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HomeMy WebLinkAbout2021-047 - Resolution RESOLUTION NO. 2021-047 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF RANCHO CUCAMONGA, CALIFORNIA, APPROVING THE SALARY SCHEDULES FOR FISCAL YEAR 2021-22, INCLUDING A PART-TIME EMPLOYEE BENEFIT SUMMARY WHEREAS, the City Council of the City of Rancho Cucamonga has determined that it is necessary for the efficient operation and management of the City that policies be established prescribing salary ranges, benefits and holidays and other policies for employees of the City of Rancho Cucamonga; and WHEREAS, the City Council of the City of Rancho Cucamonga has previously adopted salary resolutions establishing salary ranges, benefits and other terms of employment for employees of the City of Rancho Cucamonga; and WHEREAS, the City Council of the City of Rancho Cucamonga recognizes that it is necessary from time to time to amend the salary resolution to accommodate changes in position titles, classifications salary ranges, benefits and other terms of employment including an outline of State and Federally required benefits afforded to part-time employees; and NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Rancho Cucamonga, California to approve the attached salary schedules for the Executive Management Group, Rancho Cucamonga Management Association, Teamsters Local 1932, Rancho Cucamonga City Employees Association, and Part-Time City Positions, including a Part-Time Employee Benefit Summary (Attachments 2-7)effective July 5, 2021. Resolution No. 2021-047 - Page 1 of 2 PASSED, APPROVED, and ADOPTED this 16' day of June 2021. a L. a nis Michael, May ATTEST: - . nice C. Reynolds, COClerk STATE OF CALIFORNIA ) COUNTY OF SAN BERNARDINO ) ss CITY OF RANCHO CUCAMONGA ) I, Janice C. Reynolds, City Clerk of the City of Rancho Cucamonga, do hereby certify that the foregoing Resolution was duly passed, approved, and adopted by the City Council of the City of Rancho Cucamonga, at a Regular Meeting of said Council held on the 16'day of June 2021. AYES: Hutchison, Kennedy, Michael, Scott, Spagnolo NOES: None ABSENT: None ABSTAINED: None Executed this 17' day of June, 2021, at Rancho Cucamonga, California. nice C. Reynolds, City'Clerk Resolution No. 2021-047 - Page 2 of 2 Resolution No.2021-047 EXECUTIVE MANAGEMENT GROUP ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Monthly Pay Ranges effective July 1,2021 Minimum Control Point Maximum Class Title Amount Amount Amount Animal Services Director .. $9,478 $11,570 „ $13,427 Assistant City Manager ' .�� $13,305 $17,282 $18,863 Building and Safety Services Director $9,716 $11,863 $13,777 City Clerk Services Director $9,016 $10,897 �R,. $13,505 City Manager = $20,226 $24,693 $28,678 Community Services Director VAMH $10,629 $12,977 $15,070 Deputy City Manager/Administrative Services $11,744 $14,338 :.' $16,652 Deputy City Manager/Civic&Cultural Services $11,744 $14,338 ` s` $16,652 Deputy City Manager/Econ. &Comm. Dev. $11,744 �`�'` ` r, $14,338 $16,652 Eng Svs Director/City Engineer $10,682 $13,041 $15,145 Finance Director $10,736 $13,106 $15,222 Human Resources Director $10.316 =' $12,593 $91 $14,627 Innovation and Technology Director = $11,174 _ $13,640 _ $15,070 Library Director s $10,012 II $12,222 $14.195 Planning Director $10,316 $12,593 $14,627 Public Works Services Director $9,716 $11,863 ;3.� "� $13,777 Fire Chief* A $15,892 F $20,397 * Included for informational purposes only-This is a Fire District Management Employee Group position not a City position ATTACHMENT Resolution No. 2021-047 RANCHO CUCAMONGA MANAGEMENT ASSOCIATION ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Monthly Pay Ranges Effective July 1, 2021 Minimum Control Point Maximum Class Title Amount �n Amount Amount Accounting Manager $6,454 $7,878 $8,705 Animal Center Manager $5,872 " $7,168 $7,918 Assistant to the City Manager $7,239 $8,836 $9,763 Building and Safety Manager ATM' $6,718 $8,199 $9,060 City Planner/Planning Manager $8,619 $10,520 $11,625 Community Affairs Manager $7,878 _ $9,619 $10,626 Community Improvement Manager _ $6,718 $8,199 $9,060 Community Services Manager $5,872 $7,168 $7,918 Community Services Superintendent $6,819 $8,323 $9,196 Cultural Center Manager $6,819 $8,323 " ' $9,196 Deputy Director of City Clerk Services $6,785 'x ' $8,281 $9,150 Deputy Director of Community Services $8,925 $10,895 W $12,039 Deputy Dir. Engineering/Deputy City Eng. $8,925 $10,895 $12,039 Deputy Dir. Engineering/Utility Manager " $8,925 $10,895 $12,039 Deputy Director of Engineering $8,662 $10,574 LIM, $11,684 Deputy Director of Finance $8,925 $10,895 r $12,039 Deputy Director of Human Resources $8,925 $10,895 $12,039 Deputy Dir. of Innovation and Technology $7,608 � $9,287 $10,263 Deputy Director of Library Services $8,158 �_ $9,959 $11,004 Deputy Director of Public Works $8,925 $10,895 $12,039 Environmental Programs Manager $6,922 $8,449 $9,335 Facilities Superintendent $6,819 $8,323 $9,196 Finance Manager $7,646 $9,335 $10,315 Library Services Manager $5,872 $7,168 $7,918 Park/Landscape Maintenance Supt s ; $6,819 $8,323 $9,196 Plan Check & Inspection