HomeMy WebLinkAboutItem 11d - Compensation for Unrepresented Employees
DATE: October 5, 2021
TO: Honorable Mayor and City Council
FROM: Dominic Lazzaretto, City Manager
Jason Kruckeberg, Assistant City Manager/Development Services Director
Hue C. Quach, Administrative Services Director
By: Shama P. Curian, Human Resources Administrator
SUBJECT: RESOLUTION NO. 7383 ESTABLISHING COMPENSATION AND
RELATED BENEFITS FOR CITY COUNCIL, EXECUTIVE
MANAGEMENT, MANAGEMENT, AND UNREPRESENTED
CONFIDENTIAL EMPLOYEES AND RESOLUTION NO. 7391
AMENDING THE FISCAL YEAR 2021-22 GENERAL FUND OPERATING
BUDGET AUTHORIZING A BUDGET APPROPRIATION FOR COSTS
ASSOCIATED WITH THE ADOPTION OF RESOLUTION NO. 7383
RESOLUTION 7383 ESTABLISHING COMPENSATION AND RELATED
BENEFITS FOR CITY COUNCIL, EXECUTIVE MANAGEMENT,
MANAGEMENT, AND UNREPRESENTED CONFIDENTIAL
EMPLOYEES FOR JULY 1, 2021, THROUGH JUNE 30, 2024
Recommendation: Adopt
RESOLUTION 7391 AMENDING THE FISCAL YEAR 2021-22 GENERAL
FUND OPERATING BUDGET AUTHORIZING A BUDGET
APPROPRIATION IN THE AMOUNT OF $678,722 FOR COSTS
ASSOCIATED WITH ADOPTION OF RESOLUTION NO. 7383
Recommendation: Adopt
SUMMARY
The City Council establishes by resolution the salaries and benefits for classifications
that are not represented by an employee association or union. Similar to adjustments to
the Memoranda of Understanding for the Miscellaneous and Police Officers’
Associations, this action seeks City Council authorization to implement adjustments as
outlined in Resolution 7383. The projected cumulative total cost of Fringe Benefit
Resolution No. 7383 is $2,752,034 over the term of three years.
Compensation for City Council, Executive Management, Management, and
Unrepresented Confidential Employees
October 5, 2021
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It is recommended that the City Council adopt Resolution No. 7383 establishing
compensation and related benefits for City Council, Executive Management,
Management and Unrepresented Confidential Employees for July 1, 2021, through June
30, 2024, and adopt Resolution 7391, authorizing a budget appropriation for associated
costs in the amount of $678,722 for Fiscal Year 2021-22.
BACKGROUND
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. The City Council is included in
this Resolution but only benefit adjustments are made to City Council medical
allowances to be in parity with Executive Management; their $500 monthly stipend does
not change.
DISCUSSION
The miscellaneous employee associations and the Arcadia Police Officers’ Association
have reached agreements for their successor Memoranda of Understanding for the term
beginning July 1, 2021, and continuing through June 30, 2024. Resolution 7383 will
provide for Cost-Of-Living-Adjustments (“COLA”) and other benefit adjustments similar
to the three-year agreements recently ratified for the employee associations. Detailed
information on the most notable revisions is included below.
Wages and Other Compensation
The proposed resolution provides for the Executive, Management, and Unrepresented
Confidential employees to receive a COLA for each fiscal year covered by this
resolution along with a one-time bonus. For Safety Management, employees will pay an
additional 1% of their salary in each of the next three years to CalPERS to cover
retirement costs (bringing the total to 12% of salary); they will also receive a medical
increase similar to the increase the Arcadia Police Officers’ Association. The COLA and
other additional items are shown in detail in the tables below:
Cost Of Living Adjustments
FY 2021-22 FY 2022-23 FY 2023-24
Exec./Management/Unrepresented 3% 3% 4%
Safety Exec. / Safety Management 3% 4% 5%
Compensation for City Council, Executive Management, Management, and
Unrepresented Confidential Employees
October 5, 2021
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Benefits
FY 2021-22 FY 2022-23 FY 2023-24
Bonus: Management/Unrepresented $165,432
Bonus: Executive Management $33,619
Safety Management Medical Increase $123/mo.
Safety Exec. Management Med. Increase $226/mo.
Safety CalPERS “Give Back” 1% 1% 1%
Cash-In-Lieu: Miscellaneous Management/ Exec. Management
Public entities have commonly offered cash-in-lieu options as an available alternative
for employees who take group health coverage outside their place of work or do not
entirely use their health benefit allowance. In on-going efforts to reduce the Total Plan
Payments of the cash-in-lieu and to reduce risk to the City, City Management
representatives prioritized this as a significant part of the negotiations with the
miscellaneous bargaining groups. While management employees do not receive
overtime for the medical cash back allowance added into their overtime rate of pay, the
amount that they do receive does factor into the “Total Plan Payments” and, as such,
the updated terms will mirror those terms accepted by the three miscellaneous labor
groups.
Those employees hired prior to July 1, 2021, who receive cash back for unused medical
benefits will be “grandfathered” and will continue to be able to receive cash-in-lieu
subject to the limitations to reduce the overall Total Plan Payments. Employees will be
capped at their current cash back allowance less a small percentage that will ensure the
City’s overall contribution of Medical Benefits is limited to less than 20% for all affected
groups. Employees in this tier who currently utilize the entire medical benefit allowance
will not be eligible to receive cash back later if they change to lower cost plans.
Employees hired on or after July 2, 2021, shall not be eligible for any cash-in-lieu of any
unused portion of the City’s contributions towards medical benefits.
Public Pension Reform Act: Safety Management/ Safety Exec. Management
The State of California enacted the California Public Employees’ Pension Reform Act of
2013 (“PEPRA”), which went into effect on January 1, 2013. A provision of PEPRA
allows equal sharing of normal pension costs between a City and its employees.
Similar to APOA, the Safety Management and Safety Executive Management will pay
an extra 3% of pension costs, phasing in a 1% increase of equal sharing of CalPERS
pension costs each year of the resolution. In turn, the proposed resolution establishes
cost of living adjustments as outlined above in each year of this resolution. This will
Compensation for City Council, Executive Management, Management, and
Unrepresented Confidential Employees
October 5, 2021
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ensure that all safety employees are paying 12% of their salary into their pension costs,
furthering the City’s overall goal of pension reform.
Annual Performance Bonus
Also included in the Resolution is the ability for the City Manager to grant up to a 3%
bonus to recognize those individuals who perform at exemplary levels. This one-time
bonus is not guaranteed, nor automatic, and the City Manager will have the sole
discretion to effectuate it upon the completion of the performance evaluation.
Clean-Up
The proposed resolution also contains revisions to comply with updated laws and clean-
up language to accurately reflect current practices and procedures. These proposed
changes will streamline, simplify, and modernize the document.
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 similar cities in the area and
will attract and retain experienced personnel required to manage a publicly accountable
organization.
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 projected cumulative cost of the Fringe Benefit Resolution No. 7383 over a three-
year period is estimated at $2,752,034 including CalPERS retirement costs and all
associated costs that are tied to salary and benefits increases. Further, the cost shown
is for all funds in the City, of which around 71%, or approximately $1.95 million, will be
attributable to the General Fund with the remaining portion to be allocated to various
Special Revenue and Enterprise Funds based on employee salary allocations for their
respective positions within those funds. The costs for Fiscal Year 2021-22 are
estimated at $678,722, which will require a budget adjustment. The budget can be
adjusted to accommodate these amounts while retaining a net positive fund balance at
the end of the year. Future costs will be included in the annual budget proposals for
those years.
Compensation for City Council, Executive Management, Management, and
Unrepresented Confidential Employees
October 5, 2021
Page 5 of 5
RECOMMENDATION
It is recommended that the City Council determine that this action does not constitute a
project and is, therefore, exempt under, the California Environmental Quality Act
(“CEQA”); and adopt the following Resolutions:
Resolution No. 7383 establishing compensation and related benefits for City Council,
Executive Management, Management, and Unrepresented Confidential Employees for
July 1, 2021, through June 30, 2024.
Resolution No. 7391 amending the Fiscal Year 2021-22 General Fund Operating
Budget authorizing a budget appropriation in the amount of $678,722 for costs
associated with the adoption of Resolution No. 7383.
