A. 
Compensation Plan. The director shall prepare a compensation plan for all classes of positions in the classified and unclassified service, except the city manager and city attorney, whose compensation shall be determined by the city council. The compensation plan shall establish a salary range or rate of pay, showing minimum and maximum rates for each class. In arriving at such salaries, consideration shall be given to prevailing rates of pay for comparable work in similar employments including conditions of work, to current costs of living, to internal relationships of pay and work, and to the city’s financial condition and policies regarding meet-and-confer obligations, and economic priority and stabilization.
B. 
Studies and Recommendations. The director shall thereafter make such further studies and recommendations for the modification of the compensation plan as may be deemed necessary and appropriate, and shall submit such revisions to the city council for approval.
(Ord. 3213 § 1, 1998; Ord. 5013 § 10, 2012)
The city council shall adopt, or amend and adopt, the proposed compensation plan. Thereafter, no position shall be assigned a salary higher than the maximum or lower than the minimum salary provided for that class, unless the salary schedule for such a class is amended in the same manner as provided herein for its adoption. Prior to adoption of the compensation plan, interested persons, including employees of the city, acting individually or collectively through representation, may make presentations to the city manager and city council regarding the proposed plan and its formulation.
(Ord. 3213 § 1, 1998; Ord. 5013 § 10, 2012)
A. 
Salary Range. Positions in the classified service shall be placed on a salary range containing salary steps as specified below, except for those classes placed on a flat rate of pay. Each step in a range shall be lettered from the lowest step, designated as “A” to the fifth, sixth, seventh, or highest step, designated as “E,” “F,” or “G,” respectively, according to the applicable labor agreement.
B. 
New Employees. New employees shall be appointed at the first step of the salary range to which their class is assigned, except as follows:
1. 
As determined by the city manager, when it appears that the education and previous training or experience of a proposed employee are substantially superior to those required of the class and justify a beginning salary in excess of such minimum compensation; or
2. 
Where a particularly difficult recruiting problem for a class is found to exist, the department head may recommend, and the city manager may authorize, an appointment to a position at a salary higher than the first step. In such cases, the department head shall submit a justification for the recommendation together with any other information that the city manager may require.
C. 
Salary Step Advancement. Advancement through salary steps is based upon merit. Salary step increases are not automatic upon completion of the required length of service. Rather, employees who reach the eligibility length of service and demonstrate satisfactory job progress shall be considered for placement at the next higher rate of pay in the assigned range. Normally, and as a general rule, employees may be considered eligible for an increase in salary according to the following plan:
1. 
Where salary Step A is paid upon initial employment, the employee shall be required to complete six months of service, or an equivalent number of hours, from the date of employment prior to becoming eligible for advancement to Step B. Such advancement shall be based on the employee’s demonstrated satisfactory job progress and normal increased productivity. No salary step advancements shall be granted unless recommended by the department head and approved by the city manager.
2. 
Salary Step C and steps higher in the range may be paid after each successive one year period, or an equivalent number of hours, in the preceding step where the employee has demonstrated satisfactory job progress and productivity, and upon recommendation of the department head and the approval of the city manager.
3. 
Where an employee is hired or reemployed above Step A, such employee shall not be advanced to the next higher step prior to completion of one year of service from the date of employment in the class.
4. 
In any case where unusual circumstances or rigid adherence to the foregoing salary adjustment practices would cause a manifest injustice, the city manager may authorize special salary adjustments appropriate to the circumstances.
D. 
Step Increases. The procedure for implementing step increases shall be initiated by the director, who shall submit a notice to the appropriate department head of the employee’s impending eligibility for step increase based on the criteria set forth in subsection C of this section. The department head shall submit to the director a performance evaluation which describes relative job progress, productivity and related performance factors, together with a recommendation that the step increase either be granted, denied with a statement of specific cause(s), or withheld for a stated period of time pending correction of performance deficiencies. All actions concerning step increases shall be final and effective only upon approval of the city manager. If the department head notifies the director that the employee’s performance meets requirements and is in other ways satisfactory, the evaluation form shall serve to initiate the step increase.
E. 
Personnel Action Compensation Changes. Compensation changes relating to personnel actions (promotion, demotion, etc.) shall be made pursuant to Chapter 3.07.
(Ord. 3213 § 1, 1998; Ord. 5013 § 10, 2012)
A. 