Manager $6,718 $8,199 $9,150 Principal Accountant $6,684 $8,158 $9,014 Principal Engineer : $7,958 $9,713 $10,732 Principal Librarian $5,558 $6,785 = $7,495 Principal Management Analyst $7,061 $8,619 ._ $9,523 Principal Planner $6,853 $8,365 2 $9,241 Procurement Manager `, $6,618 $8,078 $8,925 Public Works Maintenance Manager $7,918 $9,666 2$ r" $10,679 Revenue Manager $6,684 $8,158 ';22' $9,014 Senior Civil Engineer ` a-. $7,203 $8,792 $9,713 Senior Executive Assistant $4.668 $5,698 tJ $6,296 ATTACHMENT 3 Resolution No. 2021- 041 RANCHO CUCAMONGA MANAGEMENT ASSOCIATION ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Monthly Pay Ranges Effective July 1, 2021 Minimum Control Point Maximum Senior Planner "' V `` $6,203 .255 ' ; $7,570 27 $8,365 Street/Storm Drain Maintenance Supt $6,819 $8,323 $9,196 Traffic Engineer $8,038 $9,811 $10,842 Utilities Operations Manager $6,422 $7,840 $8,662 Veterinarian 2 $8,449 $10,315 $11,395 ATTACHMENT 3 Resolution No. 2021-047 PUBLIC WORKS MAINTENANCE EMPLOYEES Represented By THE TEAMSTERS LOCAL 1932 ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Monthly Pay Ranges Effective January 1, 2021 Minimum Control Point Maximum Class Title; ; Amount Amount .� ' t. Amount Electrician $4,690 $5,726 $6,328 Equipment Operator $3,999 $4,882 $5,394 Inventory Specialist Equipment/Mat $3,342 $4,079 $4,507 Lead Maintenance Worker $4,079 $4,980 H;. $5,502 Lead Mechanic $4,310 $5,260 $5,812 Maintenance Coordinator $4,575 $5,584 $6,171 Maintenance Worker $3,375 $4,119 $4,550 Mechanic $4,100 ., $5,005 $5,530 Senior Maintenance Worker $3,546 $4,330 $4,785 Signal & Lighting Coordinators $5,235 s $6,390 $7,061 Signal & Lighting Technician ;. $4,575 $5,584 $6,171 ATTACHMENT 4 Resolution No. 2021-047 RCCEA COVERED EMPLOYEES IN THE SUPERVISORY/PROFESSIONAL AND GENERAL EMPLOYEES GROUPS ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Monthly Pay Ranges Effective July 5, 2021 Minimum Control Point Maximum Class Title T Amount ., Amount Amount Account Clerk $3,055 � $3,730 x $4,121 Account Technician $3,881 ;: $4,737 $5,235 Accountant# $4,786 :° $5,842 '`;` $6,454 Accounts Payable Supervisor# $4,906 $5,989 $6,618 Administrative Assistantw $2,965 $3,619 $3,999 Administrative Technician $4,163 $5,081 _ $5,613 Animal Behavior Specialist : $3,259 r $3,979 $4,397 Animal Care Attendant $2,684 $3,276 - $3,619 Animal Care Supervisor# $4,225 $5,156 $5,698 Animal Caretaker $3,102 � $3,785 � � $4,182 Animal Rescue Specialist $3,259 $3,979 $4,397 Animal Services Dispatcher ;M; $2,965 $3,619 _�,_ $3,999 Animal Services Officer I $3,843 $4,691 $5,183 Animal Services Officer II $4,245 $5,183 ;_ $5,727 Artistic Producer- Mainstreet Theatre $4,441 $5,421 $5,989 Assistant Engineer# $5,366 Y $6,551 $7,239 Assistant Planner# . $4,858 $5,930 � $6,551 Associate Engineer# $6,233 $7,608 $8,407 Associate Planner# z $5,340 $6,520 $7,203 Box Office Coordinator ,, $4,441 $5,421 $5,989 Budget Analyst# $6,140 $7,495 s�' $8,281 Building Inspection Su ervisor#2 $5,812 $7,096 $7,840 Building Inspector 12 $4,308 1 $5,260 $5,812 Building Inspector IIZ $4,761 $5,812 $6,422 Building and Safety Manager* $6,718 $8,199 $9,060 Business License Clerk $3,102 $3,785 $4,182 Business License Inspector t= $3,785 $4,621 $5,106 Business License Program Coordinator# $4,060 $4,954 $5,474 Business License Program Supervisor# .; $4,906 $5,989 $6,618 Business License Technician $3,602 $4,397 $4,858 City Clerk Records Management Analyst# $4,906 $5,989 $6,618 Community Affairs Coordinator $4,441 $5,421 4 $5,989 Community Affairs Officer# $6,140 $7,495 $8,281 Community Affairs Senior Coordinator# $5,156 w;*35 $6,296 $6,956 Community Affairs Specialist $2,696 $3,292 1 $3,637 ATTACHMENT 5 Resolution No. 2021- 041 RCCEA COVERED EMPLOYEES IN THE SUPERVISORY/PROFESSIONAL AND GENERAL EMPLOYEES GROUPS ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Monthly Pay Ranges Effective July 5, 2021 Minimum Control Point Maximum Community Affairs Technician °' $4,163 $5,081 r $5,613 Community Development Technician 1 " $3,691 $4,507 $4,980 Community Development Technician II $3,881 $4,737 $5,235 Community Improvement Supervisor# $5,812 $7,096 $7,840 Community Improvement Officer I $3,843 $4,691 $5,183 Community Improvement Officer II $4,245 �{ $5,183 $5,727 Community Programs Coordinator $4,441 .' $5,421 $5,989 Community Programs Specialist $4,163sJV $5,081 $5,613 Community Services Coordinator ' $4,441 $5,421 4610`:` $5,989 Community Services Project Coordinator# $5,698 $6,956 $7,684 Community Services Specialist $2,696 $3,292 -� ,410 : $3,637 Community Services Supervisor# # : $5,156 „` J $6,296 Q $6,956 Community Services Technician ; _ $4,16344 ',::2 $5,081A $5,613 Community Theater Producer $4,441I $5,421 fix; $5,989 Customer Care Assistant `` $2,684 $3,619 " $3,999 Customer Service Representative . ," $3,102 $3,785 � l��0 $4,182 Deputy City Clerk# $4,019 70 $4,906 `: 49E < .. $5,421 Engineering Aide $3,843 4451;W. $4,691 $5,183 Engineering Technician $4,245 $5,183 k .. $5,727 Environmental Pr' grams Coordinator# $5,783 u.