HomeMy WebLinkAboutItem No. 11 - MOU LILUNA Local 777 July 1, 2021 - June 30, 2026 PositionsCity Council Agenda Report
City of Lake Elsinore 130 South Main Street
Lake Elsinore, CA 92530
www.lake-elsinore.org
File Number: ID# 21-299
Agenda Date: 8/24/2021 Status: Approval FinalVersion: 1
File Type: Council Consent
Calendar
In Control: City Council / Successor Agency
Agenda Number: 11)
Memorandum of Understanding (MOU) with LIUNA Local 777 (LIUNA) for July 1, 2021 to June
30, 2026 and Schedule of Authorized Positions
1.Adopt A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LAKE ELSINORE,
CALIFORNIA, APPROVING THE MEMORANDUM OF UNDERSTANDING (MOU) WITH LIUNA
LOCAL 777 AND CHANGE OF BENEFITS FOR UNION REPRESENTED EMPLOYEES FOR THE
PERIOD OF JULY 1, 2021, TO JUNE 30, 2026; and
2.Adopt A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LAKE ELSINORE,
CALIFORNIA, REVISING THE SCHEDULE OF AUTHORIZED POSITIONS.
Page 1 City of Lake Elsinore Printed on 8/19/2021
REPORT TO CITY COUNCIL
To: Honorable Mayor and Members of the City Council
From: Jason Simpson, City Manager
Prepared by: Shannon Buckley, Director of Administrative Services
Date: August 24, 2021
Subject: Memorandum of Understanding (MOU) with LIUNA Local 777 (LIUNA) for July 1,
2021 to June 30, 2026 and Schedule of Authorized Positions
Recommendation
1. Adopt A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LAKE ELSINORE,
CALIFORNIA, APPROVING THE MEMORANDUM OF UNDERSTANDING (MOU) WITH LIUNA
LOCAL 777 AND CHANGE OF BENEFITS FOR UNION REPRESENTED EMPLOYEES FOR
THE PERIOD OF JULY 1, 2021, TO JUNE 30, 2026; and
2. Adopt A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LAKE ELSINORE,
CALIFORNIA, REVISING THE SCHEDULE OF AUTHORIZED POSITIONS.
Background
The City Council and the employees represented by LIUNA Local 777 (LIUNA) have come to an
agreement as documented in the attached Memorandum of Understanding (MOU) for the period of
July 1, 2021 to June 30, 2026.
Discussion
This Resolution shall apply to Fiscal Years 2021-2022, 2022-2023, 2023-2024, 2024-2025, and 2025 -
2026 commencing July 1, 2021 and ending June 30, 2026.
Highlights
The attached five-year agreement with LIUNA includes the following highlights.
Term: Five (5) Year Agreement from July 1, 2021 to June 30, 2026
1. Compensation
2% Increase effective the first full pay period following City Council adoption
1% Increase effective the first full pay period in July 2022
2% Increase effective the first full pay period in July 2023
1% Increase effective the first full pay period in July 2024
2% Increase effective the first full pay period in July 2025
MOU 2021-2026
August 24, 2021
Page 2
2. Bilingual Pay
Regular employees who have demonstrated the ability, by passing a bi-annual City
administered test will receive $34.62 on a pro-rata basis per pay period for bilingual
compensation ($900 annually). The City will provide bilingual compensation for up to two (2)
regular full-time employees in each operating division. Bilingual compensation will be awarded
based on the highest scores on the bi-annual City administered test.
3. Longevity Pay
Any employee working at the City as of June 30, 2021, shall maintain their current level of
longevity pay, with no further increases based on years of service, but shall receive the one-
time lump sum longevity bonus at their next service year(s) anniversary. Employees who are
not currently receiving longevity pay or who begin working at the City on or after July 1, 2021,
will receive a one-time lump sum Longevity payment as follows:
10 years of service: $500
15 years of service: $700
20 years of service: $900
4. Uniform Allowance
Regular employees in the classification of Building Inspector, Public Works Inspector, and
Engineering Inspector, are eligible to receive an annual allowance of $125. Code Enforcement
Officers are eligible to receive an annual allowance of $250.
5. Boot Allowance
Public Works, Engineering, and Community Development Departments employees assigned
to field duty are eligible for a $200 annual allowance, an increase of $25 from to be paid in the
first full pay period of July or the first pay period after hire.
6. Parity Study
Effective the first full pay period following approval and adoption of the MOU, the results of the
parity study shall be implemented as follows: Job Classifications to have been found below the
median for hourly salary shall be provided range adjustments as stated in the study results.
Employees shall be placed into his/her new position’s salary range at the salary step in the
range closest to his/her current salary without going under, or to the first step in the range of the
reclassification, whichever is greater.
7. Medical, Dental, Vision, & Life Insurance
The City has established a voluntary Section 125 Plan under the regulations of the Internal
Revenue Service. The City shall provide each employee with a Cafeteria Contribution amount
per month beginning January 1, 2022. An employee shall be covered under mandatory
benefits as outlined in the contract between the City and the carrier(s). The employee can then
apply the remainder of the Cafeteria Contribution to optional benefits provided by the City,
MOU 2021-2026
August 24, 2021
Page 3
including health insurance premiums, dental insurance premiums, vision insurance premiums,
additional life insurance premiums, flexible spending accounts, and other supplemental
insurance premiums. If an employee waives coverage that meets guidelines, a monthly
$350.00 (current benefit) is available.
Monthly cafeteria contribution amounts will be as follows:
July 1, 2021 - $1,350 per month (medical contribution only)
January 1, 2022 - $1,500 per month
January 1, 2023 - $1,600 per month
January 1, 2024 - $1,700 per month
January 1, 2025 - $1,800 per month
January 1, 2026 - $1,900 per month
8. Retiree Medical and Dental
The City will provide medical and dental benefits, for eligible employees and their spouses, upon
retirement from the City of Lake Elsinore. All employees will receive the PEMCHA minimum
contribution. Employees hired before January 1, 2015, shall receive an additional contribution
equal to the difference between the medical insurance premium total minus the PEMCHA
minimum. Employees hired after January 1, 2015, shall only receive the PEMCHA minimum
contribution.
9. Holidays
The holidays were modified by swapping “Juneteenth” with “Columbus Day” and essentially
closing at noon by adding ½ holiday on Christmas Eve and ½ New Years’ Eve.
10. Other Negotiated MOU Changes
The following are primarily clarifying language changes/improvements for both represented
and City purposes:
a. Standby Policy – no language changes, except for an additional $50 per holiday
b. Standby Vehicle Policy – language modification
c. Agency Shop – added language to the MOU
d. Grievance Procedure – language modification
e. Discipline Procedure – language modification
The team updated position titles & classifications, as such, the following positions were
removed from the MOU:
f. Eliminate Account Specialist I position
g. Eliminate Engineering / NPDES Coordinator position
h. Eliminate Equipment Operator position
i. Eliminate Information Technology Database Analyst position
j. Eliminate Lake Operations Supervisor position
k. Eliminate Lead Worker - Facilities position
l. Eliminate Lead Worker - Lake Operations position
m. Eliminate Lead Worker - Parks position
n. Eliminate Lead Worker - Streets position
MOU 2021-2026
August 24, 2021
Page 4
o. Eliminate Office Specialist I position
p. Eliminate Parks & Recreation Analyst position
q. Eliminate Parks Specialist position
r. Eliminate Parks Inspector position
The team added the following position titles & classifications as negotiated and per the parity
study, as follows:
s. Add Assistant Engineer position
t. Add Maintenance Worker III position
u. Add Public Works Inspector position
v. Add Senior Construction Inspector position
Fiscal Impact
The five-year agreement represents an annual average increase of $319,056 or 2.15% per year of
Total Salaries and Benefits (total compensation) over the term of the agreement.
Attachments/Exhibits
A - Resolution Approving Change of Benefits
B - Memorandum of Understanding with LIUNA Local 777 to July 1, 2021 to June 30, 2026,
including Salary Schedules
C – Resolution Revising the Schedule of Authorized Positions
C-1 – Schedule of Authorized Positions (Revised)
RESOLUTION NO. 2021 - _____
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LAKE ELSINORE,
CALIFORNIA, APPROVING THE MEMORANDUM OF UNDERSTANDING (MOU)
WITH LIUNA LOCAL 777 AND CHANGE OF BENEFITS FOR UNION REPRESENTED
EMPLOYEES FOR THE PERIOD OF JULY 1, 2021, TO JUNE 30, 2026
Whereas, the City Council and the employees represented by LIUNA Local 777 have come
to an agreement for the period of July 1, 2021 to June 30, 2026 (See attached Exhibits A, B
and B-1). Because of this agreement and in an effort to maintain parity, a resolution changing
the benefits for union represented employees is required.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF LAKE ELSINORE, DOES
HEREBY RESOLVE, DETERMINE AND ORDER AS FOLLOWS:
Section 1. The Memorandum of Understanding (MOU) by and between LIUNA and the City of
Lake Elsinore and the change of benefits for union represented employees as reflected therein is hereby
approved for Fiscal Years 2021-22, 2022-23, 2023-24. 2024-25 and 2025-26, commencing July
1, 2021 and ending June 30, 2026.
Section 2. This Resolution shall take effect from and after the date of its passage and adoption.
Section 3. The City Clerk shall certify to the adoption of this Resolution and enter it into the book
of original Resolutions.
Passed and Adopted on this 24th day of August 2021.
Robert E. Magee
Mayor
Attest:
Candice Alvarez, City Clerk
CITY COUNCIL RESOLUTION NO. 2021-
Page 2 of 2
STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE ) ss.
CITY OF LAKE ELSINORE )
I, CANDICE ALVAREZ, City Clerk of the City of Lake Elsinore, California, do hereby certify that
Resolution No. 2021- was adopted by the City Council of the City of Lake Elsinore,
California, at the regular meeting of August 24, 2021, and that the same was adopted by the
following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
Candice Alvarez, City Clerk
MEMORANDUM OF UNDERSTANDING (M.O.U)
Between the City of Lake Elsinore
and
LIUNA Local 777
Effective July 1, 2021
TABLE OF CONTENTS
FOREWORD ................................................................................................................ 3
PREAMBLE .................................................................................................................. 3
ARTICLE I - APPLICATION AND RECOGNITION ....................................................... 3
ARTICLE II - IMPLEMENTATION ................................................................................ 3
ARTICLE III - TERM ..................................................................................................... 3
ARTICLE IV – AUTHORIZED AGENTS ....................................................................... 3
4.1 City’s Authorized agent ........................................................................................ 3
4.2 General Employees Authorized Agent ................................................................ 4
ARTICLE V – CITY RIGHTS AND RESPONSIBILITIES .............................................. 4
ARTICLE VI – COMPOSITION OF BARGAINING UNIT .............................................. 4
ARTICLE VII - COMPENSATION ................................................................................. 4
7.1 PLAN ................................................................................................................... 4
7.2 HOURS OF WORK ............................................................................................. 5
7.3 HOURS AND PAY ............................................................................................... 5
7.4 WORK SCHEDULE ............................................................................................. 5
7.5 CLASSES AND RANGES ................................................................................... 5
7.6 SALARY STEPS ................................................................................................. 5
7.7 COMPENSATION ADJUSTMENTS .................................................................... 6
7.8 OVERTIME.......................................................................................................... 6
7.9 COMPENSATORY TIME .................................................................................... 7
7.9.1 Accrual ............................................................................................................. 7
7.9.2 Time Used For Leave ....................................................................................... 7
7.9.3 Cash Out .......................................................................................................... 7
7.10 BILINGUAL PAY .............................................................................................. 7
7.11 LONGEVITY PAY ............................................................................................ 8
7.12 PAYDAYS & DIRECT DEPOSIT ...................................................................... 8
7.14 BONUS PAY & INCENTIVE PAY..................................................................... 8
7.15 RECALL PROCEDURE ................................................................................... 8
7.16 PUBLIC CONTACT .......................................................................................... 8
ARTICLE VIII – CALL-OUT POLICY ............................................................................ 8
ARTICLE IX – STAND-BY POLICY .............................................................................. 9
ARTICLE X STANDBY VEHICLE POLICY ................................................................. 10
ARTICLE XI – BENEFITS........................................................................................... 12
11.1 UNIFORMS & SAFETY EQUIPMENT ........................................................... 12
11.2 MEDICAL, DENTAL, VISION, & LIFE INSURANCE ...................................... 13
ARTICLE XII – HOLIDAYS & LEAVES ....................................................................... 17
ARTICLE XIII - MEET & CONFER ON PERSONNEL RULES ................................... 23
ARTICLE XIV JOINT WORKFORCE COMMITTEE ................................................... 23
ARTICLE XV AGENCY SHOP ................................................................................... 23
ARTICLE XVI - TUITION REIMBURSEMENT ............................................................ 24
ARTICLE XVII – SAVINGS CLAUSE ......................................................................... 25
ARTICLE XVIII - GENERAL CONDITIONS ................................................................ 25
ARTICLE XIX PARITY STUDY ................................................................................... 26
ARTICLE XX GRIEVANCE PROCEDURE ................................................................. 26
ARTICLE XXI DISCIPLINE PROCEDURE ................................................................. 28
ARTICLE XXII – DRIVER’S LICENSE RENEWAL ..................................................... 34
ARTICLE XXVII - COMPLETION OF BARGAINING .................................................. 36
CITY OF LAKE ELSINORE MOU 2021-2026 / EXHIBIT A ......................................... 37
CITY OF LAKE ELSINORE MOU 2021-2026 / EXHIBIT C ........................................ 48
3
FOREWORD
The Memorandum of Understanding is made and entered into between the City of Lake Elsinore
(hereinafter referred to as the "City"), and the LIUNA Union Local 777 (hereinafter referred to as
the “Union”) of the General Employee Unit of the City of Lake Elsinore.
PREAMBLE
It is the purpose of this Memorandum of Understanding (hereinafter referred to as "MOU") to
promote and provide for harmonious relations, cooperation, and understanding between City
Management representatives and the Union covered under this MOU; to provide an orderly and
equitable means of resolving any misunderstandings or differences which may arise under this
MOU; and to set forth the agreement of the parties as a result of good faith negotiations regarding
wages, hours, and other terms and conditions of employment of the regular employees covered
under this MOU. This MOU is entered into under the Meyers-Milias-Brown Act (Government Code
3500 et seq.) and has been jointly prepared by the parties. Further, all side letters dated outside
of the term of this MOU shall either be incorporated into this MOU or deemed invalid and
unenforceable.
ARTICLE I - APPLICATION AND RECOGNITION
The City recognizes the Union as the exclusively recognized labor organization representing
authorized, regular employees assigned to job classifications as outlined in Exhibit A of this
agreement. All bargaining unit employees shall be referred to as “regular employees.”
Copies of the adopted MOU will be distributed to all full-time employees through a joint publication
effort between the City and the Union.
The City agrees to allow for employee Union meetings and minimal use of office equipment with
prior approval by the Director of Administrative Services.
ARTICLE II - IMPLEMENTATION
This MOU constitutes a recommendation to be submitted to the City Council after ratification by
the Union members. It is agreed that this MOU shall not be binding upon the parties either in
whole or in part unless and until the City Council formally acts, by majority vote, to approve and
adopt the MOU.
ARTICLE III - TERM
The term of this MOU shall commence at 12:00 a.m., July 1, 2021, except as expressly provided
otherwise in this agreement, when the terms and conditions for its effectiveness, as outlined in
Article II Implementation, are fully met. This MOU shall expire and otherwise be fully terminated
at 11:59 p.m., June 30, 2026. Current terms and conditions of work shall remain in full force and
effect until such time a successor can be reached or imposed (per Government Code 3500 et.
seq.).
