HomeMy WebLinkAboutItem 2b - Establishing Compensation and Related Benefits for City Council, Management, and Unrepresented Confidential EmployeesDATE: March 20, 2018
TO: Honorable Mayor and City Council
FROM: Dominic Lazzaretto, City Manager
Hue C. Quach, Administrative Services Director
By: Shama P. Curian, Human Resources Administrator
SUBJECT: RESOLUTION 7210 ESTABLISHING COMPENSATION AND RELATED
BENEFITS FOR CITY COUNCIL, EXECUTIVE MANAGEMENT,
MANAGEMENT, AND UNREPRESENTED CONFIDENTIAL
EMPLOYEES Recommendation: Adopt
SUMMARY
Resolution No. 7210 proposes cost of living adjustments (“COLA”) and a minor increase to medical allowance over the two year agreement with Executive Management,
Management, and Unrepresented Confidential employees for the term of April 1, 2018,
through June 30, 2020. Total projected cost of the agreement is $597,740. The salary
and benefit terms are proposed to increase as follow:
• Year One: 2.0% cost of living adjustment to salary and $100 increase to medical
benefit allowance to keep pace with increasing costs of health care premiums.
The first year’s agreement will begin on April 1, 2018, and continue through
March 31, 2019.
• Year Two: 2.0% cost of living adjustment to salary. The second year’s agreement
will begin on April 1, 2019, and continue through June 30, 2020.
It is recommended that the City Council adopt Resolution No. 7210 establishing
compensation and related benefits for City Council, Executive Management,
Management and Unrepresented Confidential Employees.
DISCUSSION
Executive Management, Management, City Council, and Unrepresented Confidential
employees receive compensation and benefit adjustments through a City Council
adopted resolution. Historically, these compensation and benefit adjustments are in
concert with the other employee association agreements. Only benefit adjustments are
Compensation for City Council, Executive Management, Management, and Unrepresented Confidential Employees
March 20, 2018
Page 2 of 3
made to City Council to be in parity with Executive Management; their monthly salary
does not change. Total projected cost of the revised salary schedules and benefits
resolutions covering Executive Management, Management, and City Council (only
benefit adjustments) is $597,740. Recognizing that there are increasing costs and future liabilities on the horizon, the City
and the bargaining groups made conscious efforts to discuss terms and conditions
within cost parameters established. The employee associations have reached tentative
agreements for their successor Memoranda of Understanding for the term beginning April 1, 2018, and continuing through June 30, 2020. Similar to the two year agreements for the employee associations, Resolution No. 7210 will provide for a
continuation of past compensation and benefits as well as adjustments to the following:
• Year One: 2.0% cost of living adjustment to salary and $100 increase to medical benefit allowance to keep pace with increasing costs of health care premiums.
The first year’s agreement will begin on April 1, 2018, and continue through
March 31, 2019.
• Year Two: 2.0% cost of living adjustment to salary. The second year’s agreement
will begin on April 1, 2019, and continue through June 30, 2020.
With the recent January 2018, Consumer Price index for Urban Wage Earners and Clerical Workers in the Los Angeles/Long Beach/Anaheim region being 3.73%, coupled
with the annual average increase in family plan medical premiums of 4.8% over the last
three years, the COLA and benefit adjustments do not quite keep pace with recent
inflationary factors, yet strives to contribute towards a competitive compensation package.
For example, the 2018 plan year saw a $179 increase per month to the Kaiser family rate, a plan in which the majority of the City’s employees are currently enrolled. The increase of
$100 per month to the medical benefit allowance assists in addressing these challenges of
rising health care costs. The proposed compensation and benefit adjustments
demonstrate responsiveness to a competitive labor market while ensuring the need to
remain an agile and flexible organization that’s capable of meeting current and future financial challenges.
The future success of the City of Arcadia depends in part on its diverse, service oriented
and qualified employees. The compensation and benefit adjustments proposed will
provide for fair market salaries comparable to surrounding cities and will attract and retain experienced personnel required to manage a publicly accountable organization.
Compensation for City Council, Executive Management, Management, and Unrepresented Confidential Employees
March 20, 2018
Page 3 of 3
ENVIRONMENTAL ANALYSIS
The proposed action does not constitute a project under the California Environmental
Quality Act (“CEQA”), and it can be seen with certainty that it will have no impact on the environment. Thus, this matter is exempt under CEQA.
FISCAL IMPACT
The total cost of this agreement is estimated at $597,740, including CalPERS retirement costs and all associated costs that are tied to salary and benefits increases. The cost of these increases, at a cumulative increase of less than 2.5% per year, is within the
expected revenue growth for the City over the same period. Further, the cost shown is
for all funds in the City, of which, 85.2%, or approximately $509,273, will be attributable
to the General Fund. RECOMMENDATION
It is recommended that the City Council adopt Resolution No. 7210 establishing
compensation and related benefits for City Council, Executive Management, Management, and Unrepresented Confidential employees.
Attachment: Resolution No. 7210 (Fringe Benefit Resolution attached)
CITY OF ARCADIA
FRINGE BENEFITS RESOLUTION
CITY COUNCIL, EXECUTIVE MANAGEMENT,
MANAGEMENT, AND UNREPRESENTED EMPLOYEES
OF THE CITY OF ARCADIA
APRIL 1, 2018 – JUNE 30, 2020
Contents
SECTION 1. PURPOSE.......................................................................................4
SECTION 2. DEFINITIONS ..................................................................................4
SECTION 3. COMPENSATION ............................................................................7
SECTION 4. SALARY STEP ADVANCEMENT......................................................7
SECTION 5. PROMOTIONAL STEP ADVANCEMENT ..........................................8
SECTION 6. OVERTIME......................................................................................9
SECTION 7. RETIREMENT ...............................................................................10
a)EMPLOYEES HIRED BEFORE JULY 1, 2011 .......................................................10
b)EMPLOYEES HIRED ON OR AFTER OCTOBER 9, 2011, OTHER THAN NEW
CalPERS MEMBERS HIRED AFTER JANUARY 1, 2013........................................13
c)NEW CalPERS MEMBERS HIRED ON OR AFTER JANUARY 1, 2013..................15
SECTION 8. SPECIAL ASSIGNMENT PAY ........................................................18
SECTION 9. STABILITY PAY/LONGEVITY PAY .................................................18
a)STABILITY PAY......................................................................................................18
b)LONGEVITY PAY....................................................................................................19
SECTION 10. ACTING PAY .................................................................................19
SECTION 11. TUITION REIMBURSEMENT..........................................................20
SECTION 12. UNIFORMS ...................................................................................21
SECTION 13. AUTO ALLOWANCE......................................................................22
SECTION 14. MILEAGE ......................................................................................23
SECTION 15. HEALTH/DENTAL/VISION..............................................................23
SECTION 16. LIFE INSURANCE .........................................................................26
SECTION 17. LONG TERM DISABILITY INSURANCE..........................................26
SECTION 18. RETIRED HEALTH INSURANCE....................................................27
a)RETIREE MEDICAL - EMPLOYEES HIRED BEFORE JULY 1, 2011.....................27
b)RETIREE MEDICAL - EMPLOYEES HIRED ON OR AFTER JULY 1, 2011............30
SECTION 19. PHYSICAL EXAMINATIONS – MANAGEMENT ...............................31
SECTION 20. LEAVES OF ABSENCE..................................................................31
a)MISCELLANEOUS LEAVES OF ABSENCE............................................................31
b)FAMILY CARE AND MEDICAL LEAVES.................................................................33
SECTION 21. VACATION ACCRUAL ...................................................................34
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SECTION 22. VACATION LEAVE ........................................................................35
SECTION 23. SICK LEAVE FOR EXECUTIVE, MANAGEMENT, AND
CONFIDENTIAL EMPLOYEES................................................................................37
SECTION 24. BEREAVEMENT LEAVE ................................................................40
SECTION 25. MANAGEMENT LEAVE..................................................................41
SECTION 26. WORKERS’ COMPENSATION .......................................................41
SECTION 27. JURY LEAVE.................................................................................42
SECTION 28. COURT WITNESS LEAVE .............................................................42
SECTION 29. MILITARY LEAVE ..........................................................................43
SECTION 30. LEAVE DONATIONS – INJURY/ILLNESS/DISABILITY ....................44
SECTION 31. LEAVE DEDUCTIONS ...................................................................45
SECTION 32. HOLIDAYS ....................................................................................46
SECTION 33. SEVERANCE PAY.........................................................................49
SECTION 34. WORK DAY SCHEDULES..............................................................50
SECTION 35. Y-RATING – MANAGEMENT EMPLOYEES ....................................50
SECTION 36. SICK LEAVE FOR PART TIME UNREPRESENTED EMPLOYEES,
INCLUDING LAW ENFORCEMENT RECRUITS ......................................................51
SECTION 37. FRINGE BENEFITS – ELIGIBILITY.................................................54
SECTION 38. AMENDMENTS .............................................................................55
SECTION 39. CERTIFICATION – ADOPTION OF RESOLUTION ..........................55
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SECTION 1. PURPOSE
The Fringe Benefits Resolution is a consolidation of previously adopted
resolutions concerning City Council, Executive Management, Management, and
Unrepresented Employees. Resolution No. 7080 sets forth the Agreement regarding
wages, hours, and other terms and conditions of employment for employees within
these classifications and provides paid sick leave for Part-Time Unrepresented
Employees pursuant to AB1522.
SECTION 2. DEFINITIONS
As used herein and in the general salary resolution, the following terms shall
have the following meanings:
“Classification” shall mean a group of positions having sufficiently similar duties,
responsibilities, and qualifications to be designated by the same descriptive title,
and as to which the same salary range may be made to apply with equity.
“Employee” shall mean a full-time budgeted employee of the City of Arcadia.
“Employment Date” shall mean the period of continuous full-time employment
from and after such employment date shall be used in computing longevity pay,
sick leave, and vacation and shall be the starting point for determining salary
step increases.
“Executive Management Employee” shall mean an unrepresented management
Employee who is the head of a City Department. Employees who are in the
Classification of Development Services Director, Public Works Services Director,
Administrative Services Director, Recreation and Community Services Director,
Library and Museum Services Director, Assistant City Manager, and similar
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Classifications as they may be added or amended over time shall be considered
Executive Management Employees in the Miscellaneous category. Employees
who are in the Classification of Police Chief, Fire Chief, and similar
Classifications as they may be added or amended over time shall be considered
Executive Management Employees in the Safety category. Also known as
“Department Director”.
“Management Employees” shall mean those full-time Employees having
responsibility for formulating, administering, or managing the implementation of
City policies who are unrepresented and who are not Executive Management
Employees. Typical Employees in the Classification of Management Aide,
Recreation Supervisor, Human Resources Analyst, Crime Analyst, Maintenance
Contracts Officer, Police Records Manager, Senior Human Resources Analyst,
Senior Management Analyst, Transportation Services Manager, Assistant
Director of Recreation and Community Services, Chief Deputy City
Clerk/Records Manager, Communications Marketing & Special Projects
Manager, Accounting Supervisor, General Services Superintendent, Library
Services Manager, Utilities Superintendent, Principal Civil Engineer, Building
Official, Fire Marshal, Economic Development Manager, Financial Services
Manager/Treasurer, Human Resources Administrator, Community Development
Administrator, Deputy Director of Development Services/City Engineer, and
similar Classifications as they may be added or amended over time shall be
considered Management Employees in the Miscellaneous category. Typical
Employees in the Classification of Police Lieutenant, Fire Battalion Chief, Deputy
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Fire Chief, Police Captain, and similar Classifications as they may be added or
amended over time shall be considered Management Employees in the Safety
category.