� 1' $7,061 ''` $7,801 r Environmental Programs Inspector $4,761 $5,812 $6,422 Event& Rental Services Coordinator $4,441 ;.' $5,421 $5,989 Executive Assistant II# ,° $4,308 $5,260 r' $5,812 Executive Assistant' $3,359 0,464 $4,761 $5,260 Fleet Supervisor#Z $5,366 52f .r. $6,551q $7,239 Front of House Coordinator 4? ;.; $4,441 4 $5,421v $5,989 Fund Development Coordinator# $4,906 ,; ' $5,989 , . '� $6,618 $7,878GIS Analyst# GIS Specialist � '' $4,576 $5,585 �. r�;: $6,171 GIS Supervisor# x° �� $6,785 - <: : $8,281 $9,150 GIS Technician $4,140 $5,054 44, . $5,585 Human Resources Clerk � ,�', $3,276 + $3,999 444, $4,418 Human Resources Technician 4408 j $3,602 ,4448 <: $4,397 $4,858 Information Technology Analyst I# '305f` $5,842 3545, $7,132 $7,878 Information Technology Analyst II# 5, " $6,296 4 $7,684 $8,489 Information Technology Specialist 1 $4,576 $5,585 �46v�'�$�� $6,171 ATTACHMENT Resolution No. 2021- Q�{1 RCCEA COVERED EMPLOYEES IN THE SUPERVISORY/PROFESSIONAL AND GENERAL EMPLOYEES GROUPS ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Monthly Pay Ranges Effective July 5, 2021 Minimum Control Point Maximum Information Technology Specialist II `'` $4,931 $6,019 {.; $6,650 Information Technology Technician $3,655 $4,461 $4,931 Librarian l# $4,121 $5,031 $5,558 Librarian II# $4,598 $5,613 q` $6,203 Library Assistant I# $3,023 a; $3,691 $4,079 Library Assistant II# $3,711 $4,530 $5,005 Library Clerk h,rt $2,778 $3,392 $3,747 Library Technician $3,341 $4,079 'G �'; $4,507 Maintenance Su ervisor#Z $5,366 $6,551 $7,239 Management Aide ` $4,225 $5,156 $5,698 Management Analyst I# $4,906 $5,989 $6,618 Management Analyst II# $5,641 $6,888 $7,608 Management Analyst III# $6,140 $7,495 $8,281 Office Services Clerk $2,965 $3,619 $3,999 Patron & Events Supervisor# $5,156 $6,296 $6,956 Payroll Supervisor# $4,906 $5,989 $6,618 Planning Specialist $4,287 $5,235 $5,783 Planning Technician $3,881 $4,737 $5,235 Plans Examiner 1 r .�� $5,005 $6,110 $6,751 Plans Examiner II# $5,366 _ A $6,551 $7,239 Procurement & Contracts Analyst# $4,079 $4,980 $5,503 Procurement Clerk $3,040 $3,711 $4,100 Procurement Technician $3,655 $4,461 44 $4,931 Public Services Technician I $3,691 $4,507 $4,980 Public Services Technician II $3,881 $4,737 $5,235 Public Services Technician III $4,287 $5,235 $5,783 Public Works Inspector IZ $4,308 $5,260 $5,812 Public Works Inspector 112 $4,761 $5,812 $6,422 Public Works Safety Coordinator#z $4,858 $5,930 ;° $6,551 Records Clerk $2,806 $3,426 �:�� $3,785 Records Coordinator $3,226 $3,940 $4,352 Risk Analyst# $4,079 s 3 °` $4,980 $5,503 Risk Management Coordinator# Q $4,906 $5,989 $6,618 Senior Account Clerk $3,375 $4,121 �1 $4,552 Senior Account Technician $4,352 $5,314 $5,872 Senior Accountant# $5,641 3$ .. $6.888 ATTACHMENT Resolution No. 2021- j41 RCCEA COVERED EMPLOYEES IN THE SUPERVISORY/PROFESSIONAL AND GENERAL EMPLOYEES GROUPS ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Monthly Pay Ranges Effective July 5, 2021 Minimum Control Point Maximum Senior Animal Services Officer# $4,691 $5,727s` a9. .'� $6,327 Senior Building Inspector#2 $5,260 $6,422 ; $7,096 Senior Business License Clerk $3,426 $4,182 $4,621 Senior Community Improvement Officer# $4,691r $5,727 = $6,327 Senior Electrician # $5,288 � � $6,454 $7,132 Senior GIS Analyst# ry $6,296 $7,684 r $8,489 Senior Information Technology Analyst# $6,785 $8,281 $9,150 Senior Information Technology Specialist# �, $5,503 $6,718 �v. $7,422 Senior Librarian# $4,858 $5,930 i $6,551 Senior Park Planner#. $5,698 $6,956 $7,684 Senior Plans Examiner# ``} $5,783 $7,061 $7,801 Senior Procurement Technician# $4,737 $5,783 ;, $6,390 Senior Risk Management Analyst# $6,140 $7,495 $8,281 Senior Veterinary Technician# $4,691 $5,727 $6,327 Special Districts Analyst# $5,641 $6,888 ' $7,608 Supervising Public Works Inspector#2 ' $5,529 $6,751 $7,458 Theater Production Coordinator $4,668 " '' $5,698 $6,296 Theater Production Supervisor# $5,156 1 $6,296 $6,956 Theatre Technician IIIy "' $3,881 $4,737 $5,235 r a Utilities Operation Supervisor# 1 ��.� $6,140 ," $7,495 �� . rf � $8,281 Veterinary Assistant '�# $3,583 $4,375 '; t $4,833 Veterinary Technician $4,163 $5,081 $5,613 '* When acting as Clerk to Commissions $50 paid per night or weekend day meeting. Compensatory time off 2• Refer to MOU for provision of boot # Denotes Supervisory/Professional Class ATTACHMENT Resolution No. 2021-047 PART-TIME CITY POSITIONS ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Hourly Pay Ranges Effective July 1, 2021 Minimum Control Point Maximum Part Time Positions Amount rt Amount Amount Account Clerk $15.87 $19.37 $23.77 Account Technician $20.88 $25.49 $30.20 Accountant $25.74 $31.43 $37.23 Administrative Assistant $14.01 $16.19 $23.07 Administrative Intern $14.01 $15.25 $16.02 Animal Behavior Specialist $17.54 $21.41 $25.36 Animal Care Attendant $14.43 $17.62 $20.77 Animal Caretaker $16.69 $20.36 $24.12 Animal Rescue Specialist $17.54 $21.41 $25.36 Animal Services Dispatcher $15.95 $19.47 $23.07 Animal Services Officer $22.84 1'' $27.88 $29.90 Assistant Engineer $28.88 $35.25 $41.76 Assistant Planner $26.13 $31.90 $37.61 Associate Engineer $33.53 $40.94 $48.50 Associate Planner $28.73 $35.07 " r $41.55 Box Office Assistant* $14.50 Box Office