Non-Sworn. Effective January 1, 2007, the current Bilingual rate for non-sworn personnel shall be increased to one hundred dollars ($100).
Non-Sworn. Although probationary employees may be rejected from probation for any lawful reason, once an employee passes his/her probationary period, he/she shall only be subjected to discipline (defined as termination, demotion, suspension, and reduction in pay) resulting in the loss of pay and/or benefits if the City can show “just cause” for the action and support its position by a preponderance of the evidence. Such discipline is subject to the pre-action process described in subparagraph “1” below and the disciplinary appeal process in subparagraph “2” below. Disciplinary actions such as written reprimands, counseling memos and written warnings are not subject to the pre-action process and may not be appealed. However, an employee may submit a written response to such action, which shall be attached to the reprimand, warning or counseling memo (or other such document) in the employee’s personnel file.
Non-Sworn. 1. Effective the first full pay period in June 2024, the Authority shall establish monthly wages for non-sworn employees pursuant to the following step schedule. CSO Records Specialist Property Technician Records and Evidence Supervisor Police Officer Trainee A 5,200 5,036 5,036 6,101 7,547 B 5,512 5,338 5,338 6,467 C 5,843 5,658 5,658 6,855 D 6,193 5,998 5,998 7,266 E 6,565 6,358 6,358 7,702 F 6,959 6,739 6,739 8,165 All current employees shall be assigned to the salary step that is one step above their current step equivalent in the prior salary schedule, and those currently at the top of the salary schedule shall be placed in Step F.
Non-Sworn. 1. Effective the first full pay period in July 2021, the Authority shall increase the salary range for the Public Safety Records and Evidence Supervisor, Police Records Specialist (Front Desk), and Property Technician by 2.0%. The Authority shall pay this increase retroactively to the first full pay period in July 2021 during the first full pay period after adoption of this Memorandum of Understanding.
Non-Sworn. Compensation - To meet and confer on salary for miscellaneous employees only in June 2009.
Non-Sworn. Administrative Personnel are generally required to wear business attire; however, supervisors may authorize casual business attire. When these are impractical for performing certain assignments, supervisors may authorize other attire (i.e., move in day assignments, clean up days, office moves, etc.).
Non-Sworn. Based on the salary table effective July 1, 2022, all NON-SWORN Unit A bargaining unit members shall receive a 7% on-schedule wage increase applied to the base salary tables.
Non-Sworn. In addition to fixed holidays, non-sworn employees working in non-shift assignments receive three (3) floating holidays annually in the first full pay period after January 1st. Employees hired/promoted during the calendar year will receive a prorated amount of floating holiday hours based on their regular work schedule and the remaining number of months in the year (e.g. an employee that works a 4/10 shift would receive 2.5 hours of floating holiday leave per month for remaining number of full months in the year). Floating holiday hours are based on the number of hours an employee is assigned per day (e.g. if an employee is assigned to a 10-hour shift, he/she would receive thirty (30) hours of floating holiday leave).
Non-Sworn. A non-sworn employee who retires from City employment may be paid up to fifty-five percent (55%) of his/her accrued sick leave (at his/her request) up to the maximum of fifty-five percent (55%) of 1200 hours = 660 hours. This provision applies only to employees of the City who were employed as of July 1, 2017 including employees who were employed on that date who promoted into the PSC bargaining unit. Employees with a hire date with the City after July 1, 2017, including employees who promote from another bargaining unit into PSC, will not be entitled to cash out of sick leave at retirement. Accrued sick leave for such employees will be reported to CalPERS per the city’s option to convert sick leave to service credit per Government Code section 20965.
Non-Sworn. Employees are provided with a long-term disability insurance program (currently through Voya). The City pays the plan premium cost. CLEA is an option available to non-sworn employees. However, the basic benefit provision varies based on the claim. For detailed information, the employee must contact CLEA directly. CLEA enrollment is processed through the Association.
