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Home My WebLink AboutItem 10d - Reorganization of Administrative Services Department DATE: December 19, 2023 TO: Honorable Mayor and City Council FROM: Dominic Lazzaretto, City Manager By: Anely Williams, Human Resources Administrator SUBJECT: REORGANIZATION OF ADMINISTRATIVE SERVICES DEPARTMENT, REVISION TO ADMINISTRATIVE SERVICES DIRECTOR SALARY, AND ESTABLISHMENT OF NEW HUMAN RESOURCES DIRECTOR CLASSIFICATION AND SALARY; AND RESOLUTION NO. 7541 ESTABLISHING COMPENSATION AND RELATED BENEFITS FOR CITY COUNCIL, EXECUTIVE MANAGEMENT, MANAGEMENT AND UNREPRESENTED CONFIDENTIAL EMPOYEES FOR JULY 1, 2021, THROUGH JUNE 30, 2024 (HUMAN RESOURCES DIRECTOR; ADMINISTRATIVE SERVICES DIRECTOR) CEQA: Not a Project Recommendation: Approve and Adopt SUMMARY After 15 years of dedicated service to the City of Arcadia, the Administrative Services Director has announced his retirement, effective December 28, 2023. This change prompted a review of the organizational and management structure within the Administrative Services Department (“ASD”). As a result of this review, it is proposed that the City reorganize the Administrative Services Department to increase efficiency and oversight of two core internal services and to acknowledge the increase in complexity of managing these key service areas. The proposed changes include separating the Human Resources Division from ASD and commencing its own operations under a previously established Human Resources Department; vacating the Human Resources Administrator and Financial Services Manager classifications; revising the Administrative Services Director salary range and classification specification; and establishing a Human Resources Director classification and salary. These changes would result in overall savings of $135,458.00 in the adopted Fiscal Year 2023-24 Budget. It is recommended that the City Council adopt Resolution No. 7541 establishing compensation and related benefits for City Council, Executive Management, Reorganization of Administrative Services Department December 19, 2023 Page 2 of 4 Management and Unrepresented Confidential Employees for July 1, 2021, through June 30, 2024 (Human Resources Director; Administrative Services Director). BACKGROUND Arcadia’s City Charter Section 700 authorizes the establishment of Departments by the City Council. The City of Arcadia already has an existing Human Resources Department in the Arcadia Municipal Code, as established by Ordinance Number 1991 on October 5, 1993. Although the City Charter requirement has been met, the Human Resources Department has not been operating as its own Department. Instead, Human Resources has been operating as a Division of the Administrative Services Department (“ASD”). ASD is comprised of four operating divisions: Finance, Human Resources, Information Technology, and Purchasing. The Finance and Human Resources Divisions are the two largest Divisions with 10 and six (6) full-time positions, respectively. The Information Technology and Purchasing Divisions are single-incumbent Divisions. The Human Resources Division provides internal support to all City Departments and has responsibility over recruitment and selection, employee benefits administration, training and development, safety, liability and risk management, and Workers’ Compensation. By separating Human Resources from ASD and activating the previously established Human Resources Department to operate on its own, the Human Resources Administrator role would be vacated and replaced by the proposed Human Resources Director classification. Additionally, the Financial Services Manager classification would also be vacated, and functions would instead be absorbed by the existing Administrative Services Director classification. DISCUSSION Over the years, the Human Resources field has grown to become increasingly complex with ever-changing laws and shifting employment markets, placing greater demands on resources that include staff, time, and subject-matter expertise. Further, an organizational structure that combines the distinct functions of Human Resources and Financial Services into one Department poses a challenge in recruiting a Department Director that would have working knowledge and expertise in both specialized fields. As a result, having a specialized Human Resources Department would result in greater transparency, accountability, and overall efficiency. The higher demand for output and increased performance from Human Resources functions can be seen in the rapid change in the employment market. In 2020, there were 30 Citywide job openings, as compared to 2023 with 58 Citywide job openings, nearly doubling. During that same period, the City’s claims management function was placed under Human Resources – this was previously handled in the City Attorney/City Clerk area. Reorganization of Administrative Services Department December 19, 2023 Page 3 of 4 At the same time, Human Resources continues to experience growing complexity with changes in employment law. In 2022 alone, several new pieces of employment legislation were signed, including COVID-19 Supplemental Paid Sick Leave, expansion to