ARTICLE IV – AUTHORIZED AGENTS
To administer the terms and provisions of this MOU:
4.1 City’s Authorized agent
4
The City's principal authorized agent shall be the City Manager or a duly authorized
representative, 130 South Main Street, Lake Elsinore, CA 92530, (951) 674-3124, except
where a particular City representative is specifically designated in connection with the
performance of a specific function or obligation set forth herein.
4.2 General Employees Authorized Agent
General employees authorized representative or the LIUNA Local 777 shall be the duly
authorized staff representative 4000 Tenth Street, Riverside, CA 92501, (951)682-4590.
ARTICLE V – CITY RIGHTS AND RESPONSIBILITIES
The City retains, solely and exclusively all the rights, powers and authority exercised or held prior
to the execution of the MOU, except as expressly limited by a specific provision of this MOU.
Without limiting the generality of the foregoing the rights, powers, and authority retained solely
and exclusively by City and not abridged herein, include, but are not limited to the following: To
manage and direct its business and personnel; to manage, control, and determine the mission of
its departments, building facilities and operations; to create, change, combine or abolish jobs,
departments, and facilities in whole or in part; to layoff employees for lack of work or lack of funds;
to direct the work force and determine the number of employees needed; to hire, transfer, promote
and maintain the discipline and efficiency of its employees. To establish reasonable work
standards and make reasonable accommodations in employment; to determine schedules of
operation and reasonable work load; to specify or assign work requirements and require overtime;
to schedule working hours and shifts; to adopt rules of conduct and penalties for violation thereof;
to determine the type and scope of work to be performed and the services to be provided; to
determine the methods, processes, means and places of providing services and to take whatever
action is necessary to prepare for and operate in an emergency, pursuant to City ordinances.
In the event that an emergency is declared, the City shall notify the Union within 48 hours of said
declaration, providing it with the opportunity to meet and confer over the impact of the emergency
upon the existing MOU.
ARTICLE VI – COMPOSITION OF BARGAINING UNIT
The classes of employees represented by this MOU along with related grades and salary ranges
are reflected in Exhibits B-1, B-2, B-3, B-4, and B-5.
ARTICLE VII - COMPENSATION
7.1 PLAN
An employee compensation plan has been established to provide salary schedules, salary rates,
salary ranges, and steps and time intervals for salary review. Each position in the plan shall be
assigned a salary range or rate. All persons employed by the City shall be compensated per the
compensation plan then in effect as set forth.
The Personnel Officer shall from time to time, review the compensation plan and the
compensation ranges established for some or all of the classes outlined in the classification plan
and may recommend changes thereto. In arriving at recommended salary rates or ranges,
consideration may be given to such factors as prevailing rates of pay and working conditions for
similar work in other public agencies, and the City’s financial condition and policies. Before any
such recommendation, the Personnel Officer and Representatives of employee organizations
which are recognized for purposes of meeting and conferring/consulting, shall meet-and-
confer/consult in good faith to endeavor to reach an agreement on matters concerning wages,
5
hours, and other terms and conditions of employment in classifications represented by such
employee organizations.
The compensation plan adopted as a part hereof may, from time to time, be amended by action
of the City Council. Affected employee organizations shall be given prior notice of amendments
and revisions, per State Law.
7.2 HOURS OF WORK
The work period shall be defined as a fixed as a regularly recurring period of 168 hours or 7
consecutive 24-hour days. This period starts at 12:00 Noon, Friday, and ends at 11:59 A.M. on
the following Friday. The workday shall be defined as any fraction of the work period above that
when calculated or added together, totals 40 hours per work period. Employees required by the
nature of their job to work a period greater than that defined herein shall be compensated for
hours over the full-time workweek based on, and following, the provisions set forth herein relating
to overtime unless otherwise provided for herein by the law.
7.3 HOURS AND PAY
Employees shall be paid based on the hourly rates set forth based upon actual hours worked.
The pay period shall be a recurring period of 336 hours or 14 consecutive 24-hour days.
7.4 WORK SCHEDULE
The City and Union agree to adopt the so-called 9-80 plan, whereby on a departmental basis, as
approved by the City Manager, unit employees shall be scheduled to work on a regular work
schedule of nine (9) days of ten (10) normal workdays each during the two week work period (80
hours).
For Employees scheduled under this section, overtime shall be paid for time worked more than
forty (40) hours in a City designated work period. The work period shall be established for each
employee so that Forty (40) hours of actual work is within each designated seven (7) day work
period. Unscheduled annual leave, shall not count as hours worked toward the calculation of
overtime. Annual leave shall be taken in keeping with established policy and assessed on an
hourly basis. Holidays shall continue to be observed on a daily basis. When a holiday falls on a
day on which no work is scheduled employees will be given either the preceding or following day
off as a paid holiday.
Department Directors shall designate working schedules for the employees of their appropriate
departments to carry out work of the Department. The Department Directors may alter the
schedule from time to time as the needs of the department may require. The City will notify of
changes in the work schedule two weeks in advance except in cases of emergencies. The
Department Director shall report in writing to the City Manager any work schedules put into effect
and any changes made thereto; such changes must be in keeping with the intent of any employer-
employee agreement which has been approved by the City Council.
7.5 CLASSES AND RANGES
The classes of employees and related grades and salary ranges for represented full-time
employees for the term of this agreement shall be outlined in Exhibits B-1, B-2, B-3, B-4, and B-
5 attached hereto.
7.6 SALARY STEPS
Each probationary or full-time regular employee will be considered for but is not guaranteed, a
merit adjustment annually at their regular or adjusted anniversary date. Merit adjustments may be
denied, deferred for future consideration, or granted at 1 step intervals, at the Department
Director's discretion and subject to City Manager's approval. In addition, during the life of this
6
agreement, supervisors and managers shall conduct annual evaluation meetings within 30 days
of the employee’s anniversary date.
Regular and Promotional Probationary employees are eligible for merit adjustments at or near the
completion of their one (1) year of continuous service and at the employee's anniversary date
thereafter, provided that the employee is not at the maximum rate for their salary range.
Approved merit adjustments will be retroactive to the official evaluation due date.
In case of a promotion, the employee shall be entitled to a minimum of the nearest higher monthly
salary which is at least five percent (5%) higher than his/her previous base salary if such increase
will not result in a salary rate above the regular top step of the class to which he/she is promoted.
The employee’s new anniversary date shall be the date of said promotion and the date upon
which future merit raises will be based.
In those cases approved by the Department Director and the Personnel Officer wherein an
employee demonstrates exceptional ability and proficiency in the performance of his/her duties,
said employee may be granted a special salary step advancement to the next higher regular step
in the salary range without regard to the above minimum length of service provisions.
An employee who is being paid on a salary step higher than Step 1 may be reduced by one or
more steps based on unsatisfactory work performance or conduct. Such an action to reduce the
employee’s salary to a lower step shall only be made in conjunction with disciplinary action taken
according to the provisions set forth herein.
Employees whose current salary range is higher than their recommended classification salary
range shall retain their current salary range as a “y-rated” salary range. If the unmodified salary
range for an employee’s classification exceeds that of their y-rated classification’s salary range
due to a cost of living increase, the employee shall be placed in their classification’s unmodified
salary range at the salary step in the range closest to his/her current salary without going under.
7.7 COMPENSATION ADJUSTMENTS
During the term of this agreement full-time employees shall receive the following cost of living
adjustments:
a. Two percent (2%) effective the first full pay period following City Council approval
and adoption of the MOU.
b. One percent (1%) effective the first full pay period in July 2022.
c. Two percent (2%) effective the first full pay period in July 2023.
d. One percent (1%) effective the first full pay period in July 2024.
e. Two percent (2%) effective the first full pay period in July 2025.
If an employee’s classification exceeds that of their y-rated classification’s salary range due to a
cost of living increase, the employee shall be placed in their classification’s unmodified salary
range at the salary step in the range closest to his/her current salary without going under.
7.8 OVERTIME
Subject to approval by the City Manager and to the following provisions, a Department Director
may prescribe reasonable periods of overtime to meet the operational needs of their department.
Overtime is defined as hours worked by any employee subject to the provisions of the Fair Labor
Standards Act over forty (40) hours worked in one (1) 7-day work period. Non-exempt employees
shall be compensated at one and one-half times their regular rate of pay for all overtime hours
worked in excess of 40 hours in one (1) 7-day work period. Hours of unscheduled annual leave
7
or compensatory time and/or unpaid leave shall not be considered “hours worked” in determining
eligibility for time and one-half compensation.
Any City recognized holiday worked shall be paid at the rate of one and one-half times the regular
hourly rate plus nine (9) hours pay for a said holiday unless the holiday was a scheduled eight (8)
hour day.
Recognized holidays and scheduled annual leave days will be calculated as time worked in
computing overtime.
Time worked shall be computed by rounding to the nearest 15-minute increment. As defined, if
less than 7 minutes are worked then time worked will be rounded down and if the employee works
between 7 and 15 minutes, then time worked will be rounded up.
Overtime assignments will be offered through an equitable process. Assignments for scheduled
events will first be offered to volunteer(s). Assignments for unscheduled events will be issued
based upon qualifications, experience, and resources needed.
No regular employee shall work overtime unless the working of overtime hours has been
specifically authorized in advance, if possible, by the employee's supervisor.
7.9 COMPENSATORY TIME
Instead of receiving overtime pay, a regular full-time employee may elect, to receive
compensatory time off on a time and one-half basis for each hour worked.
7.9.1 Accrual
Non-exempt employees may accrue no more than 240 hours of compensatory
time. All overtime above these maximum accruals will be compensated in cash
only.
7.9.2 Time Used For Leave
An employee with accrued compensatory time shall be permitted to use such time
within a reasonable period after requesting if the user does not unduly disrupt the
operations of the City.
7.9.3 Cash Out
Upon termination, any accrued and unused compensatory time will be paid at the
rate that is not less than (1) the average regular rate of pay received by the
employee during the last three years of the employee’s employment, or (2) the final
regular rate of pay of the employee, whichever is higher.
7.10 BILINGUAL PAY
Effective the first full pay period following approval and adoption of the MOU, regular employees
who have demonstrated the ability, by passing a bi-annual City administered test, will receive
$34.62 on a pro-rata basis per pay period for bilingual compensation ($75 month, $900 annually).
This bilingual compensation is provided as an incentive to recruit and retain bilingual employees
to ensure that the City provides quality customer service to residents.
The City will provide bilingual compensation for up to two (2) regular full-time employees in each
operating division. Bilingual compensation will be awarded based on the highest scores on the bi-
annual City administered test. Based on service level needs, the number of employees receiving
bilingual compensation can be increased at the discretion of the City Manager or designee.
8
7.11 LONGEVITY PAY
The City provides Longevity Pay of 5%, payable on a pro rata basis each pay period, at the end
of the 10th, 15th and 20th years (120th, 180th and 240th month respectively). Any employee
working at the City as of June 30, 2021, shall maintain their current level of longevity pay, with no
further increases based on years of service, but shall receive the one-time lump sum longevity
bonus at their next service year(s) anniversary.
Employees who are not currently receiving longevity pay or who begin working at the City on or
after July 1, 2021, will receive a one-time lump sum Longevity Bonus as follows:
• On their anniversary date of 10 years of City Service, employees will receive a one (1)
time lump sum Longevity Bonus of $500.
• On their anniversary date of 15 years of City Service, employees will receive a one (1)
time lump sum Longevity Bonus of $700.
• On their anniversary date of 20 years of City Service, employees will receive a one (1)
time lump sum Longevity Bonus of $900.
7.12 PAYDAYS & DIRECT DEPOSIT
The official payday will be the Thursday following the end of the pay period. All employees are
required to participate in Direct Deposit.
7.13 TEMPORARY UPGRADE
In the event an employee is assigned a temporary upgrade to a classification that is in a higher
pay range than the one in which he/she is regularly employed, he/she shall receive compensation
as follows:
The employee must first work in the higher classification for not less than twenty (20) consecutive
working days within a 12-month period. After having accumulated twenty (20) working days in
the higher classification, thereafter the employee shall receive a five percent (5%) increase in pay
for work in the higher classification. Within six (6) months the position will be reevaluated to
determine permanency or continued temporary status and appropriate compensation.
7.14 BONUS PAY & INCENTIVE PAY
The City shall have the right to develop and establish policies and procedures on bonus and/or
incentive pay.
7.15 RECALL PROCEDURE
If an employee is called back within one year of layoff they will receive the same pay and benefits
as if rehired to the same position.
7.16 PUBLIC CONTACT
The City Administration has implemented a program limiting public access hours to 8 a.m. to 5
p.m., Monday through Thursday, and 8 a.m. to 4 p.m. on Friday, in conjunction with the 9/80
program implementation.
ARTICLE VIII – CALL-OUT POLICY
Call-out duty applies to all regular full-time employees and occurs when any City employee is
required to perform services not in conjunction with a regularly scheduled work shift. For this
policy, there are two types of call-outs. The first is when an employee is required to physically
leave their residence and report to duty. This is termed a response call-out. The second type of
9
call-out is termed a non-response call-out and occurs when an employee is contacted remotely
and can resolve the problem without having to physically leave their residence and report to work.
Regular employees who are designated as on standby status when called out will be
compensated from the time they leave their residence to the time that they return to their
residence. Employees who are not designated on stand-by status and are called out will receive
compensation for the time they leave their residence to the time that they leave the duty station.
A minimum of two (2) hours pay at a time and one-half of the employee’s hourly rate shall be paid
to any employee who is called back to work during non-regularly scheduled work hours. Call back
time worked beyond two (2) hours will be paid at one-half. This section shall not be interpreted as
requiring a minimum payment of two (2) hours when an employee’s work shift is extended or
he/she is called in early to work his/her shift.
If an employee is called to perform City work during non-regularly scheduled work hours, which
work is handled over the telephone and does not require the employee’s physical presence at the
job site, the employee will be compensated for such telephone calls in fifteen (15) minute
increments. For example, an employee who is required to spend up to 15 minutes on the
telephone performing City work during non- regularly scheduled work hours will be paid for 15
minutes; an employee who spends between 16 and 30 minutes on the telephone will be paid for
thirty (30) minutes work, etc.
A regular employee who is called back to work following the end of their regularly scheduled work
shift and proceeds to work more than five (5) consecutive overtime hours shall then be entitled to
an eight (8) hour rest period without compensation, upon completion of the assignment and upon
leaving the duty station.
If the eight (8) hour rest period extends into the employee’s next regularly scheduled work shift,
the employee shall suffer no loss of pay or accrued leave as a result thereof. As is practical,
employees who have earned a rest period shall be relieved at the start of their regular work shift
to take such rest period.
ARTICLE IX – STAND-BY POLICY
Duty Sign up – The Department Director shall designate the minimum standards qualifying an
individual to perform a stand-by function. The department will first seek stand-by individuals by
means of a voluntary sign up list. If fewer than two employees volunteer for stand-by duty, then
the Department Director shall assign the appropriate number of employees to stand-by status.
Such assignment shall be on a rotation basis. Procedures will be adopted and instruction
provided prior to implementation of this policy.
