee deducted from their reimbursement. This benefit was eliminated for employees hired after October 1, 2014.
10 - 14 years of service $ 72.57 per month
15 - 19 years of service $ 96.81 per month
20 -24 years of service $121.05 per month
25 + years of service $145.14 per month
ARTICLE 7—LIFE INSURANCE
The City provides employees with group life insurance in an amount equal to one times (1 x)their annual salary.
5
Upland Executive Management Compensation and Benefit Plan ARTICLE 8—LONG TERM DISABILITY INSURANCE
The City assumes the full premium cost for the employee in the City designated long-term disability program. This benefit will pay 66 2/3% of base salary to a maximum of$5000 per month after 60 days (or use of all sick leave, whichever is later) to qualifiedmembers of this unit.
ARTICLE 9—401 (al AND DEFERRED COMPENSATION PLANS
Effective July 1, 2022, the City will contribute nine percent (9%) of base monthly salary to the City's 401(a)plan on behalf of each employee.
The City will contribute eight percent (8%) of base monthly salary to the City's 401(a) plan on behalf of each Deputy Director classification employee.
Employees may contribute to the City's 457 (b) (deferred comp) up to the yearly maximum limit as defined by IRS guidelines.
ARTICLE 10—LONGEVITY PAY
Employees with twenty (20) years or more of continuous service will receive a five percent(5%) increase in base salary.
ARTICLE 11 —PREVENTATIVE HEALTH BENEFIT
Employees may be reimbursed up to two hundred and fifty dollars($250)annually for the purchase of items, classes, memberships, or programs which contribute to physical fitness. This reimbursement shall be made in June of each year. Items which will be considered acceptable for reimbursement are defined in the City's policy on Preventive Health Benefits.
ARTICLE 12—UNIFORM ALLOWANCE
The Police Chief shall receive an allowance in the amount of one thousand dollars ($1,000.00)per year. A uniform will be provided at time of appointment.
The purpose of the allowance is to provide uniform cleaning or replacement expenses.
This allowance will be paid per pay period in the amount of thirty-eight dollars and forty-six cents ($38.46).
ARTICLE 13 —VEHICLE ALLOWANCE
The Police Chief shall receive a City vehicle to take home. All other executivemanagement employees receive the following:
Executive Management Directors five hundred dollars($500)per month.
Deputy Directors three hundred dollars ($300)per month.
ARTICLE 14—CELL PHONE ALLOWANCE
Employees shall be entitled to a cell phone allowance in the amount of one hundred dollars ($100) 6
Upland Executive Management Compensation and Benefit Plan per month or the use of a City-issued cell phone. If the employee chooses the cell phone allowance the amount shall be subject to applicable withholdings. Employee acknowledges that the City makes no representation with respect to the taxability or non-taxability of the benefits provided under this Section.
ARTICLE 15—HOLIDAYS
The City of Upland observes the following holidays as official fixed holidays, established by Resolution:
New Year's Day (January 1)
Martin Luther King Day (Third Monday in January)
President's Day (Third Monday in February)
Memorial Day (Last Monday in May)
Independence Day (July 4)
Labor Day (First Monday in September)
Thanksgiving Day (Fourth Thursday in November)
Friday after Thanksgiving Day (The Day After the Fourth Thursday in November) Christmas Day I (December 25)
Each official fixed holiday shall be ten(10)hours unless otherwise noted.
If the holiday falls on a Friday or Saturday, Thursday shall be designated as the holiday and if the holiday falls on Sunday, Monday shall be designated as the holiday.
To be paid for an official fixed City holiday (the days on which the public offices of the City of Upland will be closed) employees must be in a paid status both the day before and the day after the holiday. For example,if a holiday fell on a Monday, and the employee was on a 4/10 work schedule with Fridays off, the employee would be requiredto be in a paid status on the Thursday before the holiday and the Tuesday following the holiday.
City Hall and most City departments will be permanently closed from Christmas Day through New Year's Day. Christmas Day and New Year's Day holidays will be part of this closure except for the case where either holiday falls on a Sunday. In the case that either Christmas Day or New Year's Day falls on a Sunday it will be observed on the following Monday. Employees will receive compensation that will cover their absence from work from December 25th through January 1st.
The employee must be in a paid status on the above dates to receive this holiday compensation.