the California Family Rights Act, expansion to the Fair Employment and Housing Act (“FEHA”) regarding bereavement leave, additional protections under FEHA regarding off-duty cannabis use, changes to the Minimum Wage, and others. With a growing need for subject-matter expertise, operational efficiencies and increased accountability can be realized when oversight and management of Human Resources functions are housed within a single specialized Department. As discussed previously, a Human Resources Department has already been established by Ordinance. Thus, as part of the proposed reorganization of ASD, separating the Human Resources function would only require the establishment of a Human Resources Director classification and salary. Additionally, because a major function of ASD would be removed, a salary reduction to the Administrative Services Director salary range would be appropriate. To ensure internal equity with other existing Executive-level classifications, the Human Resources Director salary is proposed to be in alignment with the Director of Library and Museum Services and Director of Recreation and Community Services. Similarly, the proposed Administrative Services Director salary would be reduced to align with the Public Works Services Director salary range. To ensure that these salary ranges would be in line with the overall marketplace given the respective duties, a classification and compensation analysis was performed. The proposed ranges would be positioned slightly below the median for comparable cities, which is similar to other Executive Management positions. The proposed changes to the salary schedule are reflected in Attachment “A”. The differences in the current and proposed organizational charts can be seen in Attachment “B”. Lastly, the proposed Human Resources Director classification specification and proposed revisions to the Administrative Services Director classification are included as Attachment “C” and Attachment “D”, respectively. ENVIRONMENTAL ANALYSIS The proposed action does not constitute a project under the California Environmental Quality Act (“CEQA”), based on Section 15061(b)(3) of the CEQA Guidelines, as it can be seen with certainty that it will have no impact on the environment. Thus, this matter is exempt under CEQA. FISCAL IMPACT Although a new classification of Human Resources Director is proposed, the total impact of all proposed changes would represent cost savings to the City of $135,458, when considering salary and benefits in Fiscal Year 2023-24. Salary savings are Reorganization of Administrative Services Department December 19, 2023 Page 4 of 4 realized through the current Administrative Services Director’s retirement and subsequent reduction to the salary range due to the separation of all Human Resources functions. The table below summarizes the impacts of the proposed changes with the ‘Current’ column showing salary and benefit costs per position for the remaining six- months of FY 2023-24; and the ‘Proposed’ column showing the salary and benefit costs under the proposed reorganization, for the remaining six-months of FY 2023-24: Job Title Current Proposed Savings / (Cost) Administrative Services Director $ 156,064 $ 118,117 $ 37,946 Financial Services Manager $ 112,319 $ - $ 112,319 Human Resources Administrator $ 97,913 $ - $ 97,913 Human Resources Director $ - $ 112,720 ($ 112,720) TOTAL SAVINGS: $ 135,458 While significant savings are shown presently, it is possible that an additional employee may be proposed during the budget adoption process for Fiscal Year 2024-25 once more is known about the workloads in each resulting department. If proposed, it is likely that any such employee would cost less than the savings shown here. RECOMMENDATION It is recommended that the City Council determine that this action is exempt under the California Environmental Quality Act (“CEQA”); and approve the reorganization of Administrative Services Department, revision to Administrative Services Director salary, and establishment of new Human Resources Director classification and salary; and adopt Resolution No. 7541 amending 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 (Human Resources Director; Administrative Services Director). Attachment “A”: Resolution 7541 (with proposed salary schedule) Attachment “B”: Current and proposed organizational charts Attachment “C”: Proposed classification specification for Human Resources Director Attachment “D”: Proposed revisions to classification specification for Administrative Services Director Attachment "A" Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J Director of Library & Museum Services1 13,300$ 13,641$ 13,990$ 14,349$ 14,716$ 15,094$ 15,480$ 15,878$ 16,284$ 16,702$ Director of Recreation & Community Services1 13,300$ 13,641$ 13,990$ 14,349$ 14,716$ 15,094$ 15,480$ 15,878$ 16,284$ 16,702$ Human Resources Director 2 13,300$ 13,641$ 13,990$ 14,349$ 14,716$ 15,094$ 15,480$ 15,878$ 16,284$ 16,702$ Public Works Services Director 13,969$ 14,317$ 14,678$ 15,044$ 15,421$ 15,805$ 16,199$ 16,604$ 17,023$ 17,446$ Administrative Services Director 2 13,969$ 14,317$ 14,678$ 15,044$ 15,421$ 15,805$ 16,199$ 16,604$ 17,023$ 