Duty Requirements – Employees on a stand-by shall be required, at all times, to carry a
functioning City-issued cell phone, voice mail device and be able to respond to calls and shall be
on scene within 30 minutes if required. The Public Works Manager shall take into consideration
any exceptional circumstances if an employee arrives on scene after 30 minutes. Also,
employees are expected to maintain a state of mental alertness and physical dexterity similar to
that which is required for performance of their regular duties. A stand-by assignment shall be for
seven (7) consecutive calendar days starting on Thursday at the end of the normal work shift.
Compensation – In any situation where an employee has been in a designated stand-by status
and is to remain on-call, then the employee shall be compensated at a rate of $200.00 for each
seven-day stand-by period or pro-rated daily ($28.57/day). For each holiday included in a stand-
10
by period, the affected employee for the majority of the standy-by period shall receive an
additional $50.00 for that day.
Substituting for an Employee – Any employee designated to serve in a stand-by capacity may
seek a substitute by another employee, subject to submitting such proposal to the Department
Manager and subject to the Department Director’s approval of the substitution. The substitute
shall be compensated at $28.57 per day. During a personal emergency, the stand-by person may
select a substitute from the approval list without department approval.
Duty List – The Department Manager shall be responsible for scheduling employees for stand-by
duty and providing a duty roster to the Sheriff’s Department and the City Manager. The Duty roster
will list stand-by employees with their stand-by duty dates, home telephone numbers, and City-
issued cell phone and voicemail number.
ARTICLE X STANDBY VEHICLE POLICY
The City will provide a "take-home" City vehicle for the employee(s) assigned standby. Such
employee(s) shall be subject to the following policy:
This policy applies to all employees required or authorized to operate a vehicle owned or leased
by the City.
For this policy, “home” shall mean an employee’s residence or any other residence where an
employee spends the night.
Vehicles are made available to City employees to facilitate the conduct of City business. These
vehicles shall be used only for authorized City business and shall be operated only by City
employees possessing valid California driver’s licenses of the appropriate class for the vehicle
A. Authorized Use of City Vehicles includes the following:
1. Transporting employees to and from the job site or otherwise facilitating job-related
duties.
2. Transporting non-City employees in the course of authorized business (i.e., field
checking a site with a contractor, engineer, vendor, or other interested parties).
This may also include transportation to lunch or other meals if authorized by the
Department Director.
3. Attending an authorized meeting on official business.
4. Driving a City vehicle to lunch or other meal if that vehicle is your normal
transportation to and from work if authorized by the employee’s Department
Director.
5. Any use justified by emergency or extraordinary circumstances are reported to the
employee’s supervisor immediately following the emergency.
B. Unauthorized Use
1. The City does not authorize the use of its vehicles whether for “take-home”
purposes, or in conjunction with performing assigned duties, or both, for the
following purposes:
a) City vehicles are not to be used for personal business.
b) Transporting non-City employees, whether or not en route to an authorized
11
destination, i.e., dropping a child off at school, or giving a neighbor a ride to
work.
c) Employees are not allowed to smoke in City vehicles at any time.
2. In the event of an accident or injury during unauthorized use, the City shall not
provide coverage, nor defend and indemnify the employee’s actions for property
damage or resulting injuries.
By authorizing employees to take home City vehicles, the City assumes the daily cost of that
employee’s commuting expense. Unless the authorization to use a City vehicle confers a benefit
to the City and is in the City’s best interests, requests to take City vehicles home will not be
approved. Use of a City vehicle for commuting will be reported as income to the Internal Revenue
Service, under applicable rules.
A. Vehicle “Take Home” Criteria:
1. One of the following criteria must be met before an employee will be permitted to
routinely take a vehicle home:
a) The employee’s duties involve emergency work, and the employee is
regularly on call, or the employee has special equipment or a specially
equipped vehicle.
b) The employee’s duties require special equipment or a specially equipped
vehicle, and the employee has an assignment that requires regular and
frequent fieldwork during off-duty hours.
2. The one-way commute distance from the employee’s home shall not exceed thirty
(30) miles or thirty (30) minutes from the City limits. A waiver of this condition may
be permitted; see Exceptions to Policy Requirements outlined in this policy.
B. Occasional Overnight Use of City Vehicles:
On rare occasions, there may be a need for an employee not authorized to regularly drive a
vehicle home to keep a pool car or assigned vehicle overnight. Permission to use a City vehicle
overnight (e.g., to take it home) shall be obtained from the Department Director before use. Any
employee authorized to use a City vehicle overnight shall comply with all of the regulations set
forth herein.
C. Storage, Safety, and Return of “Take Home” Vehicles:
Any employee authorized to keep a City vehicle overnight shall comply with the following
regulations in addition to all other applicable regulations contained in this policy:
1. Parking (preferably covered) must be provided at the employee’s residence, and
the vehicle must be parked overnight off the street, if possible.
2. Employees are expected to take all necessary precautions to ensure the safety of
their assigned vehicle while it is parked at their home.
3. Employees must make arrangements to return their assigned vehicle(s) to the
proper City premises before departing on vacation or extended absence unless the
employee’s Department Director deems otherwise.
Each department shall submit to the City Manager a list of employees authorized to take home
City vehicles. This report shall include the employee’s name, job classification, vehicle number
and type, and the one-way distance from the employee’s residence to his/her job site.
12
Department Director approval is required to authorize assigning a “take-home” vehicle to a new
employee. The City Manager shall receive an updated report any time there is a change in vehicle
assignments.
Permission to deviate from this policy requires the approval of the Department Director and the
City Manager. All such requests and authorizations shall be in writing.
ARTICLE XI – BENEFITS
Regular employees shall be entitled to certain benefits of economic value in addition to salaries,
incentives, holidays, vacations, etc., provided herein.
11.1 UNIFORMS & SAFETY EQUIPMENT
City uniforms provide easy identification for customers and the public, a professional
appearance, and convenience for City employees. Each field employee in Community
Development, Public Works, and Engineering is responsible for wearing a City furnished
uniform at all times while performing City-related work. The City will purchase an initial set of
uniforms for new employees. When an employee stops working for the City, the City will collect
and retain any uniforms.
11.1.1 Uniforms
The City shall provide designated field employees with uniforms. The uniforms
consist of shirts and pants. Public Works Department will provide each field staff
with new uniforms approximately every 3 years. Building Inspectors, Public Works
Inspectors, Engineering Inspectors, and the Community Services Department will
be provided City staff shirts (style and number determined by individual
departments) annually. Department Directors may authorize additional City-
provided shirts based upon operational needs.
11.1.2 Care of Uniforms
The City shall provide laundry service for the uniforms for field employees in Public
Works Department.
Each field employee shall take proper care of uniforms and maintain high
standards of personal grooming and neatness.
11.1.3 Wearing of Uniforms
A uniform, or any part of it, shall be worn only during working hours and while
traveling between work and home. City uniforms shall not be worn outside of
working hours unless authorized by their department.
11.1.4 Uniform Replacement
The City will determine the need for and timing of uniform replacement.
11.1.5 Clothing Allowance
Every Public Works field employee will be provided 11 sets of uniforms from the
uniform company contracted by the City.
Rain gear (coat, hat, pants, and boots) shall be kept in the employee’s locker, or
other City provided storage area, and shall not be used for personal use or outside
work.
Regular employees in the classification of Building Inspectors, Public Works
13
Inspectors, and Engineering Inspectors, are eligible to receive $4,81 on a pro-rata
basis per pay period for for uniform allowance ($10.42 per month, $125 per fiscal
year). This allowance is intended to cover the cost of replacing clothes due to field
hazards and normal wear and tear. In addition, all field employees are required to
wear collared shirts, presentable work pants, and applicable safety shoes.
The Code Enforcement Officers are eligible to receive $9.62 on a pro-rata basis
per pay period for uniform allowance ($20.83 per month, $250 per fiscal year). The
clothing allowance will be given in the first full pay period of July.
11.1.6 Safety Equipment
The City provides each field employee with appropriate safety equipment, as
determined by each supervisor.
11.1.1 Safety Boots/Shoes Allowance
Safety boots or shoes as determined by the City shall be worn with the uniform.
Ordinarily, tennis shoes, sandals, etc., are not permitted without specific
department approval for safety reasons. This allowance is $200 per fiscal year.
The boot allowance will be paid in the first full pay period of July. Regular
employees receiving the boot allowance must wear boots that are appropriate for
their duties and said boots must be maintained in a good/safe condition.
11.2 MEDICAL, DENTAL, VISION, & LIFE INSURANCE
The City has established a voluntary Section 125 Plan under the regulations of the Internal
Revenue Service. The selection of the third-party plan administrator shall be the sole
discretion of the City. Employer-related administrative costs shall be borne by the City.
Employee-related administrative costs shall be borne by the individually enrolled
employee.
Subject to market conditions and changes necessitated thereby, the City shall make
available single party and dependents hospitalization, major medical, dental, and life
insurance to all employees, and to such other officials as may be designated by the City
Council. The City shall pay that amount toward the Section 125 Cafeteria Plan to be used
for such insurances as may be determined by the City Council and the employee shall pay
the remainder of the premium. Such premiums shall be paid only to the company or
companies with which the City has contracted for such insurance coverage.
The City shall provide each employee with a Cafeteria Contribution amount per month.
This payment includes the PERS statutory minimum payment for each calendar year of
this Agreement for both active employees and annuitants (retirees). The Cafeteria
Contribution must be applied to all mandatory benefits as determined by the City. On the
first day of the month following the date of hire, an employee shall be covered under
mandatory benefits as outlined in the contract between the City and the carrier(s). The
employee can then apply the remainder of the Cafeteria Contribution to optional benefits
provided by the City, including health insurance premiums, dental insurance premiums,
vision insurance premiums, additional life insurance premiums, flexible spending
accounts, and other supplemental insurance premiums.
During periods of approved medical leave with pay, the City shall continue to pay its
normal contribution to the Section 125 Cafeteria Plan for the above insurances for all
officers and employees.
14
11.2.1 Health Coverage
The City will remain in the medical coverage program offered by the Public
Employees’ Retirement System of the State of California (CalPERS). Each
employee may choose any one of the plans offered by CalPERS.
11.2.2 Dental Coverage
Dental coverage will be provided as an option through the Section 125 Cafeteria
Plan.
a. Active coverage. The parties agree that issues such as administration of
benefits, eligibility, and level of benefits are a matter of coverage between
the insured and the carrier and are not subject to the dispute resolution
machinery of the Grievance Procedure.
b. Policies and benefits therein are subject to change by the carrier, by the
marketplace, by CalPERS Regulations, or other intervening regulations or
laws. In the event of such change, the City shall not be required to maintain
any benefit or benefit level other than that contained in mutually agreed to
carrier policies.
11.2.3 Vision Coverage
Vision coverage will be provided as an option through the Section 125 Cafeteria
Plan.
11.2.4 Flexible Benefits Program
The City will continue to offer, as long as lawfully permitted, a Flexible Benefits
Program during the term of this agreement per applicable IRS statutes to provide
employees the greatest possible tax benefit.
Included in the Flexible Benefits Program are reimbursement accounts for medical,
dental, and vision plan deductibles and co-payments; and other health care
expenses not covered by existing medical, dental, and vision coverage. An
additional element of the program includes reimbursement of child/dependent
care.
11.2.5 Life Insurance Coverage
The first day of the month following the date of hire a regular employee, upon
proper application and acceptance by the insurance carrier, employees shall be
covered under a group life insurance plan for the amount of $50,000.
Voluntary Life Insurance will be available to regular employees (outside the City's
Section 125 Cafeteria Plan) at no cost to the City.
11.2.6 Cafeteria Contribution Amounts
Employees will receive the PEMCHA minimum defined as the statutory medical
insurance contribution under Government Code Section 22892 ($143 for 2021).
The City will contribute an additional allowance towards the employee’s monthly
cafeteria allotment for the employee and their dependents.
• Effective July 1, 2020, the medical contribution will be $1,350 per month.
• Effective January 1, 2022, the cafeteria contribution will be $1,500 per
month, less the PEMCHA minimum.
15
• Effective January 1, 2023, the cafeteria contribution will be $1,600 per
month, less the PEMCHA minimum.
• Effective January 1, 2024, the cafeteria contribution will be $1,700 per
month, less the PEMCHA minimum.
• Effective January 1, 2025, the cafeteria contribution will be $1,800 per
month, less the PEMCHA minimum.
• Effective January 1, 2026, the cafeteria contribution will be $1,900 per
month, less the PEMCHA minimum.
Any employee eligible for Medicare coverage shall designate Medicare as his/her
primary insurance coverage.
If an employee elects not to participate in the City’s health and cafeteria program,
and upon meeting the Eligible Opt-Out Arrangement requirements below, the City
will provide $350 per month cash-back to the employee.
Pursuant to the Affordable Care Act (ACA) Employer Mandate “affordability”
determination, an Eligible Opt-Out Arrangement requires the following for
employees who opt-out of employer-provided health coverage and receive cash in
lieu:
A. Employee must provide reasonable evidence that the employee and each
member of the employee’s expected tax family (individuals the employee expects
to claim personal exemption deduction) have or will have minimum essential
coverage (other than coverage in the individual market, whether or not obtained
through Covered California) during the period of coverage to which the opt-out
arrangement applies;
B. The opt-out payment may not be made if the employer knows or has reason
to know that the employee or any other member of the employee’s expected tax
family does not have or will not have the alternative coverage;
C. The evidence of alternative coverage must be provided every plan year to
which the eligible opt-out arrangement applies; and
D. The reasonable evidence will be an attestation signed by the employee,
attesting to the above, and must be provided no earlier than a reasonable period
of time before each plan year begins.
11.3 RETIREMENT
The City has established a multi-tiered retirement benefit.
The City shall pay the appropriate employer’s contribution toward retirement benefits per
the provisions of the contract between the City of Lake Elsinore and the Public Employee’s
Retirement System.
The City is recognized by the Social Security Administration as an eligible employer and
as such the City and its employees must make appropriate contributions as determined
by the Social Security Administration.
a) Tier 1
The City’s first-tier PERS retirement formula of 2.5% @ age 55 applies to
employees hired before July 1, 2011. The retirement formula provided by
CalPERS is calculated at the single highest year of final compensation.
16
Employees shall pay their entire 8% PERS member contribution.
b) Tier 2
The City’s second-tier PERS retirement formula of 2% @ age 60 applies to
employees hired between July 1, 2011, and December 31, 2012. Tier two
also applies to those employees hired after July 1, 2011, and from a
Reciprocal Agency within a 6-month break in service. The retirement
formula provided by CalPERS is a benefit based on the highest 36 months
of employment. Employees shall pay their entire 8% PERS member
contribution.
c) Tier 3
Under the Public Employment Pension Reform Act of 2013, (also known
as “PEPRA”, Assembly Bill 340), those who first become employed by the
City on or after January 1, 2013, and who are “new members” as that term
is defined in PEPRA, shall be subject to the tier three Public Employees
Retirement System (PERS) formula of 2% @ age 62, and a benefit based
on the highest 36 months of employment. New members shall pay 50% of
normal cost. New members shall also be subject to all other applicable
provisions of PEPRA. This retirement formula shall be known as Tier 3.