ARTICLE 16—FLOATING HOLIDAYS
Employees in the unit shall receive twenty (20) hours of Floating Holiday annually. Floating holiday hours which are not used in December will automatically be cashed out on the pay date in January that covers the final pay period in December.
ARTICLE 17—EXECUTIVE LEAVE
Executive Management in the unit shall receive one hundred (100) hours of executive leave annually.
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Upland Executive Management Compensation and Benefit Plan Deputy Director classifications in the unit shall receive eighty (80) hours of executive leave annually.
Executive Leave which is not used in December will automatically be cashed out on the pay date in January that covers the final pay period in December.
ARTICLE 18— SICK LEAVE
Employees in the unit earn sick leave at the rate of eight (8) hours per month, up to a maximum accrual of twelve hundred and fifty (1250) hours. Notification of need for such leave must comply with the City's Administrative Policy on Sick Leave.
ARTICLE 19—SICK LEAVE ACCRUAL PAYMENT UPON RETIREMENT
Upon service or disability retirement under the PERS retirement plan, employees mayelect one of the following options for payment of unused sick leave:
a. At the time of service or disability retirement, fifty percent(50%) of accrued sick leave may be cashed out at the current hourly rate,up to a maximum of 625 hours; or b. Retiring employees may use fifty percent (50%) of accrued sick leave as Personal Leave just prior to retirement, up to a maximum of six hundred and twenty-five (625) hours.
ARTICLE 20—VACATION
Vacation shall accrue based on the following schedule:
01 —02 Years of service 80 Hours per year
03 —05 Years of service 100 Hours per year
06— 10 Years of service 140Hours per year
11 — 16 Years of service 160 Hours per year
17 + Years of service 180 Hours per year
All employees may accrue vacation up to a maximum of five hundred hours(500)of vacation leave.
Any hours over the five hundred (500) will automatically be cashed out on the pay period that the maximum accrual is reached.
Police Chief:
Vacation shall accrue based on the following schedule:
01 —02 Years of service 100 Hours per year
03 —05 Years of service 140 Hours per year
06— 16 Years of service 168 Hours per year
16 + Years of service 180 Hours Per Year
8
Upland Executive Management Compensation and Benefit Plan All employees may accrue vacation up to a maximum of five hundred hours(500)of vacation leave.
Any hours over the five hundred (500) will automatically be cashed out on the pay period that the maximum accrual is reached.
ARTICLE 21 —VACATION BUYBACK
Executive management employees may convert up to eighty hours (80) of unused vacation, sick leave, and/or executive leave. Deputy Director classifications may convert up to sixty hours (60) of unused vacation, sick leave, and/or executive leave. This request must be made in writing to Human Resources and will be paid in November of each year.
Executive management employees may cash out an additional 80 hours of vacation in June of each year.
Deputy Director classifications may cash out an additional sixty hours (60) of vacation in June of each year.
Any employee who elects to convert accrued vacation leave to compensation as provided for herein, shall be in compliance with the Department of Treasury, Internal Revenue Service (IRS) Section
1.451-1(a), must comply with the following:
• Any vacation leave conversion request must be made in writing using the form provided by Human Resources and must be received by Human Resources no later than December 1st of the calendar year prior to the end of the calendar year in which the employee wishes to convert such vacation leave.
o For example: Employee requests to buy back twenty (20) hours of vacation leave, the request must be in Human Resources by December 1st, to be paid on the first pay period in November.
• All vacation leave conversion requests are irrevocable and cannot be changed or amended unless rescinded and received in writing by Human Resources not later than December 1st of the calendar year prior to the conversion.
• Employees who fail to submit a request by December 1st of the calendar year prior to the conversion will not be eligible for vacation leave converted to cash for that calendar year.
ARTICLE 22—BEREAVEMENT LEAVE
Employees may take up to five (5) days per occurrence (January 1 through December 31)with pay in the event of a death of a qualified family member.A qualified family member includes a spouse, child, parent, sibling, grandparent, grandchild, domestic partner, or parent-in-law. Adoptive relatives and step relatives shall count the same as relatives by birth.
An employee will be eligible for this leave after they have completed thirty (30) days of employment with the City prior to the commencement of the leave.
The five (5) days do not need to be taken consecutively; they can be used intermittently. If leave is used intermittently,it must be used within three(3)months of the family member's date of death.
The City will consider a request for bereavement leave for the death of a member's aunt or uncle 9
Upland Executive Management Compensation and Benefit Plan on a case-by-case basis.