17,446$ Assistant City Manager/ Development Services Director1 15,541$ 15,939$ 16,349$ 16,768$ 17,197$ 17,638$ 18,091$ 18,555$ 19,030$ 19,518$ Fire Chief 15,799$ 16,196$ 16,602$ 17,016$ 17,442$ 17,878$ 18,325$ 18,783$ 19,256$ 19,735$ Police Chief 16,196$ 16,602$ 17,016$ 17,442$ 17,878$ 18,325$ 18,783$ 19,256$ 19,735$ 20,230$ 1 Revised Salary Range Effective April 24, 2022 2 Human Resources Director added, and Administrative Services Director revised Effective December 31, 2023 SAFETY EXECUTIVE MANAGEMENT - 5.0% COLA **Assistant City Manager - An Executive Management position that is also appointed as the Assistant City Manager will receive additional differential pay of $1,000 per month EXHIBIT "A" CITY OF ARCADIA MONTHLY SALARY RANGE JULY 1, 2023 - JUNE 30, 2024 EXECUTIVE MANAGEMENT/ASSISTANT CITY MANAGER - 4.0% COLA $'237(' V6KR7D\ V*HQH*ODVFR V*HQH*ODVFR 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 2 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 .............................................................................23 SECTION 21. VACATION ACCRUAL RATE ........................................................ 24 3 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 4 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, 5 Principal Civil Engineer, Building Official, Fire Marshal, Economic Development Manager, Financial Services Manager/Treasurer, Human Resources Administrator, Deputy City Manager, Planning and 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). 6 “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 7 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. 8 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 9 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 10 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 11 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. 12 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), 13 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. 14 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. 15 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 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. 16 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. 17 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 18 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. 19 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. 20 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* 21 * 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. 22 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: 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 23 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. B. FAMILY 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. 24 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 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. 25 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. 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 26 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. 27 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 i n 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 Purchasing Officer 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 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 Manager 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 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$ 81M 9,005$ 9,230$ 9,461$ 9,697$ 9,941$ 10,188$ 10,443$ 10,705$ 10,972$ 11,248$ 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 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 Deputy City Manager Deputy Public Works Services Director Planning and Community Development Administrator 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 Purchasing Officer 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 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 Manager 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 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$ 81M 9,275$ 9,507$ 9,745$ 9,988$ 10,239$ 10,494$ 10,756$ 11,026$ 11,301$ 11,585$ 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 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 Deputy City Manager Deputy Public Works Services Director Planning and Community Development Administrator 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 Purchasing Officer 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 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 Manager 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 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$ 81M 9,646$ 9,887$ 10,135$ 10,388$ 10,649$ 10,914$ 11,186$ 11,467$ 11,753$ 12,048$ 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 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 Deputy City Manager Deputy Public Works Services Director Planning and Community Development Administrator 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 ADMINISTRATIVE SERVICES DEPARTMENT ADMINISTRATIVE SERVICES DIRECTOR HUMAN RESOURCES ADMINISTRATOR FINANCIAL SERVICES MANAGER/TREASURER PURCHASING OFFICER/BUYER INFORMATION SYSTEMS (CONTRACT) SENIOR HUMAN RESOURCES ANALYST ACCOUNTING SPECIALIST SENIOR ACCOUNTING TECHNICIAN (2) REVENUE COLLECTION SPECIALIST