11.3.1 Retiree Medical and Dental Reimbursement
The City will provide medical and dental benefits, for eligible employees and their
spouses, upon retirement from the City of Lake Elsinore, as follows:
a) Employees will receive the PEMCHA minimum contribution. The PEMCHA
minimum is the statutory medical insurance contribution according to
Government Code Section 22892. Employees hired before January 1,
2015, shall receive an additional contribution equal to the difference
between the medical insurance premium total minus the PEMCHA
minimum. Eligible retired employees are those employees that were hired
or rehired on or before January 1, 2015, and have, upon retirement under
CalPERS standards. If a retired Lake Elsinore employee reinstates to a
regular benefited position with any California PERS Agency, including the
City of Lake Elsinore, this benefit will be discontinued and will not be
reinstated.
b) Employees hired after January 1, 2015, shall only receive the PEMCHA
minimum contribution.
c) Retirement from the City of Lake Elsinore shall be defined as a PERS
service or industrial disability retirement, and the employee must be eligible
for such retirement at the time of or within 120 days of separation from City
service. The date of eligibility shall be the employee’s official CalPERS
retirement date.
11.3.2 LIUNA Pension
The City will deduct the current contribution amount from each employee who
chooses to be enrolled in the LIUNA Pension Plan. This deduction will adjust based
on the LIUNA Pension Rehabilitation fee agreement or any subsequent agreement
between the City, the Union, and the LIUNA Pension.
17
11.3.3 Social Security
The City is recognized by the Social Security Administration as an eligible
employer and as such the City and its employees must make appropriate
contributions as determined by the Social Security Administration.
11.3.4 Medicare
Employers and employees both pay taxes required by the Federal Insurance
Contributions Act (FICA) to fun two federal government benefit programs: Social
Security and Medicare. Social security is comprised of Old Age and Survivor’s
Insurance (OASI) and Disability Insurance (DI), and Medicare benefits are
provided by the Health Insurance (HI) Program. The employee share of social
security and Medicare taxes is withheld for wages and the employer calculates its
share, then the employer pays both shares to the Federal government.
11.4 DEFERRED COMPENSATION
The City will continue to provide a deferred compensation program that appropriately
interfaces with the CalPERS program. Said program shall be considered voluntary in
nature.
11.5 TRAINING
In general, training time during working hours shall be considered part of the employment.
Non-mandatory training after hours shall be considered voluntary, and no additional pay,
overtime, or compensatory time shall be given by the City unless advanced special written
approval is granted. Study time shall be considered completely voluntary. The City will
continue to make provisions for and provide materials and instructors for employees for
all mandated training.
11.6 HEALTH & SAFETY COMMITTEE
The City agrees to establish a Health and Safety Committee including three general
employees, three management employees, the LIUNA representative, and the Director of
Administrative Services (or his/her designee). The Health and Safety Committee shall
meet at least quarterly during the term of this Agreement.
11.7 ADDITIONAL BENEFITS
The City may enact such additional benefits, or compensation in lieu thereof, as it may
see fit per the City’s compensation policy.
ARTICLE XII – HOLIDAYS & LEAVES
The following Holidays will be observed, or as adjusted by advance resolution, to meet business
needs:
New Year's Day
Martin Luther King, Jr. Birthday
President's Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
18
Friday following Thanksgiving Day
½ day – Christmas Eve Afternoon
Christmas Day
½ day – New Year’s Eve Afternoon
Floating Holiday
Each holiday shall be valued at nine (9) hours (except when a holiday falls on a Friday which will
be valued at eight (8) hours), including the floating holiday. The half-day holiday shall be valued
at four and one-half (4.5) hours (except when the half-holiday falls on a Friday which will be valued
at four (4) hours).
In the case of the ½ day holidays, City facilities will be closed to the public at noon.
Observance: holidays which fall on a day on which no work is scheduled, employees will be given
either the preceding or following day off as a paid holiday.
Whenever any of the above listed holidays falls on a Sunday, the holiday shall be observed by
the City on the following Monday. Whenever any of the above listed holidays falls on a Saturday,
the preceding Friday shall be observed by the City as a holiday.
Either an eight (8), nine (9), or ten (10) hour floating holiday is provided at the beginning of each
fiscal year depending on the employee’s assigned work plan. The floating holiday hours will be
pro-rated at the time of hire. The floating holiday cannot be used to make up time for being short
time during a regular workday. The floating holiday needs to be treated as a regular City observed
holiday. The floating holiday may not be carried over year to year and cannot be cashed out at
the end of a fiscal year.
Eligibility: regular employees who are on paid status for their entire regular work shifts
immediately before and immediately following the holiday will be paid for the holiday. Workers’
Compensation, short-term, and long-term disability payments shall be considered paid status for
eligibility.
12.1 ANNUAL LEAVE PROGRAM
This policy intends to ensure that all employees have an adequate amount of time off each
year for rest and relaxation, personal business, or personal/family illness. Regular
employees earn Comprehensive Annual Leave (CAL) from the date of hire.
Employees who are paid for less than 80 hours in a pay period will earn CAL credits on a
pro-rated basis for that pay period.
The CAL accrual rate for employees is as follows:
Years of Service Biweekly Accrual Rate
(hours/pay period)**
Hire Date - 4th Year
(1 – 48 mos.)
7.38
(192 hours/year)
5th – 6th Year
(49 – 72 mos.)
7.69
(200 hours/year)
7th – 9th Year
(73 – 108 mos.)
8.00
(208 hours/year)
19
10th Year
(109-120 mos.)
8.31
(216 hours/year)
11th Year
(121 – 132 mos.)
8.62
(224 hours/year)
12th Year
(133 - 144 mos.)
8.92
(232 hours/year)
13th Year
(145 – 156 mos.)
9.23
(240 hours/year)
14th Year
(157 – 168 mos.)
9.54
(248 hours/year)
15th Year
(169 – 180 mos.)
9.85
256 hours/year)
16th Year
(181 – 192 mos.)
10.15
(264 hours/year)
17th Plus Years
(193+ mos.)
10.46
(272 hours/year)
**One (1) annual leave day is equal to 8 hours.
12.1.1 Annual Leave Accrual: Annual leave will be earned on a prorated rate each pay
period.
12.1.2 Length of Annual Leave: Annual leave over eighty (80) consecutive hours will
require the City Manager’s approval.
12.1.3 Maximum balance: The maximum accrued unused CAL accumulation, which an
employee may have at any one time, is 788 hours. However, the City Manager
may grant an employee, on a case by case basis, the ability to accrue annual leave
above the 788 maximum hours.
12.1.4 Cash Out of Annual Leave: Employees that accrue annual leave shall be eligible
to cash out a maximum of eighty (80) accrued annual leave hours in a fiscal year
provided that they leave at least a minimum of forty (40) accrued annual leave
hours on the books. Employees shall be eligible to cash out accrued annual leave
hours no more than twice a calendar year, up to a maximum of eighty (80) hours.
Employees must complete an Hours Buy-Out Authorization Form, obtain approval
from their Director/Manager/Supervisor, and approval from finance and the City
Manager. The CAL time cash out will be provided on a separate check.
12.1.5 Requesting Time Off: A leave request form is to be submitted by the employee
and approved by the employee's supervisor before the leave commences. In the
event of an unforeseen absence, the employee shall contact their immediate
supervisor or as directed by the Department Director within 30 minutes of the start
of their normal scheduled shift.
20
12.1.6 Scheduling: The scheduling of CAL shall be determined by the employee’s
supervisor based upon: first, the needs of the City; second, the employee’s
request; and then seniority. Employees with greater seniority within the
department will be given the first opportunity to select their vacation. If after the
needs of the City and the employee’s request have been taken into consideration,
and two (2) employees have requested the same time off, which will cause a
staffing conflict within the same job area or function, seniority will be used as the
determining factor as to who will receive the requested time off. However, if the
same staffing conflict arises the following year, and seniority was used as the basis
for resolving that conflict in the previous year, the employee granted that time off
in question the previous year will not be granted the same time off in the
subsequent year.
A leave request needs to be submitted by the employee and approved by the
employee’s supervisor before the leave commences. Scheduled CAL Leave needs
to be approved 48 hours in advance by the employee’s supervisor. If a CAL Leave
request is submitted less than 48 hours in advance, the supervisor is under no
obligation to approve the CAL Leave request. The supervisor is encouraged to
make their decision within 24 hours of the request; however, if additional time is
needed, this decision should be generally made within five (5) business days. If
the request is submitted less than 48 hours before the specified time off, the
supervisor will be under no compulsion to approve the request based on the MOU
language. The above-noted turnaround time for this approval is also important
when considering an employee’s request for multiple time off during the year.
12.1.7 Holidays During Annual Leave: City holidays that occur during an employee's
Annual Leave are not deducted from the CAL balance.
12.1.8 Separation of Employment: Upon separation from employment from the City, an
employee shall be entitled to cash out their remaining Comprehensive Annual
Leave balance at their regular, non-overtime rate of pay.
12.1.9 Physician’s Certificate: An employee absent on unscheduled annual leave over
three (3) consecutive working days due to illness or injury, may be required by
his/her Department Director or designee to submit a written statement by a
physician certifying that the employee’s condition prevented the employee from
performing his/her duties. The Department Director or designee may also require
a written statement that such employee can resume his/her normal duties.
12.2 BEREAVEMENT LEAVE
The City recognizes the importance of providing employees time off to mourn and take
care of any details relating to the death of a member of their immediate family. Employees
may also use CAL time in conjunction with bereavement leave.
Employees may receive a maximum of three (3) working days for bereavement on an
individual who is a member of the employee's immediate family. If an employee must travel
more than 250 miles, one way, to attend a funeral, the employee is eligible for five (5)
working days of bereavement leave.
Absence from duty more than the number of days authorized by this paragraph or absence
from duty to attend funeral services of one not a member of the employee’s immediate
family shall be chargeable to accrued annual leave time, compensatory time off, or may
21
be taken as a leave of absence, subject to the approval of the Department Director.
Immediate family is defined as parent, stepparent, spouse, a domestic partner (as defined
per Family Code section 297), child, grandchild, grandparent, brother, sister, stepchild,
mother-in-law, father-in-law, daughter-in-law, son-in-law, sister-in-law, brother-in-law.
Bereavement for parent/child shall include those acting as a legal guardian and/or in loco
parentis.
12.3 JURY DUTY & SUBPOENAS
Employees required to report for jury duty shall be granted a leave of absence with pay
from their assigned duties until released by the court, provided that no more than three (3)
City employees are rendering such services concurrently, and further provided the
employee remits to the City all fees received for such duties other than mileage or
subsistence allowance within thirty (30) days from the termination of his/her jury service.
In the matter of Three Lakes Municipal Court in Lake Elsinore or Perris, the employee, if
not impaneled, is expected to return to duty following the normal lunch break. All
employees when released from jury duty are expected to contact their immediate
supervisor by telephone, unless one hour or less remains on their normal work shift.
Employees other than those who are parties to an action of malfeasance, who are
subpoenaed to appear as witnesses on behalf of the State of California or any of its
agencies may be granted leaves of absence with pay from their assigned duties until
released. The employee shall remit all fees received for such appearances to the City
within thirty (30) days from termination of his/her service. Compensation for mileage or
subsistence allowance shall not be considered as a fee and shall be retained by the
employee.
12.4 MILITARY LEAVE
The City recognizes the importance of allowing employees time off to serve in the U.S.
Armed Forces. This policy allows employees to take the time necessary for the defense
of our country. Military leave shall be granted per the provisions of state and federal law.
12.5 OTHER LEAVES
The City Manager may grant a leave of absence without pay to any employee of the City,
except those appointed by City Council.
12.6 SCHOOL LEAVE
An employee who is a parent, guardian, or grandparent with custody of a child in school
(K-12) or a child attending a licensed child daycare facility, and who works in a location
with 25 or more employees, may take off up to 9 hours per calendar month, and up to 40
hours per year, to participate in the activities of the school or licensed daycare facility.
Employees desiring to take school leave must give the City reasonable advance notice of
the planned absence, and must provide documentation from the school as proof that the
employee was present at the school or daycare center on a specific date and time. If both
parents work at the same location, the parent who first gives notice of the absence may
take school leave as a matter of right; the second parent may take school leave at the
same time for the same event only with his or her supervisor’s permission and at the
supervisor’s discretion.
Employees taking school leave must use any existing annual leave, personal leave, or
compensatory time off for the planned absence. Otherwise, school leave is unpaid.
22
12.7 CATASTROPHIC LEAVE
A. Definition of catastrophic illness or injury.
Catastrophic illness or injury is a severe illness or injury which is expected to incapacitate
the employee for an extended period of time and which creates a financial hardship
because the employee has exhausted all accumulated leave. Catastrophic illness or injury
is further defined as a debilitating illness or injury of an immediate family member (i.e., the
spouse, son, daughter, step-son, step-daughter, foster-son, foster-daughter, parents,
grandparents, brother or sister of the employee or any other person living in the immediate
household of the employee) that results in the employee being required to take time off
from work for an extended period to care for the family member creating a financial
hardship because the employee has exhausted all accumulated leave.
B. Conditions and procedures under which a Time-Bank for catastrophic illness/injury may
be established.
1. Only the City Manager, upon concurrence from the Administrative Services
Director, may request establishment of a Time-Bank for an employee within the
department who is suffering a financial hardship due to a catastrophic illness or
injury.
2. When the City Manager has determined that an employee would benefit from the
establishment of a Time-Bank, the Department Director will contact the employee
to determine if the employee desires to participate in a Time-Bank program. If the
employee desires to participate in the Time-Bank program, the Department
Director will contact the City Manager and recommend the establishment of the
program.
3. The Time-Bank will be established on behalf of an individual employee. The bank
will accept donations of leave from one or more donors.
4. The Time-Bank will be operated by the Administrative Services Department. The
Department Director will take actions to help ensure that individual employee
decisions to donate or not donate to a Time-Bank are kept confidential and that
employees are not pressured to participate.
5. On establishing a Time-Bank program, the Administrative Services Department
should ensure that only credits that are necessary are donated. All donations are
not retrievable.
C. Conditions under which leave credits may be donated to a Time-Bank.
1. Any City employee may donate annual leave or compensatory time.
2. Donations of annual leave or compensatory time must be in increments of 8 hours
or more and drawn from one bank only.
3. The donation of leave hours is irreversible. Should the person receiving the
donation not use all donated leave for the catastrophic illness/injury, any balance
will remain with that person or will be converted to cash upon that person's
separation.
4. An employee may not donate leave hours which would reduce their accrued total
leave balances of annual leave and compensatory time to less than 80 hours.
23
5. Donated leave shall be changed to its cash value and then credited to the recipient
in equivalent hours at the recipient's base hourly rate.
6. Employees will use a provided form to submit donations directly to the
Administrative Services Department. Adjustment to donors and recipient's paid
leave balances will be made.
D. Conditions under which leave credits in a Time-Bank may be used.
1. Only the employee for whom the Time-Bank has been established may receive
leave credits from the Time-Bank. Such leave credits shall be added to the
employee's annual leave balance.
2. The affected employees will provide verification of their (or immediate family
member's) illness or injury on an Attending Physician's Statement to Support
Leave or Return from Leave while using time donated under this program.
3. The use of donated credits shall be for a maximum of twelve (12) continuous
months for any one catastrophic illness.
ARTICLE XIII - MEET & CONFER ON PERSONNEL RULES
The City is in the process of updating the Personnel Rules and Regulations. The City will meet
and discuss with LIUNA before the implementation of any changes to the Personnel Rules and
Regulations. To the extent the City is required to meet and confer by law, the parties understand
that impasse procedures apply; to the extent the City is meeting and discussing with the union
where meet and confer is not required by law, the parties understand that impasse procedures
do not apply.