“Miscellaneous Employees” shall mean those employees who are not involved in
law enforcement, fire suppression, the protection of public safety, or employed in
a position designated by law as local safety.“Part-Time Unrepresented
Employees” shall mean a part-time employee who is at-will and not deemed an
Executive Management, Management, Unrepresented Confidential, or
Unrepresented Employee. Typical Employees in the Classification of Library Aide
I/II, Activity Leader I/II, Laborer, Police Cadet, Administrative Intern, Camp
Manager, Fire Prevention Aide, Recreation Specialist, Volunteer Services
Coordinator, Reserve Police Officer I/II and similar classifications as they may be
added or amended over time shall be considered part-time unrepresented. This
excludes the position of Law Enforcement Recruit.
“Recognized Employee Organization” means an Employee organization which
has been formally acknowledged by the City as the Employee organization that
represents Employees in designated classifications in an appropriate
representation unit.
“Safety Employees” shall mean those employees who are involved in law
enforcement, fire suppression, the protection of public safety, or who are
employed in a position designated by law as local safety.
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“Salary Advancement” shall mean an increase in salary from current step to a
higher step within the same salary range based upon performance and
continuous service in the same class.
“Unrepresented Confidential Employee” shall mean any benefitted Employee
(receiving CalPERS and a benefit allowance) that is not an Executive or
Management Employee, is not represented by a recognized Employee
organization, and typically handles confidential matters as a course of their job
duties. Classifications in this group include Executive Assistant assigned to the
City Manager’s Office, Human Resources Technician, and similar Classifications
as they may be added or amended over time (referred to as Confidential herein).
“Unrepresented Employee” shall mean any Employee that is not an Executive or
Management Employee and is not represented by a recognized Employee
organization. This includes the position of Law Enforcement Recruit.
SECTION 3. COMPENSATION
The salary schedules for Classifications covered by this resolution are set forth in
Exhibit A and incorporated herein. The City agrees to increase base salaries of
Executive Management, Management, and Unrepresented Confidential Employees
covered by this resolution by 2.0% effective April 1, 2018, and 2.0% April 1, 2019.
SECTION 4. SALARY STEP ADVANCEMENT
a) The advancement through the salary steps shall be based upon performance
and continuous service in the same classification. The percentage between
steps is approximately 2.5%. Employees will advance in their rates of
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compensation two steps (approximately 5.0%) on their anniversary dates. The
following schedule is the continuous service time required for each step:
A Step to C Step: 6 months
All other Steps: 12 months
For Department Heads reporting directly to the City Manager, the advancement
through the salary steps shall be based on performance without regard to the
continuous service time requirements cited above. The rate of advancement
shall be from 0 to 7.5%, or no movement to a maximum of three steps. Pursuant
to the City Charter Section 809, evaluation of the Library and Museum Services
Director shall be by the Library Board; however, the City Manager shall provide
input into the process.
b) Salary step advancements may be withheld or delayed by the appointing
authority if an Employee’s performance does not merit such advancement.
c) With the approval of the City Manager, an Employee may be hired at any step
within the salary range applicable to the position.
d) The City Manager shall have the authority to advance an Employee’s salary step
within that Employee’s salary range when the purpose is to correct an existing
inequity or give recognition to exceptional performance.
SECTION 5. PROMOTIONAL STEP ADVANCEMENT
a) When an Employee is promoted, their pay shall advance to the lowest salary
step in the higher salary classification range such that it will provide not less than
a 5% increase in compensation, unless the top step in such range provides less
than a 5%, or two step, increase.
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b) When an Employee is promoted to a higher classification, the date of the
promotion shall be used in determining the date of the future step increases.
SECTION 6. OVERTIME
a) When necessary to perform essential work, a Department Director may require
Management and Unrepresented Employees to work at any time other than
during regular working hours until such work is accomplished. Management and
Executive Management Employees are generally considered positions that are
exempt from standard overtime rules. Job specifications for each Classification
shall clearly state whether the position is considered exempt. Employees that
are not exempt from standard overtime rules and are required to work hours
which cause the Employee to be in a work status in excess of 40 hours in a
designated work week shall be paid at the rate of time and one-half the
Employee’s regular rate of pay. The Department Director may permit an
Employee to accumulate compensatory time in lieu of paid overtime; however,
the Employee shall not be permitted to accumulate more than 100 hours of
compensatory time at any time.
b) Fire Battalion Chiefs working in excess of a 56 hour work week shall receive
overtime at straight time for operational assignments as defined by the Fire
Chief, and are eligible for Management Leave. No other Management
Employees are eligible to receive any form of overtime compensation for
additional hours worked, except as stated in Section 8.
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SECTION 7. RETIREMENT
a) EMPLOYEES HIRED BEFORE JULY 1, 2011
The City contracts with the State of California Public Employees Retirement
System (CalPERS) for the classifications contained in this Agreement. The plan shall
include the following options:
1. Miscellaneous Employees - 2.5% @ 55 retirement formula (Government
Code §21354.4); Public Safety Employees - 3% @ 50 retirement formula
(Government Code §21362.2);
2. Single highest year final compensation (Government Code §20042);
3. Post Retirement Survivor Continuance;
4. Credit for Unused Sick Leave (Government Code §20965);
5. 1959 Survivors Benefit for which each Employee contributes ninety-three
cents ($.93) per pay period;
6. Third level 1959 Survivors Benefit allowance (Government Code §21573);
7. Military service credit as public service option (Government Code §21024). It
is agreed and understood that the Employee is responsible for paying for this
benefit; The City agrees to allow members to participate in a pre-tax payroll
deduction plan for service purchases;
8. Provided the Employee signs a waiver releasing and holding the City
harmless, from any liability, whatsoever, the City agrees to allow members to
use funds from their deferred compensation (457 Plan) toward the pre-tax
payroll deduction plan for service credit purchases;
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9. Special compensation items shall be reported to CalPERS in accordance with
applicable law;
10.Employees shall make contributions to offset a portion of the City’s costs
related to CalPERS retirement benefits. The Employee cost-sharing will be
accomplished through pre-tax deductions in the manner contemplated by
Government Code §20516(f). It is recognized that the IRS has yet to take a
position on the pre-tax status of deductions made under §20516(f) and in the
event that, subsequent to the effective date of this provision, the IRS
determines that such deductions do not qualify for pre-tax status, Employees
will be notified and the provisions set forth herein will be reviewed by the City
Manager and City Council. The cost sharing arrangement will be
implemented as follows:
Miscellaneous Employees: Employees will pay seven percent (7%) of
PERSable compensation to CalPERS retirement via payroll deduction
toward the City’s Employer Contribution to CalPERS, and said amount will
be allocated to the employer’s account.
Public Safety Employees: Employees will pay nine percent (9%) of
PERSable compensation to CalPERS retirement via payroll deduction
toward the City’s Employer Contribution to CalPERS, and said amount will
be allocated to the employer’s account.
11.In addition to the foregoing cost sharing payments, Miscellaneous Employees
shall continue to pay one percent (1%) of the member contribution to
CalPERS.
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12.The City shall continue to pay the cost of the Employees’ member
contribution (EPMC) to CalPERS in the amount of seven percent (7%) for
Miscellaneous Employees and nine percent (9%) for Public Safety Employees
and shall continue to report that as additional compensation pursuant to
§20636(c)(4) of the Government Code. Further, said amount will be allocated
to the Employee’s retirement account.
13.The Pre-Retirement Option 2W Death Benefit (Government Code §21548).
Pursuant to §20516(f) (Employee Sharing Cost of Additional Benefits),
Employees will split the cost of this benefit with the City through pre-tax
deductions in the manner contemplated by §20516(f) of the Government
Code. It is recognized that the IRS has yet to take a position on the pre-tax
status of deductions made under §20516(f) and in the event that, subsequent
to the effective date of this provision, the IRS determines that such
deductions do not qualify for pre-tax status, Employees will be notified and
this provision shall be reviewed by the City Manager and City Council.
Employees shall pay for one-half of the cost of this optional benefit, which
was determined to be a total of 0.276% for Miscellaneous and 0.220% for
Public Safety Employees. The cost-sharing arrangement will be implemented
as follows:
Miscellaneous Employees: Employees will pay one hundred thirty eight
thousandths of a percent (0.138%) of PERSable compensation to
CalPERS retirement via payroll deduction; and the City will pay one
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hundred thirty eight thousandths of a percent (.138%) of PERSable
compensation to CalPERS retirement.
Public Safety Employees: Employees will pay one hundred ten
thousandths of a percent (0.110%) of PERSable compensation to
CalPERS retirement via payroll deduction; and the City will pay one
hundred ten thousandths of a percent (0.110%) of PERSable
compensation to CalPERS retirement.
b) EMPLOYEES HIRED ON OR AFTER OCTOBER 9, 2011, OTHER THAN NEW
CalPERS MEMBERS HIRED AFTER JANUARY 1, 2013
The City contracts with the State of California Public Employees Retirement
System (CalPERS) for the classifications contained in this Agreement. The plan shall
include the following options:
1. Miscellaneous Employees - 2.0% @ 60 retirement formula (Government
Code §21363.1); Public Safety Employees - 3% @ 55 retirement formula
(Government Code §21363.1);
2. Three (3) year average final compensation period (Government Code
§20037);
3. Post Retirement Survivor Continuance;
4. Credit for Unused Sick Leave (Government Code §20965);
5. 1959 Survivors Benefit for which each Employee contributes ninety-three
cents ($.93) per pay period;
6. Third level 1959 Survivors Benefit allowance (Government Code §21573);
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7. Military service credit as public service option (Government Code §21024).
The Employee is responsible for paying for this benefit; The City agrees to
allow members to participate in a pre-tax payroll deduction plan for service
purchases;
8. Provided the Employee signs a waiver releasing and holding the City
harmless, from any liability, whatsoever, the City agrees to allow members to
use funds from their deferred compensation (457 Plan) toward the pre-tax
payroll deduction plan for service credit purchases;
9. Special compensation items shall be reported to CalPERS in accordance with
applicable law;
10.Miscellaneous Employees will pay the full seven percent (7%) member
contribution to CalPERS via payroll deduction; Public Safety Employees will
pay the full nine percent (9%) member contribution to CalPERS via payroll
deduction.
11.The Pre-Retirement Option 2W Death Benefit (Government Code §21548).
Pursuant to §20516(f) (Employee Sharing Cost of Additional Benefits),
Employees shall split the cost of this benefit with the City through pre-tax
deductions in the manner contemplated by §20516(f) of the Government
Code. It is recognized that the IRS has yet to take a position on the pre-tax
status of deductions made under §20516(f) and in the event that, subsequent
to the effective date of this provision, the IRS determines that such
deductions do not qualify for pre-tax status, the Employees will be notified
and this provision shall be reviewed by the City Manager and City Council.
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Employees shall pay for one-half of the cost of this optional benefit which was
determined to be a total of 0.276% for Miscellaneous and 0.220% for Public
Safety. The cost-sharing arrangement will be implemented as follows:
Miscellaneous Employees: Employees will pay one hundred thirty eight
thousandths of a percent (0.138%) of PERSable compensation to
CalPERS retirement via payroll deduction; and the City will pay one
hundred thirty eight thousandths of a percent (0.138%) of PERSable
compensation to CalPERS retirement.