Attachments: Resolution No. 7383 (Fringe Benefit Resolution attached)
Resolution No. 7391
CITY OF ARCADIA
FRINGE BENEFITS RESOLUTION
CITY COUNCIL, EXECUTIVE MANAGEMENT,
MANAGEMENT, AND UNREPRESENTED EMPLOYEES
OF THE CITY OF ARCADIA
JULY 1, 2021 – JUNE 30, 2024
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Contents
SECTION 1. PURPOSE ...................................................................................... 4
SECTION 2. DEFINITIONS ................................................................................. 4
SECTION 3. COMPENSATION ........................................................................... 6
SECTION 4. SALARY STEP ADVANCEMENT .................................................... 6
SECTION 5. PROMOTIONAL STEP ADVANCEMENT ......................................... 7
SECTION 6. OVERTIME ..................................................................................... 7
SECTION 7. RETIREMENT ................................................................................ 8
A. EMPLOYEES HIRED BEFORE JULY 1, 2011 ......................................................... 8
B. EMPLOYEES HIRED ON OR AFTER OCTOBER 9, 2011, OTHER THAN NEW
CalPERS MEMBERS HIRED AFTER JANUARY 1, 2013 ........................................10
C. NEW CalPERS MEMBERS HIRED ON OR AFTER JANUARY 1, 2013 ..................12
SECTION 8. SPECIAL ASSIGNMENT PAY ....................................................... 13
SECTION 9. LONGEVITY PAY ......................................................................... 13
SECTION 10. ACTING PAY................................................................................. 14
SECTION 11. TUITION ADVANCEMENT/REIMBURSEMENT............................... 14
SECTION 12. UNIFORMS ................................................................................... 15
SECTION 13. AUTO ALLOWANCE ..................................................................... 16
SECTION 14. MILEAGE REIMBURSEMENT........................................................ 16
SECTION 15. BENEFIT ALLOWANCE FOR HEALTH, DENTAL, AND VISION ..... 16
A. EMPLOYEES HIRED BEFORE JULY 1, 2021 ........................................................16
B. EMPLOYEES HIRED ON OR AFTER JULY 2, 2021 ...............................................18
SECTION 16. LIFE INSURANCE ......................................................................... 19
SECTION 17. LONG TERM DISABILITY INSURANCE ......................................... 20
SECTION 18. RETIREE HEALTH INSURANCE ................................................... 20
A. EMPLOYEES HIRED BEFORE JULY 1, 2011 ........................................................20
B. EMPLOYEES HIRED ON OR AFTER JULY 1, 2011 ...............................................22
SECTION 19. PHYSICAL EXAMINATIONS – MANAGEMENT .............................. 22
SECTION 20. LEAVES OF ABSENCE ................................................................. 22
A. MISCELLANEOUS LEAVES OF ABSENCE............................................................22
B. Family Care and Medical Leaves .............................................................................24
SECTION 21. VACATION ACCRUAL RATE ........................................................ 24
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A. MISCELLANEOUS EXECUTIVE MANAGEMENT ...................................................24
C. SAFETY EXECUTIVE AND POLICE MANAGEMENT AND DEPUTY FIRE CHIEF
............................................................................................................................24
D. MISCELLANEOUS MANAGEMENT & UNREPRESENTED CONF. EMPLOYEES
............................................................................................................................25
D. BATTALION CHIEFS ...........................................................................................25
SECTION 22. VACATION LEAVE ........................................................................ 25
SECTION 23. SICK LEAVE FOR EXECUTIVE, MANAGEMENT, AND
CONFIDENTIAL EMPLOYEES ....................................................... 27
SECTION 24. BEREAVEMENT LEAVE ............................................................... 29
SECTION 25. MANAGEMENT LEAVE ................................................................. 29
SECTION 26. WORKERS’ COMPENSATION ....................................................... 29
SECTION 27. JURY LEAVE ................................................................................ 30
SECTION 28. COURT WITNESS LEAVE ............................................................. 30
SECTION 29. MILITARY LEAVE ......................................................................... 30
SECTION 30. LEAVE DONATIONS – INJURY/ILLNESS/DISABILITY ................... 30
SECTION 31. LEAVE DEDUCTIONS ................................................................... 31
SECTION 32. HOLIDAYS .................................................................................... 31
SECTION 33. SEVERANCE PAY ......................................................................... 33
SECTION 34. WORKDAY SCHEDULES .............................................................. 34
SECTION 35. Y-RATING – MANAGEMENT EMPLOYEES ................................... 34
SECTION 36. SICK LEAVE FOR PART TIME UNREPRESENTED EMPLOYEES,
INCLUDING LAW ENFORCEMENT RECRUITS ............................. 34
SECTION 37. FRINGE BENEFITS – ELIGIBILITY ................................................ 36
SECTION 38. AMENDMENTS ............................................................................. 36
SECTION 39. CERTIFICATION – ADOPTION OF RESOLUTION .......................... 37
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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. 7383 sets forth the 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
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, Police Records
Manager, Senior Human Resources Analyst, Senior Management Analyst,
Transportation Services Manager, Assistant Director of Recreation and
Community Services, Planning Services Manager, Accounting Supervisor,
Accountant, Senior Accountant, Environmental Services Manager, General
Services Superintendent, Library Services Manager, Utilities Superintendent,
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Principal Civil Engineer, Building Official, Fire Marshal, Economic Development
Manager, Financial Services Manager/Treasurer, Human Resources
Administrator, Deputy City Manager, 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 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.
“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).
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“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 base salaries of Executive Management, Management,
and Unrepresented Confidential Employees covered by this resolution will be increased
by 3% effective July 1, 2021, 3% effective July 1, 2022, and 4% effective July 1, 2023.
Retro increases will be given only to those employees on City payroll as of the date of
adoption of this resolution.
The base salaries of Police and Fire Safety Executive Management and Police and Fire
Safety Management employees covered by this resolution will be increased by 3%
effective July 1, 2021, 4% effective July 1, 2022, and 5% effective July 1, 2023.
Retroactive increases will be given only to those employees on City payroll as of the date
of adoption of this resolution.
Dependent upon the distribution method as determined by the City Manager, employees
covered by this resolution may receive a one-time Non-PERSable bonus paid through
City payroll upon the adoption of this resolution. The collective amount to be distributed
to those employees is $153,832.
Additionally, Executive Management and Safety Executive Management employees
covered by this resolution and on City payroll as of the date of adoption of this resolution
shall receive a one-time Non-PERSable bonus of $2,300. Safety Management,
Management, and Unrepresented employees covered by this resolution and on City
payroll as of the date of adoption of this resolution shall receive a one-time non-PERSable
bonus of $2,100.
SECTION 4. SALARY STEP ADVANCEMENT
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 compensation two steps
(approximately 5.0%) on their anniversary dates. The following schedule is an example
of merit increases when an employee begins employment at step A:
A Step to C Step: 6 months
All other Steps: 12 months
For Department Directors 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
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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.
Salary step advancements may be withheld or delayed by the appointing authority if an
Employee’s performance does not merit such advancement.
With the approval of the City Manager, an Employee may be hired at any step within the
salary range applicable to the position.
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.
Upon adoption of this Resolution and until June 30, 2024, unless extended by the City
Council, the City Manager shall have discretionary authority to allow an annual
performance bonus up to 3% of an employee’s annual salary to full-time employees
covered by this resolution who receive a Meritorious or Superior evaluation. Receiving a
Meritorious or Superior evaluation is not a guarantee of receiving a bonus, only a
minimum standard for qualification. It shall be the City Manager’s sole authority to
determine whether to allow a bonus and at what amount. The performance bonus shall
be subject to the availability of funds as determined by the City.
SECTION 5. PROMOTIONAL STEP ADVANCEMENT
When an Employee is promoted, their pay shall advance to the lowest salary step in the
new classification range such that it will provide a 5% increase in compensation, or two
steps. If the lowest salary in the new classification is the top step, the Employee’s pay will
be advanced to the top step, even if it provides less than a 5%, or two-step, increase.
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
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 workweek 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.
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Fire Battalion Chiefs working in excess of a 56-hour workweek shall receive overtime at
straight time for operational assignments as defined by the Fire Chief and are eligible for
Management Leave. A Fire Battalion Chief assigned to a strike team and working in
excess of a 56-hour workweek will receive overtime at 1.5 times the hourly rate. No other
Management Employees are eligible to receive any form of overtime compensation for
additional hours worked, except as stated in Section 8.
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 Resolution. 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 $0.93 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.
8. As permitted by CalPERS, Employees may elect to purchase service credit by
remitting payment to CalPERS via payroll deductions. If the Employee elects
this option, the City will allow Employees to elect those payments as pre-tax
payroll deductions for service purchases.
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
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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:
a. Miscellaneous Employees: Employees will pay 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.
b. Public Safety Employees: Employees will continue to pay 9% of
PERSable compensation for CalPERS retirement via payroll deduction
toward the City’s Employer Contribution to CalPERS and said amount
will be allocated to the employer’s account. Employees will also
contribute an additional 3% cost for CalPERS retirement through a
phase-in approach as follows:
i. Effective beginning the pay period following Council adoption
of this resolution, each Classic Member employee shall
contribute an additional cost share amount equal to 1% of
compensation earnable towards the employer PERS
contribution for a total of 10%.
ii. Effective July 1, 2022, each Classic Member employee shall
contribute an additional cost share amount of 1% of
compensation earnable towards the employer PERS
contribution, for a total of 11%.
iii. Effective July 1, 2023, each Classic Member employee shall
contribute an additional cost share amount of 1% of
compensation earnable towards the employer PERS
contribution, for a total of 12%.