ARTICLE XIV JOINT WORKFORCE COMMITTEE
The City and LIUNA encourage the use of the Joint Workforce Committee (JW C) to address
issues of mutual concern in a problem-solving context. Upon mutual agreement, a Joint Workforce
Committee shall be convened to address specific or ongoing issues, such as making the worksite
more efficient and effective or improving the quality of service.
Once convened, the Joint Workforce Committee (JWC) will consist of up to six (6) members, three
(3) selected by the employees, and three (3) selected by management. The Co-Chairs of the JWC
shall be selected from the members of the JWC, one individual selected by the employees, and
one individual selected by management. JWC recommendations, if any, will be advisory. The Co-
Chairs shall agree on an agenda before the date of the meeting. JWC meetings shall not be
considered contract negotiations and shall not be considered a substitute for the grievance
procedure. Employees who participate as part of the JWC will suffer no loss of compensation for
attending meetings of the JWC. Dates and times of meetings and agendas of the JWC shall be
mutually determined by the members of the JWC.
ARTICLE XV AGENCY SHOP
15.1 UNION DUES
The Payroll Department shall provide all current employees and any employees hired
thereafter with an authorization notice advising them that all employees may join the
Union. Such notice shall include a form for the employee's signature authorizing payroll
deduction of Union dues. The effective date of Union dues shall begin no later than the
first full pay period after receipt of the authorization form.
24
The employee's earnings must be sufficient after other legal and required deductions are
made to cover the amount of the dues authorized. When an employee is in a non-pay
status for an entire pay period, no deduction shall be made. In the case of an employee
who is receiving catastrophic leave benefits during a pay period, no deduction shall be
made. In this connection, all other legal and required deductions (including health care
and insurance deductions) have priority over Union dues.
15.2 RECORDS
The Union shall keep an adequate itemized record of its financial transactions and shall
make available annually, to the City, and to the employees who are members of the
organization, within 60 days after the end of its fiscal year, a detailed written financial
report thereof in the form of a balance sheet and an operating statement, certified as to
accuracy by its president and treasurer or corresponding principal officer, or by a certified
public accountant. [An employee organization required to file financial reports under the
Labor-Management Disclosure Act of 1959 covering employees governed by this
provision, or required to file financial reports under Section 3546.5, may satisfy the
financial reporting requirement of this section by providing the City with a copy of the
financial reports.]
15.3 INDEMNIFICATION
The Union shall indemnify, defend and hold the City harmless against any liability arising
from any claims, demands, or other action relating to the City's compliance with dues
deductions, including claims relating to the Union's/Association's use of monies collected
under these provisions.
15.4 EMPLOYEE INFORMATION
Within thirty (30) days of each new hire in LIUNA, the City will notify LIUNA of the new
hire, providing LIUNA with the employee’s name, classification, job title, department in the
City, work location, work email address, work phone number, and date of hire. The City
will further provide this information to LIUNA on a quarterly basis.
15.5 NEW EMPLOYEE ORIENTATION
The City will provide LIUNA with ten (10) calendar days advance notice, or as soon as
practicable, of all new employee orientations within the bargaining unit. LIUNA will select
its representatives to meet with the new employee and that meeting will be conducted
after completion of the Human Resources orientation. When selecting its representative,
LIUNA will make reasonable efforts to minimize disruption to the department's operational
needs. LIUNA will be provided up to thirty (30) minutes to discuss, among other things,
the rights and obligations created by the MOU, the role of LIUNA, and to answer any
questions the new employee may have.
ARTICLE XVI - TUITION REIMBURSEMENT
When a regular employee is ready to enroll in courses and receive tuition reimbursement,
employees shall apply for prior approval from his/her Department Director before taking any
courses. Employees shall be reimbursed for tuition, registration fees, and texts required for the
eligible courses, up to Three Thousand Two Hundred and Fifty Dollars ($3,250.00) per fiscal
year. Expenses for parking, travel, lodging, meals, processing fees, transcript fees, materials,
and any other costs are not reimbursable.
Courses must have begun after appointment and coursework must be related to the employee’s
current position or to a City classification to which the employee may be eligible for a promotion
25
within the employee’s current job series.
If the employee leaves the City within 12 months of receiving tuition reimbursement, the amount
of the reimbursement will be due to the City. Such reimbursement may be deducted from the
employee’s final paycheck. Reimbursement is limited to no more than $3,250 for training or
educational expenses in any one (1) fiscal year.
16.1 REQUIRED EDUCATION OR TRAINING CLASSES
Any educational or training course that is a requirement for continuation of employment or
is an identified part of a job evaluation shall be paid for by the City. Any other educational
or training course that is job-related shall, if prior approval for reimbursement is given by
the City Manager or a designee, be reimbursed 100% after successful completion. All
college or other graded classes shall require a minimum grade of a "C" to receive such
reimbursement. Books or other materials shall only be paid for if some defined benefit can
be shown to the City (i.e. books become part of the City reference library). Once the
employee has received their official course grade, they then attach appropriate receipts
and proof of grades to the City’s Tuition Reimbursement form, complete the employee
portion, have their Supervisor/Department Director complete their portion, and submit the
completed packet to Human Resources Department. Once reviewed and approved by
Human Resources, the approved packet is submitted to the Department of Finance for
processing. The employee will receive their approved tuition reimbursement amount on
the next pay period.
16.2 REIMBURSEMENT
Although the City applauds employees for their efforts in pursuit of additional education,
the City shall not pay for educational degrees or education in general, but will only
reimburse employees for required or job-related classes and training. No reimbursement
shall occur if an educational class does not provide a benefit to the City. The only
exception to this is the City will reimburse employees for three (3) general education
classes, as long as the classes are a part of a degree or certificate program. These three
(3) classes must be approved, in advance, as required by this policy. There is no mileage
reimbursement for travel to and from educational classes. Required forms must be
completed and necessary documentation (receipts and grades) must be provided, to
receive reimbursement no later than 30 days after the final grade is posted. Final and
conclusive determinations of the reimbursement amount shall be made by the City
Manager after review of the request and recommendations by the Department Director
and the Human Resources Administrator.
ARTICLE XVII – SAVINGS CLAUSE
Should any provision of this agreement, or any application thereof, be unlawful by virtue of any
Federal, State or Local laws and regulations, such provision of this Agreement shall be effective
and implemented only to the extent permitted by such laws and regulations. As to all other
respects, the provisions of this Agreement shall continue in full force and effect for the life
thereof.
ARTICLE XVIII - GENERAL CONDITIONS
18.1 PEACEFUL PERFORMANCE
During the term of this Agreement, neither the Union nor its agents or any Bargaining Unit
Employee, for any reason, will authorize, institute, aid, condone or engage in a work
26
slowdown, work stoppage, strike, or any other interference with the work and statutory
functions or obligations of the City.
LIUNA, Local 777, agrees to notify all of its officers, stewards, and staff of their obligation
and responsibility for maintaining compliance with this Section, including the responsibility
to remain at work during any activity which may be caused or initiated by others and to
encourage employees violating this Section to return to work.
18.2 NON-DISCRIMINATION
The City and Union agree that neither party will illegally discriminate or cause the other to
discriminate against any employee based on age, sex, race, religious creed, color,
national origin, ancestry, marital status, physical or mental disability, sexual orientation, or
political affiliation, and agree to take such action as necessary to assure that this purpose
is achieved.
Alleged violations of this Section shall not be grievable under the grievance procedure
contained herein.
ARTICLE XIX PARITY STUDY
Effective the first full pay period following approval and adoption of the MOU, the results of the
parity study shall be implemented as follows: Job Classifications to have been found below the
median for hourly salary, as listed in Exhibit C, shall be provided range adjustments as stated in
the study results.
Employees shall be placed into his/her new position’s salary range at the salary step in the range
closest to his/her current salary without going under, or to the first step in the range of the
reclassification, whichever is greater.
Employees shall not serve a probationary period as a result of being reclassified and shall retain
his/her performance evaluation date and merit increase eligibility before being reclassified.
ARTICLE XX GRIEVANCE PROCEDURE
Management and the Union have a mutual interest in resolving workplace issues appropriately,
expeditiously, and at the lowest level possible. In recognition of this mutual interest, the parties
acknowledge that the grievance process is not a replacement for daily communication between
the employee and the supervisor, nor is it inherently an adversarial process. Rather, it is a process
to mutually resolve workplace issues to the maximum extent possible within the organization.
20.1 DEFINITION
A “grievance” is a formal, written allegation by a grievant that he/she has been adversely
affected by an existing violation, misinterpretation, or misapplication of the specific
provisions of the Memorandum of Understanding and/or provisions of the Personnel Rules
and Regulations. Other matters for which a special method of review is provided by law,
ordinance, resolution, or by administrative regulations and procedures of the City, are not
within the scope of this procedure. This procedure is not to be used in place of the
Disciplinary and Appeals Procedure outlined in Article XXI, below. The grievance
procedure cannot be utilized to challenge the content of a performance evaluation.
20.2 PROCEDURE
20.2.1 Step One: Every effort shall be made to resolve a grievance through discussion
27
between the employee and his/her immediate supervisor. It is the spirit and intent
of this procedure that all grievances are settled quickly and fairly without
subsequent discrimination against employees who may seek to adjust a grievance.
Every effort should be made to find an acceptable solution at the lowest level of
supervision. Within fifteen (15) business days after a grievant knew, or by
reasonable diligence should have known, of the condition upon which a grievance
may be based, the grievant shall attempt to resolve it by an informal conference
with the grievant’s immediate supervisor.
20.2.2 Step Two: If the problem cannot be resolved between the employee and the
supervisor, the employee may, within seven (7) business days from the date of
receiving the answer from his/her supervisor, request a Step Two meeting with the
division manager or equivalent position, to discuss the grievance.
20.2.3 Step Three: If the division manager and employee cannot solve the grievance,
the employee may, within seven (7) business days from the date of receiving the
answer from the division manager, request, in writing, an interview with the
Department Director.
20.2.4 Step Four: The division manager and/or Department Director shall render his/her
decision in writing within fifteen (15) business days of receiving the appeal. If the
Department Director and employee are unable to arrive at a satisfactory solution,
the employee may, within ten (10) business days from the date of the decision by
the Department Director, submit a written appeal to the City Manager.
20.2.5 The City Manager shall review the grievance and respond to the employee within
twenty (20) business days of receiving the appeal. The response shall be in writing
and will be considered an expression of management’s viewpoint, and shall be the
final administrative review.
20.2.6 Mediation: At any step in the grievance process, the Union or Management may
request mediation. Within ten (10) business days, the receiving party shall either
return the request without action or request that PERB, through the State
Mediation and Conciliation Service, appoints a mediator. If the parties do not
mutually agree to attend mediation, there shall be no obligation to attend
mediation.
20.2.7 If the time limits for employees’ appeals at any step should elapse, the grievance
shall be considered withdrawn. Time limits may be extended by mutual consent.
If the City fails to respond within the prescribed time limits, the grievance will be
deemed to have been denied and the employee may go to the next step. If the City
Manager fails to respond within the prescribed time limit, the grievance will be
deemed to have been denied and the employee will be deemed to have exhausted
his/her administrative remedy.
20.2.8 The employee may request the assistance of another person of his/her choosing
in preparing and presenting his/her appeal at any level of review. In the event the
employee desires the presence of a representative who is an employee of the City,
he/she shall make such request through the supervisor and the supervisor shall
make the necessary arrangements for the employee representative to be present.
The Union shall receive a copy of each contractual grievance filed within 10
working days via electronic transmission or USPS mail.
20.2.9 The employee and/or his/her representative may use a reasonable amount of work
28
time as determined by the appropriate supervisor or Department Director in
presenting the appeal. However, no employee shall absent himself/herself without
first being excused by his/her supervisor.
20.2.10 No employee shall be required to be represented by an employee organization in
processing a grievance.
20.2.11 Employees shall be assured freedom from reprisal for using the grievance
procedures by both the City and the employee organization.
20.2.12 The settlement terms of a grievance which is processed by an employee
individually shall not conflict with the express provisions of a Memorandum of
Understanding between the City and the formally recognized employee
organization for such unit if any.
20.2.13 A group grievance may be filed when one (1) set of circumstances or occurrences
affects more than one (1) employee in the same manner or to the same extent.
The group may file one (1) document which all members of the group have read
and signed. Members of the group shall be limited to those who have signed the
grievance. The resolution of a group grievance may not be consistent among all
employees in the group grievance due to differences in the circumstances or
occurrences that brought about the grievance.
A group grievance affecting all members of an employee organization may be
brought by the employee organization itself. In such case, the procedure shall be
commenced directly at the City Manager level within fifteen (15) business days
after authorized representatives of the employee organization knew or by
reasonable diligence should have known of the condition giving rise to the
grievance and shall be subject to all applicable time limitations and the provisions
set forth above.
ARTICLE XXI DISCIPLINE PROCEDURE
21.1 BASIS FOR DISCIPLINARY ACTION
The tenure of every City employee shall be based on reasonable standards of personal
conduct and job performance. Failure to meet such standards shall be grounds for
appropriate disciplinary action, which shall be commensurate with the seriousness of the
offense and with consideration of the employee’s prior performance record. Disciplinary
action shall be based upon any of the following grounds:
1. Fraud in securing employment or making a materially false or misleading
statement on an application for employment or any supporting documents
furnished with or made a part of any application.
2. Incompetence, such as failure to comply with the minimum standards for an
employee’s position or unsatisfactory job performance.
3. Neglect of duty, such as failure to perform the duties required of an employee’s
position.
4. Willful disobedience or insubordination, such as a willful failure to submit to duly
appointed and acting supervision, willful failure to conform to duly established
orders or directions of persons in a supervisory position, or insulting or demeaning
the authority of a supervisor.
29
5. Dishonesty or making any false representation or statement, or making any
omission of a material fact, involving employment.
6. Being under the influence of alcohol or intoxicating drugs without a prescription
while on duty.
7. Habitual and unexcused absence or tardiness without leave.
8. Conviction of a crime, meaning any judicial determination of guilt, that has a nexus
to the employee’s job duties, or conduct constituting a violation of State law.
9. Discourteous or offensive treatment of the public or other employees.
10. Improper or unauthorized use of City property, including, but not limited to: physical
property, electronic resources, supplies, tools, equipment, City communication
systems, vehicles, or intellectual property.
11. Misuse or damaging any City property, equipment, resource, or vehicle, or the
waste of City supplies through negligence or misconduct.
12. Refusal to subscribe to any oath or affirmation, which is required by law in
connection with City employment.
13. Any act of conduct undertaken which, either during or outside of duty hours, is of
such a nature that it causes discredit to fall upon the City, the employee’s
department, or division.
14. Failure to maintain proper decorum during working hours causing discredit to the
employee’s department or division.
15. Abuse of sick leave.
16. Inattention to duty, tardiness, indolence, carelessness, or negligence in the care
and handling of City property.
17. Outside employment conflicts with the employee’s position and is not specifically
authorized by the City Manager.
18. Acceptance from any source of any emolument, reward, gift, or another form of
remuneration in addition to the employee’s regular compensation, as a personal
benefit to the employee for actions performed in the normal course of the
employee’s assigned duties.
19. Falsification of any City report or record, or of any report or record required to be
filed by the employee.
20. Theft.
21. Violation of the City’s or a department’s confidentiality policies, or disclosure of
confidential City information to any unauthorized person or entity.
22. Mishandling of public funds.
23. Abusive conduct, including malicious verbal, visual or physical actions, or the
gratuitous sabotage or undermining of a person’s work performance.