Public Safety Employees: Employees will pay one hundred ten
thousandths of a percent (0.110%) of PERSable compensation to
CalPERS retirement via payroll deduction; and the City will pay one
hundred ten thousandths of a percent (0.110%) of PERSable
compensation to CalPERS retirement.
c) NEW CalPERS MEMBERS HIRED ON OR AFTER JANUARY 1, 2013
The City contracts with the State of California Public Employees Retirement
System (CalPERS) for the classifications contained in this Agreement. The plan shall
include the following options:
1. Miscellaneous Employees - 2.0% @ 62 retirement formula (Government
Code §7522.20); Public Safety Employees – 2.7% at age 57 retirement
formula (Government Code §7522.25(d));
2. Three (3) year average final compensation period (Government Code
§20037);
3. Post Retirement Survivor Continuance;
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4. Credit for Unused Sick Leave (Government Code §20965);
5. 1959 Survivors Benefit for which each Employee contributes ninety-three
cents ($.93) per pay period;
6. Third level 1959 Survivors Benefit allowance (Government Code §21573);
7. Military service credit as public service option (Government Code §21024).
The Employee is responsible for paying for this benefit; The City agrees to
allow members to participate in a pre-tax payroll deduction plan for service
purchases;
8. Provided the Employee signs a waiver releasing and holding the City
harmless, from any liability, whatsoever, the City agrees to allow members to
use funds from their deferred compensation (457 Plan) toward the pre-tax
payroll deduction plan for service credit purchases;
9. Special compensation items shall be reported to CalPERS in accordance with
applicable law;
10.Miscellaneous Employees will pay 50% of the normal cost, currently at six
and three quarters percent (6.75%), for member contributions to CalPERS on
a pre-tax basis via payroll deduction (Government Code §7522.30);
11.Public Safety Employees will pay 50% of the normal cost, currently at twelve
percent (12%), for member contributions to CalPERS on a pre-tax basis via
payroll deduction (Government Code §7522.30);
12.The Pre-Retirement Option 2W Death Benefit (Government Code §21548).
Pursuant to §20516(f) (Employee Sharing Cost of Additional Benefits),
Employees shall split the cost of this benefit with the City through pre-tax
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deductions in the manner contemplated by §20516(f) of the Government
Code. It is recognized that the IRS has yet to take a position on the pre-tax
status of deductions made under §20516(f) and in the event that, subsequent
to the effective date of this provision, the IRS determines that such
deductions do not qualify for pre-tax status, Employees will be notified and
this provision shall be reviewed by the City Manager and City Council.
Employees shall pay for one-half of the cost of this optional benefit which was
determined to be a total of 0.276% for Miscellaneous and 0.220% for Public
Safety. The cost-sharing arrangement will be implemented as follows:
Miscellaneous Employees: Employees will pay one hundred thirty eight
thousandths of a percent (0.138%) of PERSable compensation to
CalPERS retirement via payroll deduction; and the City will pay one
hundred thirty eight thousandths of a percent (0.138%) of PERSable
compensation to CalPERS retirement.
Public Safety Employees: Employees will pay one hundred ten
thousandths of a percent (0.110%) of PERSable compensation to
CalPERS retirement via payroll deduction; and the City will pay one
hundred ten thousandths of a percent (0.110%) of PERSable
compensation to CalPERS retirement.
d) City Council, Executive, and Management Employees shall have access to the
City’s established 457 Deferred Compensation Program and the IRC 401(a)
defined contribution plan. All administration costs associated with the 401 (a)
plan shall be paid by the City.
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SECTION 8. SPECIAL ASSIGNMENT PAY
a) Employees in the classifications of Police Captain and Police Lieutenant
assigned to outside reimbursable special details (as approved by the City
Manager), including but not limited to race track traffic control duties, shall be
compensated at 6 hours of straight time at the rate of a top step Police Sergeant
with an Advanced Post Certificate and Special Assignment Pay (currently 5%).
b) A Battalion Chief in the Fire Department, assigned to the position of Battalion
Chief/Fire Marshal in the Fire Prevention Division shall receive an additional 10%
of pay per pay period in addition to their base salary during the period of the
assignment as Battalion Chief/Fire Marshal.
SECTION 9. STABILITY PAY/LONGEVITY PAY
a) Stability Pay
This feature of the Pay Plan was intended to encourage stability of employment
by recognizing years of service with compensation. The plan pays $25 per year
for each year of consecutive service up to a maximum of twenty (20) years of
service. Management Employees that were hired before July 1, 1982, and have
five (5) years of consecutive service are eligible for Stability Pay. All
Management Employees hired on or after July 1, 1982, are not eligible for
stability pay. The following schedule is used to calculate Stability Pay:
Completed Years of Service Amount
20 $500
Cash stability payments are made once a year between December 1 and
December 10 only to Employees on the payroll as of December 1. Stability
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payments will be paid on a pro-rata basis to those Employees that retired or are
laid off prior to December 1, provided they meet all eligibility requirements.
b) Longevity Pay
Effective January 1, 2009, a Longevity Pay benefit will be provided to Executive,
Management, and Confidential Employees based on the following formula:
Completed Years of Continuous Service Amount Per Pay Period
5 – 9 Years $42.02
10 – 14 Years $63.04
15 Years and beyond $84.06
The Longevity Pay benefit is effective the pay period an Employee reaches 5, 10,
or 15 years of continuous employment with the City.
SECTION 10. ACTING PAY
a) A Management or Confidential Employee who is required, in writing, to work
more than 5 working days in a higher classification, which is vacant due to sick
leave, family medical leave, injury leave, vacation leave, termination, retirement,
or for any other reason as approved by the City Manager, shall receive the
following acting pay retroactive to the first day of the assignment:
1. Five (5) percent above their current rate of pay or A step of the higher
classification, whichever is higher; or any step within the classification as
approved by the City Manager; or
2. Should such percentage exceed the top step of the range for the higher
classification, the Employee shall receive compensation at the top step of the
higher classification.
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3. Nothing contained herein shall apply to an Employee who is being trained by
the City to qualify for a higher classification or who temporarily assumes some
of the duties of a higher position.
If an acting assignment exceeds or is expected to exceed thirty (30) calendar
days, the acting Employee will receive the fringe benefits of said position for the
duration of the assignment as applicable and as determined by the City Manager.
SECTION 11. TUITION REIMBURSEMENT
Employees shall be eligible for tuition advancement or reimbursement who have
completed at least one probationary period in the Classified Service, or one year of
continuous service if employment is “at-will,” subject to the conditions below. To qualify
for tuition advancement/reimbursement, a Tuition Loan/ Reimbursement Form must be
submitted and pre-approved by the Employee’s Department Head and Human
Resources Administrator, before the course(s) begin.
Tuition loan or reimbursement shall only be for "job-related" courses, specialized
training, or degree programs that are directly related to the Employee's position as
determined by the City Manager or designee.
The Tuition Loan/Reimbursement Program will operate on a fiscal year basis (July 1
through June 30) and shall be subject to the availability of funds as determined by the
City. The maximum loan or reimbursement amount shall be $4,126 for undergraduate
courses and $5,062 for graduate courses per fiscal year. Eligible fees include tuition, on
campus parking fees, and textbooks. All other fees are subject to approval by the City
Manager. School supplies are not reimbursable.
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All course work must be completed while employed by the City of Arcadia with a
passing grade of "C" or equivalent when numerical score or pass/fail grade is given. If
the Employee either does not receive a “C” or better or for any reason does not finish
the class, the advance is due and payable.
Any Employee who voluntarily retires or terminates employment or is terminated
for disciplinary cause within one year from the completion of a class or classes shall
refund all tuition paid under this provision for those specific classes unless they were
required to attend by the appointing power. An Employee who separates employment
and who received tuition advancement and did not complete a class or classes within
one (1) year from the advancement, shall refund all tuition advanced and be subject to
the provisions outlined in the Advanced Tuition Participation and Loan Agreement.
Employees who retire on a Disability or Industrial Disability Retirement or are laid off
shall not be required to refund tuition fees under this provision.
The City reserves the right to investigate any school and approve or disapprove it
for advancement or reimbursement if such action appears warranted. Courses must be
taken at an accredited education institution, which is defined as any college or university
which has been accredited by a recognized government or professional accrediting
body (as determined by the City). Additionally, the City reserves the right to deny any
course(s), specialized training, or degree programs determined by the City Manager to
be non-job related.
SECTION 12. UNIFORMS
a) At the beginning of the fiscal year, Employees in the classification of Police Chief,
Police Captain, and Police Lieutenant shall receive a check in the amount of
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$750 for the purchase of safety equipment in lieu of being reimbursed for these
items. Safety equipment and the amount provided of $750.00 are not reported as
special compensation to CalPERS. Additionally, $647 annually shall be reported
to CalPERS as special compensation for Uniform Allowance. Said uniform
allowance is incorporated in the Employee’s base salary figure listed in Exhibit A.
This amount shall be prorated if hired or promoted after the start of the fiscal
year.
b) Uniform allowance of $655 annually will be reported to CalPERS as special
compensation for Employees in the classification of Fire Chief, Deputy Fire Chief,
and Battalion Chief. This amount shall be prorated if hired or promoted after the
start of the fiscal year. Said uniform allowance is incorporated in the Employee’s
base salary figure listed in Exhibit A.
c) Additionally for the duration of the Agreement, Uniforms shall be provided to
Management Employees currently receiving uniforms under the same conditions
specified in Department Policy. The City shall continue to report an amount up to
$170.56 per year to CalPERS as special compensation for Uniform Allowance to
the extent permitted by law.
“New Members” as defined under the Public Employee’s Pension Reform Act of
2013 will not have the value of the uniforms reported as special compensation.
SECTION 13. AUTO ALLOWANCE
Subject to the City Manager’s sole discretion, Executive Management Employees
may receive either a City provided vehicle or an auto allowance of up to $350 per
month, depending on duties and requirements of the position. Any benefits provided
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under this section are considered taxable per IRS Code. See IRS Publication 463,
Travel, Entertainment, Gift, and Car Expenses for more information concerning taxation
of this benefit.
SECTION 14. MILEAGE
Mileage is reimbursed for travel in connection with City business and shall be
paid in accordance with the prevailing IRS rate. Prior approval must be obtained from
the immediate supervisor or Department Head. If travel is required frequently during a
month, reimbursement shall be made once per month. Completed mileage forms shall
be submitted to the Department Head consistent with the applicable administrative
policy. Except as expressly authorized by the City Manager, Employees receiving an
Auto Allowance described in Section 13 will not qualify for mileage reimbursements
described herein.
SECTION 15. HEALTH/DENTAL/VISION
a) Health, Dental, and Vision benefits will be provided to City Council, Executive,
Management, and Unrepresented Confidential Employees as follows:
The City shall pay up to the maximum allowance per month per Employee. If the
City's contribution exceeds the cost of Employee only coverage, the difference shall
be contributed toward the cost of dependent coverage or to the Employee in cash
Classification Effective
April 1, 2018
City Council & Miscellaneous
Executive Management $ 1,504.00
Public Safety Management & Public Safety Executive Management $ 1,322.50
Miscellaneous Management $ 1,402.00
Unrepresented Confidential Employees $ 1,072.00
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or a combination of both. The Employee has the option of having any amount in
excess of the premium contributed to the Employee's account in the City's deferred
compensation plan instead of receiving cash. Dependent enrollment will require
proof of eligibility for dependent status such as marriage, birth and adoption
certificate.
b) The City shall provide City Council, Executive, Management and Confidential
Employees with the option to participate in the City’s Section 125 Cafeteria Plan in
lieu of the contributions provided in Section A. as follows:
1. CalPERS Health Program: The City will contribute the minimum employer
contribution required pursuant to Government Code §22892(b) (“Minimum
Contribution”) per month per Employee for health insurance.
2. Dental Insurance: Mandatory enrollment: The City will contribute the
Employee only cost for Delta Care USA insurance per month (“Dental
Contribution”) toward one of two dental plans. Additional coverage may be
purchased through the Optional Benefits allocation.
3. Optional Benefits: Subject to the mandatory contributions to the CalPERS
Heath Program minimum contribution and the mandatory dental insurance
enrollment premium as specified in above paragraphs 1 and 2, , the City shall
contribute the remaining amount of Employee’s health and dental insurance
benefit allowance through a contribution to an Internal Revenue Code §125
Cafeteria Plan as follows:
Health / Dental / Vision Benefit Allowance (per month)
City Council &Miscellaneous Executive Management $1,504.00
Public Safety Executive & Management $1,322.50
Miscellaneous Management $1,402.00
Unrepresented Confidential Employees $1,072.00
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The Employee may receive this amount in cash or may elect to use coverage
for themselves or their dependents for City- approved benefits options, including
but not limited to, dental insurance, supplemental life insurance, optional long
term disability insurance, or to their deferred compensation plan. Any monies
received in cash will be considered as taxable income. The Employee's
exercise of the option to use the difference toward dependent health
coverage or the deferred compensation plan is subject to the conditions
controlling enrollment periods and eligibility established by the respective
plans or carriers.Dependent enrollment will require proof of eligibility for
dependent status including social security number, marriage, birth, and/or
adoption certificates.