Specialist $14.01 $14.58 $15.33 Budget Analyst $30.35 $37.05 $47.54 Building Inspector $25.61 $31.27 $34.38 Business License Clerk $16.69 $20.36 $24.12 Business License Technician $19.37 j $23.65 $28.02 Community Improvement Officer 1 $20.67 $25.23 $29.90 Community Improvement Officer 11 $22.84 $27.88 $33.03 Community Programs Coordinator $23.89 $29.16 $34.55 Community Programs Specialist $22.39 $27.33 $32.38 Community Services Coordinator $23.89 $29.16 $35.42 Community Services Specialist $14.50 $17.71 $20.98 Community Services Supervisor $27.75 $33.87 $40.13 Community Services Technician $22.39 $27.33 $32.38 Customer Care Assistant $14.01 $16.19 $23.07 Day Custodian $17.79 Department Director $41.76 $51.50 $86.07 Department Manager $34.73 $42.60 34}` $59.81 Deputy City Clerk $21.62 $26.40 $31.27 Division Supervisor $20.16 $24.74 $40.13 Electrician $24.74 T,s $30.20 $36.50 ATTACHMENT 6 Resolution No. 2021-0'47 PART-TIME CITY POSITIONS ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Hourly Pay Ranges Effective July 1, 2021 Minimum Control Point Maximum Part Time Positions toot Amount Amount Amount Energy Efficiency Coordinator $16.19 $19.77 $20.78 Engineering Aide 9 $20.67 $25.24 $29.90 Engineering Intern $14.01 ,= $15.24 :"k '' $16.03 Engineering Technician $22.84 $27.88 $33.03 Environmental Resources Intern* $14.01 Equipment Operator $21.09 $25.75 $31.11 Executive Assistant $18.07 34` $22.06 $30.20 GIS Intern $14.01 $15.24 $16.03 GIS Programmer/Analyst ? , $24.61 $30.05 i; $31.58 GIS Technician $22.28 $27.20 $32.22 Healthy Cities Coordinator $16.19 $19.77 $20.78 Human Resources Clerk $17.62 $21.51 $25.36 Human Resources Technician $18.52 $22.61 $25.74 Lead Mechanic $22.73 $27.75 $33.53 Librarian 1 $21.95y .� $26.79 $32.06 Library Aide* $14.01 Library Assistant 1 $15.41 2" $18.81 $23.53 Library Assistant II $18.99 $23.18 $28.87 Library Clerk $14.22 $17.37 $21.51 Library Director/SIF Trainer $50.48 $61.63 $64.78 Library Page* a $14.01 Library Technician J$W $17.98 $21.95 $26.00 Maintenance echnician* I ART $14.01 Management Aide $22.73 $27.75 $32.87 Management Analyst I $26.40 'ii $32.22 $38.17 Management Analyst I I $30.35 $37.05 $43.68 Management Analyst III $35.42 $43.24 $47.54 Mechanic $21.62 $26.40 66, $31.90 Meter Technician $28.73 $35.07 $36.86 Office Services Clerk $15.95 $19.47 $23.07 Office Specialist 1 $14.01 $16.19 2: $17.02 Office Specialist II 2 $14.65 ,q63 $17.89 $18.80 Outreach Technician $14.01 61 $14.58 63 $15.33 Park Ranger* 6389 $17.62 Planning Aide 6W $14.01 >�, $15.24 :637`0 $16.03 Planning Manager $46.37 $56.62 F 665 $66.74 ATTACHMENT Resolution No. 2021-04-1 PART-TIME CITY POSITIONS ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Hourly Pay Ranges Effective July 1, 2021 Minimum Control Point Maximum Part Time Positions Amount Amount Amount Plans Examiner I $26.92 $32.87 $38.94 Playschool Instructor* $16.27 Principal Engineer $42.82 $52.27 $61.62 Program Specialist $14.01 $14.58 $15.33 Public Services Technician 1 $19.86 $24.25 $28.73 Public Services Technician II $20.88 � $25.49 $30.20 Public Services Technician III $23.07 $28.16 1 ;, $33.36 Public Works Inspector 1 $23.19 $28.31 51 , $33.53 Public Works Inspector II $25.62 x: $31.27 $37.05 Purchasing Clerk $15.87 $19.37 $20.37 Receptionist $14.01 $17.02 $17.89 Records Clerk $14.08 $17.19 $21.83 Records Coordinator ,; $16.19 $19.77 $24.98 Recreation Leader 1* $14.01 Recreation Leader II* $14.50 Secretary $18.07 $22.06 $23.18 Senior Accountant $30.35 $37.05 $43.68 Senior Civil Engineer $37.99 r$46 $55.77 Signal and Lighting Technician $24.12 $35.60 Sports Official $14.01 $15.33 Theatre Technician 1*Theatre Technician II* � Veterinarian $45.46 $55.50 $65.42 Veterinary Assistant :i $19.27 $23.52 $27.88 Veterinary Technician $22.40 $27.33w $32.38 * Single Step ATTACHMENT 6 PART-TIME EMPLOYEE BENEFITS The following benefits are approved via resolution by the City Council of the City of Rancho Cucamonga effective the first full pay period in July 2020. All part-time employees are employed "at-will" and serve at the pleasure of the appointing authority. As such, their services can be discontinued without cause or right of appeal. Each Department determines the number of part-time employees required in order to meet their needs depending on their approved budget for part-time employees and the approval of the City Manager In general, part-time employees are only eligible for mandated State and Federal benefits except for specifically designated Work Life Balance Part-time employees as outlined below under the "Work-life Balance Section." Definition—PART-TIME EMPLOYEE: A person serving in a budgeted position of less than forty (40) hours per week, and typically less than 1,040 hours per year as further defined under City of Rancho Cucamonga Personnel Rules and Regulations Rule XIV (Part-Time, Seasonal and Temporary Employees). Part-time employees are at-will and may be terminated without cause or right of appeal. Retirement Benefits — The City either provides access to retirement benefits through the Accumulation Program for Part-Time Limited-service Employees (APPLE) or the California Public Employees