24. Reckless or unsafe conduct.
25. Working overtime without prior authorization or refusing to work assigned overtime.
30
26. Carrying firearms or other dangerous weapons while on duty when not required by
job duties.
27. Horseplay, fighting, violence, or threats of violence.
28. Violation of any of the provisions of the City Code, ordinances, resolutions, or any
rules, regulations, or policies which may be prescribed by the City Council, City
Manager, department manager, or supervisor.
29. Political activities are precluded by State or Federal law.
30. Other acts are incompatible with service to the public.
21.2 TYPES OF DISCIPLINE
The following procedures shall be followed when, in the judgment of the Department
Director, an employee has committed an act or omission that justified the disciplinary
action indicated. The City may take disciplinary action for just cause. Except for written
warnings/reprimands, the Department Director or his/her designee shall advise
employees of contemplated disciplinary actions in writing and allow the employee an
opportunity to respond to such charges before taking action.
21.1.1 Warning/Reprimand
If the warning/reprimand is in writing, the Department Director shall give the
employee a copy and forward a copy to the Personnel Officer for review and
retention in the employee’s history file. A written warning/reprimand shall contain
a description of the events which necessitated the action, specific expectations of
change by the employee, and notice of further action in the event a change by the
employee does not occur. An employee shall have the right to attach a written
rebuttal.
21.1.2 Suspension
A Department Director may suspend an employee without pay from his/her
position. The appointing authority shall advise the Personnel Officer in writing of
such intended action and shall give a copy of such statement to the employee. The
written statement shall contain a description of the events which necessitated the
suspension, a statement of the charges, all the materials the City used to make
the decision, the right of the employee to meet with the appointing authority and/or
to respond in writing within a reasonable time frame to the charges, and notice of
further action in the event a change by the employee does not occur. Unless
extended by approval of the City Manager on the written recommendation of the
Department Director, the maximum period of suspension shall be thirty (30) days.
These procedures are pre-disciplinary.
21.1.3 Demotion or Reduction in Pay
A Department Director shall advise the Personnel Officer in writing of his/her
intention to demote or reduce the salary of an employee before taking such action.
In demoting an employee or reducing his/her salary, the Department Director shall
make a written notice and shall give a copy of the said notice for demotion or
reduction in pay to the employee and forward a copy to the Personnel Officer for
review and retention in the employee’s history file. The written statement shall
contain a description of the events which necessitated the demotion, a statement
of the charges, all the materials the City used to make the decision, the right of the
employee to meet with the appointing authority and/or respond in writing within a
31
reasonable time frame to the charges, and notice of further action in the event a
change by the employee does not occur. These procedures are pre-disciplinary.
21.1.5 Dismissal.
A Department Director shall advise the Personnel Officer in writing of his/her
intention to dismiss an employee before taking such action. In dismissing an
employee, the Department Director shall make a written notice and shall give a
copy of the said notice of dismissal to the employee and forward a copy to the
Personnel Officer for review and retention in the employee’s history file. The
written statement shall contain a description of the events which necessitated the
dismissal, a statement of the charges, all the materials the City used to make the
decision, and the right of the employee to meet with the appointing authority and/or
respond in writing within a reasonable period to the charges. These procedures
are pre-disciplinary.
21.1.5 Notices
Written notices will be given to the employee in person whenever possible and the
employee’s signature obtained to indicate receipt. In the absence of personal
service, the notice may be sent by registered mail.
21.1.6 Employee’s Response
Permanent, regular employees have the right to provide a written or oral pre-
disciplinary response. All employees other than permanent, regular employees,
and probationary employees may be disciplined or separated at will, with or without
cause, and without the disciplinary procedures listed below.
If an employee requests to provide an oral pre-disciplinary response (i.e. a Skelly
meeting), the appointing authority or designee will conduct an informal meeting
with the employee. During the informal meeting, the employee shall have the
opportunity to rebut the charges against him or her and present any mitigating
circumstances. An employee’s opportunity to respond to the appointing authority
is not intended to be an adversary or evidentiary hearing. An employee has the
right to have a representative of his/her choosing at the meeting. The employee
need not be accorded the opportunity to cross-examine a department’s witnesses,
nor to present a formal case in opposition to the proposed discipline. However, the
limited nature of this response does not obviate the appointing authority’s
responsibility to initiate a further investigation if the employee’s version of the facts
raises doubts as to the accuracy of the Department Director’s information leading
to the discipline proposal. An employee may elect not to respond, thereby waiving
any further pre-disciplinary response. The employee’s failure to attend the
meeting, or to deliver a written response by the date specified in the notice of intent
to discipline, is a waiver of the right to respond.
The appointing authority or designee will evaluate the proposed discipline in light
of the employee’s response if any. Within five (5) working days of the employee’s
response, or deadline for response, the appointment authority or designee will
transmit a decision in writing to the employee. The service of the decision will be
in person or by registered mail.
21.1.7 Appeal Procedures
Any permanent, regular employee in the classified service shall have the right to
appeal any termination, unpaid suspension of forty (40) hours or more, reduction
32
in salary, or nonprobationary demotion. The appeal process shall not apply to
those positions which may be deemed not permanent or regular, and probationary
employees. The appeal process shall not apply to verbal and written reprimands,
suspensions of less than forty (40) hours, probationary demotions, performance
evaluations, and denial of performance increases. An employee desiring to appeal
the appointing authority’s decision shall have ten (10) days after receipt of the
appointing authority’s decision to file an appeal. The employee’s request for appeal
must be addressed to the City Manager and received in the City Manager’s office
so that same is date stamped by the City Manager’s office within the ten (10) day
period.
If within the 10-day appeal period, the employee involved does not file the said
appeal, unless good cause for the failure is shown, the action of the appointing
authority shall be considered conclusive and shall take effect as prescribed. If
within the ten (10) day appeal period, the employee involved files such notice of
appeal by giving written notice of appeal to the City Manager, an appeal hearing
shall be established as follows:
1. The California State Mediation and Conciliation Service shall be requested to
submit a list of seven (7) persons qualified to act as hearing officers to the City and
the employee. Within ten (10) days following receipt of the list of hearing officers,
the parties shall meet to select the hearing officer. The parties shall alternately
strike one (1) name from the list of hearing officers (the right to strike the first name
to be determined by lot) until one (1) name remains, and that person shall be the
hearing officer.
2. Where practicable, the date for a hearing shall not be less than twenty (20) days,
nor more than sixty (60) days, from the date of the filing of the appeal with the
Personnel Officer. The parties may stipulate a longer or shorter time in which to
hear the appeal. All interested parties shall be notified in writing of the date, time,
and place of the hearing.
3. All hearings shall be privately provided, however, that the hearing officer shall, at
the request of the employee, open the hearing to the public.
4. Subpoenas and subpoenas duces tecum of a hearing shall be issued by the
hearing officer at the request of either party, not less than seven (7) days, before
the commencement of such hearing. After the commencement of such hearing,
subpoenas shall be issued only at the discretion of the hearing officer.
5. The hearing need not be conducted per technical rules relating to evidence and
witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on
which reasonable persons are accustomed to relying in the conduct of serious
affairs, regardless of the existence of any common law or statutory rules which
might make improper admission of such evidence over objection in civil actions.
Hearsay evidence may be used to supplement or explain any direct evidence but
shall not be sufficient in itself to support a finding unless it would be admissible
over objection in civil actions. The rules of privilege shall be effective to the same
extent that they are now or hereafter may be recognized in civil actions, and
irrelevant and unduly repetitious evidence shall be excluded. The hearing officer
shall not be bound by technical rules of evidence. The hearing officer shall rule on
the admission or exclusion of evidence.
33
6. Each party shall have these rights: To be represented by legal counsel or another
person of his/her choice; to call and examine witnesses; to introduce evidence; to
cross-examine opposing witnesses on any matter relevant to the issues even
though that matter was not covered in the direct examination; to impeach any
witness regardless of which party first called him/her to testify, and to rebut the
evidence against him/her. If the employee does not testify on his/her behalf, he/she
may be called and examined as if under cross-examination. Oral evidence shall
be taken only on oath or affirmation. A court reporter will be engaged to record the
hearing unless the parties (City, hearing officer, employee/employee
representative) mutually agree that same is not necessary.
7. The hearing shall proceed in the following order, unless the hearing officer, for a
special reason, otherwise directs:
a. The party imposing discipline shall be permitted to make an opening
statement;
b. The appealing party shall then be permitted to make an opening statement;
c. The party imposing disciplinary action shall produce the evidence on
his/her part; the City bears the burden of proof and burden of producing
evidence;
d. The party appealing from such disciplinary action may then open his/her
defense and offer his/her evidence in support thereof; the employee bears
the burden of proof and the burden of producing evidence for any
affirmative defenses asserted;
e. The parties may then, in order, respectively offer to rebut evidence only,
unless the hearing officer for good reason, permits them to offer evidence
upon their original case;
f. Closing arguments shall be permitted and written briefs may be permitted
at the discretion of the hearing officer.
8. The hearing officer shall determine the relevancy, weight, and credibility of
testimony and evidence. He/she shall base his/her findings and recommendations
on the preponderance of the evidence. During the examination of a witness, all
other witnesses, except the parties, shall be excluded from the hearing unless the
hearing officer, in his/her discretion, for good cause, otherwise directs. No still
photographs, moving pictures, or television pictures shall be taken in the hearing
chamber during a hearing. The hearing officer, before or during a hearing, may
grant a continuance for any reason he/she believes to be important to reaching a
fair and proper decision. The hearing officer shall render his/her findings and
recommendation as soon after the conclusion of the hearing as possible and in no
event later than thirty (30) days after conducting the hearing unless there is an
agreement for an extension between the parties. His/her decision shall set forth
which charges if any, are sustained and the reasons therefore. The hearing
officer’s opinion and recommendation shall set forth findings of fact and
conclusions.
9. The hearing officer may recommend sustaining or rejecting any or all of the
charges filed against the employee. He/she may recommend sustaining, rejecting,
or modifying the disciplinary action invoked against the employee. He/she may not
recommend discipline more stringent than that issued by the Department Director.
34
The hearing officer’s written opinion and recommendation shall be filed with the
City Manager, with a copy sent to the charged employee, and shall set forth his/her
findings and recommendations. If it is a dismissal hearing and dismissal is not the
hearing officer’s recommendation, the opinion shall set forth the date the employee
is recommended to be reinstated and/or other recommended action. The
reinstatement date, if appropriate, may be any time on or after the date of
disciplinary action.
10. Within thirty (30) days of the receipt of the hearing officer’s findings and
recommendation, and transcript (which is optional only by the mutual consent of
the City, hearing officer, and the employee), whichever date is later, the City
Manager shall adopt, amend, modify or reject the recommended findings,
conclusions, and/or opinions of the hearing officer. Before making a decision that
modifies or rejects the recommendation of the hearing officer, the City Manager
shall order and read the transcript. Before making a decision that supports the
hearing officer, the City Manager may order and read the transcript, at his/her
option. The City Manager shall not conduct a de novo hearing. The City Manager
may, at his/her option, allow limited oral arguments and/or may request and review
written statements from either side or both sides. The decision of the City Manager
shall be final and conclusive. Copies of the City Manager’s decision, including the
hearing officer’s recommendation(s), shall be filed where appropriate, including the
employee’s personnel file, unless no discipline is upheld by the City Manager.
11. Each party shall bear equally the cost of facilities, fees, and expenses of the
hearing officer, including the court reporter and transcripts. Each party shall bear
its witness and attorney fees. If either party unilaterally cancels or postpones a
scheduled hearing, thereby resulting in a fee charged by the hearing officer or court
reporter, then the party responsible for the cancellation or postponement shall be
solely responsible for payment of that fee. This process shall not apply to mutual
settlements by the parties which result in an arbitration fee.
12. In the case of suspension, demotion, reduction in salary, or dismissal prescribed
by the City Manager, the time of such suspension, demotion, or dismissal shall be
effective from the first day after the delivery of the City Manager’s decision or shall
relate to and be effective as of the date the employee was disciplined before the
hearing and the decision by the City Manager, whichever is applicable. If discipline
imposed resulted in the loss of pay, and the decision results in modification or
rejection of the loss of pay, the pay loss shall be restored to the employee based
on the number of standard work hours lost computed at his/her then base hourly
rate. Restoration of pay benefits shall be subject to deduction of all unemployment
insurance and outside earnings which the appellant received since the date of
discharge which would not have been earned had the appellant not been
disciplined. The appellant shall supply such outside employment earning records
during the period in question when requested.
13. The provisions of Section 1094.6 of the Code of Civil Procedure shall apply to
proceedings under this Section.
ARTICLE XXII – DRIVER’S LICENSE RENEWAL
It is the employee’s responsibility to carry a valid driver’s license when driving a City vehicle or on
City business. For California Commercial driver’s licenses (A & B), renewal requirements, DMV
fees, physicals, and training are to be paid by the City.
35
Release time: to obtain and/or renew a Class A Driver’s Licenses, under the scope of
responsibilities within their classification specification and upon supervisory approval, employees
are provided release time to process paperwork at the DMV. Paid release time shall not be
granted if the employee’s license has already expired.
When an employee is notified by the Department of Motor Vehicles that their Class A Driver’s
License is about to expire, the employee needs to follow the DMV instruction for Class A renewals.
Once the renewal process is completed, proof of the renewal (Medical Examiner Certificate)
needs to be submitted to Human Resources for verification purposes.
36
ARTICLE XXVII - COMPLETION OF BARGAINING
A copy of this agreement will be initially distributed to all employees and given to all new
employees hired into the unit after the date of adoption.
The undersigned, representing the City and the Representatives do hereby adopt the terms and
conditions set forth herein and recommend the City Council and members of the Unit approve it.