Pay Periods. Pay periods shall be established by the city manager. Except as otherwise provided, all paychecks for salaries and wages of officers and employees who are paid on a biweekly basis shall be delivered to such officers and employees upon the Friday next following completion of the pay period. All paychecks shall be available for delivery to the payees on and after noon of each payday; provided, that if any payday shall fall upon a holiday, the working day preceding such holiday shall be the payday for that period, in which event paychecks shall be available for delivery to the payees on and after 4:00 p.m. Employees who resign or retire will receive their final paycheck at the next regularly scheduled payday. Employees who are terminated will receive their paycheck on their final day of service with the city.
B. 
Time Sheets. Employees will submit their time for pay purposes on a time sheet prescribed by the chief finance officer. The employee’s assigned supervisor shall review, correct where appropriate, and approve payroll time sheets, and otherwise ensure expeditious processing of payrolls. Department heads, or designees, shall review time sheet records on a regular basis. Employees will only submit time actually worked unless a form of leave time supplements the time not worked.
(Ord. 3213 § 1, 1998; Ord. 5013 § 10, 2012; Ord. 5674 § 19, 2016)
Classified part-time employees shall be paid the hourly equivalent of the monthly salary paid to a full-time employee in the classification to which they are assigned. They shall move through the steps in their range when they have completed the number of months equivalent to full-time employment in each step.
(Ord. 3213 § 1, 1998; Ord. 5013 § 10, 2012)
Temporary and seasonal employees shall be paid an hourly rate established by the city council as appropriate for the work to be performed and within the budgeted amounts in temporary and seasonal employee salaries.
(Ord. 3213 § 1, 1998; Ord. 5013 § 10, 2012)
A. 
Overtime. Overtime work may be required of any employee in order to meet special or unusual needs of service beneficial to the city and community. Overtime is defined as the number of hours worked in excess, and as an extension, of the normal schedule of work hours as illustrated below:
Employee Work Schedule
Overtime
Eight hours per day, five days per week (5/8 plan)
Over 40 hours per week, Saturday—Friday
10 hours per day, four days per week (4/10 plan)
Over 40 hours per week, Saturday—Friday
A 9/80 flex-time schedule (eight nine-hour days and one eight-hour day during each pay period)
Over 40 hours per Fair Labor Standards Act per week. The week varies based upon the employee’s 9/80 schedule
Flex 40 schedule
Over 40 hours per week, Saturday—Friday
24 hours per shift (56-hour work-week)
Over 24 hours per shift for shift extensions
12 hours per shift, 48/36-hour two-week cycle
On 48-hour week, over 40 hours. On 36-hour week, all hours over 40
See applicable MOUs for other schedules.
B. 
Hours Excluded from Overtime. Workers’ compensation leave, unpaid leave, suspensions, and a partial week worked by a new employee upon commencing employment are not considered hours worked for overtime purposes, regardless of bargaining unit.
C. 
Unpaid Status. No employee may be required to work overtime during any scheduled work week in which the employee is on an unpaid status due to disciplinary action.
D. 
Non-24 Hour Employees. Employees not assigned a 24-hour shift shall be compensated as follows for overtime worked:
1. 
Local 39, Confidential and RFF Unit Employees. Overtime in excess of eight minutes or more shall be compensable and shall be rounded to the nearest 15 minutes. Overtime is compensable in increments of 15 minutes.
2. 
RPA, RPOA and IBEW Unit Employees. Overtime is compensable at 15 minutes and rounded to the nearest 30 minutes. Overtime is compensable in increments of 30 minutes.
E. 
Overtime Rate. Overtime shall be compensable at the rate of one and one-half times the employee’s base hourly rate except as noted in subsection F of this section and in applicable MOUs.
F. 
24-Hour Employees. Employees at water and wastewater treatment plants and in the fire service who work a 24-hour shift shall be compensated as follows for overtime worked:
1. 
Emergency Overtime. Emergency overtime shall be compensated at double the employee’s normal hourly rate. “Emergency overtime” is defined as all calls in which the employee is called back to work on the employee’s normal day off to fight a fire, assist in a hazardous spill, assist at a major accident scene, or any emergency classified as “all call.”
2. 
Regular Overtime. Regular overtime shall be compensated at one and one-half the employee’s normal hourly rate. “Regular overtime” is defined to include all extra shift assignments, special assignments and other assignments not specifically mentioned in subsection (F)(1). Emergency calls during an extra shift assignment shall be compensated at the regular overtime rate.