Retirement System(CalPERS) as outlined below. APPLE—Part-time employees who work less than 1,000 hours in a fiscal year,are not a current CalPERS Member or who otherwise do not qualify for CalPERS retirement benefits under State law or CaIPERS regulations must contribute 7.5% of base pay to APPLE — a required alternative retirement system. CalPERS —Part-time employees who work 1,000 hours or more in a fiscal year, are hired to work more than 20 hours per week on average, are current CaIPERS Members or who otherwise would qualify for CalPERS retirement benefits under State law or CaIPERS regulations must contribute the full employee member contribution towards their CalPERS retirement benefits and"New Members"as defined by CalPERS must pay half the normal rate. The CalPERS retirement benefits available for qualifying part-time employees depend on the date the employee qualified for CalPERS benefits. Tier 1 Part-time Employees who qualified for CalPERS benefits Before July 3, 2011 § 21354.4 2.5% at 55 Full Formula § 21574 4th Level 1959 Survivor § 20042 1 Year Final Compensation Tier 2 Part-time Employees who qualified for CalPERS benefits On or After July 4, 2011 and before January 1, 2013 § 21354 2% @ 55 Full Formula § 21574 4th Level 1959 Survivor § 20037 3 Year Final Compensation Tier 3 Part-time Employees not considered"New Members"by CalPERS who qualified for CalPERS benefits on or After January 1, 2013 § 21354 2% @ 55 Full Formula § 21574 4th Level 1959 Survivor § 20037 3 Year Final Compensation Tier 4 Part-time Employees meeting the CalPERS definition of"New Members" who qualified for CalPERS benefits on or After January 1, 2013 § 7522.20 2% @ 62 Full Formula § 7522.32 36 Consecutive Months § 7522.10 Based on Pensionable Compensation Unit members hired on and after January 1,2013, deemed to be a"new member"as defined in Government Code§ 7522.04, shall individually pay an initial Member CALPERS contribution rate of 50%of the normal cost rate for the Defined Benefit Plan in which said"new member" is enrolled, rounded to the nearest quarter of 1%, or the current contribution rate of similarly situated employees, whichever is greater. This rate can increase based on CalPERS regulations. The City does not participate in Social Security except for the mandatory Medicare Program. Medical Insurance Benefits — The City provides access to medical insurance for part-time employees who qualify for the Affordable Care Act (ACA) under the City's policy. In general, employees who work 30 or more hours per week on average per year would qualify, but the City's policy and the federal law determine who specifically qualifies for these benefits. For those part- time employees who qualify for this benefit, the City contributes the cost of the lowest cost self only coverage minus 9.78% of the Federal Poverty Line towards the cost of medical insurance. For example: In 2020, the FPL was $1040.83 per month, and 9.78% of that is $101.79/month. In 2020, the lowest cost self-only coverage cost was Kaiser Dual Coverage costing $439.89.00 per month. Following the policy, the City would pay $338.10 towards any health care plan the ACA eligible part-time employee chooses and the employee would pay the difference,which for the lowest cost self-only coverage would be $101.79. WORK-LIFE BALANCE PART-TIME EMPLOYEES BENEFITS FOR SPECIFICALLY DESIGNATED POSITION Specifically designated Part-time employees in specific management, supervisory, professional and/or confidential positions, as designated by the City Manager, who are scheduled to work 32 hours per week on a year-round basis, are referred to as work-life balance part-time employees. The City Manager will review and if appropriate amend the list of designated positions at least once per year as part of his/her budget review process. Work-life balance part-time employees participate in the State and Federally required benefits as enumerated above and shall receive the following additional benefits: Medical Insurance: In accordance with the City's ACA policy, work-life balance part-time employees are eligible to participate in the City's medical plan. The City will pay the higher of the ACA policy contribution or 80%of the cost the City would pay for a full-time employee in the same position towards medical insurance premium costs. In 2020, the maximum the City would pay for medical insurance would be $1100 for a full-time employee, so following this policy a work-life balance part-time employee would receive $880 towards the cost of the medical coverage that they choose. Dental Insurance: City paid Vision: City Paid Life Insurance: City Paid $30,000 base coverage Vacation: Work-life balance part-time employees accrue vacation hours at 80% of the rate of full- time employees in the same position. Work-life balance part-time employees can accumulate vacation hours up to two times their annual accrual rate. Once they reach their maximum accrual rate they stop earning vacation hours until they bring their vacation hours below the maximum accrual rate. Work-life balance employees may only cash out vacation hours upon separation from the City. Work-life