ACCOUNTING TECHNICIAN I (2) SR. ACCOUNTANT/ ACCOUNTANT (3) HUMAN RESOURCES TECHNICIAN IT MANAGER SENIOR HUMAN RESOURCES ANALYST MANAGEMENT AIDE ADMINISTRATIVE ASSISTANT * CURRENT * Attachment "B" ADMINISTRATIVE SERVICES DEPARTMENT ADMINISTRATIVE SERVICES DIRECTOR PURCHASING OFFICER/BUYER INFORMATION SYSTEMS (CONTRACT) ACCOUNTING SPECIALIST SENIOR ACCOUNTING TECHNICIAN (2) REVENUE COLLECTION SPECIALIST ACCOUNTING TECHNICIAN I (2) SR. ACCOUNTANT/ ACCOUNTANT (3) IT MANAGER * PROPOSED * HUMAN RESOURCES DEPARTMENT HUMAN RESOURCES DIRECTOR SENIOR HUMAN RESOURCES ANALYST HUMAN RESOURCES TECHNICIAN MANAGEMENT AIDE ADMINISTRATIVE ASSISTANT * PROPOSED * SENIOR HUMAN RESOURCES ANALYST CITY OF ARCADIA HUMAN RESOURCES DIRECTOR DEFINITION Under general administrative direction, to plan, direct, manage, and oversee the activities and operations of the Human Resources Department including recruitment and selection, employee benefits administration and engagement, training and development, safety, liability and risk management, Workers’ Compensation, employee and labor relations, classification and compensation, leave management and other related program areas; to coordinate assigned activities with other City departments and outside agencies; and to provide highly responsible and complex administrative support to the City Manager. SUPERVISION EXERCISED Exercises direct supervision over management, supervisory, and clerical staff. EXAMPLES OF IMPORTANT AND ESSENTIAL DUTIES Assume full management responsibility for all Human Resources Department services and activities including recruitment and selection, employee benefits administration and engagement, training and development, safety, liability and risk management, Workers’ Compensation, employee and labor relations, classification and compensation, leave management, and other related program areas. Provide high level support to the Chief Negotiator in establishing the general direction and tone of the City’s employer-employee relations efforts; as needed, plan, prepare, and represent the City in employer-employee relations matters including impasse resolution and grievance administration, and implement and administer labor contracts. Manage the development and implementation of Human Resources Department goals, objectives, policies, and priorities for each assigned service area; establish, within City policy, appropriate service and staffing levels; allocate resources accordingly. Continuously monitor and evaluate the efficiency and effectiveness of service delivery methods and procedures; assess and monitor workload, administrative and support systems, and internal reporting relationships; identify opportunities for improvement; direct the implementation of changes. Represent the Human Resources Department to other City departments, elected officials and outside agencies; explain and interpret Human Resources Department programs, policies, and activities; negotiate and resolve sensitive, significant, and controversial issues. Select, train, motivate, and evaluate Human Resources Department personnel; provide or coordinate Attachment "C" City of Arcadia Human Resources Director (Continued) Page 2 of 4 2 staff training; work with employees to correct deficiencies; implement discipline and termination procedures. Plan, direct, and coordinate the Human Resources Department's work plan; meet with management staff to identify and resolve problems; assign projects and programmatic areas of responsibility; review and evaluate work methods and procedures. Manage and participate in the development and administration of the Human Resources Department’s budget. Coordinate Human Resources Department activities with those of other departments and outside agencies and organizations. Advise and provide staff assistance to the City Manager, City Council, and City staff regarding Human Resources or related issues; prepare and present staff reports and other necessary correspondence. Conduct a variety of organizational studies, investigations, and operational studies; recommend modifications to Human Resources programs, policies, and procedures as appropriate. Audit and approve Human Resources purchase orders, bills, invoices, and related charges. Attend and ensure coordination of Human Resources Commission meetings; attend and participate in professional group meetings; stay abreast of new trends and innovations in the field of administrative services programs. Respond to and resolve difficult and sensitive inquiries and complaints. OTHER JOB RELATED DUTIES Perform related duties and responsibilities as assigned. JOB RELATED AND ESSENTIAL QUALIFICATIONS Knowledge of: Operational characteristics, services, and activities of a comprehensive Human Resources program, to include risk management. Pertinent Federal, State, and local laws, codes, and regulations pertaining to employment and labor, safety, benefit programs, insurance programs, liability, Workers’ Compensation, retirement, FEHA, ADA, EEO, FMLA/CFRA/PDL, and other related program areas. City of Arcadia Human Resources Director (Continued) Page 3 of 4 3 Organization and management practices as applied to the analysis and evaluation