4. The City shall provide each Employee with a vision plan, with the City paying
the premium. The vision plan will be Vision Service Plan, Option B. The City
will pay the premium up to the cost of the family plan.
c) For the classification of Law Enforcement Recruit, the City shall pay toward the
monthly health and dental insurance premium cost of a City health insurance
plan to each Employee enrolled in a health and dental insurance plan, provided
the City’s contribution does not exceed the cost for insurance. City contributions
will be as follows:
i. Effective April 1, 2018: $620.00
If the City’s contribution exceeds the cost of Employee only coverage, the
difference may be contributed toward the cost of dependent coverage or paid in
cash or to the Employee’s account in the City’s Deferred Compensation Plan, at
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the Employee’s option. If the premium cost of a health and dental plan exceeds
the City’s contribution, the Employee shall pay through payroll deduction the
difference between the monthly premium and the amount contributed by the City.
Law Enforcement Recruits shall be allowed to participate in the Optional Benefits
Plan.
SECTION 16. LIFE INSURANCE
a) The City shall provide the City Council with Group Term Life and AD&D
insurance in the amount of $35,000.
b) Executive and Management Employees shall be provided Group Term Life and
AD&D insurance equal to their annual salary rounded off to the nearest (next
highest) one thousand dollars, plus an additional $25,000 Term Life and AD&D
policy.
c) The City shall provide Confidential and Unrepresented Employees with Group
Term Life and AD&D insurance in the amount of $25,000.
d) An optional Employee-paid Group Term Life insurance policy shall be offered to
all full-time Executive, Management, Confidential, and Unrepresented
Employees. Employees may purchase an amount of insurance up to the lesser
of $750,000 or 5 times the Employee’s annual salary in $10,000 increments.
Employees may cover their spouse up to $500,000 in multiples of $5,000.
Dependent children may be covered up to $10,000 in multiples of $2,500. A
reduction in coverage generally begins at age 70 for all policies.
SECTION 17. LONG TERM DISABILITY INSURANCE
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a) The City shall provide Executive, Management, and Confidential Employees with
Group Long Term Disability Insurance. If an Employee becomes disabled, the
City paid coverage will pay the Employee 50% of the first $2,600 of their basic
monthly earnings, subject to a maximum of $1,300 per month (waiting period
required).
b) An optional Employee-paid Group Long Term Disability “buy-up benefit” shall
also be offered to Executive, Management, and Confidential Employees. By
electing to purchase the “buy-up benefit” Employees may increase the benefit
percentage to 60% of their basic monthly earnings up to $8,000 per month.
c) Executive and Management Employees will receive 0.5% of their annual salary
that may be used to buy additional long term disability insurance from the City’s
provider to achieve up to $8,000 per month maximum long term disability
benefits coverage. If the Employee does not desire additional long-term disability
or there is a portion of the 0.5% remaining, the Employee may apply part of or all
of this 0.5% of annual salary benefit to the Employee’s deferred compensation
account with the City’s deferred compensation program, or take this amount as
additional compensation.
SECTION 18. RETIRED HEALTH INSURANCE
a) RETIREE MEDICAL - EMPLOYEES HIRED BEFORE JULY 1, 2011
Tier II Retirees. Except as noted below, for Employees hired before July 1, 2011, and
retiring from the City on or after January 1, 2012 (“Tier II Retirees”), the City agrees
to provide a Premium Payment for the purpose of purchasing health coverage offered
through CalPERS for the Tier II Retiree and their spouse in an amount not to exceed
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the monthly premium applicable to the coverage level for the retiree (i.e., Employee
Only or Employee + Spouse) in the amount of $505.63 for Employee Only or
$1,011.26 for Employee + Spouse.
Exception: Effective April 1, 2014, Tier II retired Public Safety Employees in the
Executive and Management classifications will receive monthly premiums in an amount
not to exceed $605.63 for Employee Only and $1,111.26 for Employee + Spouse.
The Premium Payment shall be payable in the following form: (1) Public
Employees' Medical and Hospital Care Act (“PEMHCA”) Minimum contribution
payable directly to CalPERS, and (2) a reimbursement to the Tier II Retiree equal
to difference between the cost of the plan in which the Tier II Retiree enrolls,
subject to the foregoing cap, and the PEMHCA Minimum contribution
(“Reimbursement”). If a retiree enrolls in a more expensive plan, they will be
responsible for payment of any premium in excess of the capped amount. The
Reimbursement shall cease for the Tier II Retiree upon eligibility for Medicare
coverage, and the Reimbursement shall cease for the spouse upon eligibility for
Medicare coverage, or after 15 years, whichever occurs first.
Tier II Retirees must be “eligible retirees” in order to receive the benefits
described in this paragraph.
In order to qualify as eligible for retiree medical premium Reimbursement,
Executive Management Employees who retire from the City on a service,
disability, or industrial disability retirement must have a minimum of 15 years of
public service, of which at least 5 continuous years of service are with the City of
Arcadia.
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In order to qualify as eligible for retiree medical premium Reimbursement,
Management and Confidential Employees who retire on a service, disability, or
industrial disability retirement must have a minimum of 1,000 hours of
accumulated sick leave at the date of retirement, except for Fire Safety
Management Employees, who shall have a minimum of 1,500 hours.
Payment will cease for the eligible retiree once the Employee is eligible for
Medicare coverage. Payment will cease for the spouse upon eligibility for
Medicare coverage or after 15 years, whichever occurs first.
In order to be eligible for retiree health coverage, the Employee, and if
applicable, the Employee’s spouse, must be enrolled in a City-sponsored health
plan as of the retiree’s last day of work and maintain eligibility to continue in the
CalPERS Health Program as stipulated by CalPERS. In the event an eligible
retiree or spouse is unable to secure coverage under the City’s health insurance
plan, the City agrees to reimburse the retiree for the cost of alternative coverage
up to the cost of the Employee Only, or if applicable Employee + Spouse, health
insurance monthly premium of $505.63 for Employee Only or $1,011.26 for
Employee + Spouse, except for those Employees who are in the Executive
Public Safety and Public Safety Management Classifications, which shall receive
up to the maximum of $605.63 for Employee Only and $1111.26 for Employee +
Spouse. To obtain reimbursement from the City, the retiree must submit
sufficient proof to the City that they have obtained alternative coverage and have
made the necessary premium payments. The retiree shall also notify the City
immediately if such alternative coverage is cancelled or otherwise ceases. The
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retiree shall solely be responsible for obtaining and maintaining such alternative
coverage.
A Management or Confidential Employee who has fewer than 1,000 hours of
accumulated sick leave at the date of retirement (or less than 1,500 hours for
Fire Safety Management) may become eligible for the retiree health benefit by
paying the City an amount equal to the Employee’s daily pay rate at the time of
retirement times the number of hours needed to meet the 1,000 hours of
accumulated sick leave requirement with the following restrictions:
i. The Employee must have reached age 55 (50 for Fire Safety
Management). This requirement is not applicable if the Employee is
retiring due to disability or industrial disability retirement; and
ii. The Employee must have worked full-time continuously for the City of
Arcadia for a minimum of 15 years; and
iii. The Employee would be limited to purchasing a maximum of 350 hours of
sick leave (525 hours for Fire Safety Management) provided, however,
upon verification of information from a qualified medical provider that an
Employee has substantially depleted the Employee’s sick leave accrual
due to an absence or absences caused by a serious illness or injury
suffered by the Employee or a family dependent living in the Employee’s
household, this purchase limitation of 350 hours will be excused.
b) RETIREE MEDICAL - EMPLOYEES HIRED ON OR AFTER JULY 1, 2011
Tier III Retirees. For Employees hired on or after July 1, 2011, that retire from
the City and who remain enrolled in a CalPERS health plan after retirement
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(“Tier III Retiree”), the City will pay no more than the PEMHCA Minimum
contribution. Tier III Retirees shall not be reimbursed or otherwise receive
payment from the City for health insurance premiums in excess of the PEMHCA
Minimum contribution.
SECTION 19. PHYSICAL EXAMINATIONS – MANAGEMENT
Miscellaneous Executive and Management Employees shall receive a City-paid
biannual comprehensive physical medical examination. Public Safety Executive
Management and Management Employees shall receive the physical annually.
The City shall establish the terms and conditions of the physical examination.
SECTION 20. LEAVES OF ABSENCE
a) Miscellaneous Leaves of Absence
Upon the written request of an Employee stating the reasons therefore, the
appointing power with the approval of the City Manager shall have power to grant
leaves of absence with or without pay, subject to the following restrictions:
1. Length. Leave of absence with or without pay may be granted for a period
not to exceed one (1) year with the exception that military leaves may be
granted for the duration of a war or national emergency or as required by the
Military and Veteran’s Code.
2. Reason. A leave of absence may be granted, provided the Employee meets
all other requirements set forth in this rule, who desires to attend school or
college or to enter training to improve the quality of his service, who enters
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military service of the United States, who is temporarily incapacitated by
illness, or who presents some other reasons equally satisfactory.
3. Right to Return. The granting of a leave of absence without pay confers upon
the Employee the right to return to their classification before or at the
expiration of their leave of absence. Therefore, a leave of absence shall be
granted only to an Employee who intends to return to their classification with
the City. An Employee who fails to report for work at the end of an approved
leave will be deemed to have voluntarily resigned.
4. Service Record. A request for leave of absence will not be considered unless
the Employee presenting the request has a satisfactory service record.
5. An Employee granted a leave of absence may be required by the appointing
power or the City Manager to obtain and present a fitness for duty certification
from a health care provider that the Employee is able to resume work. Failure
to provide such certification will result in denial of restoration.
6. The granting of a leave of absence of thirty (30) days or less, with or without
pay, shall not constitute an interruption of service within the meaning of this
subsection. The granting of a leave of absence with or without pay of more
than thirty (30) days shall constitute an interruption of service unless, in the
action granting such leave of absence, it is provided that such leave of
absence shall not constitute an interruption of service.
7. The City shall continue to provide health, dental, life, and disability insurance
for an Employee granted a leave of absence for up to 30 calendar days. It
shall be the responsibility of the Employee who wishes to continue any
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insurance coverage beyond the 30 calendar days to notify Human Resources
of their intent to continue coverage and remit the full monthly premium for any
coverage to the Administrative Services Department. However, if an
Employee has accrued leaves and uses a minimum of 40 hours of leave per
pay period, the City will continue normal health insurance contributions. The
aforementioned leaves must be permissible with the specific use
requirements of such leave.
b) Family Care and Medical Leaves
Upon the written request of an Employee stating the reasons therefore, the
appointing power with the approval of the City Manager shall have power to grant
Family Care & Medical Leaves. In accordance with the Federal Family and
Medical Leave Act (“FMLA”) and the California Family Rights Act (“CFRA”), the
City of Arcadia will provide family and medical leave for eligible Employees. The
leave policy is formally set out in the City’s Family Medical Leave Administration
Manual.
In order to be eligible for leave, an Employee must be employed in a full-time
status for over 12 months or have been employed for at least 1,250 hours during
the 12 month period immediately preceding the commencement of leave.
Employees having a serious medical condition or requesting leave to care for a
family member with a serious medical condition must provide the City with an
appropriate medical certification and, if the Employee does not request FMLA
leave, the City may place an Employee on FMLA leave for leaves over one week
of absence.