balance part-time employees transitioning from a full-time position with the City of Rancho Cucamonga may either cash out their vacation per their MOU or carry over their accrued vacation balance to their work-life balance part-time position. Sick Leave: Work-life balance part-time employees accrue 8 hours of sick leave per month. No cash out or buyback of sick leave is provided to work-life balance part-time employees. Work- life balance part-time employees transitioning from a full-time position with the City of Rancho Cucamonga may either cash out their sick leave per their MOU or carry over their accrued sick leave balance to their work-life balance part-time position. Holidays: Work-life balance part-time employees will be compensated for normally scheduled working hours, which fall on official City holidays. The City observes 11 holidays per year: Independence Day, Labor Day, Veteran's Day, Thanksgiving Day and the day following, Christmas Eve, Christmas Day,New Year's Day, Martin Luther King's Birthday,President's Day and Memorial Day. Deferred Compensation Plans: Work-life balance part-time employees are eligible to participate in the City's deferred compensation plans. The City does not contribute. ADDITIONAL INFORMATION REGARDING ALL PART-TIME POSITIONS All Part-Time employees are employed "at-will" and serve at the pleasure of the appointing authority. As such, their services can be discontinued without cause or right of appeal. Social Security: The City does not participate in Social Security except for the mandatory Medicare Program. Medicare: Employees hired after 1/1/86, are required to contribute 1.45% of their earnings. All Part-Time employees are subject to specific provisions of the City of Rancho Cucamonga Personnel Rules and Regulations (Rule XIV) and specific provisions of the Policy and Procedures Manual(Policy 200-01)that apply to them. CITY OF RANCHO CUCAMONGA PERSONNEL RULES AND REGULATIONS RULE I SECTION 7 DEFINITIONS 33. PART-TIME EMPLOYEE: A person serving in a budgeted position of less than forty (40) hours per week, and typically less than 1,040 hours per year as further defined under Rule XIV (Part-Time, Seasonal and Temporary Employees). Part-time employees are at-will and may be terminated without cause or right of appeal. RULE XIV PART-TIME, SEASONAL AND TEMPORARY EMPLOYEES SECTION 1 Compensation Part-time Employees: Part-time employees hold a budgeted position, and work less than forty(40) hours per week and typically less than 1,040 hours per year. Part time employees shall be paid the hourly rate established by the salary resolution. Seasonal Employees: Seasonal employees shall be paid the hourly rate established by the salary resolution and are employed part-time throughout various seasons. Seasonal employee shall not work more than 1,040 hours per year. Temporary Employees: Temporary employees shall be paid the hourly rate established by the salary resolution and are hired to perform duties for a period of time not to exceed six(6) months of continuous full-time employment. Temporary employees shall not work more than 1,040 hours per year. SECTION 2 Participation in Benefit Programs No part-time, seasonal or temporary employee shall be eligible for participation in any benefit program established by the City, except as required by State and/or Federal law or as may be specifically approved by the City Manager and/or City Council. SECTION 3 Schedules, Position Control, Wage Rates Part-time, seasonal and temporary employees shall work on a prearranged schedule beneficial to both the employee and the City. Part-time, seasonal and temporary positions may be abolished and/or replaced with full-time positions by the City Council. Wage rates for part-time, seasonal and temporary employees shall be established by the City Council. SECTION 4 Merit Increases Part-time, seasonal and temporary employees are eligible for merit increases as provided in Policy Number 200-01 of the Policy and Procedures Manual. SECTION 5 Performance Evaluation No part-time, seasonal or temporary employee shall be eligible for a salary adjustment except as approved by the Personnel Officer upon the recommendation of the department head contained in a Performance Evaluation Report,or such other form as may be required by the Personnel Officer. Said Performance Evaluation Report shall be completed in accordance with the procedures for the completion of Performance Evaluation Reports for full-time employees. POLICY NUMBER 200-01 OF THE POLICY AND PROCEDURES MANUAL MERIT INCREASES—PART TIME EMPLOYEES POLICY PURPOSE: This policy is designed to provide general guidance for the provisions of merit increases for part time employees. Consistency and uniformity in its application are the responsibility of the Human Resources Director. Part time employees are defined in the Personnel Rules and Regulations of the City of Rancho Cucamonga, Rule XIV, Part Time, Seasonal and Temporary Employees. This policy pertains to all three designations of part time employees. Pursuant to Section 5, Performance Evaluation the following is enacted. Merit Pay Criteria: Effective January 1, 2016, all