of Human Resources programs, policies, and operational needs. Principles and practices of Human Resources administration, including compliance, research, employer-employee relations, program administration, classification and compensation, training, risk management. Information sources and research techniques related to the fields of public administration, human resources, risk management, budget preparation. Principles of supervision, training, and performance evaluation. Safe driving principles and practices. Skill to: Operate office equipment including computer equipment and software. Operate a motor vehicle safely. Ability to: Provide administrative and professional leadership and direction for the Human Resources Department. Develop, implement, and administer goals, objectives, and procedures for providing effective and efficient Human Resources and Risk Management services. Plan, organize, direct, and coordinate the work of management, supervisory, professional, technical, and clerical staff; delegate authority and responsibility. Select, supervise, train, and evaluate staff. Identify and respond to community and City Council issues, concerns, and needs. Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals. Research, analyze, and evaluate new service delivery methods, procedures, and techniques. Prepare and administer the Department budget; allocate limited resources in a cost-effective manner. Prepare clear and concise administrative reports. City of Arcadia Human Resources Director (Continued) Page 4 of 4 4 Interpret and apply the policies, procedures, laws, codes, and regulations pertaining to assigned programs and functions. Communicate clearly and concisely, both orally and in writing. Establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work. Minimum Qualifications: Any combination of education and/or experience that provides the required knowledge, skills, and abilities to perform the essential job duties of the position is qualifying. The incumbent will possess the most desirable combination of training, skills, and experience, as demonstrated in past and current employment history. A typical example includes: Experience: Six years of progressively responsible experience in Human Resources administration, labor relations, benefit administration, and risk management, including at least three years of management experience. Training: Equivalent to a Bachelor's degree from an accredited college or university in Human Resources, Business, Public Administration, or a closely related field. A Master’s degree in Public or Business Administration is desirable. License or Certificate: Possession of, or ability to obtain, an appropriate, valid driver's license. Special Requirements: Essential duties require the following physical skills and work environment: Ability to work in a standard office environment; ability to travel to different sites and locations. Effective Date: December 2023 CITY OF ARCADIA ADMINISTRATIVE SERVICES DIRECTOR DEFINITION Under general administrative direction, to plan, direct, manage, and oversee the activities and operations of the Administrative Services Department including Finance, Treasury, Accounting, Billing, Purchasing, and Information Systems; to coordinate assigned activities with other City departments and outside agencies; and to provide highly responsible and complex administrative support to the City Manager. SUPERVISION EXERCISED Exercises direct supervision over management, supervisory, professional, technical, and clerical staff. EXAMPLES OF IMPORTANT AND ESSENTIAL DUTIES Assume full management responsibility for all Administrative Services Department services and activities including Finance, Treasury, Accounting, Billing, Purchasing, and Information Systems. Manage the development and implementation of Administrative Services Department goals, objectives, policies, and priorities for each assigned service area; establish, within City policy, appropriate service and staffing levels; allocate resources accordingly. Continuously monitor and evaluate the efficiency and effectiveness of service delivery methods and procedures; assess and monitor workload, administrative and support systems, and internal reporting relationships; identify opportunities for improvement; direct the implementation of changes. Represent the Administrative Services Department to other City departments, elected officials, and outside agencies; explain and interpret Administrative Services Department programs, policies, and activities; negotiate and resolve sensitive, significant, and controversial issues. Select, train, motivate, and evaluate Administrative Services Department personnel; provide or coordinate staff training; work with employees to correct deficiencies; implement discipline and termination procedures. Plan, direct, and coordinate the Administrative Services Department's work plan; meet with management staff to identify and resolve problems; assign projects and programmatic areas of responsibility; review and evaluate work methods and procedures. Attachment "D" City of Arcadia Administrative Services Director (Continued) Page 2 of 5 2 EXAMPLES OF IMPORTANT AND ESSENTIAL