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SECTION 21. VACATION ACCRUAL
a) Miscellaneous Executive Management Employees, with the exception of
temporary appointments, shall accumulate vacation with pay beginning with the
first full pay period of employment at the rate of 4.616 hours per pay period
during the first five years of continuous full-time employment with the City; at the
rate of 5.231 hours per pay period between the Employee’s fifth and tenth
anniversary date of continuous full-time employment; and at the rate of 6.154
hours per pay period after ten years of continuous full-time employment with the
City. Additionally, Miscellaneous Executive Management Employees shall
accumulate vacation at the rate of 6.154 hours per pay period after they have
served 20 years in paid public service with all public agencies including at the
City of Arcadia and any other public service organization where they were
employed, subject to the written approval of the City Manager.
b) Safety Executive Management Employees, and Employees in the classifications
of Police Captain, Police Lieutenant, and Deputy Fire Chief, with the exception of
temporary appointments, shall accumulate vacation with pay beginning with the
first full pay period of employment at the rate of 4.616 hours per pay period
during the first ten years of continuous full-time employment with the City; at the
rate of 6.77 hours per pay period between the Employee’s eleventh and fifteenth
anniversary date of continuous full-time employment; at the rate of 7.69 hours
per pay period after fifteen years of continuous full-time employment with the
City. Additionally, upon hire, Safety Executive Management Employees with 20
years of paid public service with any public agencies including the City of Arcadia
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and any other public service organization, subject to the written approval of the
City Manager, shall accumulate vacation at the rate of 7.69 hours per pay period.
c) Miscellaneous Management and Confidential Employees , with the exception of
temporary appointments, shall accumulate vacation with pay beginning with the
first full pay period of employment at the rate of 3.077 hours per pay period
during the first five years of continuous full-time employment with the City; at the
rate of 4.616 hours per pay period between the Employee’s fifth and tenth
anniversary date of continuous full-time employment; at the rate of 5.231 hours
per pay period between the Employee’s tenth and fifteenth anniversary date of
continuous full-time employment; and at the rate of 6.154 hours per pay period
after fifteen years of continuous full-time employment with the City.
d) Battalion Chiefs in the Fire Department on a 24-hour shift shall accumulate
vacation with pay beginning with the first full pay period of employment, at the
rate of 6.924 hours per pay period during the first ten years of continuous full-
time employment with the City, at the rate of 10.154 hours per pay period
between the Employee’s tenth and fifteenth anniversary date of continuous full-
time employment; and at the rate of 11.076 hours per pay period after the
completion of fifteen years of continuous full-time employment with the City.
e) Law Enforcement Recruits shall not accrue vacation leave.
SECTION 22. VACATION LEAVE
a) Executive and Management Employees shall take a minimum of 50% of their
vacation days earned during the calendar year prior to the end of that calendar
year.
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b) Executive Management Employees and Employees in the classifications of
Police Captain, Police Lieutenant, and Deputy Fire Chief shall be allowed to
accumulate the remaining 50% of their vacation time up to the amount
accumulable in 65 pay periods or 500 hours if the Employee has reached the
maximum accrual rate. All other Management Employees and Confidential
Employees shall be allowed to accumulate the remaining 50% of their vacation
time up to the amount accumulable in 65 pay periods. Employee Once an
Employee has accumulated this amount, no more vacation will be accrued by the
Employee until the Employee’s accrual has been reduced below this maximum
amount.
c) When through work circumstances and needs of the job, an Employee has been
unable to utilize vacation time and this has not been a pattern or practice for that
Employee, the City Manager for good cause may approve excess accumulated
vacation carried forward into the next fiscal/calendar year.
d) Employees may sell back vacation time each calendar year at the hourly rate
earned at the time the Employee opts to sell the time back subject to the
following limitations:
Miscellaneous Executive Management Employees: Up to 120 hours
Miscellaneous Management Employees: Up to 80 hours
Safety Executive Management Employees: Up to 140 hours
Police Safety Management Employees: Up to 100 hours
Fire Safety Management Employees:
Deputy Fire Chief up to 100 hours
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Fire Battalion Chief (40 hour work week) up to 100
Fire Battalion Chief (56 hour work week) up to 150 hours.
Confidential Employees: Up to the amount of vacation taken during the
year, by the date of the request, not to exceed a maximum of 80 hours in the
calendar year.
SECTION 23. SICK LEAVE FOR EXECUTIVE, MANAGEMENT, AND CONFIDENTIAL EMPLOYEES
a) Executive, Management, and Confidential Employees, with the exception of
temporary appointments, assigned to a 40 hour workweek, shall accrue sick
leave beginning with the first full pay period of employment on the basis of 3.693
hours for each pay period of service completed with the City or 1 hour for every
30 hours worked, whichever is greater. The maximum accrual per year is 96
hours. Management Employees assigned to a 56 hour workweek, with the
exception of temporary appointments, shall accrue sick leave beginning with the
first full pay period of employment on the basis of 5.54 hours for each pay period
of service completed with the City or 1 hour for every 30 hours worked,
whichever is great. The maximum accrual per year is 144 hours.
b) Paid sick leave will carry over each year of employment. Executive and
Management Employees shall be allowed unlimited accumulation of sick leave.
Confidential Employees may accumulate up to a maximum of 1,500 hours.
c) If paid sick leave is taken for the diagnosis, care, or treatment of an existing
health condition of, or preventive care of an employee or an employee’s family
member, the City Manager or designee may require an employee to provide
medical certification or evidence of the reason for a sick leave absence that
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occurs after the employee has used the first 24 hours or 3 days, whichever is
greater depending on the employee’s regular scheduled work day, of paid sick
leave in a year of employment. The City Manager or designee may require a
medical examination by a physician after the employee has used the first 24
hours or 3 days, whichever is greater depending on the employee’s regular
scheduled work day, of paid sick leave in a year of employment if the medical
examination is job related and consistent with business necessity.
For leave pertaining to an employee who is a victim of domestic violence, sexual
assault, or stalking, the City Manager or designee may request certification for
unscheduled absences beginning on the first day of paid sick leave.
d) Sick leave means paid authorized absence from duty of an Employee due to one
of the following:
x Diagnosis, care, or treatment of an existing health condition of,
or preventive care for, an employee;
x Diagnosis, care, or treatment of an existing heath condition of,
or preventive care, for an employee’s family member includes
parent (biological, adoptive, foster parent, step parent, legal
guardian or a person who stood loco parentis when employee
was a child), child (biological, adoptive, foster child, step child,
legal ward, or a child to whom the employee stands loco
parentis regardless of age or dependency status), spouse,
registered domestic partner, parent-in-law, sibling, grandchild or
grandparent; or
x For an employee who is a victim of domestic violence, sexual
assault, or stalking for the purposes described in Labor Code
sections 230(c) and 230.1(a).
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An employee will make a reasonable effort to schedule medical appointments
during non-working hours.
e) Kin Care Leave: In addition to the prescribed purposes of paid sick leave in
Section d. an employee may use up to one-half of his/her annual accrual of sick
leave to care for and attend to a family member who is ill. Every effort shall be
made to schedule medical appointments for an ill family member during non-
working hours. Family members for purposes of Kin Care leave shall include
parent (biological, adoptive, foster parent, step parent, or legal guardian), child
(biological, adoptive, foster child, step child, legal ward, a child of a registered
domestic partner, or a child to whom the employee stands loco parentis
regardless of age or dependency), spouse, or registered domestic partner.
f) In case of absence due to illness, if the paid sick leave is foreseeable, the
Employee shall notify their Department Head within reasonable advance notice
and explain the nature of the illness. If the paid sick leave is unforeseeable, the
employee shall provide notice of the need for the leave as soon as possible. The
minimum increment of use of paid sick leave shall be 30 (thirty) minutes.
g) The appointing power and City Manager may discipline an employee if sick leave
is used for an inappropriate purpose.
h) If an employee separates from employment with the City and is rehired within
one year from separation, up to 48 hours or 6 days, whichever is greater
depending on the employee’s regular scheduled work day, of accrued and
unused sick leave will be reinstated.
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i) Upon separation from the City of Arcadia, an employee who works in their final
pay period, shall receive credit for that pay period's sick leave accrual based on
the following:.
Management Employees assigned to a 40 hour workweek
0 to 29 hours: No accrual
30 to 59 hours: 1 hour60 to 80 hours: 3.693 hours
Management Employees assigned to a 56 hour workweek
0 to 24 hours: No accrual25 to 55 hours: 2 hours56 and above: 5.54 hours
Unused sick leave is not cashed out upon termination, resignation, retirement, or
other separation from employment. Unused sick leave may be converted to
retirement service credits, as may be permitted under applicable retirement
system laws and regulations.
j) Upon appointment, the City Manager may grant Department Heads a bank of
sick leave, not to exceed ninety-six (96) hours. This bank will be pro-rated for
newly appointed Department Heads using five years as the maximum
employment period and using 20% for each full year of employment. For
example, a newly appointed Department Head that has been employed by the
City for two years would be eligible for 40% of the 96 hours (rounded up to the
next whole number).
SECTION 24. BEREAVEMENT LEAVE
At the time of death, or where death appears imminent, in the immediate family,
an Employee, with the exception of temporary appointments, may be granted a leave of
absence with pay, upon approval of the appointing power and the City Manager.
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Immediate family is defined as the spouse, the Employee or Employee’s spouse’s
mother or stepmother, father or stepfather, brother or sister, child or stepchild,
grandparents, grandchildren, domestic partner, or any relative of the Employee or
Employee’s spouse residing in the same household. Such leave, up to four (4) working
days at one time [or six (6) working days if travel outside of the following Counties is
required: Imperial, Kern, Los Angeles, Orange, Riverside, San Bernardino, San Diego,
Santa Barbara, San Luis Obispo, and Ventura], shall not be charged against sick or
other leave. If more than the maximum days of Bereavement Leave provided in this
Section is granted at one time, that amount over the limit shall be charged against sick
or other leave. For Employees assigned to 24 hours shifts, a "day" means 12 hours or
1/2 shift.
SECTION 25. MANAGEMENT LEAVE
Executive and Management Employees shall be provided between zero (0) and
eighty (80) hours of Management Leave per fiscal year on a pro-rata basis as
determined by the City Manager. This determination shall be based upon work
circumstances, needs of the position, and frequency of required attendance at after-
hour meetings and conferences. Such leave time is not accumulable, nor will
compensation be paid in lieu thereof under any circumstances. When through work
circumstances and needs of the job, an Employee has been unable to utilize
Management Leave and this has not been a pattern or practice for that Employee, the
City Manager, for good cause, may approve excess accumulated Management Leave
carried forward in the next fiscal year.
SECTION 26. WORKERS’ COMPENSATION
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In those instances where an Executive, Management, or Confidential Employee
is injured on duty and the injury is so recognized by the Workers’ Compensation Act, the
City of Arcadia, or the Workers’ Compensation Appeal Board, such Employee shall be
paid a combination of Workers’ Compensation benefits and salary which will result in
payment to the Employee of a sum equal to gross base salary. This sum will be paid for
such time as the Employee is absent from duty because of such injury up to a maximum
of one year for Executive and Management and 10 months for Confidential Employees
from and after the date of such injury. Lost time due to an injury on duty shall not be
charged against an Employee’s accumulated sick leave.
SECTION 27. JURY LEAVE
When an Employee is called or required to serve as a juror, attendance shall be
deemed a leave of absence with full pay for up to 10 days per year. All days in excess
of 10 days will not be compensated. The Employee shall remit to the City all fees
received except mileage. For Employees assigned to an alternate work week, pay for
jury duty shall not be provided on regularly scheduled days off. The Employee shall be
entitled to keep the fee paid for scheduled days off. Employees on Jury Service shall
provide documentation that verifies attendance. If, after reporting for Jury Service, it is
determined that the Employee’s services are not required and the Employee is
dismissed for the day, then the Employee, time permitting, is required to return to the
job. Employees who cannot verify Jury Service attendance and Employees who do not
return to work shall be subject to disciplinary action.