Date:
ON BEHALF OF THE CITY OF LAKE ELSINORE
Jason Simpson, City Manager
Dated:
APPROVED AS TO LEGAL FORM
Laura Drottz Kalty, LCW
City Labor Relations Counsel
Dated:
Date:
ON BEHALF OF LIUNA, LOCAL 777
Nicholas Thiessen, LIUNA 777
Lake Elsinore Chapter Vice President
and
Jennifer Grondahl, LIUNA 777
Labor Relations Representative
37
CITY OF LAKE ELSINORE MOU 2021-2026 / EXHIBIT A
LIST OF POSITIONS AND RANGES
POSITION RANGE
Account Specialist II 32
Account Specialist III 38
Accountant I 44
Administrative Assistant 34
Assistant Engineer 44
Assistant Planner 43
Associate Civil Engineer 47
Associate Planner 45
Building Inspector 40
CIP Specialist 45
Code Enforcement Officer I 34
Code Enforcement Officer II 38
Code Enforcement Supervisor 45
Community Development Technician I 34
Community Development Technician II 39
Community Services Coordinator 36
Engineering Inspector 46
Engineering Technician I 36
Engineering Technician II 40
Graffiti Technician 28
Information Technology Analyst 48
Information Technology Technician I 35
Information Technology Technician II 39
Lead Worker 37
Maintenance Worker I 29
Maintenance Worker II 32
Maintenance Worker III 34
Mechanic 33
Office Specialist II 25
Office Specialist III 30
Public Works Inspector 40
Public Works Supervisor 45
Recreation Supervisor 44
Senior Accountant 47
Senior Building Inspector 45
Senior Code Enforcement Officer 45
Senior Community Development Technician 42
Senior Construction Inspector 47
Senior Engineering Technician 42
Senior Lead Worker 41
Senior Planner 47
Special Events Coordinator 36
38
TITLE RANGE 1 2 3 4 5 6
H 24.3408$ 25.5578$ 26.8357$ 28.1775$ 29.5864$ 31.0657$
M 4,219.0668$ 4,430.0201$ 4,651.5211$ 4,884.0972$ 5,128.3021$ 5,384.7172$
Y 50,628.80$ 53,160.24$ 55,818.25$ 58,609.17$ 61,539.62$ 64,616.61$
H 28.1951$ 29.6049$ 31.0851$ 32.6394$ 34.2714$ 35.9849$
M 4,887.1586$ 5,131.5166$ 5,388.0924$ 5,657.4970$ 5,940.3719$ 6,237.3905$
Y 58,645.90$ 61,578.20$ 64,657.11$ 67,889.96$ 71,284.46$ 74,848.69$
H 33.9153$ 35.6111$ 37.3916$ 39.2612$ 41.2243$ 43.2855$
M 5,878.6530$ 6,172.5857$ 6,481.2150$ 6,805.2757$ 7,145.5395$ 7,502.8165$
Y 70,543.84$ 74,071.03$ 77,774.58$ 81,663.31$ 85,746.47$ 90,033.80$
H 25.2069$ 26.4672$ 27.7906$ 29.1801$ 30.6391$ 32.1710$
M 4,369.1877$ 4,587.6471$ 4,817.0294$ 5,057.8809$ 5,310.7749$ 5,576.3137$
Y 52,430.25$ 55,051.76$ 57,804.35$ 60,694.57$ 63,729.30$ 66,915.76$
H 33.9153$ 35.6111$ 37.3916$ 39.2612$ 41.2243$ 43.2855$
M 5,878.6530$ 6,172.5857$ 6,481.2150$ 6,805.2757$ 7,145.5395$ 7,502.8165$
Y 70,543.84$ 74,071.03$ 77,774.58$ 81,663.31$ 85,746.47$ 90,033.80$
H 32.5999$ 34.2299$ 35.9414$ 37.7385$ 39.6254$ 41.6067$
M 5,650.6518$ 5,933.1843$ 6,229.8436$ 6,541.3357$ 6,868.4025$ 7,211.8227$
Y 67,807.82$ 71,198.21$ 74,758.12$ 78,496.03$ 82,420.83$ 86,541.87$
H 40.7931$ 42.8327$ 44.9744$ 47.2231$ 49.5842$ 52.0634$
M 7,070.7978$ 7,424.3376$ 7,795.5545$ 8,185.3323$ 8,594.5989$ 9,024.3288$
Y 84,849.57$ 89,092.05$ 93,546.65$ 98,223.99$ 103,135.19$ 108,291.95$
H 35.4416$ 37.2137$ 39.0744$ 41.0281$ 43.0795$ 45.2335$
M 6,143.2166$ 6,450.3774$ 6,772.8963$ 7,111.5411$ 7,467.1181$ 7,840.4740$
Y 73,718.60$ 77,404.53$ 81,274.76$ 85,338.49$ 89,605.42$ 94,085.69$
H 29.7598$ 31.2478$ 32.8102$ 34.4507$ 36.1733$ 37.9819$
M 5,158.3698$ 5,416.2883$ 5,687.1027$ 5,971.4579$ 6,270.0308$ 6,583.5323$
Y 61,900.44$ 64,995.46$ 68,245.23$ 71,657.49$ 75,240.37$ 79,002.39$
H 35.4416$ 37.2137$ 39.0744$ 41.0281$ 43.0795$ 45.2335$
M 6,143.2166$ 6,450.3774$ 6,772.8963$ 7,111.5411$ 7,467.1181$ 7,840.4740$
Y 73,718.60$ 77,404.53$ 81,274.76$ 85,338.49$ 89,605.42$ 94,085.69$
H 25.2069$ 26.4672$ 27.7906$ 29.1801$ 30.6391$ 32.1710$
M 4,369.1877$ 4,587.6471$ 4,817.0294$ 5,057.8809$ 5,310.7749$ 5,576.3137$
Y 52,430.25$ 55,051.76$ 57,804.35$ 60,694.57$ 63,729.30$ 66,915.76$
H 28.1950$ 29.6048$ 31.0850$ 32.6393$ 34.2713$ 35.9848$
M 4,887.1410$ 5,131.4980$ 5,388.0729$ 5,657.4766$ 5,940.3504$ 6,237.3679$
Y 58,645.69$ 61,577.98$ 64,656.87$ 67,889.72$ 71,284.20$ 74,848.41$
H 35.4416$ 37.2137$ 39.0744$ 41.0281$ 43.0795$ 45.2335$
M 6,143.2166$ 6,450.3774$ 6,772.8963$ 7,111.5411$ 7,467.1181$ 7,840.4740$
Y 73,718.60$ 77,404.53$ 81,274.76$ 85,338.49$ 89,605.42$ 94,085.69$
H 25.2069$ 26.4672$ 27.7906$ 29.1801$ 30.6391$ 32.1710$
M 4,369.1877$ 4,587.6471$ 4,817.0294$ 5,057.8809$ 5,310.7749$ 5,576.3137$
Y 52,430.25$ 55,051.76$ 57,804.35$ 60,694.57$ 63,729.30$ 66,915.76$
H 28.3542$ 29.7719$ 31.2605$ 32.8235$ 34.4647$ 36.1879$
M 4,914.7218$ 5,160.4578$ 5,418.4807$ 5,689.4048$ 5,973.8750$ 6,272.5688$
Y 58,976.66$ 61,925.49$ 65,021.77$ 68,272.86$ 71,686.50$ 75,270.83$
H 26.8365$ 28.1783$ 29.5872$ 31.0666$ 32.6199$ 34.2509$
M 4,651.6610$ 4,884.2441$ 5,128.4563$ 5,384.8791$ 5,654.1231$ 5,936.8292$
Y 55,819.93$ 58,610.93$ 61,541.48$ 64,618.55$ 67,849.48$ 71,241.95$
H 35.6261$ 37.4074$ 39.2777$ 41.2416$ 43.3037$ 45.4689$
M 6,175.1820$ 6,483.9411$ 6,808.1382$ 7,148.5451$ 7,505.9723$ 7,881.2709$
Y 74,102.18$ 77,807.29$ 81,697.66$ 85,782.54$ 90,071.67$ 94,575.25$
H 26.8365$ 28.1783$ 29.5872$ 31.0666$ 32.6199$ 34.2509$
M 4,651.6610$ 4,884.2441$ 5,128.4563$ 5,384.8791$ 5,654.1231$ 5,936.8292$
Y 55,819.93$ 58,610.93$ 61,541.48$ 64,618.55$ 67,849.48$ 71,241.95$
H 29.7598$ 31.2478$ 32.8102$ 34.4507$ 36.1733$ 37.9819$
M 5,158.3698$ 5,416.2883$ 5,687.1027$ 5,971.4579$ 6,270.0308$ 6,583.5323$
Y 61,900.44$ 64,995.46$ 68,245.23$ 71,657.49$ 75,240.37$ 79,002.39$
H 20.4359$ 21.4577$ 22.5306$ 23.6571$ 24.8400$ 26.0820$
M 3,542.2234$ 3,719.3345$ 3,905.3013$ 4,100.5663$ 4,305.5946$ 4,520.8744$
Y 42,506.68$ 44,632.01$ 46,863.62$ 49,206.80$ 51,667.14$ 54,250.49$
GRAFFITI TECHNICIAN 28
ENGINEERING INSPECTOR 46
ENGINEERING TECHNICIAN I 36
ENGINEERING TECHNICIAN II 40
COMMUNITY DEVELOPMENT TECHNICIAN II 39
COMMUNITY SERVICES COORDINATOR 36
CODE ENFORCEMENT OFFICER II 38
CODE ENFORCEMENT SUPERVISOR 45
COMMUNITY DEVELOPMENT TECHNICIAN 34
BUILDING INSPECTOR 40
CIP SPECIALIST 45
CODE ENFORCEMENT OFFICER I 34
ASSISTANT PLANNER 43
ASSOCIATE CIVIL ENGINEER 47
ASSOCIATE PLANNER 45
ACCOUNTANT I 44
ADMINISTRATIVE ASSISTANT 34
ASSISTANT ENGINEER 44
ACCOUNT SPECIALIST II 32
ACCOUNT SPECIALIST III 38
CITY OF LAKE ELSINORE
SALARY SCHEDULE
MOU 2021 - 2022 / EXHIBIT B-2
Effective: AUGUST 28, 2021 to JUNE 30, 2022 (*PART-TIME JANUARY 1, 2022 - JUNE 30, 2022)
SALARY STEPS
39
TITLE RANGE 1 2 3 4 5 6
H 41.9412$ 44.0382$ 46.2401$ 48.5522$ 50.9798$ 53.5287$
M 7,269.8038$ 7,633.2940$ 8,014.9587$ 8,415.7067$ 8,836.4920$ 9,278.3166$
Y 87,237.65$ 91,599.53$ 96,179.50$ 100,988.48$ 106,037.90$ 111,339.80$
H 26.7179$ 28.0538$ 29.4565$ 30.9293$ 32.4758$ 34.0995$
M 4,631.0992$ 4,862.6542$ 5,105.7869$ 5,361.0762$ 5,629.1300$ 5,910.5865$
Y 55,573.19$ 58,351.85$ 61,269.44$ 64,332.91$ 67,549.56$ 70,927.04$
H 28.3542$ 29.7719$ 31.2605$ 32.8235$ 34.4647$ 36.1879$
M 4,914.7218$ 5,160.4578$ 5,418.4807$ 5,689.4048$ 5,973.8750$ 6,272.5688$
Y 58,976.66$ 61,925.49$ 65,021.77$ 68,272.86$ 71,686.50$ 75,270.83$
H 27.7906$ 29.1801$ 30.6392$ 32.1711$ 33.7797$ 35.4686$
M 4,817.0398$ 5,057.8917$ 5,310.7863$ 5,576.3257$ 5,855.1419$ 6,147.8990$
Y 57,804.48$ 60,694.70$ 63,729.44$ 66,915.91$ 70,261.70$ 73,774.79$
H 21.1921$ 22.2517$ 23.3643$ 24.5325$ 25.7592$ 27.0471$
M 3,673.3029$ 3,856.9680$ 4,049.8164$ 4,252.3072$ 4,464.9226$ 4,688.1687$
Y 44,079.63$ 46,283.62$ 48,597.80$ 51,027.69$ 53,579.07$ 56,258.02$
H 24.3408$ 25.5578$ 26.8357$ 28.1775$ 29.5864$ 31.0657$
M 4,219.0668$ 4,430.0201$ 4,651.5211$ 4,884.0972$ 5,128.3021$ 5,384.7172$
Y 50,628.80$ 53,160.24$ 55,818.25$ 58,609.17$ 61,539.62$ 64,616.61$
H 25.2069$ 26.4672$ 27.7906$ 29.1801$ 30.6391$ 32.1710$
M 4,369.1877$ 4,587.6471$ 4,817.0294$ 5,057.8809$ 5,310.7749$ 5,576.3137$
Y 52,430.25$ 55,051.76$ 57,804.35$ 60,694.57$ 63,729.30$ 66,915.76$
H 24.3713$ 25.5898$ 26.8693$ 28.2128$ 29.6234$ 31.1046$
M 4,224.3531$ 4,435.5708$ 4,657.3493$ 4,890.2168$ 5,134.7276$ 5,391.4640$
Y 50,692.24$ 53,226.85$ 55,888.19$ 58,682.60$ 61,616.73$ 64,697.57$
H 17.0970$ 17.9519$ 18.8495$ 19.7920$ 20.7816$ 21.8206$
M 2,963.4862$ 3,111.6606$ 3,267.2436$ 3,430.6058$ 3,602.1360$ 3,782.2428$
Y 35,561.83$ 37,339.93$ 39,206.92$ 41,167.27$ 43,225.63$ 45,386.91$
H 22.1053$ 23.2106$ 24.3711$ 25.5897$ 26.8692$ 28.2126$
M 3,831.5919$ 4,023.1715$ 4,224.3301$ 4,435.5466$ 4,657.3239$ 4,890.1901$
Y 45,979.10$ 48,278.06$ 50,691.96$ 53,226.56$ 55,887.89$ 58,682.28$
H 29.7598$ 31.2478$ 32.8102$ 34.4507$ 36.1733$ 37.9819$
M 5,158.3698$ 5,416.2883$ 5,687.1027$ 5,971.4579$ 6,270.0308$ 6,583.5323$
Y 61,900.44$ 64,995.46$ 68,245.23$ 71,657.49$ 75,240.37$ 79,002.39$
H 35.4416$ 37.2137$ 39.0744$ 41.0281$ 43.0795$ 45.2335$
M 6,143.2166$ 6,450.3774$ 6,772.8963$ 7,111.5411$ 7,467.1181$ 7,840.4740$
Y 73,718.60$ 77,404.53$ 81,274.76$ 85,338.49$ 89,605.42$ 94,085.69$
H 33.9153$ 35.6111$ 37.3916$ 39.2612$ 41.2243$ 43.2855$
M 5,878.6530$ 6,172.5857$ 6,481.2150$ 6,805.2757$ 7,145.5395$ 7,502.8165$
Y 70,543.84$ 74,071.03$ 77,774.58$ 81,663.31$ 85,746.47$ 90,033.80$
H 40.7931$ 42.8327$ 44.9744$ 47.2231$ 49.5842$ 52.0634$
M 7,070.7978$ 7,424.3376$ 7,795.5545$ 8,185.3323$ 8,594.5989$ 9,024.3288$
Y 84,849.57$ 89,092.05$ 93,546.65$ 98,223.99$ 103,135.19$ 108,291.95$
H 35.4416$ 37.2137$ 39.0744$ 41.0281$ 43.0795$ 45.2335$