Executive Management may also take up to four (4) hours per year to attend funeral services for situations other than the above with City Manager approval.
ARTICLE 23-BILINGUAL PAY
A bilingual differential of one hundred ($100)per month shall be paid to certified employees who use their fluency in writing, reading and/or translating a second language. The bilingual pay will be granted only as long as the City Manager requires the employee to utilize their bilingual proficiency for City services.
In order to receive the bilingual pay for a designated position, the employee must be certified by testing. Such testing will be arranged for by Human Resources.
Certified employees will receive the bilingual differential effective the day following notification that they have successfully been certified as bilingual.
ARTICLE 24—TUITION REIMBURSEMENT
The City agrees to reimburse employees up to thirty-five hundred($3,500)per employee,per fiscal year, as long as funds are available, for costs for tuition and textbooks incurred for job-related education. Such expenditure must enhance the furtherance of the City's work or continuing education goals.
Eligibility for reimbursement is contingent upon an approved course or seminar, completed with, where applicable, a grade of"C" or better or "pass"when taken on a pass/fail basis. Approval for reimbursement must be submitted first to the City Manager prior to the employee enrolling in the class or purchasing textbooks and related materials. Upon successful completion of the course(s), the employee must submit a request for reimbursement to the Finance Division for processing.
ARTICLE 25—DEPUTY DIRECTOR CLASSIFICATION EDUCATION INCENTIVE The City agrees to pay five percent (5%) additional compensation over a Deputy Director classification's base salary for a job related Master's degree if not a requirement of the position.
The degree must be related to the employee's employment with the City as determined by the City Manager.
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Upland Executive Management Compensation and Benefit Plan
APPENDIX A
Grade Classification Title
88 City Manager
79 Assistant City Manager
83 Chief of Police
71 Public Works Director
74 Development Services Director
67 Deputy Director of Human
Resources/Risk Management
67 Deputy Director of Public Works
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Upland Executive Management Compensation and Benefit Plan
APPENDIX B
City of Upland
Executive Salary Schedule
Effective 06/21/2026
STEP
lob Description Grade 1 2 3 4 5 6 Hourly 105.40 110.67 116.20 122.01 12811 13432 ASSISTANT CITY MANAGER 79 Monthly 18,258.70 19,182.13 20,142.10 21,148.30 22,205.71 23,316.00 Yearly 219,224_35 230,18556 241,705.15 253,779.59 255,45856 279,79199 Hourly 117.47 123.34 129.51 135.98 142.78 149.92 CHIEF OF POLICE 83 Monthly 20,361.00 21,379.05 22,448.00 23,570.40 24,748.92 25,986.37 Yearly 244,332_00 256,548_6O 269,376.04 282,844.84 295,987.08 311,83644 Hourly 131.63 138.21 145.12 152.37 159.99 167.99 CITY MANAGER 88 Monthly 22,81510 23,955.85 25,153.64 26,411.33 27,731_89 29,118_49 Yearly 273,781_17 287,47023 301,843.74 316,935.92 332,782.72 349,42186 Hourly 88.67 93.10 97.75 102.64 107.77 113.16 DEVELOPMENT SERVICES DIRECTOR 72 Monthly 15,368.82 16,137.26 16,944.12 17,791.33 18,580.89 19,614.94 Yearly 184,425.83 193,64712 203,329.47 213,495.94 224,170_73 235,379_28 Hourly 86.50 90.83 95.37 100.14 105.15 110.40 PUBLIC WORKS DIRECTOR 71 Monthly 14,993.97 15,74367 16,530.85 17,357.39 18 2526 19,13633 Yearly 179,927.63 188,924.01 198,370.21 208,288.72 218,70317 229,638.31 DEPUTY DIRECTOR OF HUMAN Hourly 79.19 8315 87.31 91.67 9626 10107 RESOURCES/RISK MANAGEMENT 67 Monthly 13,72623 14,41254 15,133.17 15,889.83 16,684.32 17,51853 Yearly 164,714_76 172,95050 181,598.03 190,677.92 200,211_82 210,22241 Hourly 79.19 83.15 87.31 91.67 96.26 101.07 DEPUTY DIRECTOR OF PUBIIC WORKS 67 Monthly 13,726_23 14,41254 15,133.17 15,889.83 15,584.32 17,518.53 Yearly 164,714_76 172,95050 181,598.03 190,677.92 200,211_82 210,22241 12