SECTION 28. COURT WITNESS LEAVE
42
An Employee who is subpoenaed or required to appear in court as a witness
shall be deemed to be on leave of absence. With approval of the appointing power and
City Manager, an Employee may be granted leave with pay during their required
absence. The Employee shall remit to the City fees received except mileage. A paid
leave of absence shall not be granted for time spent in Court on personal cases.
SECTION 29. MILITARY LEAVE
Military leave shall be granted in accordance with the provisions of the applicable
California State Law. All Employees entitled to military leave shall give the Department
Head the right within the limits of military necessity and regulations to determine when
such leave shall be taken.
If the Employee taking such leave for military service has been in the employ of
the City for one (1) year or more, immediately preceding the date from which leave
begins, they shall be allowed their regular salary or compensation for a period of not
more than thirty (30) days in any calendar year or during any continuous leave of
absence. If such Employee has been in the employ of the City for less than one (1)
year immediately preceding the date upon which such leave of absence begins, such
leave granted under this Section shall be without pay.
Upon requesting military leave, the Employee must complete the required forms
and submit a copy of their military orders to the City Manager through their appointing
power.
The foregoing limitations on leave of absence do not apply to Employees who
are drafted or receive order to military duty for extended periods of time during war or
national emergencies.
43
Every Employee who has been on extended military duty shall report back for the
performance of the duties of their employment within ninety (90) days after their
discharge or release from military duty. Failure to do so shall be reason for termination
of their employment. Acceptance of extended military duty on a voluntary basis shall be
reason for termination of City employment.
Prior to being returned to employment from military leave, Employees shall
submit other than a dishonorable discharge and take and pass the required medical
examination by a physician designated by the City Manager. A returning Employee
shall submit an honorable discharge and pass the required medical examination, or they
shall not be entitled to return to their employment with the City. Employees on extended
military leave shall not lose or accumulate sick leave, vacation, seniority or other
privileges because of such leave.
SECTION 30. LEAVE DONATIONS – INJURY/ILLNESS/DISABILITY
a) Upon verification of information from a medical authority that an Employee or an
Employee’s family dependent living within their household, or the Employee’s
minor child, has been stricken by a serious/catastrophic illness or injury, and
upon verification that the Employee is in danger of having their accumulated paid
leave time depleted, an Employee may request, and the appointing power and
City Manager may determine that an Employee is eligible to receive donations of
accumulated vacation/compensatory time.
b) Upon determination that an Employee is eligible, a notice shall be distributed to
all Employees advising that accumulated vacation leave or compensatory time
hours may be donated to the eligible Employee.
44
c) The minimum number of hours that may be donated by an Employee is one (1)
hour. The maximum donation by the Employee is eighty (80) hours. Only full-
hour increments of leave time are transferable. Donation of time is limited to
accrued vacation or compensatory time, and does not include accrued sick
leave, holidays, or any other accumulated leave.
d) The Employee to whom the vacation/compensatory time is donated will be
credited at the salary rate of the recipient, not the donor. Donated hours shall be
converted to the dollar rate of the donor then transferred to hours at the
recipient’s rate.
e) The donation of leave hours is irreversible. However, should the person
receiving the donation not use all donated leave for the catastrophic illness/injury,
the donor will not be charged for any unused hours.
f) An Employee may not donate leave hours which would reduce their own total
accrued leave balance of vacation, compensatory time, sick leave, and
management leave to less than 160 hours.
g) If any Employee is caring for a family dependent living within their household, or
the Employee’s minor child, their time away from work on donated leave shall not
exceed 12 weeks in a 12 month period. A 12 month period is defined as a rolling
period measured backward from the date leave is taken and continuous with
each additional leave day taken.
SECTION 31. LEAVE DEDUCTIONS
45
Executive, Management, and Confidential Employees shall be deducted leave
time (either sick, vacation, floating holiday, or management leave as appropriate)
for absences from work for periods of less than a day (a full daily shift).
SECTION 32. HOLIDAYS
a) Executive, Management, and Confidential Employees other than Fire Safety
Management Employees shall be allowed eight (8) hours (unless otherwise
stated) of full pay for the following holidays:
New Year’s Day – January 1
President’s Day – The third Monday in February
Memorial Day – The last Monday in May
Independence Day – July 4
Labor Day – The first Monday in September
Veteran’s Day – November 11
Thanksgiving Day – The fourth Thursday in November
The Friday following the fourth Thursday in November
Christmas Eve – December 24 – (4 hours)
Christmas Day - December 25
New Year’s Eve – December 31 – (4 hours)
Floating Holiday – In lieu of Martin Luther King’s Birthday
Floating Holiday – In lieu of Admission Day
Floating Holiday – (not assigned to a specific holiday)
Every day appointed by the City Council for a public fast, thanksgiving, or
holiday.
46
b) Whenever New Year’s Day (January 1) Independence Day (July 4), Veteran’s
Day (November 11), or Christmas Day (December 25) falls on a Saturday or
Sunday, the Friday preceding or the Monday following, respectively, shall be
designated as the holiday.
c) Floating holidays are to be scheduled by the Employee in the same manner as
vacation leave and do not carry over into subsequent fiscal years. Failure to
timely schedule the days off shall result in their loss. If the City adopts Dr. Martin
Luther King’s birthday as a fixed Citywide holiday, the floating holiday based
thereon shall cease and the eligible Employee shall receive the fixed Citywide
holiday.
d) Full-time Employees in the Executive, Management, and Confidential unit
employed on July 1 of the fiscal year shall conditionally accrue sixteen (16) hours
of floating holiday for the aforementioned Holidays. If the Employee uses floating
holiday leave and separates from City employment before the date upon which
the floating holiday is designated (Dr. Martin Luther King’s birthday and/or
Admission Day), said floating holiday leave shall be repaid to the City through
payroll deduction or deducted from the Employee’s vacation leave bank.
Employees hired after the beginning of the fiscal year shall accrue floating
holidays only if the Employee is employed before the date on which the floating
holiday is based (Dr. Martin Luther King’s birthday and/or Admission Day). As an
example, an Employee hired on July 15, would receive a floating holiday for both
holidays for that fiscal year. However, if that same Employee was hired on
47
March 15, the Employee would not receive any floating holiday benefit for that
fiscal year.
e) A non-exempt Employee required to work or attend a class or function on any
holiday allowed by this Section shall be paid for the holiday, and in addition, shall
be compensated in accordance with the Fair Labor Standards Act (FLSA)
applicable overtime rules in calculating regular rate of pay. The regular rate of
pay calculation includes Longevity Pay. A holiday allowed by this Section
occurring during any leave of absence shall be added to the number of working
days’ leave of absence to which such Employee is entitled.
f) Executive Management, and Confidential Employees assigned to an alternate
work week may use accrued vacation time, accrued compensatory time, floating
holiday time, or unpaid leave to make up the difference between the provided
hours of holiday pay and the actual number of regularly scheduled working hours
for a designated holiday.
g) Executive, Management, and Confidential Employees who are assigned to an
alternate work schedule shall receive one (1) extra hour of holiday for any holiday
that falls on a scheduled work day of nine (9) hours or more. For example, if a
holiday falls on a day that an Employee is scheduled to work nine (9) hours, the
Employee shall receive nine (9) hours of holiday pay.
h) Management Employees assigned to the Fire Department and working a 56 hour
work week shall be limited to allow the following twelve (12) hour holidays:
New Year’s Day Labor Day
Martin Luther King Jr. Day Admission Day
48
President’s Day Columbus Day
Cesar Chavez Day Thanksgiving Day
Independence Day The Day After Thanksgiving
Labor Day Christmas
In lieu of time off, the position of Battalion Chief working a 56 hour work week
shall receive 144 hours of regular rate of pay.
i) The positions of Police Captain and Police Lieutenant have the option of
receiving up to twenty-five (25) hours of floating holiday pay in cash in lieu of
taking the time off.
SECTION 33. SEVERANCE PAY
a) An Employee, with the exception of temporary appointments and Department
Heads, whose position is abolished or vacated by a reduction in work load or lack
of funds, and has at least one (1) year of consecutive full-time service with the
City shall receive, upon termination, severance pay. Severance pay shall be a
lump sum payment equal to 1/5th of an Employee’s previous month’s salary times
the number of years of consecutive service, not to exceed ten (10) years of
service. Additionally, the City shall: 1) contract with a mental health carrier to
provide transitional counseling services to affected Employees for up to three (3)
months; and 2) contract with a displacement service provider to provide
professional guidance and assistance for the laid off Employee in their
employment search for up to three (3) months. The displaced Employee shall
49
also receive one full month of paid health insurance (at the Employee’s current
coverage) in addition to any coverage remaining in the month of layoff.
b) A Department Director whose position is abolished or vacated by a reduction in
work load or lack of funds, or who is involuntarily removed from their position and
has at least one (1) year of consecutive full-time service with the City may
receive, upon termination, severance pay. Severance pay as authorized by the
City Manager, shall be a lump sum payment, and can be any amount up to six
(6) months’ salary. The displaced Employee shall also receive paid health
insurance (at the Employee’s current coverage) in addition to any coverage
remaining in the month of layoff or termination. The amount of paid health
insurance coverage shall be equal to the length of the severance pay that was
granted under this paragraph. At the discretion of the City Council, the
severance pay and continuation of health benefits may be increased for an
additional period of time.
SECTION 34. WORK DAY SCHEDULES
A work day shall be defined as an 8-hour period for all City Employees, with the
exception that Fire Employees assigned to 24-hour shift; a day means a 12-hour period.
A work day may be defined differently if an Employee is assigned to an alternative work
schedule. An Employee who changes between an 8-hour and a 12-hour day shall have
leave hours recalculated on the basis of the number of hours worked.
SECTION 35. Y-RATING – MANAGEMENT EMPLOYEES
Y-Rating occurs when a position is reclassified to a lower salary range and where
an incumbent Employee continues to hold their current salary until the “Y-rating”
50
process brings the Employee’s salary to the top step of the new salary range for that
position. Y-rating shall not be permissible for Executive Management Employees.
If a Y-Rated salary of an Employee is greater than 7.5% higher than the top step
of a newly-established salary range, then the Y-Rated salary shall be reduced by up to
5% the first pay period in January, and up to 5% the first pay period in July, until the
range of the Y-Rated salary is 7.5% greater than the top step of the new salary range.
The Y-Rated salary range of an Employee that is 7.5% or less greater than the top step
of the newly-established salary range shall not receive any adjustment until such time
that the top step of the new salary range is greater than the Y-Rated salary range.
SECTION 36. SICK LEAVE FOR PART TIME UNREPRESENTED
EMPLOYEES, INCLUDING LAW ENFORCEMENT RECRUITS
a) Part-Time Unrepresented Employees, including Law Enforcement Recruits, shall
accrue sick leave beginning with the first full pay period of employment on the
basis of 1 hour for every 30 hours worked. The maximum accrual per year is 48
hours.
Paid sick leave will carry over each year of employment however an employee
may only accumulate up to a maximum of 48 hours or 6 days, whichever is
greater depending on the employee’s regular scheduled work day, of sick leave
with pay.
b) If an employee separates from employment and is rehired within one year from
separation, up to 48 hours or 6 days, whichever is greater depending on the
employee’s regular scheduled work day, of accrued and unused sick leave will
be reinstated.