11. In addition to the foregoing cost sharing payments, Miscellaneous Employees
shall continue to pay 1% of the member contribution to CalPERS.
12. The City shall continue to pay the cost of the Employees’ member contribution
(EPMC) to CalPERS in the amount of 7% for Miscellaneous Employees and
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. 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
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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 Employees. The cost-
sharing arrangement will be implemented as follows:
a. Miscellaneous Employees: Employees will pay 0.138% of PERSable
compensation to CalPERS retirement via payroll deduction; and the City
will pay 0.138% of PERSable compensation to CalPERS retirement.
b. Public Safety Employees: Employees will pay 0.110% of PERSable
compensation to CalPERS retirement via payroll deduction; and the City
will pay 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 Resolution. 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. 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 $0.93 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.
8. As permitted by CalPERS, Employees may elect to purchase service credit by
remitting payment to CalPERS via payroll deductions. If the Employee elects
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this option, the City will allow Employees to elect those payments as pre-tax
payroll deductions for service purchases.
9. Special compensation items shall be reported to CalPERS in accordance with
applicable law.
10. Miscellaneous Employees will pay the full 7% member contribution to CalPERS
via payroll deduction.
11. Public Safety Employees will continue to pay 9% of PERSable compensation
for CalPERS retirement via payroll deduction toward the City’s Employer
Contribution to CalPERS and said amount will be allocated to the employer’s
account. Employees will also contribute an additional 3% cost for CalPERS
retirement through a phase-in approach as follows:
a. Effective beginning the pay period following Council adoption of this
resolution, each Classic Member employee shall contribute an
additional cost share amount equal to 1% of compensation earnable
towards the employer PERS contribution for a total of 10%.
b. Effective July 1, 2022, each Classic Member employee shall contribute
an additional cost share amount of 1% of compensation earnable
towards the employer PERS contribution, for a total of 11%.
c. Effective July 1, 2023, each Classic Member employee shall contribute
an additional cost share amount of 1% of compensation earnable
towards the employer PERS contribution, for a total of 12%.
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
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. 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:
a. Miscellaneous Employees: Employees will pay 0.138% of PERSable
compensation to CalPERS retirement via payroll deduction; and the City
will pay 0.138% of PERSable compensation to CalPERS retirement.
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b. Public Safety Employees: Employees will pay 0.110% of PERSable
compensation to CalPERS retirement via payroll deduction; and the City
will pay 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 Resolution. 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. 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 $0.93 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.
8. As permitted by CalPERS, Employees may elect to purchase service credit by
remitting payment to CalPERS via payroll deductions. If the Employee elects
this option, the City will allow Employees to elect those payments as pre-tax
payroll deductions for service 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 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 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),
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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, 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:
a. Miscellaneous Employees: Employees will pay 0.138% of PERSable
compensation to CalPERS retirement via payroll deduction; and the City
will pay 0.138% of PERSable compensation to CalPERS retirement.
b. Public Safety Employees: Employees will pay 0.110% of PERSable
compensation to CalPERS retirement via payroll deduction; and the City
will pay 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.
SECTION 8. SPECIAL ASSIGNMENT PAY
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%).
SECTION 9. LONGEVITY PAY
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 – 19 Years $84.06
20+ Years $230.77
The Longevity Pay benefit is effective the pay period an Employee reaches 5, 10, 15 or
20 years of continuous employment with the City.
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SECTION 10. ACTING PAY
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. 5% 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.
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 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 ADVANCEMENT/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 Advancement/
Reimbursement Form must be submitted and pre-approved by the Employee’s
Department Director and Human Resources Administrator before the course(s) begin.
Tuition advancement or reimbursement shall only be for the first degree in each education
level that an employee seeks to obtain, and 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 City Manager or their
designee may grant approval for tuition advancement or reimbursement if they determine
that a second degree in any education level is both beneficial and job-related.
The Tuition Advancement/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 advancement 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 1 year from
the advancement, shall refund all tuition advanced and be subject to the provisions
outlined in the Advanced Tuition Participation and Advancement 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
At the beginning of the fiscal year, Employees in the classification of Police Chief, Police
Captain, and Police Lieutenant shall receive $750 for the purchase of safety equipment.
$647 shall be reported to CalPERS as special compensation for Uniform Allowance. This
amount shall be prorated if hired or promoted after the start of the fiscal year.
At the beginning of the fiscal year, employees in the classification of Fire Chief, Deputy
Fire Chief, and Battalion Chief shall have a uniform allowance of $655 reported annually
to CalPERS as special compensation. This amount shall be prorated if hired or promoted
after the start of the fiscal year.
For the duration of the Resolution, uniforms shall be provided to those employee
Management Employees currently receiving uniforms under the same conditions
specified in their respective Department Policies. 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.
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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 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 REIMBURSEMENT
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 Director. If travel is required frequently during a
month, reimbursement shall be made once per month. Completed mileage forms shall be
submitted to the Department Director 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. BENEFIT ALLOWANCE FOR HEALTH, DENTAL, AND VISION
A. EMPLOYEES HIRED BEFORE JULY 1, 2021
The City provides City Council, Executive, Management and Confidential
Employees, as well as Law Enforcement Recruits the Section 125 Cafeteria Plan
contributions as follows:
1. CalPERS Health Program: The City will contribute the minimum employer
contribution required pursuant to Government Code §22892(b) of the Public
Employees’ Medical and Hospital Care Act (“PEMCHA Minimum”) per month
per Employee for health insurance. The PEMHCA minimum is included in the
monthly benefit allowance.
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. The Dental Contribution is included in the
monthly benefit allowance.
3. Vision Insurance: 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.
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4. Optional Benefits: Subject to the PEMHCA minimum and mandatory dental
insurance enrollment premium as specified in above paragraphs 1 and 2, the
City shall contribute the remaining amount of Employee’s 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 $1,548.50
Public Safety Management $1,445.50
Miscellaneous Management $1,402.00
Unrepresented Confidential Employees $1,072.00
Law Enforcement Recruits $ 620.00
a. If the City’s contribution exceeds the cost of the employee only coverage,
the difference shall be contributed toward the cost of dependent coverage
or to the employee in cash as taxable income.
i. Those employees who receive cash as taxable income will have the
amount capped to the amount they were receiving as of July 1, 2021,
and then reduced to an amount that will allow the City-wide Total
Medical Plan Payment to be less than 20%. The amount of the
reduction will not be greater than 19.51% of the amount received as of
July 1, 2021. This amount will result in the employee’s new capped
cash-in-lieu for the term of this resolution.
b. Those employees who qualify to receive cash as taxable income and who
subsequently reduce their cash-in-lieu amount through a qualifying change,
shall be subject to the new cash-in-lieu cap based on their elected reduced
amount, and will forfeit their previous cash-in-lieu cap.
c. Employees who do not take cash-in-lieu as of July 1, 2021, for any unused
portion of the City’s contribution toward benefits shall no longer be eligible
for cash-in-lieu.
d. If the premium cost of the health plan exceeds the City contribution, the
employee shall pay through payroll deduction the difference between the
monthly premium and the amount contributed by the City.
e. The Employee's exercise of the option to use the difference toward
dependent health coverage or the deferred compensation plan is subject to
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the conditions controlling enrollment periods and eligibility established by
the respective plans or carriers.
f. Dependent enrollment will require proof of eligibility for dependent status
including social security number, marriage, birth, and/or adoption
certificates.
5. Circumstances Under Which An Employee Hired Before 7/1/2021, Can
Receive Cash in Lieu of City Coverage:
An employee is required to carry one of the City’s designated medical plans
unless they opt out. An employee hired before 7/1/2021 may receive cash-in-
lieu subject to the provisions in this section for opting out of the City’s
designated medical plans during the annual open enrollment period by signing
a written waiver each year, that attests that the employee and each member of
the employee’s Tax Family (i.e. all individuals for whom the employee expects
to claim a personal exemption deduction for the upcoming tax year) each has
alternative minimum essential coverage (other than coverage in the individual
market and other than individual coverage through Covered California) for the
upcoming tax year. If the employee provides the executed written waiver and
documentation confirming that they are enrolled in an alternative group health
plan that satisfies the above at open enrollment or within 30 days after the start
of the plan year, they will be entitled to the maximum allotted cash referenced
in this section to be taken as taxable income.
B. EMPLOYEES HIRED ON OR AFTER JULY 2, 2021
The City provides City Council, Executive, Management and Confidential
Employees, as well as Law Enforcement Recruits the Section 125 Cafeteria Plan
contributions as follows:
1. CalPERS Health Program: The City will contribute the minimum employer
contribution required pursuant to Government Code §22892(b) of the Public
Employees’ Medical and Hospital Care Act (“PEMCHA Minimum”) per month
per Employee for health insurance. The PEMHCA minimum is included in the
monthly benefit allowance.