DUTIES Manage and participate in the development and administration of the Administrative Services Department and City budgets; direct the forecast of additional funds needed for staffing, equipment, materials, and supplies; direct the monitoring of and approve expenditures; direct the preparation of and implement budgetary adjustments as necessary. Coordinate Administrative Services Department activities with those of other departments and outside agencies and organizations. Provide staff assistance to the City Manager and City Council; prepare and present staff reports and other necessary correspondence. Conduct a variety of organizational studies, investigations, and operational studies; recommend modifications to Administrative Services programs, policies, and procedures as appropriate. Maintain an effective, accurate financial system. Direct the disbursement of City funds and control expenditures to ensure that budget appropriations are not exceeded. Audit and approve all purchase orders, bills, invoices, and charges against the City. Direct the collection, receipt, and deposit of all monies payable to the City. Direct the preparation of monthly statements of all City receipts and disbursements to show financial condition of the City. Prepare financial statements as prescribed by law. Participate on a variety of boards and commissions, as needed; attend and participate in professional group meetings; stay abreast of new trends and innovations in the field of administrative services programs. Respond to and resolve difficult and sensitive inquiries and complaints. OTHER JOB RELATED DUTIES Perform related duties and responsibilities as assigned. City of Arcadia Administrative Services Director (Continued) Page 3 of 5 3 JOB RELATED AND ESSENTIAL QUALIFICATIONS Knowledge of: Operational characteristics, services, and activities of a comprehensive Administrative Services program. Pertinent Federal, State, and local laws, codes, and regulations pertaining to financial reporting, accounting, investing, payroll, purchasing, and personnel. Organization and management practices as applied to the analysis and evaluation of Administrative Services programs, policies, and operational needs. Modern and complex principles and practices of Administrative Services program development and administration. Principles and practices of accounting, financial reporting, audit, and bond financing. Information sources and research techniques in the fields of public administration, financial planning, accounting, annual budget, capital budget, and annual audit preparation and procedures. Advanced principles and practices of municipal budget preparation and administration. Principles of supervision, training, and performance evaluation. Safe driving principles and practices. Skill to: Operate office equipment including computer equipment and software. Operate a motor vehicle safely. Ability to: Provide administrative and professional leadership and direction for the Administrative Services Department. Develop, implement, and administer goals, objectives, and procedures for providing effective and efficient Administrative Services. Plan, organize, direct, and coordinate the work of management, supervisory, professional, technical, and clerical personnel; delegate authority and responsibility. City of Arcadia Administrative Services Director (Continued) Page 4 of 5 4 Select, supervise, train, and evaluate staff. Identify and respond to community and City Council issues, concerns, and needs. Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals. Research, analyze, and evaluate new service delivery methods, procedures, and techniques. Prepare and administer large and complex budgets; allocate limited resources in a cost- effective manner. Prepare clear and concise administrative and financial reports. Interpret and apply the policies, procedures, laws, codes, and regulations pertaining to assigned programs and functions. Communicate clearly and concisely, both orally and in writing. Establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work. Minimum Qualifications: Any combination of education and/or experience that provides the required knowledge, skills, and abilities to perform the essential job duties of the position is qualifying. The incumbent will possess the most desirable combination of training, skills, and experience, as demonstrated in past and current employment history. A typical example includes: Experience: Seven years of responsible accounting experience including five years of manage- ment and supervisory experience. Training: Equivalent to a Bachelor's degree from an accredited college or university with major course work in accounting or a related field. A Master's degree is desirable. License or Certificate: Possession of, or ability to obtain, an appropriate, valid driver's license. City of Arcadia Administrative Services Director (Continued) Page 5 of 5 5 Special Requirements: Essential duties require the following physical skills and work environment: Ability to work in a standard office environment; ability to travel to different sites and locations. Effective Date: January 1999 Revised Date: December 2023