51
c) A waiting period of 90 days is required before an employee may be eligible to
use paid sick leave. An employee who is rehired within one year from their date
of separation, and who worked at least 90 days in the initial employment with the
City may immediately use reinstated sick leave. An employee who had not
worked 90 days in the initial employment with the City must work the remaining
amount of the 90 day qualifying period to be able to use accrued sick leave with
pay.
d) If paid sick leave is taken for the diagnosis, care, or treatment of an existing
health condition of, or preventive care of an employee or an employee’s family
member, the City Manager or designee may require an employee to provide
medical certification or evidence of the reason for a sick leave absence that
occurs after the employee has used the first 24 hours or 3 days, whichever is
greater depending on the employee’s regular scheduled work day, of paid sick
leave in a year of employment. The City Manager or designee may require a
medical examination by a physician after the employee has used the first 24
hours or 3 days, whichever is greater depending on the employee’s regular
scheduled work day, of paid sick leave in a year of employment if the medical
examination is job related and consistent with business necessity
For leave pertaining to an employee who is a victim of domestic violence, sexual
assault, or stalking, the City Manager or designee may request certification for
unscheduled absences beginning on the first day of paid sick leave.
e) Sick leave means paid authorized absence from duty of an Employee due to one
of the following:
52
x Diagnosis, care, or treatment of an existing health condition of,
or preventive care for, an employee;
x Diagnosis, care, or treatment of an existing heath condition of,
or preventive care, for an employee’s family member includes
parent (biological, adoptive, foster parent, step parent, legal
guardian or a person who stood loco parentis when employee
was a child), child (biological, adoptive, foster child, step child,
legal ward, or a child to whom the employee stands loco
parentis regardless of age or dependency status), spouse,
registered domestic partner, parent-in-law, sibling, grandchild or
grandparent; or
x For an employee who is a victim of domestic violence, sexual
assault, or stalking for the purposes described in Labor Code
sections 230(c) and 230.1(a).
An employee will make a reasonable effort to schedule medical appointments
during non-working hours.
f) Kin Care Leave: In addition to the prescribed purposes of paid sick leave in
Section d. an employee may use up to one-half of his/her annual accrual of sick
leave to care for and attend to a family member who is ill. Every effort shall be
made to schedule medical appointments for an ill family member during non-
working hours. Family members for purposes of Kin Care leave shall include
parent (biological, adoptive, foster parent, step parent, or legal guardian), child
(biological, adoptive, foster child, step child, legal ward, a child of a registered
domestic partner, or a child to whom the employee stands loco parentis
regardless of age or dependency), spouse, or registered domestic partner.
53
g) In case of absence due to illness, if the paid sick leave is foreseeable, the
Employee shall notify their supervisor within reasonable advance notice and
explain the nature of the illness. If the paid sick leave is unforeseeable, the
employee shall provide notice of the need for the leave as soon as possible. The
minimum increment of use of paid sick leave shall be 30 (thirty) minutes.
h) The appointing power and City Manager may discipline an employee if sick leave
is used for an inappropriate purpose.
i) Upon separation from the City of Arcadia, an employee who works in their final
pay period, shall receive credit for that pay period's sick leave accrual based on
the following:.
0 to 29 hours: No accrual30 to 59 hours: 1 hour
60 to 80 hours: 2 hours
Unused sick leave is not cashed out upon termination, resignation, retirement, or
other separation from employment.
SECTION 37. FRINGE BENEFITS – ELIGIBILITY
The City Council, Executive, Management, Confidential Employees, and
Unrepresented benefitted Employees, as defined in Section 2 (including only those
Employees who at minimum receive CalPERS Retirement Benefits and Health
Insurance contributions) not represented by a recognized Employee organization, with
the exception of temporary appointments, shall be entitled to receive the benefits
provided by the City of Arcadia as specified in the Resolution adopting said benefits.
Part-Time Unrepresented Employees as defined in Section 2 shall be entitled to
receive the sick leave benefits as provided in Section 36.
54
SECTION 38. AMENDMENTS
Any modifications or amendments to the terms of this Resolution shall be
implemented by a City Council approved Resolution directing inclusion of the
modification or amendment as part of this Resolution.
SECTION 39. CERTIFICATION – ADOPTION OF RESOLUTION
The City Clerk shall certify to the adoption of Resolution No. 7080. Passed,
approved and adopted the 20
th day of March 2018.
55
Range Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
89E
Director of Library & Museum
Services
Director of Recreation & Community Services
10,443$ 10,706$ 10,972$ 11,248$ 11,528$11,818$12,111$12,413$ 12,722$ 13,042$
90E 10,706$ 10,972$ 11,248$ 11,528$ 11,818$12,111$ 12,413$ 12,722$ 13,042$13,368$
91E 10,972$ 11,248$ 11,528$ 11,818$ 12,111$ 12,413$ 12,722$ 13,042$ 13,368$ 13,703$
92E 11,248$ 11,528$ 11,818$ 12,111$ 12,413$ 12,722$ 13,042$ 13,368$ 13,703$14,043$
93E Administrative Services Director 11,528$ 11,818$ 12,111$ 12,413$ 12,722$ 13,042$13,368$ 13,703$14,043$14,394$
94E 11,818$ 12,111$12,413$ 12,722$ 13,042$ 13,368$ 13,703$ 14,043$ 14,394$ 14,754$
95E 12,111$ 12,413$12,722$ 13,042$ 13,368$ 13,703$ 14,043$ 14,394$ 14,754$15,125$
96E Public Works Services Director 12,413$ 12,722$ 13,042$ 13,368$ 13,703$14,043$ 14,394$ 14,754$15,125$ 15,502$
97E 12,722$ 13,042$ 13,368$ 13,703$ 14,043$ 14,394$ 14,754$ 15,125$ 15,502$ 15,890$
98E Assistant City Manager/
Development Services Director 13,042$ 13,368$ 13,703$ 14,043$ 14,394$14,754$ 15,125$ 15,502$ 15,890$16,286$
99SE Fire Chief 13,772$ 14,118$ 14,471$ 14,832$ 15,203$ 15,583$ 15,973$ 16,373$16,784$ 17,202$
100SE Police Chief 14,118$ 14,471$ 14,832$ 15,203$ 15,583$ 15,973$16,373$ 16,784$ 17,202$ 17,633$
EXHIBIT ACITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2018 - MARCH 31, 2019
EXECUTIVE MANAGEMENT/ASSISTANT CITY MANAGER - 2.0% COLA
SAFETY EXECUTIVE MANAGEMENT
Range Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
89E
Director of Library & Museum
Services
Director of Recreation & Community Services
10,652$ 10,920$ 11,191$ 11,473$ 11,759$12,054$12,353$12,661$ 12,976$ 13,303$
90E 10,920$ 11,191$ 11,473$ 11,759$ 12,054$12,353$ 12,661$ 12,976$ 13,303$13,635$
91E 11,191$ 11,473$ 11,759$ 12,054$ 12,353$ 12,661$ 12,976$ 13,303$ 13,635$ 13,977$
92E 11,473$ 11,759$ 12,054$ 12,353$ 12,661$ 12,976$ 13,303$ 13,635$ 13,977$14,324$
93E Administrative Services Director 11,759$ 12,054$ 12,353$ 12,661$ 12,976$ 13,303$13,635$ 13,977$14,324$14,682$
94E 12,054$ 12,353$12,661$ 12,976$ 13,303$ 13,635$ 13,977$ 14,324$ 14,682$ 15,049$
95E 12,353$ 12,661$12,976$ 13,303$ 13,635$ 13,977$ 14,324$ 14,682$ 15,049$15,428$
96E Public Works Services Director 12,661$ 12,976$ 13,303$ 13,635$ 13,977$14,324$ 14,682$ 15,049$15,428$ 15,812$
97E 12,976$ 13,303$ 13,635$ 13,977$ 14,324$ 14,682$ 15,049$ 15,428$ 15,812$ 16,208$
98E Assistant City Manager/
Development Services Director 13,303$ 13,635$ 13,977$ 14,324$ 14,682$15,049$ 15,428$ 15,812$ 16,208$16,612$
99SE Fire Chief 14,047$ 14,400$ 14,760$ 15,129$ 15,507$ 15,895$ 16,292$ 16,700$17,120$ 17,546$
100SE Police Chief 14,400$ 14,760$ 15,129$ 15,507$ 15,895$ 16,292$16,700$ 17,120$ 17,546$ 17,986$
EXHIBIT ACITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2019 - JUNE 30, 2020
EXECUTIVE MANAGEMENT/ASSISTANT CITY MANAGER - 2.0% COLA
SAFETY EXECUTIVE MANAGEMENT
RangeNumber Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
58M Management Aide 4,856$ 4,979$ 5,103$ 5,230$ 5,363$ 5,494$ 5,636$ 5,772$ 5,916$ 6,065$ 59M Buyer 4,979$ 5,103$ 5,230$ 5,363$ 5,494$ 5,636$ 5,772$ 5,916$ 6,065$ 6,218$
60M 5,103$ 5,230$ 5,363$ 5,494$ 5,636$ 5,772$ 5,916$ 6,065$ 6,218$ 6,372$
61M 5,230$ 5,363$ 5,494$ 5,636$ 5,772$ 5,916$ 6,065$ 6,218$ 6,372$ 6,533$ 62M 5,363$ 5,494$ 5,636$ 5,772$ 5,916$ 6,065$ 6,218$ 6,372$ 6,533$ 6,695$
63M Recreation Supervisor 5,494$ 5,636$ 5,772$ 5,916$ 6,065$ 6,218$ 6,372$ 6,533$ 6,695$ 6,863$ 64M 5,636$ 5,772$ 5,916$ 6,065$ 6,218$ 6,372$ 6,533$ 6,695$ 6,863$ 7,033$
65M 5,772$ 5,916$ 6,065$ 6,218$ 6,372$ 6,533$ 6,695$ 6,863$ 7,033$ 7,210$ 66M 5,916$ 6,065$ 6,218$ 6,372$ 6,533$ 6,695$ 6,863$ 7,033$ 7,210$ 7,390$
67M Human Resources Analyst 6,065$ 6,218$ 6,372$ 6,533$ 6,695$ 6,863$ 7,033$ 7,210$ 7,390$ 7,575$
68M
Crime Analyst/Investigative Support
SpecialistMaintenance Contracts Officer
Management Analyst