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. The Dental Contribution is included in the
monthly benefit allowance.
3. 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.
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4. Optional Benefits: Subject to the PEMHCA minimum and mandatory dental
insurance enrollment premium as specified in above paragraphs 1 and 2, the
City shall contribute the remaining amount of Employee’s 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 $1,548.50
Public Safety Management $1,445.50
Miscellaneous Management $1,402.00
Unrepresented Confidential Employees $1,072.00
Law Enforcement Recruits $ 620.00
a. If the City’s contribution exceeds the cost of the employee only coverage,
the difference shall be contributed toward the cost of dependent coverage.
No amount shall be given in cash as taxable income.
b. If the premium cost of the health plan exceeds the City contribution, the
employee shall pay through payroll deduction the difference between the
monthly premium and the amount contributed by the City.
c. Dependent enrollment will require proof of eligibility for dependent status
including social security number, marriage, birth, and adoption
certificates.
SECTION 16. LIFE INSURANCE
The City shall provide the City Council with Group Term Life and Accidental Death and
Dismemberment (AD&D) insurance in the amount of $35,000.
Executive and Management Employees shall be provided Group Term Life and AD&D
insurance equal to their annual salary rounded to the nearest (next highest) one thousand
dollars, plus an additional $25,000 Term Life and AD&D policy.
The City shall provide Confidential and Unrepresented Employees with Group Term Life
and AD&D insurance in the amount of $25,000.
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An optional Employee-paid Group Term Life insurance policy shall be offered to all full-
time Executive, Management, Confidential, and Unrepresented Employees.
SECTION 17. LONG TERM DISABILITY INSURANCE
The City shall provide Executive, Management, and Confidential Employees with Group
Long Term Disability (LTD) Insurance.
An optional Employee-paid Group LTD “buy-up benefit” shall also be offered to Executive,
Management, and Confidential Employees.
Executive and Management Employees will receive 0.5% of their annual salary that may
be used to buy additional LTD insurance from the City’s provider to achieve up to $10,000
per month maximum benefits coverage. If the Employee does not desire additional LTD
insurance 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. RETIREE HEALTH INSURANCE
A. EMPLOYEES HIRED BEFORE JULY 1, 2011
Program Description
For Employees hired before July 1, 2011 and retiring from the City on or after
January 1, 2012 (“Tier II Retirees”), the City will 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 the monthly premium
applicable to the coverage level for the retiree (i.e., One-Party or Two-Party) as
shown in the chart below.
Premium Payment
The total 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 the difference between the cost of the plan in which the Tier II Retiree enrolls,
subject to the caps below, 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.
Tier II Non-Public
Safety Classifications
Tier II Public Safety
Executive and
Management
One-Party (Retiree Only) $ 505.63* $ 605.63*
Two-Party (Retiree + Spouse) $ 1,011.26* $ 1,111.26*
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* These amounts include the PEMHCA Minimum. The PEMHCA Minimum is paid
directly to CalPERS, not to the eligible retiree.
As specified below, 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.
Eligibility Requirements
Tier II Retirees must be “eligible retirees” in order to receive the benefits described
in this subsection. Eligible retirees must meet the following requirements:
1. 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.
2. 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.
A Management or Confidential Employee who has fewer than the required
accumulated sick leave at the date of retirement 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 or 1,500 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.
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3. All retirees, and if applicable, the retiree’s spouse, must be enrolled in
CalPERS retiree medical and maintain eligibility to continue in the CalPERS
Health Program as stipulated by CalPERS in order to receive the City’s
Premium Payment. However, in the event a retiree or spouse is eligible for
CalPERS retiree medical but is unable to secure such coverage because there
are no CalPERS plans available in their place of residence, the retiree may
receive the City’s Reimbursement, provided the retiree submits 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 retiree shall
solely be responsible for obtaining and maintaining such alternative coverage.
4. Termination of Eligibility: An eligible retiree shall cease to be eligible for the
City’s Reimbursement upon becoming eligible for Medicare coverage. The
retiree’s spouse shall become ineligible for the City’s Reimbursement upon
becoming eligible for Medicare coverage or after 15 years, whichever occurs
first. Accordingly, the City’s Reimbursement will cease upon becoming
ineligible.
B. 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 (“Tier III
Retiree”), the City will pay no more than the PEMHCA Minimum contribution,
payable directly to CalPERS. 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 have the option to receive a
biannual comprehensive physical medical examination at no cost to the Employee. Public
Safety Executive Management and Management Employees have the option to receive
the physical annually, at no cost to the Employee. 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:
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1. Length. Leave of absence with or without pay may be granted for a period not
to exceed 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 their service, who enters
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 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 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 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.
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B. Family Care and Medical Leaves
Upon the written request of an Employee, the City shall grant any and all Family
Care and Medical Leaves as required by law.
SECTION 21. VACATION ACCRUAL RATE
A. MISCELLANEOUS EXECUTIVE MANAGEMENT
Miscellaneous Executive Management Employees, with the exception of
temporary appointments, shall accumulate vacation for continuous years of
fulltime service with the City of Arcadia, beginning with the first full pay period of
employment, as shown below.
Continuous
Years of Service
Hours Per
Pay Period
Through completion of the 4th year: 4.616
Beginning of the 5th year through completion of the 9th year: 5.231
Beginning of the 10th year and beyond: 6.154
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.
C. SAFETY EXECUTIVE AND POLICE MANAGEMENT AND DEPUTY FIRE CHIEF
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 for continuous years of
fulltime service with the City of Arcadia, beginning with the first full pay period of
employment, as shown below.
Continuous
Years of Service
Hours Per
Pay Period
Through completion of the 9th year: 4.616
Beginning of the 10th year through completion of the 14th year: 6.770
Beginning of the 15th year and beyond: 7.692
Additionally, upon hire, Safety Executive Management Employees with 20 years
of paid public service with any public agencies including the City of Arcadia and
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any other public service organization, shall accumulate vacation at the rate of
7.692 hours per pay period, subject to the written approval of the City Manager.
D. MISCELLANEOUS MANAGEMENT & UNREPRESENTED CONF. EMPLOYEES
Miscellaneous Management and Confidential Employees, with the exception of
temporary appointments, shall accumulate vacation for continuous years of
fulltime service with the City of Arcadia, beginning with the first full pay period of
employment, as shown below.
Continuous
Years of Service
Hours Per
Pay Period
Through completion of the 4th year: 3.077
Beginning of the 5th year through completion of the 9th year: 4.616
Beginning of the 10th year through completion of the 14th year: 5.231
Beginning of the 15th year and beyond: 6.154
D. BATTALION CHIEFS
Battalion Chiefs in the Fire Department on a 24-hour shift shall accumulate
vacation for continuous years of fulltime service with the City of Arcadia, beginning
with the first full pay period of employment, as shown below.
Continuous
Years of Service
Hours Per
Pay Period
Through completion of the 9th year: 6.924
Beginning of the 10th year through completion of the 14th year: 10.154
Beginning of the 15th year and beyond: 11.076
A. Law Enforcement Recruits shall not accrue vacation leave.
B. The City Manager may approve a higher vacation accrual rate based on total public
agency work experience for new hires covered by this resolution.
SECTION 22. VACATION LEAVE
A. Required Use: 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. Accrual Cap: The remaining 50% of an Employee’s vacation accrual shall be
allowed to accumulate as shown below. Once an Employee has accumulated the
maximum amount, no more vacation will be accrued by the Employee until the
Employee’s accrual has been reduced below the maximum amount.
Employee Class Accrual Cap
(Maximum)
Executive Management Employees, and
the classifications of Police Captain, Police
Lieutenant, and Deputy Fire Chief
500 hours
All Other Management Employees and
Confidential Employees
0-4 years of service: 400 hours
5-9 years of service: 400 hours
10-14 years of service: 500 hours
15+ years of service: 500 hours
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.
C. Sell Back: 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:
Employee Class Sell Back Hours
Per Calendar Year
Miscellaneous Executive Management
Employees Up to 120
Safety Executive Management Employees Up to 140
Miscellaneous Management Employees Up to 80
Police Safety Management Employees Up to 100
Deputy Fire Chief Up to 100
Fire Battalion Chief (40 hour workweek) Up to 100
Fire Battalion Chief (56 hour workweek) Up to 150
Confidential Employees
Up to the amount of
vacation used, by the
date of request, not to
exceed 80 hours.
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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 greater.
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. Except as provided hereinafter, sick leave means authorized absence from duty of
an employee who is temporarily disabled and unable to work due to one of the
following:
i. Diagnosis, care, or treatment of an existing health condition of, or
preventative care for, an employee
ii. Diagnosis, care, or treatment of an existing health condition of, or
preventative care for, an employee’s family member, which 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
iii. 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.