3. 
Shift Extension. If an employee is called to work early or is required to work beyond the employee’s normal work shift, compensation for overtime shall be calculated in accordance with subsections D and E of this section.
4. 
Holidays, sick leave, compensatory time off, vacation leave and floating holidays are considered time worked for the purposes of computing overtime.
G. 
Incidental Overtime. Those employees assigned to a 24-hour work shift will be compensated for incidental overtime for overtime of eight hours or less on a given day. If an employee works more than eight hours of overtime, the entire eight-hour period shall be compensated at the regular overtime rate. The incidental overtime rate is computed based on the hourly wage of an eight-hour per day employee. The regular overtime rate is based on a 24-hour shift assignment, i.e., 2,912 hours annually.
H. 
Compensatory Time. Compensatory time shall be governed as follows:
1. 
Regular and probationary employees may, with the prior approval of their supervisor, accrue compensatory time in lieu of overtime pay. The accrual rate for compensatory time shall be one and one-half hours for each hour of compensatory time worked.
2. 
Once an employee has been credited with compensatory time, the employee may not receive a lump sum payment for the hours accrued unless the employee is separated from city service.
3. 
Upon separation, the employee will be paid at the employee’s current hourly rate or average hourly rate over the last three years, whichever is higher, for the remaining compensatory balance.
4. 
Maximum accumulation of compensatory time shall be as follows:
Eligible employees may not exceed the maximum hours of accumulation listed below at any one time on the city’s payroll system:
Service Unit
Hours
RFF
480
RPOA
240
RPA
240
Local 39
240
Confidential
240
IBEW
240
5. 
The employee’s immediate supervisor shall determine whether an employee shall accrue compensatory time or be paid overtime. However, the supervisor shall not deny the request for compensatory time for arbitrary or capricious reasons.
I. 
Management Employees. Generally, management employees shall not be entitled to overtime compensation except as otherwise approved by the city manager.
J. 
Holidays for Shift Workers. Employees assigned to shift work, whose regular work schedule requires work on a holiday, shall be compensated at their straight time hourly base rate of pay for performance of work on holidays. Compensation for holidays worked for such employees shall be in accordance to Sections 3.12.150 and 3.12.160.
K. 
Holidays for Non-Shift Workers. Employees who are entitled to take holidays off work as holidays occur, and who are required to work on a holiday when they would otherwise observe the holiday off, shall be compensated by either of the following methods, the choice of which shall be made by the employee’s supervisor in advance of such work:
1. 
If an employee works the holiday and does not receive any other scheduled workday off in lieu of working the holiday, the employee shall be compensated at the rate of regular pay plus time and one-half the employee’s base hourly rate (for actual number of hours worked on the holiday).
2. 
If an employee works the holiday and receives another scheduled work day off in lieu of working the holiday, the employee shall be compensated at the rate of one and one-half the employee’s base hourly rate for the actual number of hours worked on the holiday. Under this option, the employee must be given another scheduled workday off within the period of five working days before to five working days after the worked holiday with corresponding notations upon appropriate payroll reports.
(Ord. 3213 § 1, 1998; Ord. 5013 § 10, 2012; Ord. 5121 § 2, 2012; Ord. 5674 § 20, 2016)
A. 
Sworn Police, Fire Prevention, Fire Suppression Personnel. Work-related disabilities for sworn police and fire prevention and suppression personnel shall be compensable, subject to the provisions of Section 4850 et seq., of the California Labor Code and all applicable statutory requirements.
B. 
Other Employees. All other employees may be eligible for compensation for work-related disabilities pursuant to the circumstances, terms and conditions prescribed under State Workers’ Compensation Law or under the provisions of Section 3.12.100 of these personnel rules.
C. 
Non-Work Related Disability. The city, or its insurance carrier, will not be liable for the payment of workers’ compensation benefits for any injury which arises out of an employee’s voluntary participation in an off-duty recreational, social or athletic activity which is not a part of the employee’s work-related duties.
(Ord. 3213 § 1, 1998; Ord. 5013 § 10, 2012)
In recognition of the substantial contribution to the community made by employees as a result of the length of their aggregate city service, the city shall annually award each eligible employee a service term bonus if provided for in the applicable labor agreement.
(Ord. 3213 § 1, 1998; Ord. 5013 § 10, 2012)