6,218$ 6,372$ 6,533$ 6,695$ 6,863$ 7,033$ 7,210$ 7,390$ 7,575$ 7,766$
69M 6,372$ 6,533$ 6,695$ 6,863$ 7,033$ 7,210$ 7,390$ 7,575$ 7,766$ 7,958$ 70M 6,533$ 6,695$ 6,863$ 7,033$ 7,210$ 7,390$ 7,575$ 7,766$ 7,958$ 8,158$
71M 6,695$ 6,863$ 7,033$ 7,210$ 7,390$ 7,575$ 7,766$ 7,958$ 8,158$ 8,364$
72M
Environmental Services Officer
Police Records ManagerSenior Human Resources Analyst
Senior Management AnalystTransportation Services Manager
6,863$ 7,033$ 7,210$ 7,390$ 7,575$ 7,766$ 7,958$ 8,158$ 8,364$ 8,572$
73M 7,033$ 7,210$ 7,390$ 7,575$ 7,766$ 7,958$ 8,158$ 8,364$ 8,572$ 8,785$
74M
Assistant to the City Manager
Chief Deputy City Clerk/Records Manager
7,210$ 7,390$ 7,575$ 7,766$ 7,958$ 8,158$ 8,364$ 8,572$ 8,785$ 9,005$
75M Accounting Supervisor 7,390$ 7,575$ 7,766$ 7,958$ 8,158$ 8,364$ 8,572$ 8,785$ 9,005$ 9,230$
76M 7,575$ 7,766$ 7,958$ 8,158$ 8,364$ 8,572$ 8,785$ 9,005$ 9,230$ 9,462$
77M 7,766$ 7,958$ 8,158$ 8,364$ 8,572$ 8,785$ 9,005$ 9,230$ 9,462$ 9,697$
78M
Assistant Director of Recreation and
Community ServicesGeneral Services Superintendent
Library Services Manager
Planning Services Manager
Streets Superintendent
Utilities Superintendent
7,958$ 8,158$ 8,364$ 8,572$ 8,785$ 9,005$ 9,230$ 9,462$ 9,697$ 9,940$
79M Principal Civil Engineer 8,158$ 8,364$ 8,572$ 8,785$ 9,005$ 9,230$ 9,462$ 9,697$ 9,940$ 10,189$
80M Fire Marshal 8,364$ 8,572$ 8,785$ 9,005$ 9,230$ 9,462$ 9,697$ 9,940$ 10,189$ 10,443$ 81M 8,572$ 8,785$ 9,005$ 9,230$ 9,462$ 9,697$ 9,940$ 10,189$ 10,443$ 10,706$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2018 - MARCH 31, 2019
MANAGEMENT - 2.0% COLA
RangeNumber Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2018 - MARCH 31, 2019
MANAGEMENT - 2.0% COLA
82M Building OfficialEconomic Development Manager 8,785$ 9,005$ 9,230$ 9,462$ 9,697$ 9,940$ 10,189$ 10,443$ 10,706$ 10,972$
83M 9,005$ 9,230$ 9,462$ 9,697$ 9,940$ 10,189$ 10,443$ 10,706$ 10,972$ 11,248$
84M 9,230$ 9,462$ 9,697$ 9,940$ 10,189$ 10,443$ 10,706$ 10,972$ 11,248$ 11,528$
85M 9,462$ 9,697$ 9,940$ 10,189$ 10,443$ 10,706$ 10,972$ 11,248$ 11,528$ 11,818$
86M Financial Services Manager/Treasurer
Human Resources Administrator 9,697$ 9,940$ 10,189$ 10,443$ 10,706$ 10,972$ 11,248$ 11,528$ 11,818$ 12,111$
87M
Community Development
Administrator
Deputy Public Works Services
Director
9,940$ 10,189$ 10,443$ 10,706$ 10,972$ 11,248$ 11,528$ 11,818$ 12,111$ 12,413$
88M 10,189$ 10,443$ 10,706$ 10,972$ 11,248$ 11,528$ 11,818$ 12,111$ 12,413$ 12,722$
89M 10,443$ 10,706$ 10,972$ 11,248$ 11,528$ 11,818$ 12,111$ 12,413$ 12,722$ 13,042$ 90M 10,706$ 10,972$ 11,248$ 11,528$ 11,818$ 12,111$ 12,413$ 12,722$ 13,042$ 13,368$
91M Deputy Director of Development Services/City Engineer 10,972$ 11,248$ 11,528$ 11,818$ 12,111$ 12,413$ 12,722$ 13,042$ 13,368$ 13,703$
RangeNumber Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
58M Management Aide 4,953$ 5,079$ 5,205$ 5,335$ 5,470$ 5,604$ 5,749$ 5,887$ 6,034$ 6,186$ 59M Buyer 5,079$ 5,205$ 5,335$ 5,470$ 5,604$ 5,749$ 5,887$ 6,034$ 6,186$ 6,342$
60M 5,205$ 5,335$ 5,470$ 5,604$ 5,749$ 5,887$ 6,034$ 6,186$ 6,342$ 6,499$
61M 5,335$ 5,470$ 5,604$ 5,749$ 5,887$ 6,034$ 6,186$ 6,342$ 6,499$ 6,664$ 62M 5,470$ 5,604$ 5,749$ 5,887$ 6,034$ 6,186$ 6,342$ 6,499$ 6,664$ 6,829$
63M Recreation Supervisor 5,604$ 5,749$ 5,887$ 6,034$ 6,186$ 6,342$ 6,499$ 6,664$ 6,829$ 7,000$ 64M 5,749$ 5,887$ 6,034$ 6,186$ 6,342$ 6,499$ 6,664$ 6,829$ 7,000$ 7,174$
65M 5,887$ 6,034$ 6,186$ 6,342$ 6,499$ 6,664$ 6,829$ 7,000$ 7,174$ 7,354$ 66M 6,034$ 6,186$ 6,342$ 6,499$ 6,664$ 6,829$ 7,000$ 7,174$ 7,354$ 7,538$
67M Human Resources Analyst 6,186$ 6,342$ 6,499$ 6,664$ 6,829$ 7,000$ 7,174$ 7,354$ 7,538$ 7,727$
68M
Crime Analyst/Investigative Support
SpecialistMaintenance Contracts Officer
Management Analyst
6,342$ 6,499$ 6,664$ 6,829$ 7,000$ 7,174$ 7,354$ 7,538$ 7,727$ 7,921$
69M 6,499$ 6,664$ 6,829$ 7,000$ 7,174$ 7,354$ 7,538$ 7,727$ 7,921$ 8,117$ 70M 6,664$ 6,829$ 7,000$ 7,174$ 7,354$ 7,538$ 7,727$ 7,921$ 8,117$ 8,321$
71M 6,829$ 7,000$ 7,174$ 7,354$ 7,538$ 7,727$ 7,921$ 8,117$ 8,321$ 8,531$
72M
Environmental Services Officer
Police Records ManagerSenior Human Resources Analyst
Senior Management AnalystTransportation Services Manager
7,000$ 7,174$ 7,354$ 7,538$ 7,727$ 7,921$ 8,117$ 8,321$ 8,531$ 8,743$
73M 7,174$ 7,354$ 7,538$ 7,727$ 7,921$ 8,117$ 8,321$ 8,531$ 8,743$ 8,961$
74M
Assistant to the City Manager
Chief Deputy City Clerk/Records Manager
7,354$ 7,538$ 7,727$ 7,921$ 8,117$ 8,321$ 8,531$ 8,743$ 8,961$ 9,185$
75M Accounting Supervisor 7,538$ 7,727$ 7,921$ 8,117$ 8,321$ 8,531$ 8,743$ 8,961$ 9,185$ 9,415$
76M 7,727$ 7,921$ 8,117$ 8,321$ 8,531$ 8,743$ 8,961$ 9,185$ 9,415$ 9,651$
77M 7,921$ 8,117$ 8,321$ 8,531$ 8,743$ 8,961$ 9,185$ 9,415$ 9,651$ 9,891$
78M
Assistant Director of Recreation and
Community ServicesGeneral Services Superintendent
Library Services Manager
Planning Services Manager
Streets Superintendent
Utilities Superintendent
8,117$ 8,321$ 8,531$ 8,743$ 8,961$ 9,185$ 9,415$ 9,651$ 9,891$ 10,139$
79M Principal Civil Engineer 8,321$ 8,531$ 8,743$ 8,961$ 9,185$ 9,415$ 9,651$ 9,891$ 10,139$ 10,393$
80M Fire Marshal 8,531$ 8,743$ 8,961$ 9,185$ 9,415$ 9,651$ 9,891$ 10,139$ 10,393$ 10,652$ 81M 8,743$ 8,961$ 9,185$ 9,415$ 9,651$ 9,891$ 10,139$ 10,393$ 10,652$ 10,920$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2019 --81( 3, 2020
MANAGEMENT - 2.0% COLA
RangeNumber Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2019 --81(, 2020
MANAGEMENT - 2.0% COLA
82M Building OfficialEconomic Development Manager 8,961$ 9,185$ 9,415$ 9,651$ 9,891$ 10,139$ 10,393$ 10,652$ 10,920$ 11,191$
83M 9,185$ 9,415$ 9,651$ 9,891$ 10,139$ 10,393$ 10,652$ 10,920$ 11,191$ 11,473$
84M 9,415$ 9,651$ 9,891$ 10,139$ 10,393$ 10,652$ 10,920$ 11,191$ 11,473$ 11,759$
85M 9,651$ 9,891$ 10,139$ 10,393$ 10,652$ 10,920$ 11,191$ 11,473$ 11,759$ 12,054$
86M Financial Services Manager/Treasurer
Human Resources Administrator 9,891$ 10,139$ 10,393$ 10,652$ 10,920$ 11,191$ 11,473$ 11,759$ 12,054$ 12,353$
87M
Community Development
Administrator
Deputy Public Works Services
Director
10,139$ 10,393$ 10,652$ 10,920$ 11,191$ 11,473$ 11,759$ 12,054$ 12,353$ 12,661$
88M 10,393$ 10,652$ 10,920$ 11,191$ 11,473$ 11,759$ 12,054$ 12,353$ 12,661$ 12,976$
89M 10,652$ 10,920$ 11,191$ 11,473$ 11,759$ 12,054$ 12,353$ 12,661$ 12,976$ 13,303$ 90M 10,920$ 11,191$ 11,473$ 11,759$ 12,054$ 12,353$ 12,661$ 12,976$ 13,303$ 13,635$
91M Deputy Director of Development Services/City Engineer 11,191$ 11,473$ 11,759$ 12,054$ 12,353$ 12,661$ 12,976$ 13,303$ 13,635$ 13,977$
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
910 Police Lieutenant 10,975$11,249$ 11,530$ 11,818$ 12,115$ 12,415$ 12,726$ 13,044$ 13,372$ 13,705$
920 Fire Battalion Chief 11,249$ 11,530$ 11,818$ 12,115$ 12,415$12,726$ 13,044$ 13,372$ 13,705$ 14,047$
930 11,530$ 11,818$ 12,115$12,415$ 12,726$ 13,044$ 13,372$ 13,705$ 14,047$ 14,399$
940 11,818$ 12,115$ 12,415$ 12,726$ 13,044$ 13,372$ 13,705$ 14,047$ 14,399$ 14,758$950 12,115$ 12,415$ 12,726$ 13,044$ 13,372$13,705$ 14,047$ 14,399$ 14,758$ 15,129$
960 Deputy Fire Chief
Police Captain 12,415$ 12,726$13,044$ 13,372$ 13,705$ 14,047$ 14,399$ 14,758$ 15,129$ 15,507$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2018 - MARCH 31, 2019
Safety Management - 2.0% COLA
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
910 Police Lieutenant 11,195$11,474$ 11,761$ 12,054$ 12,357$ 12,663$ 12,981$ 13,305$ 13,639$ 13,979$
920 Fire Battalion Chief 11,474$ 11,761$ 12,054$ 12,357$ 12,663$12,981$ 13,305$ 13,639$ 13,979$ 14,328$
930 11,761$ 12,054$ 12,357$12,663$ 12,981$ 13,305$ 13,639$ 13,979$ 14,328$ 14,687$
940 12,054$ 12,357$ 12,663$ 12,981$ 13,305$ 13,639$ 13,979$ 14,328$ 14,687$ 15,053$950 12,357$ 12,663$ 12,981$ 13,305$ 13,639$13,979$ 14,328$ 14,687$ 15,053$ 15,432$
960 Deputy Fire Chief
Police Captain 12,663$ 12,981$13,305$ 13,639$ 13,979$ 14,328$ 14,687$ 15,053$ 15,432$ 15,817$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2019 - -81(3, 2020
Safety Management - 2.0% COLA
Range Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
56U Human Resources
Technician 4,496$ 4,610$4,727$ 4,842$4,965$ 5,088$5,217$ 5,345$5,479$5,615$
57U 4,610$ 4,727$4,842$4,965$ 5,088$ 5,217$ 5,345$5,479$5,615$ 5,756$
58U 4,727$4,842$4,965$ 5,088$ 5,217$ 5,345$5,479$5,615$5,756$5,900$
59U 4,842$ 4,965$5,088$5,217$ 5,345$ 5,479$ 5,615$5,756$5,900$ 6,048$
60U Executive Assistant 4,965$ 5,088$5,217$5,345$ 5,479$ 5,615$ 5,756$5,900$6,048$ 6,199$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2018 - MARCH 31, 2019
UNREPRESENTED - 2.0% COLA
Range Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
56U Human Resources
Technician 4,586$ 4,702$4,822$ 4,939$5,064$ 5,190$5,321$ 5,452$5,589$5,727$
57U 4,702$ 4,822$4,939$5,064$ 5,190$ 5,321$ 5,452$5,589$5,727$ 5,871$
58U 4,822$4,939$5,064$ 5,190$ 5,321$ 5,452$5,589$5,727$5,871$6,018$
59U 4,939$ 5,064$5,190$5,321$ 5,452$ 5,589$ 5,727$5,871$6,018$ 6,169$
60U Executive Assistant 5,064$ 5,190$5,321$5,452$ 5,589$ 5,727$ 5,871$6,018$6,169$ 6,323$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2019 - JUNE 30, 2020
UNREPRESENTED - 2.0% COLA