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 workday, of paid sick leave in a year of
28
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 workday, 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. Kin Care Leave: In addition to the prescribed purposes of paid sick leave in Section
c. an employee may use up to one-half of their 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 Director within reasonable advance notice.
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 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 workday, of accrued and unused sick leave will
be reinstated.
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 hour
60 to 80 hours: 3.693 hours
Management Employees assigned to a 56-hour workweek
29
0 to 24 hours: No accrual
25 to 55 hours: 2 hours
56 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 Directors a bank of
sick leave, not to exceed 96 hours. This bank will be pro-rated for newly appointed
Department Directors using five years as the maximum employment period and
using 20% for each full year of employment. For example, a newly appointed
Department Director 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.
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 4 working days at one time [or 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 0 and 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
30
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 workweek, 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
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
Any employee who is a member of the reserve corps of the Armed Forces of the United
States or of the National Guard or the Naval Militia is entitled to a temporary military leave
of absence as provided by applicable Federal Law and California State Law.
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
31
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.
C. The minimum number of hours that may be donated by an Employee is 1 hour.
The maximum donation by the Employee is 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
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
Executive, Management, and Confidential Employees other than Fire Safety
Management Employees shall be allowed 8 hours (unless otherwise stated) of full pay for
the following holidays:
New Year’s Day January 1
Martin Luther King Jr. Day The third Monday in January
President’s Day The third Monday in February
32
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
Day after Thanksgiving Day 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 Admission Day
Floating Holiday (not assigned to a specific
holiday)
Every day appointed by the City Council for a public fast, thanksgiving, or
holiday.
A. 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.
B. 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.
C. Full-time Employees in the Executive, Management, and Confidential unit
employed on July 1 of the fiscal year shall conditionally accrue 8 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 (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 (Admission Day). As an example, an Employee hired on
July 15, would receive a floating holiday for Admission Day for that fiscal year.
However, if that same Employee was hired on March 15, the Employee would not
receive any floating holiday benefit for that fiscal year.
D. 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.
33
E. Executive Management, and Confidential Employees assigned to an alternate
workweek 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.
F. Executive, Management, and Confidential Employees who are assigned to an
alternate work schedule shall receive 1 extra hour of holiday for any holiday that
falls on a scheduled workday of 9 hours or more. For example, if a holiday falls on
a day that an Employee is scheduled to work 9 hours, the Employee shall receive
9 hours of holiday pay.
G. Management Employees assigned to the Fire Department and working a 56-hour
workweek shall be limited to allow the following12 hour holidays:
New Year’s Day Labor Day
Martin Luther King Jr. Day Admission Day
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 workweek shall
receive 144 hours of regular rate of pay.
H. The positions of Police Captain and Police Lieutenant have the option of receiving
up to 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
Directors, whose position is abolished or vacated by a reduction in workload or
lack of funds and has at least 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 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 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 3 months.
The displaced Employee shall 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.
34
B. A Department Director whose position is abolished or vacated by a reduction in
workload or lack of funds, or who is involuntarily removed from their position and
has at least 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 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. WORKDAY SCHEDULES
A workday 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 workday
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” 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% 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 equal to or less than the top step of the new 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 workday, 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
35
employee’s regular scheduled workday, of accrued and unused sick leave will be
reinstated.
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 workday, 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 workday, 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 who is
temporarily disabled and unable to work due to one of the following:
i. Diagnosis, care, or treatment of an existing health condition of, or
preventative care for, an employee
ii. Diagnosis, care, or treatment of an existing health condition of, or
preventative care for, an employee’s family member, which 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
iii. 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.
36
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.
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. 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 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 accrual
30 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.
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.
37
SECTION 39. CERTIFICATION – ADOPTION OF RESOLUTION