newly hired part-time employees will be eligible to receive a performance review and a merit increase of up to five percent in any twelve-month period from the date of hire. Thereafter, they will be eligible for a performance evaluation and merit increase on their anniversary date until they reach the top end of their salary scale. If a part-time employee promotes to a higher classification, his/her promotional date will become the new anniversary date. These employees will be eligible to receive a performance review and a merit increase of up to five percent in a twelve-month period from the date of promotion. Thereafter, they will be eligible for a performance evaluation and merit increase on their anniversary date until they reach the top end of their salary scale. If a current part-time employee has received a performance evaluation and/or merit increase in calendar year 2015, the date of the most recent merit increase shall be used as their anniversary date. They will be eligible for a performance evaluation and merit increase on their anniversary date until they reach the top end of their salary scale. If a current part-time employee did not reach 1,000 hours in any given fiscal year and therefore did not receive a performance review or merit increase in calendar year 2015, then their performance evaluation and merit increase shall be due on their original hire date or date of promotion,whichever is applicable. Thereafter, they will be eligible for a performance evaluation and merit increase on their anniversary date until they reach the top end of their salary scale. All merit adjustments shall be discretionary on the part of the Department Head and could result in no increase. Each adjustment shall be accompanied by an employee evaluation which justifies any increase in pay. Effective July 6, 2020, all part-time merit increases will be reviewed annually in March of each year. Anyone employed and with hours between the first full pay-period of the current fiscal year and the end of March of the same fiscal year would be eligible for a 3% merit increase if they are not at the top step of their hourly salary range. This increase would become effective the first full pay period in July of the subsequent fiscal year and would require a part-time employee evaluation. All merit adjustments shall be discretionary on the part of the Department Head and could result in no increase. Any employees hired after March 31 of the current fiscal year would not be eligible for a merit increase until the following fiscal year in conformance with this policy. Employees in positions with one pay range, would not be eligible for merit increases as there is only one hourly pay range for their positions.These positions could be adjusted by the City through the adoption of the budget and hourly salary ranges. When these ranges are adopted these employees would automatically receive the new hourly salary range. If a position with an hourly salary range is changed to a single hourly salary range,those employees with hourly salary ranges below the new hourly rate would move up to the new hourly rate and those employees above the new single hourly rate would be y-rated at their current hourly rate. If a position with a current single hourly salary range has the rate lowered, as a result of an action by the City Council, then all employees in that position would have their hourly rate lowered. RANCHO CUCAMONGA FIRE PROTECTION DISTRICT PERSONNEL RULES AND REGULATIONS SECTION I DEFINITION OF TERMS 11 (c) Part-time — Any employee working a fraction of the normal workday or week whose hours may be regular or irregular. No employee benefits will accrue to part-time employees POLICY NUMBER 200-24 OF THE POLICY AND PROCEDURES MANUAL PART TIME, SEASONAL& TEMPORARY EMPLOYEES PAID SICK LEAVE POLICY PURPOSE: To establish a policy for Part-Time, Seasonal and Temporary (PST) City employees regarding accrual of and use of paid sick leave in accordance with the Healthy Workplaces, Healthy Families Act of 2014 that provides up to three (3) days of paid sick leave per year for eligible employees beginning July 1, 2015. I. PAID SICK TIME A. Accrual of Paid Sick Time: Sick time is accrued at the rate of one (1) hour of sick time for every thirty (30)hours worked. 1. PST employees become eligible to accrue sick leave on July 1, 2015, or on the first day of employment if hired after July 1, 2015. 2. PST employees qualify for paid sick leave by working at least thirty (30) days within one year on or after January 1, 2015. 3. PST employees may begin to use their accrued sick time after completing 90 days of employment. PST employees who work less than 90 days are not entitled to take any paid sick leave. 4. The PST employee's paystub will display the number of paid sick hours the employee has accrued. 5. The City will not"lend" sick leave to a PST employee before it has been accrued. 6. Paid sick leave will not be considered hours worked for purposes of overtime calculation. 