The City Clerk shall certify to the adoption of Resolution No.7383. Passed, approved and
adopted this 5th day of October 2021.
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
10,972$ 11,248$ 11,527$ 11,817$ 12,112$ 12,416$ 12,724$ 13,041$ 13,365$ 13,702$
90E 11,248$ 11,527$ 11,817$ 12,112$ 12,416$ 12,724$ 13,041$ 13,365$ 13,702$ 14,044$
91E 11,527$ 11,817$ 12,112$ 12,416$ 12,724$ 13,041$ 13,365$ 13,702$ 14,044$ 14,396$
92E 11,817$ 12,112$ 12,416$ 12,724$ 13,041$ 13,365$ 13,702$ 14,044$ 14,396$ 14,754$
93E 12,112$ 12,416$ 12,724$ 13,041$ 13,365$ 13,702$ 14,044$ 14,396$ 14,754$ 15,122$
94E 12,416$ 12,724$ 13,041$ 13,365$ 13,702$ 14,044$ 14,396$ 14,754$ 15,122$ 15,500$
95E 12,724$ 13,041$ 13,365$ 13,702$ 14,044$ 14,396$ 14,754$ 15,122$ 15,500$ 15,891$
96E Public Works Services Director 13,041$ 13,365$ 13,702$ 14,044$ 14,396$ 14,754$ 15,122$ 15,500$ 15,891$ 16,286$
97E Administrative Services Director 13,365$ 13,702$ 14,044$ 14,396$ 14,754$ 15,122$ 15,500$ 15,891$ 16,286$ 16,694$
98E Assistant City Manager/
Development Services Director 13,702$ 14,044$ 14,396$ 14,754$ 15,122$ 15,500$ 15,891$ 16,286$ 16,694$ 17,110$
99SE Fire Chief 14,468$ 14,832$ 15,203$ 15,583$ 15,972$ 16,372$ 16,781$ 17,201$ 17,634$ 18,072$
100SE Police Chief 14,832$ 15,203$ 15,583$ 15,972$ 16,372$ 16,781$ 17,201$ 17,634$ 18,072$ 18,526$
SAFETY EXECUTIVE MANAGEMENT - 3.0% COLA
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
JULY 1, 2021 - JUNE 30, 2022
EXECUTIVE MANAGEMENT/ASSISTANT CITY MANAGER - 3.0% COLA
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
89E
Director of Library & Museum
Services
Director of Recreation &
Community Services
11,301$ 11,585$ 11,873$ 12,172$ 12,475$ 12,788$ 13,106$ 13,432$ 13,766$ 14,113$
90E 11,585$ 11,873$ 12,172$ 12,475$ 12,788$ 13,106$ 13,432$ 13,766$ 14,113$ 14,465$
91E 11,873$ 12,172$ 12,475$ 12,788$ 13,106$ 13,432$ 13,766$ 14,113$ 14,465$ 14,828$
92E 12,172$ 12,475$ 12,788$ 13,106$ 13,432$ 13,766$ 14,113$ 14,465$ 14,828$ 15,197$
93E 12,475$ 12,788$ 13,106$ 13,432$ 13,766$ 14,113$ 14,465$ 14,828$ 15,197$ 15,576$
94E 12,788$ 13,106$ 13,432$ 13,766$ 14,113$ 14,465$ 14,828$ 15,197$ 15,576$ 15,965$
95E 13,106$ 13,432$ 13,766$ 14,113$ 14,465$ 14,828$ 15,197$ 15,576$ 15,965$ 16,368$
96E Public Works Services Director 13,432$ 13,766$ 14,113$ 14,465$ 14,828$ 15,197$ 15,576$ 15,965$ 16,368$ 16,775$
97E Administrative Services Director 13,766$ 14,113$ 14,465$ 14,828$ 15,197$ 15,576$ 15,965$ 16,368$ 16,775$ 17,195$
98E Assistant City Manager/
Development Services Director 14,113$ 14,465$ 14,828$ 15,197$ 15,576$ 15,965$ 16,368$ 16,775$ 17,195$ 17,623$
99SE Fire Chief 15,047$ 15,425$ 15,811$ 16,206$ 16,611$ 17,027$ 17,452$ 17,889$ 18,339$ 18,795$
100SE Police Chief 15,425$ 15,811$ 16,206$ 16,611$ 17,027$ 17,452$ 17,889$ 18,339$ 18,795$ 19,267$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
JULY 1, 2022 - JUNE 30, 2023
EXECUTIVE MANAGEMENT/ASSISTANT CITY MANAGER - 3.0% COLA
SAFETY EXECUTIVE MANAGEMENT - 4.0% COLA
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
89E
Director of Library & Museum
Services
Director of Recreation &
Community Services
11,753$ 12,048$ 12,348$ 12,659$ 12,974$ 13,300$ 13,630$ 13,969$ 14,317$ 14,678$
90E 12,048$ 12,348$ 12,659$ 12,974$ 13,300$ 13,630$ 13,969$ 14,317$ 14,678$ 15,044$
91E 12,348$ 12,659$ 12,974$ 13,300$ 13,630$ 13,969$ 14,317$ 14,678$ 15,044$ 15,421$
92E 12,659$ 12,974$ 13,300$ 13,630$ 13,969$ 14,317$ 14,678$ 15,044$ 15,421$ 15,805$
93E 12,974$ 13,300$ 13,630$ 13,969$ 14,317$ 14,678$ 15,044$ 15,421$ 15,805$ 16,199$
94E 13,300$ 13,630$ 13,969$ 14,317$ 14,678$ 15,044$ 15,421$ 15,805$ 16,199$ 16,604$
95E 13,630$ 13,969$ 14,317$ 14,678$ 15,044$ 15,421$ 15,805$ 16,199$ 16,604$ 17,023$
96E Public Works Services Director 13,969$ 14,317$ 14,678$ 15,044$ 15,421$ 15,805$ 16,199$ 16,604$ 17,023$ 17,446$
97E Administrative Services Director 14,317$ 14,678$ 15,044$ 15,421$ 15,805$ 16,199$ 16,604$ 17,023$ 17,446$ 17,883$
98E Assistant City Manager/
Development Services Director 14,678$ 15,044$ 15,421$ 15,805$ 16,199$ 16,604$ 17,023$ 17,446$ 17,883$ 18,328$
99SE Fire Chief 15,799$ 16,196$ 16,602$ 17,016$ 17,442$ 17,878$ 18,325$ 18,783$ 19,256$ 19,735$
100SE Police Chief 16,196$ 16,602$ 17,016$ 17,442$ 17,878$ 18,325$ 18,783$ 19,256$ 19,735$ 20,230$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
JULY 1, 2023 - JUNE 30, 2024
EXECUTIVE MANAGEMENT/ASSISTANT CITY MANAGER - 4.0% COLA
SAFETY EXECUTIVE MANAGEMENT - 5.0% COLA
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
58M Management Aide 5,102$ 5,231$ 5,361$ 5,495$ 5,634$ 5,772$ 5,921$ 6,064$ 6,215$ 6,372$
59M Buyer 5,231$ 5,361$ 5,495$ 5,634$ 5,772$ 5,921$ 6,064$ 6,215$ 6,372$ 6,532$
60M 5,361$ 5,495$ 5,634$ 5,772$ 5,921$ 6,064$ 6,215$ 6,372$ 6,532$ 6,694$
61M 5,495$ 5,634$ 5,772$ 5,921$ 6,064$ 6,215$ 6,372$ 6,532$ 6,694$ 6,864$
62M 5,634$ 5,772$ 5,921$ 6,064$ 6,215$ 6,372$ 6,532$ 6,694$ 6,864$ 7,034$
63M Accountant
Recreation Supervisor 5,772$ 5,921$ 6,064$ 6,215$ 6,372$ 6,532$ 6,694$ 6,864$ 7,034$ 7,210$
64M 5,921$ 6,064$ 6,215$ 6,372$ 6,532$ 6,694$ 6,864$ 7,034$ 7,210$ 7,389$
65M 6,064$ 6,215$ 6,372$ 6,532$ 6,694$ 6,864$ 7,034$ 7,210$ 7,389$ 7,575$
66M 6,215$ 6,372$ 6,532$ 6,694$ 6,864$ 7,034$ 7,210$ 7,389$ 7,575$ 7,764$
67M Human Resources Analyst 6,372$ 6,532$ 6,694$ 6,864$ 7,034$ 7,210$ 7,389$ 7,575$ 7,764$ 7,959$
68M
Crime Analyst/Investigative Support
Specialist
Maintenance Contracts Officer
Management Analyst
6,532$ 6,694$ 6,864$ 7,034$ 7,210$ 7,389$ 7,575$ 7,764$ 7,959$ 8,159$
69M Senior Accountant 6,694$ 6,864$ 7,034$ 7,210$ 7,389$ 7,575$ 7,764$ 7,959$ 8,159$ 8,361$
70M 6,864$ 7,034$ 7,210$ 7,389$ 7,575$ 7,764$ 7,959$ 8,159$ 8,361$ 8,571$
71M 7,034$ 7,210$ 7,389$ 7,575$ 7,764$ 7,959$ 8,159$ 8,361$ 8,571$ 8,787$
72M
Environmental Services Officer
Police Records Manager
Senior Human Resources Analyst
Senior Management Analyst
Transportation Services Manager
7,210$ 7,389$ 7,575$ 7,764$ 7,959$ 8,159$ 8,361$ 8,571$ 8,787$ 9,005$
73M 7,389$ 7,575$ 7,764$ 7,959$ 8,159$ 8,361$ 8,571$ 8,787$ 9,005$ 9,230$
74M Chief Deputy City Clerk/Records
Manager 7,575$ 7,764$ 7,959$ 8,159$ 8,361$ 8,571$ 8,787$ 9,005$ 9,230$ 9,461$
75M Accounting Supervisor 7,764$ 7,959$ 8,159$ 8,361$ 8,571$ 8,787$ 9,005$ 9,230$ 9,461$ 9,697$
76M 7,959$ 8,159$ 8,361$ 8,571$ 8,787$ 9,005$ 9,230$ 9,461$ 9,697$ 9,941$
77M 8,159$ 8,361$ 8,571$ 8,787$ 9,005$ 9,230$ 9,461$ 9,697$ 9,941$ 10,188$
78M
Assistant to the City Manager
Assistant Director of Recreation and
Community Services
General Services Superintendent
Library Services Manager
Planning Services Manager
Streets Superintendent
Utilities Superintendent
8,361$ 8,571$ 8,787$ 9,005$ 9,230$ 9,461$ 9,697$ 9,941$ 10,188$ 10,443$
79M Information Technology Manager
Principal Civil Engineer 8,571$ 8,787$ 9,005$ 9,230$ 9,461$ 9,697$ 9,941$ 10,188$ 10,443$ 10,705$
80M Fire Marshal 8,787$ 9,005$ 9,230$ 9,461$ 9,697$ 9,941$ 10,188$ 10,443$ 10,705$ 10,972$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
JULY 1, 2021 - JUNE 30, 2022
MANAGEMENT - 3.0% COLA
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
JULY 1, 2021 - JUNE 30, 2022
MANAGEMENT - 3.0% COLA
81M 9,005$ 9,230$ 9,461$ 9,697$ 9,941$ 10,188$ 10,443$ 10,705$ 10,972$ 11,248$
82M Building Official
Economic Development Manager 9,230$ 9,461$ 9,697$ 9,941$ 10,188$ 10,443$ 10,705$ 10,972$ 11,248$ 11,527$
83M 9,461$ 9,697$ 9,941$ 10,188$ 10,443$ 10,705$ 10,972$ 11,248$ 11,527$ 11,817$
84M 9,697$ 9,941$ 10,188$ 10,443$ 10,705$ 10,972$ 11,248$ 11,527$ 11,817$ 12,112$
85M 9,941$ 10,188$ 10,443$ 10,705$ 10,972$ 11,248$ 11,527$ 11,817$ 12,112$ 12,416$
86M Financial Services Manager/Treasurer
Human Resources Administrator 10,188$ 10,443$ 10,705$ 10,972$ 11,248$ 11,527$ 11,817$ 12,112$ 12,416$ 12,724$
87M
Community Development Administrator
Deputy City Manager
Deputy Public Works Services Director
10,443$ 10,705$ 10,972$ 11,248$ 11,527$ 11,817$ 12,112$ 12,416$ 12,724$ 13,041$
88M 10,705$ 10,972$ 11,248$ 11,527$ 11,817$ 12,112$ 12,416$ 12,724$ 13,041$ 13,365$
89M 10,972$ 11,248$ 11,527$ 11,817$ 12,112$ 12,416$ 12,724$ 13,041$ 13,365$ 13,702$
90M 11,248$ 11,527$ 11,817$ 12,112$ 12,416$ 12,724$ 13,041$ 13,365$ 13,702$ 14,044$
91M Deputy Director of Development
Services/City Engineer 11,527$ 11,817$ 12,112$ 12,416$ 12,724$ 13,041$ 13,365$ 13,702$ 14,044$ 14,396$
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
58M Management Aide 5,255$ 5,388$ 5,522$ 5,660$ 5,803$ 5,945$ 6,099$ 6,246$ 6,401$ 6,563$
59M Buyer 5,388$ 5,522$ 5,660$ 5,803$ 5,945$ 6,099$ 6,246$ 6,401$ 6,563$ 6,728$
60M 5,522$ 5,660$ 5,803$ 5,945$ 6,099$ 6,246$ 6,401$ 6,563$ 6,728$ 6,895$
61M 5,660$ 5,803$ 5,945$ 6,099$ 6,246$ 6,401$ 6,563$ 6,728$ 6,895$ 7,070$
62M 5,803$ 5,945$ 6,099$ 6,246$ 6,401$ 6,563$ 6,728$ 6,895$ 7,070$ 7,245$
63M Accountant
Recreation Supervisor 5,945$ 6,099$ 6,246$ 6,401$ 6,563$ 6,728$ 6,895$ 7,070$ 7,245$ 7,426$
64M 6,099$ 6,246$ 6,401$ 6,563$ 6,728$ 6,895$ 7,070$ 7,245$ 7,426$ 7,611$
65M 6,246$ 6,401$ 6,563$ 6,728$ 6,895$ 7,070$ 7,245$ 7,426$ 7,611$ 7,802$
66M 6,401$ 6,563$ 6,728$ 6,895$ 7,070$ 7,245$ 7,426$ 7,611$ 7,802$ 7,997$
67M Human Resources Analyst 6,563$ 6,728$ 6,895$ 7,070$ 7,245$ 7,426$ 7,611$ 7,802$ 7,997$ 8,198$
68M
Crime Analyst/Investigative Support
Specialist
Maintenance Contracts Officer
Management Analyst
6,728$ 6,895$ 7,070$ 7,245$ 7,426$ 7,611$ 7,802$ 7,997$ 8,198$ 8,404$
69M Senior Accountant 6,895$ 7,070$ 7,245$ 7,426$ 7,611$ 7,802$ 7,997$ 8,198$ 8,404$ 8,612$
70M 7,070$ 7,245$ 7,426$ 7,611$ 7,802$ 7,997$ 8,198$ 8,404$ 8,612$ 8,828$
71M 7,245$ 7,426$ 7,611$ 7,802$ 7,997$ 8,198$ 8,404$ 8,612$ 8,828$ 9,051$
72M
Environmental Services Officer
Police Records Manager
Senior Human Resources Analyst
Senior Management Analyst
Transportation Services Manager
7,426$ 7,611$ 7,802$ 7,997$ 8,198$ 8,404$ 8,612$ 8,828$ 9,051$ 9,275$
73M 7,611$ 7,802$ 7,997$ 8,198$ 8,404$ 8,612$ 8,828$ 9,051$ 9,275$ 9,507$
74M Chief Deputy City Clerk/Records
Manager 7,802$ 7,997$ 8,198$ 8,404$ 8,612$ 8,828$ 9,051$ 9,275$ 9,507$ 9,745$
75M Accounting Supervisor 7,997$ 8,198$ 8,404$ 8,612$ 8,828$ 9,051$ 9,275$ 9,507$ 9,745$ 9,988$
76M 8,198$ 8,404$ 8,612$ 8,828$ 9,051$ 9,275$ 9,507$ 9,745$ 9,988$ 10,239$
77M 8,404$ 8,612$ 8,828$ 9,051$ 9,275$ 9,507$ 9,745$ 9,988$ 10,239$ 10,494$
78M
Assistant to the City Manager
Assistant Director of Recreation and
Community Services
General Services Superintendent
Library Services Manager
Planning Services Manager
Streets Superintendent
Utilities Superintendent
8,612$ 8,828$ 9,051$ 9,275$ 9,507$ 9,745$ 9,988$ 10,239$ 10,494$ 10,756$
79M Information Technology Manager
Principal Civil Engineer 8,828$ 9,051$ 9,275$ 9,507$ 9,745$ 9,988$ 10,239$ 10,494$ 10,756$ 11,026$
80M Fire Marshal 9,051$ 9,275$ 9,507$ 9,745$ 9,988$ 10,239$ 10,494$ 10,756$ 11,026$ 11,301$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
JULY 1, 2022 - JUNE 30, 2023
MANAGEMENT - 3.0% COLA
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
JULY 1, 2022 - JUNE 30, 2023
MANAGEMENT - 3.0% COLA
81M 9,275$ 9,507$ 9,745$ 9,988$ 10,239$ 10,494$ 10,756$ 11,026$ 11,301$ 11,585$
82M Building Official
Economic Development Manager 9,507$ 9,745$ 9,988$ 10,239$ 10,494$ 10,756$ 11,026$ 11,301$ 11,585$ 11,873$
83M 9,745$ 9,988$ 10,239$ 10,494$ 10,756$ 11,026$ 11,301$ 11,585$ 11,873$ 12,172$
84M 9,988$ 10,239$ 10,494$ 10,756$ 11,026$ 11,301$ 11,585$ 11,873$ 12,172$ 12,475$
85M 10,239$ 10,494$ 10,756$ 11,026$ 11,301$ 11,585$ 11,873$ 12,172$ 12,475$ 12,788$
86M Financial Services Manager/Treasurer
Human Resources Administrator 10,494$ 10,756$ 11,026$ 11,301$ 11,585$ 11,873$ 12,172$ 12,475$ 12,788$ 13,106$
87M
Community Development Administrator
Deputy City Manager
Deputy Public Works Services Director
10,756$ 11,026$ 11,301$ 11,585$ 11,873$ 12,172$ 12,475$ 12,788$ 13,106$ 13,432$
88M 11,026$ 11,301$ 11,585$ 11,873$ 12,172$ 12,475$ 12,788$ 13,106$ 13,432$ 13,766$
89M 11,301$ 11,585$ 11,873$ 12,172$ 12,475$ 12,788$ 13,106$ 13,432$ 13,766$ 14,113$
90M 11,585$ 11,873$ 12,172$ 12,475$ 12,788$ 13,106$ 13,432$ 13,766$ 14,113$ 14,465$
91M Deputy Director of Development
Services/City Engineer 11,873$ 12,172$ 12,475$ 12,788$ 13,106$ 13,432$ 13,766$ 14,113$ 14,465$ 14,828$
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
58M Management Aide 5,465$ 5,604$ 5,743$ 5,886$ 6,035$ 6,183$ 6,343$ 6,496$ 6,657$ 6,826$
59M Buyer 5,604$ 5,743$ 5,886$ 6,035$ 6,183$ 6,343$ 6,496$ 6,657$ 6,826$ 6,997$
60M 5,743$ 5,886$ 6,035$ 6,183$ 6,343$ 6,496$ 6,657$ 6,826$ 6,997$ 7,171$
61M 5,886$ 6,035$ 6,183$ 6,343$ 6,496$ 6,657$ 6,826$ 6,997$ 7,171$ 7,353$
62M 6,035$ 6,183$ 6,343$ 6,496$ 6,657$ 6,826$ 6,997$ 7,171$ 7,353$ 7,535$
63M Accountant
Recreation Supervisor 6,183$ 6,343$ 6,496$ 6,657$ 6,826$ 6,997$ 7,171$ 7,353$ 7,535$ 7,723$
64M 6,343$ 6,496$ 6,657$ 6,826$ 6,997$ 7,171$ 7,353$ 7,535$ 7,723$ 7,915$
65M 6,496$ 6,657$ 6,826$ 6,997$ 7,171$ 7,353$ 7,535$ 7,723$ 7,915$ 8,114$
66M 6,657$ 6,826$ 6,997$ 7,171$ 7,353$ 7,535$ 7,723$ 7,915$ 8,114$ 8,317$
67M Human Resources Analyst 6,826$ 6,997$ 7,171$ 7,353$ 7,535$ 7,723$ 7,915$ 8,114$ 8,317$ 8,526$
68M
Crime Analyst/Investigative Support
Specialist
Maintenance Contracts Officer
Management Analyst
6,997$ 7,171$ 7,353$ 7,535$ 7,723$ 7,915$ 8,114$ 8,317$ 8,526$ 8,740$