7. Paid sick leave will not be considered hours worked for purposes of earning paid sick leave. B. Annual Sick Time Use and Accrual limits: PST employees may use up to a maximum of 30 hours (3 days) of accrued leave during a fiscal year and may accrue up to a cap of 60 hours (6 days) of sick time during a fiscal year (e.g., July 1, 2015 to June 30, 2016). 1. This Policy shall be amended beginning March 16, 2020, to allow for PST employees to use all of their accrued hours,up to the cap of 60 hours in a fiscal year in order to address any family related COVID-19 issues such as school closures, or to care for an immediate family member(child (includes any age or dependency status, or for whom the employee is a legal ward or stands in loco parentis), parent (includes person who stood in loco parentis of the employee as a child), parent-in-law, spouse, registered domestic partner, grandparent, grandparent-in-law,great-grandparent, great-grandparent-in-law, grandchild, greatgrandchild, or sibling) for any COVID-19 related issues. This temporary amendment will end December 31, 2020. C. Sick Time Rate of Pay: PST employees shall be compensated for sick time at their regular rate of pay. D. Accrued Sick Time Carry-Over: Unused sick time may be carried over from fiscal year to fiscal year. The maximum number of hours that may be carried over into the following fiscal year is 30 hours. E. Minimum Sick Time Use: The minimum amount of sick leave time a PST employee may use is at least in one-hour increments. F. Use of Sick Time: Upon the verbal or written request of a PST employee, the City shall permit the employee to utilize up to a maximum of 30 hours of paid sick leave each fiscal year(i.e., July 1 to June 30) for the following purposes: 1. Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee or an employee's eligible family member including: o Child (including a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis) o Spouse or Registered Domestic Partner o Parent (including biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee's spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child.) o Grandparent, Grandparent-in-law, Great-Grandparent, and Great-Grandparent-in- law o Grandchild and great-grandchild o Sibling. 2. For PST employees who are victims of domestic violence, sexual assault, or stalking, for the purposes described in subdivision(c) of Section 230 and subdivision(a) of Section 230.1 including: o A temporary restraining order or restraining order. o Other injunctive relief to help ensure the health, safety or welfare of themselves or their children. o To seek medical attention for injuries caused by domestic violence, sexual assault, or stalking. o To obtain services from a domestic violence shelter,program, or rape crisis center as a result of domestic violence, sexual assault, or stalking. o To obtain psychological counseling related to an experience of domestic violence, sexual assault, or stalking. o To participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation. G. PST Employee Responsibility: 1. PST employees are not responsible for finding other employees to cover shifts due to their use of sick time. 2. PST employees are required to contact their immediate supervisor as soon as practicable when they are unexpectedly unable to work for purposes described in this policy. 3. Whenever feasible, PST employees shall provide 5 days advance notice of pre- scheduled medical examinations for which they will require sick time. 4. PST employees who used or are planning to use paid sick time will complete a leave request form as soon as practicable as required by their Department. H. Inappropriate use of Sick Time: Inability to work due to intemperance is not an authorized reason for the usage of sick leave. I. Unused Sick Time: No PST employee shall be compensated for,or allowed to exhaust any accrued sick leave upon resignation,including retirement,termination,layoff,or death. J. Sick Leave Accrual Upon Termination of Employment: Unused accrued sick leave at termination shall be reinstated upon return to active status occurring within no more than 12 months of termination. K. Sick Leave Accrual Upon Promotion to Regular Benefited Status: Sick leave accrued while in PST status shall remain intact upon promotion to a regular position, and will thereafter be subject to all rules and policies governing sick leave for regular employees L. Rehire within one Year: If an employee separates from Agency employment and is re-hired by the Agency within one year of the date of separation, previously accrued and unused paid sick leave hours shall be reinstated to the extent required by law. However, if a rehired employee had not yet worked the requisite 90 days of employment to use paid sick leave at the time of separation, the employee must still satisfy the 90 days of employment requirement collectively over the periods of employment with the Agency be re any paid sick leave can be used. Leave and r this policy may run concurrently with leave taken under other applicable policies as well as under local, state or federal law, including leave taken pursuant to the California Family Rights Act(CFRA)or the Family and Medical Leave Act(FMLA) if the employee and the reason for the absence is eligible for these regulations.