69M Senior Accountant 7,171$ 7,353$ 7,535$ 7,723$ 7,915$ 8,114$ 8,317$ 8,526$ 8,740$ 8,956$
70M 7,353$ 7,535$ 7,723$ 7,915$ 8,114$ 8,317$ 8,526$ 8,740$ 8,956$ 9,181$
71M 7,535$ 7,723$ 7,915$ 8,114$ 8,317$ 8,526$ 8,740$ 8,956$ 9,181$ 9,413$
72M
Environmental Services Officer
Police Records Manager
Senior Human Resources Analyst
Senior Management Analyst
Transportation Services Manager
7,723$ 7,915$ 8,114$ 8,317$ 8,526$ 8,740$ 8,956$ 9,181$ 9,413$ 9,646$
73M 7,915$ 8,114$ 8,317$ 8,526$ 8,740$ 8,956$ 9,181$ 9,413$ 9,646$ 9,887$
74M Chief Deputy City Clerk/Records
Manager 8,114$ 8,317$ 8,526$ 8,740$ 8,956$ 9,181$ 9,413$ 9,646$ 9,887$ 10,135$
75M Accounting Supervisor 8,317$ 8,526$ 8,740$ 8,956$ 9,181$ 9,413$ 9,646$ 9,887$ 10,135$ 10,388$
76M 8,526$ 8,740$ 8,956$ 9,181$ 9,413$ 9,646$ 9,887$ 10,135$ 10,388$ 10,649$
77M 8,740$ 8,956$ 9,181$ 9,413$ 9,646$ 9,887$ 10,135$ 10,388$ 10,649$ 10,914$
78M
Assistant to the City Manager
Assistant Director of Recreation and
Community Services
General Services Superintendent
Library Services Manager
Planning Services Manager
Streets Superintendent
Utilities Superintendent
8,956$ 9,181$ 9,413$ 9,646$ 9,887$ 10,135$ 10,388$ 10,649$ 10,914$ 11,186$
79M Information Technology Manager
Principal Civil Engineer 9,181$ 9,413$ 9,646$ 9,887$ 10,135$ 10,388$ 10,649$ 10,914$ 11,186$ 11,467$
80M Fire Marshal 9,413$ 9,646$ 9,887$ 10,135$ 10,388$ 10,649$ 10,914$ 11,186$ 11,467$ 11,753$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
JULY 1, 2023 - JUNE 30, 2024
MANAGEMENT - 4.0% COLA
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
JULY 1, 2023 - JUNE 30, 2024
MANAGEMENT - 4.0% COLA
81M 9,646$ 9,887$ 10,135$ 10,388$ 10,649$ 10,914$ 11,186$ 11,467$ 11,753$ 12,048$
82M Building Official
Economic Development Manager 9,887$ 10,135$ 10,388$ 10,649$ 10,914$ 11,186$ 11,467$ 11,753$ 12,048$ 12,348$
83M 10,135$ 10,388$ 10,649$ 10,914$ 11,186$ 11,467$ 11,753$ 12,048$ 12,348$ 12,659$
84M 10,388$ 10,649$ 10,914$ 11,186$ 11,467$ 11,753$ 12,048$ 12,348$ 12,659$ 12,974$
85M 10,649$ 10,914$ 11,186$ 11,467$ 11,753$ 12,048$ 12,348$ 12,659$ 12,974$ 13,300$
86M Financial Services Manager/Treasurer
Human Resources Administrator 10,914$ 11,186$ 11,467$ 11,753$ 12,048$ 12,348$ 12,659$ 12,974$ 13,300$ 13,630$
87M
Community Development Administrator
Deputy City Manager
Deputy Public Works Services Director
11,186$ 11,467$ 11,753$ 12,048$ 12,348$ 12,659$ 12,974$ 13,300$ 13,630$ 13,969$
88M 11,467$ 11,753$ 12,048$ 12,348$ 12,659$ 12,974$ 13,300$ 13,630$ 13,969$ 14,317$
89M 11,753$ 12,048$ 12,348$ 12,659$ 12,974$ 13,300$ 13,630$ 13,969$ 14,317$ 14,678$
90M 12,048$ 12,348$ 12,659$ 12,974$ 13,300$ 13,630$ 13,969$ 14,317$ 14,678$ 15,044$
91M Deputy Director of Development
Services/City Engineer 12,348$ 12,659$ 12,974$ 13,300$ 13,630$ 13,969$ 14,317$ 14,678$ 15,044$ 15,421$
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 11,530$ 11,818$ 12,113$ 12,416$ 12,728$ 13,043$ 13,370$ 13,704$ 14,049$ 14,398$
920 Fire Battalion Chief 11,818$ 12,113$ 12,416$ 12,728$ 13,043$ 13,370$ 13,704$ 14,049$ 14,398$ 14,758$
930 12,113$ 12,416$ 12,728$ 13,043$ 13,370$ 13,704$ 14,049$ 14,398$ 14,758$ 15,128$
940 12,416$ 12,728$ 13,043$ 13,370$ 13,704$ 14,049$ 14,398$ 14,758$ 15,128$ 15,505$
950 12,728$ 13,043$ 13,370$ 13,704$ 14,049$ 14,398$ 14,758$ 15,128$ 15,505$ 15,895$
960 Deputy Fire Chief
Police Captain 13,043$ 13,370$ 13,704$ 14,049$ 14,398$ 14,758$ 15,128$ 15,505$ 15,895$ 16,292$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
JULY 1, 2021 - JUNE 30, 2022
Safety Management - 3.0% 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 11,992$ 12,291$ 12,598$ 12,913$ 13,237$ 13,565$ 13,905$ 14,252$ 14,611$ 14,974$
920 Fire Battalion Chief 12,291$ 12,598$ 12,913$ 13,237$ 13,565$ 13,905$ 14,252$ 14,611$ 14,974$ 15,348$
930 12,598$ 12,913$ 13,237$ 13,565$ 13,905$ 14,252$ 14,611$ 14,974$ 15,348$ 15,733$
940 12,913$ 13,237$ 13,565$ 13,905$ 14,252$ 14,611$ 14,974$ 15,348$ 15,733$ 16,125$
950 13,237$ 13,565$ 13,905$ 14,252$ 14,611$ 14,974$ 15,348$ 15,733$ 16,125$ 16,530$
960 Deputy Fire Chief
Police Captain 13,565$ 13,905$ 14,252$ 14,611$ 14,974$ 15,348$ 15,733$ 16,125$ 16,530$ 16,943$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
JULY 1, 2022 - JUNE 30, 2023
Safety Management - 4.0% 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 12,591$ 12,905$ 13,228$ 13,558$ 13,899$ 14,243$ 14,600$ 14,965$ 15,341$ 15,723$
920 Fire Battalion Chief 12,905$ 13,228$ 13,558$ 13,899$ 14,243$ 14,600$ 14,965$ 15,341$ 15,723$ 16,115$
930 13,228$ 13,558$ 13,899$ 14,243$ 14,600$ 14,965$ 15,341$ 15,723$ 16,115$ 16,519$
940 13,558$ 13,899$ 14,243$ 14,600$ 14,965$ 15,341$ 15,723$ 16,115$ 16,519$ 16,931$
950 13,899$ 14,243$ 14,600$ 14,965$ 15,341$ 15,723$ 16,115$ 16,519$ 16,931$ 17,357$
960 Deputy Fire Chief
Police Captain 14,243$ 14,600$ 14,965$ 15,341$ 15,723$ 16,115$ 16,519$ 16,931$ 17,357$ 17,790$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
JULY 1, 2023 - JUNE 30, 2024
Safety Management - 5.0% 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 4,724$ 4,843$ 4,966$ 5,087$ 5,216$ 5,345$ 5,481$ 5,615$ 5,756$ 5,899$
57U 4,843$ 4,966$ 5,087$ 5,216$ 5,345$ 5,481$ 5,615$ 5,756$ 5,899$ 6,047$
58U 4,966$ 5,087$ 5,216$ 5,345$ 5,481$ 5,615$ 5,756$ 5,899$ 6,047$ 6,199$
59U 5,087$ 5,216$ 5,345$ 5,481$ 5,615$ 5,756$ 5,899$ 6,047$ 6,199$ 6,354$
60U Executive Assistant 5,216$ 5,345$ 5,481$ 5,615$ 5,756$ 5,899$ 6,047$ 6,199$ 6,354$ 6,513$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
JULY 1, 2021 - JUNE 30, 2022
UNREPRESENTED - 3.0% 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 4,865$ 4,989$ 5,115$ 5,240$ 5,373$ 5,506$ 5,645$ 5,784$ 5,929$ 6,076$
57U 4,989$ 5,115$ 5,240$ 5,373$ 5,506$ 5,645$ 5,784$ 5,929$ 6,076$ 6,229$
58U 5,115$ 5,240$ 5,373$ 5,506$ 5,645$ 5,784$ 5,929$ 6,076$ 6,229$ 6,385$
59U 5,240$ 5,373$ 5,506$ 5,645$ 5,784$ 5,929$ 6,076$ 6,229$ 6,385$ 6,545$
60U Executive Assistant 5,373$ 5,506$ 5,645$ 5,784$ 5,929$ 6,076$ 6,229$ 6,385$ 6,545$ 6,708$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
JULY 1, 2022 - JUNE 30, 2023
UNREPRESENTED - 3.0% 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 5,060$ 5,188$ 5,320$ 5,449$ 5,588$ 5,726$ 5,871$ 6,015$ 6,166$ 6,319$
57U 5,188$ 5,320$ 5,449$ 5,588$ 5,726$ 5,871$ 6,015$ 6,166$ 6,319$ 6,478$
58U 5,320$ 5,449$ 5,588$ 5,726$ 5,871$ 6,015$ 6,166$ 6,319$ 6,478$ 6,640$
59U 5,449$ 5,588$ 5,726$ 5,871$ 6,015$ 6,166$ 6,319$ 6,478$ 6,640$ 6,806$
60U Executive Assistant 5,588$ 5,726$ 5,871$ 6,015$ 6,166$ 6,319$ 6,478$ 6,640$ 6,806$ 6,976$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
JULY 1, 2023 - JUNE 30, 2024
UNREPRESENTED - 4.0% COLA