M 6,143.2166$ 6,450.3774$ 6,772.8963$ 7,111.5411$ 7,467.1181$ 7,840.4740$
Y 73,718.60$ 77,404.53$ 81,274.76$ 85,338.49$ 89,605.42$ 94,085.69$
H 35.4416$ 37.2137$ 39.0744$ 41.0281$ 43.0795$ 45.2335$
M 6,143.2166$ 6,450.3774$ 6,772.8963$ 7,111.5411$ 7,467.1181$ 7,840.4740$
Y 73,718.60$ 77,404.53$ 81,274.76$ 85,338.49$ 89,605.42$ 94,085.69$
H 31.8900$ 33.4845$ 35.1587$ 36.9167$ 38.7625$ 40.7006$
M 5,527.5990$ 5,803.9789$ 6,094.1779$ 6,398.8867$ 6,718.8311$ 7,054.7726$
Y 66,331.19$ 69,647.75$ 73,130.13$ 76,786.64$ 80,625.97$ 84,657.27$
H 40.7931$ 42.8327$ 44.9744$ 47.2231$ 49.5842$ 52.0634$
M 7,070.7978$ 7,424.3376$ 7,795.5545$ 8,185.3323$ 8,594.5989$ 9,024.3288$
Y 84,849.57$ 89,092.05$ 93,546.65$ 98,223.99$ 103,135.19$ 108,291.95$
H 31.8900$ 33.4845$ 35.1587$ 36.9167$ 38.7625$ 40.7006$
M 5,527.5990$ 5,803.9789$ 6,094.1779$ 6,398.8867$ 6,718.8311$ 7,054.7726$
Y 66,331.19$ 69,647.75$ 73,130.13$ 76,786.64$ 80,625.97$ 84,657.27$
H 30.4700$ 31.9934$ 33.5931$ 35.2728$ 37.0364$ 38.8882$
M 5,281.4580$ 5,545.5309$ 5,822.8074$ 6,113.9478$ 6,419.6452$ 6,740.6275$
Y 63,377.50$ 66,546.37$ 69,873.69$ 73,367.37$ 77,035.74$ 80,887.53$
H 40.7930$ 42.8326$ 44.9742$ 47.2230$ 49.5841$ 52.0633$
M 7,070.7801$ 7,424.3191$ 7,795.5350$ 8,185.3118$ 8,594.5774$ 9,024.3062$
Y 84,849.36$ 89,091.83$ 93,546.42$ 98,223.74$ 103,134.93$ 108,291.67$
H 26.8365$ 28.1783$ 29.5872$ 31.0666$ 32.6199$ 34.2509$
M 4,651.6610$ 4,884.2441$ 5,128.4563$ 5,384.8791$ 5,654.1231$ 5,936.8292$
Y 55,819.93$ 58,610.93$ 61,541.48$ 64,618.55$ 67,849.48$ 71,241.95$
SENIOR PLANNER 47
SPECIAL EVENTS COORDINATOR 36
SENIOR COMMUNITY DEVELOPMENT TECHNICIAN 42
SENIOR ENGINEERING TECHNICIAN 42
SENIOR LEAD WORKER 41
SENIOR CONSTRUCTION INSPECTOR 47
SENIOR ACCOUNTANT 47
SENIOR BUILDING INSPECTOR 45
SENIOR CODE ENFORCEMENT OFFICER 45
PUBLIC WORKS INSPECTOR 40
PUBLIC WORKS SUPERVISOR 45
RECREATION SUPERVISOR 44
OFFICE SPECIALIST II 25
OFFICE SPECIALIST III 30
MAINTENANCE WORKER I 29
MAINTENANCE WORKER II 32
MECHANIC 33
MAINTENANCE WORKER III 34
INFORMATION TECHNOLOGY TECHNICIAN II 39
LEAD WORKER 37
INFORMATION TECHNOLOGY ANALYST 48
INFORMATION TECHNOLOGY TECHNICIAN I 35
CITY OF LAKE ELSINORE
SALARY SCHEDULE
MOU 2021 - 2022 / EXHIBIT B-2
Effective: AUGUST 28, 2021 to JUNE 30, 2022 (*PART-TIME JANUARY 1, 2022 - JUNE 30, 2022)
SALARY STEPS
40
TITLE RANGE 1 2 3 4 5 6
H 24.58$ 25.81$ 27.10$ 28.46$ 29.88$ 31.38$
M 4,261.26$ 4,474.32$ 4,698.04$ 4,932.94$ 5,179.59$ 5,438.56$
Y 51,135.09$ 53,691.84$ 56,376.44$ 59,195.26$ 62,155.02$ 65,262.77$
H 28.48$ 29.90$ 31.40$ 32.97$ 34.61$ 36.34$
M 4,936.02$ 5,182.82$ 5,441.96$ 5,714.06$ 5,999.77$ 6,299.75$
Y 59,232.27$ 62,193.88$ 65,303.57$ 68,568.75$ 71,997.19$ 75,597.05$
H 34.25$ 35.97$ 37.77$ 39.65$ 41.64$ 43.72$
M 5,937.44$ 6,234.31$ 6,546.03$ 6,873.33$ 7,216.99$ 7,577.84$
Y 71,249.26$ 74,811.73$ 78,552.31$ 82,479.93$ 86,603.92$ 90,934.12$
H 25.46$ 26.73$ 28.07$ 29.47$ 30.95$ 32.49$
M 4,412.87$ 4,633.51$ 4,865.19$ 5,108.45$ 5,363.87$ 5,632.07$
Y 52,954.45$ 55,602.17$ 58,382.28$ 61,301.39$ 64,366.46$ 67,584.78$
H 34.25$ 35.97$ 37.77$ 39.65$ 41.64$ 43.72$
M 5,937.44$ 6,234.31$ 6,546.03$ 6,873.33$ 7,216.99$ 7,577.84$
Y 71,249.26$ 74,811.73$ 78,552.31$ 82,479.93$ 86,603.92$ 90,934.12$
H 32.93$ 34.57$ 36.30$ 38.12$ 40.02$ 42.02$
M 5,707.16$ 5,992.51$ 6,292.14$ 6,606.75$ 6,937.08$ 7,283.94$
Y 68,485.87$ 71,910.16$ 75,505.67$ 79,280.96$ 83,245.00$ 87,407.25$
H 41.20$ 43.26$ 45.42$ 47.70$ 50.08$ 52.58$
M 7,141.49$ 7,498.57$ 7,873.50$ 8,267.17$ 8,680.53$ 9,114.56$
Y 85,697.93$ 89,982.83$ 94,481.97$ 99,206.07$ 104,166.37$ 109,374.69$
H 35.80$ 37.59$ 39.47$ 41.44$ 43.51$ 45.69$
M 6,204.64$ 6,514.87$ 6,840.62$ 7,182.65$ 7,541.78$ 7,918.87$
Y 74,455.71$ 78,178.50$ 82,087.42$ 86,191.80$ 90,501.38$ 95,026.45$
H 30.06$ 31.56$ 33.14$ 34.80$ 36.53$ 38.36$
M 5,209.95$ 5,470.45$ 5,743.97$ 6,031.17$ 6,332.73$ 6,649.36$
Y 62,519.39$ 65,645.36$ 68,927.63$ 72,374.01$ 75,992.71$ 79,792.34$
H 35.80$ 37.59$ 39.47$ 41.44$ 43.51$ 45.69$
M 6,204.64$ 6,514.87$ 6,840.62$ 7,182.65$ 7,541.78$ 7,918.87$
Y 74,455.71$ 78,178.50$ 82,087.42$ 86,191.80$ 90,501.38$ 95,026.45$
H 25.46$ 26.73$ 28.07$ 29.47$ 30.95$ 32.49$
M 4,412.87$ 4,633.51$ 4,865.19$ 5,108.45$ 5,363.87$ 5,632.07$
Y 52,954.45$ 55,602.17$ 58,382.28$ 61,301.39$ 64,366.46$ 67,584.78$
H 28.48$ 29.90$ 31.40$ 32.97$ 34.61$ 36.34$
M 4,936.00$ 5,182.80$ 5,441.95$ 5,714.04$ 5,999.74$ 6,299.73$
Y 59,232.06$ 62,193.66$ 65,303.34$ 68,568.51$ 71,996.93$ 75,596.78$
H 35.80$ 37.59$ 39.47$ 41.44$ 43.51$ 45.69$
M 6,204.64$ 6,514.87$ 6,840.62$ 7,182.65$ 7,541.78$ 7,918.87$
Y 74,455.71$ 78,178.50$ 82,087.42$ 86,191.80$ 90,501.38$ 95,026.45$
H 25.46$ 26.73$ 28.07$ 29.47$ 30.95$ 32.49$
M 4,412.87$ 4,633.51$ 4,865.19$ 5,108.45$ 5,363.87$ 5,632.07$
Y 52,954.45$ 55,602.17$ 58,382.28$ 61,301.39$ 64,366.46$ 67,584.78$
H 28.64$ 30.07$ 31.57$ 33.15$ 34.81$ 36.55$
M 4,963.84$ 5,212.03$ 5,472.63$ 5,746.27$ 6,033.58$ 6,335.26$
Y 59,566.08$ 62,544.39$ 65,671.61$ 68,955.19$ 72,402.95$ 76,023.09$
H 27.10$ 28.46$ 29.88$ 31.38$ 32.95$ 34.59$
M 4,698.18$ 4,933.09$ 5,179.74$ 5,438.73$ 5,710.66$ 5,996.20$
Y 56,378.12$ 59,197.03$ 62,156.88$ 65,264.72$ 68,527.96$ 71,954.35$
H 35.98$ 37.78$ 39.67$ 41.65$ 43.74$ 45.92$
M 6,236.93$ 6,548.77$ 6,876.21$ 7,220.02$ 7,581.02$ 7,960.07$
Y 74,843.10$ 78,585.26$ 82,514.52$ 86,640.24$ 90,972.26$ 95,520.87$
H 27.10$ 28.46$ 29.88$ 31.38$ 32.95$ 34.59$
M 4,698.18$ 4,933.09$ 5,179.74$ 5,438.73$ 5,710.66$ 5,996.20$
Y 56,378.12$ 59,197.03$ 62,156.88$ 65,264.72$ 68,527.96$ 71,954.35$
H 30.06$ 31.56$ 33.14$ 34.80$ 36.53$ 38.36$
M 5,209.95$ 5,470.45$ 5,743.97$ 6,031.17$ 6,332.73$ 6,649.36$
Y 62,519.39$ 65,645.36$ 68,927.63$ 72,374.01$ 75,992.71$ 79,792.34$
H 20.64$ 21.67$ 22.76$ 23.89$ 25.09$ 26.34$
M 3,577.64$ 3,756.53$ 3,944.35$ 4,141.57$ 4,348.65$ 4,566.08$
Y 42,931.74$ 45,078.33$ 47,332.24$ 49,698.85$ 52,183.80$ 54,792.99$
ENGINEERING TECHNICIAN II 40
GRAFFITI TECHNICIAN 28
COMMUNITY SERVICES COORDINATOR 36
ENGINEERING INSPECTOR 46
ENGINEERING TECHNICIAN I 36
CODE ENFORCEMENT SUPERVISOR 45
COMMUNITY DEVELOPMENT TECHNICIAN 34
COMMUNITY DEVELOPMENT TECHNICIAN II 39
CODE ENFORCEMENT OFFICER I 34
CODE ENFORCEMENT OFFICER II 38
ASSOCIATE CIVIL ENGINEER 47
ASSOCIATE PLANNER 45
BUILDING INSPECTOR 40
ASSISTANT PLANNER 43
ACCOUNT SPECIALIST II 32
ACCOUNT SPECIALIST III 38
ACCOUNTANT I 44
CIP SPECIALIST 45
CITY OF LAKE ELSINORE
SALARY SCHEDULE
MOU 2022 - 2023 / EXHIBIT B-3
Effective: JULY 2, 2022 to JUNE 30, 2023
SALARY STEPS
ADMINISTRATIVE ASSISTANT 34
ASSISTANT ENGINEER 44
41
TITLE RANGE 1 2 3 4 5 6
H 42.36$ 44.48$ 46.70$ 49.04$ 51.49$ 54.06$
M 7,342.49$ 7,709.61$ 8,095.09$ 8,499.85$ 8,924.84$ 9,371.08$
Y 88,109.86$ 92,515.36$ 97,141.12$ 101,998.18$ 107,098.09$ 112,452.99$
H 26.98$ 28.33$ 29.75$ 31.24$ 32.80$ 34.44$
M 4,677.40$ 4,911.27$ 5,156.83$ 5,414.67$ 5,685.40$ 5,969.67$
Y 56,128.75$ 58,935.19$ 61,881.95$ 64,976.05$ 68,224.85$ 71,636.09$
H 28.64$ 30.07$ 31.57$ 33.15$ 34.81$ 36.55$
M 4,963.86$ 5,212.05$ 5,472.65$ 5,746.29$ 6,033.60$ 6,335.28$
Y 59,566.29$ 62,544.61$ 65,671.84$ 68,955.43$ 72,403.20$ 76,023.36$
H 28.07$ 29.47$ 30.95$ 32.49$ 34.12$ 35.82$
M 4,865.21$ 5,108.47$ 5,363.89$ 5,632.09$ 5,913.69$ 6,209.37$
Y 58,382.49$ 61,301.62$ 64,366.70$ 67,585.03$ 70,964.28$ 74,512.50$
H 21.40$ 22.47$ 23.60$ 24.78$ 26.02$ 27.32$
M 3,710.03$ 3,895.53$ 4,090.31$ 4,294.82$ 4,509.57$ 4,735.04$
Y 44,520.36$ 46,746.38$ 49,083.70$ 51,537.89$ 54,114.78$ 56,820.52$
H 24.58$ 25.81$ 27.10$ 28.46$ 29.88$ 31.38$
M 4,261.25$ 4,474.31$ 4,698.02$ 4,932.92$ 5,179.57$ 5,438.55$
Y 51,134.94$ 53,691.69$ 56,376.27$ 59,195.09$ 62,154.84$ 65,262.58$
H 25.46$ 26.73$ 28.07$ 29.47$ 30.95$ 32.49$
M 4,412.87$ 4,633.51$ 4,865.19$ 5,108.45$ 5,363.87$ 5,632.07$
Y 52,954.45$ 55,602.17$ 58,382.28$ 61,301.39$ 64,366.46$ 67,584.78$
H 24.61$ 25.85$ 27.14$ 28.49$ 29.92$ 31.42$
M 4,266.58$ 4,479.91$ 4,703.91$ 4,939.11$ 5,186.06$ 5,445.36$
Y 51,199.02$ 53,758.97$ 56,446.92$ 59,269.26$ 62,232.73$ 65,344.36$
H 17.27$ 18.13$ 19.04$ 19.99$ 20.99$ 22.04$
M 2,993.11$ 3,142.77$ 3,299.91$ 3,464.90$ 3,638.15$ 3,820.06$
Y 35,917.38$ 37,713.25$ 39,598.91$ 41,578.85$ 43,657.80$ 45,840.69$
H 22.33$ 23.44$ 24.61$ 25.85$ 27.14$ 28.49$
M 3,869.90$ 4,063.40$ 4,266.57$ 4,479.89$ 4,703.89$ 4,939.08$
Y 46,438.81$ 48,760.75$ 51,198.79$ 53,758.73$ 56,446.67$ 59,269.00$
H 30.06$ 31.56$ 33.14$ 34.80$ 36.53$ 38.36$
M 5,209.95$ 5,470.45$ 5,743.97$ 6,031.17$ 6,332.73$ 6,649.36$
Y 62,519.39$ 65,645.36$ 68,927.63$ 72,374.01$ 75,992.71$ 79,792.34$
H 35.80$ 37.59$ 39.47$ 41.44$ 43.51$ 45.69$
M 6,204.64$ 6,514.87$ 6,840.62$ 7,182.65$ 7,541.78$ 7,918.87$
Y 74,455.71$ 78,178.50$ 82,087.42$ 86,191.80$ 90,501.38$ 95,026.45$
H 34.25$ 35.97$ 37.77$ 39.65$ 41.64$ 43.72$
M 5,937.44$ 6,234.31$ 6,546.03$ 6,873.33$ 7,216.99$ 7,577.84$
Y 71,249.26$ 74,811.73$ 78,552.31$ 82,479.93$ 86,603.92$ 90,934.12$
H 41.20$ 43.26$ 45.42$ 47.70$ 50.08$ 52.58$
M 7,141.49$ 7,498.57$ 7,873.50$ 8,267.17$ 8,680.53$ 9,114.56$
Y 85,697.93$ 89,982.83$ 94,481.97$ 99,206.07$ 104,166.37$ 109,374.69$
H 35.80$ 37.59$ 39.47$ 41.44$ 43.51$ 45.69$
M 6,204.64$ 6,514.87$ 6,840.62$ 7,182.65$ 7,541.78$ 7,918.87$
Y 74,455.71$ 78,178.50$ 82,087.42$ 86,191.80$ 90,501.38$ 95,026.45$
H 35.80$ 37.59$ 39.47$ 41.44$ 43.51$ 45.69$
M 6,204.64$ 6,514.87$ 6,840.62$ 7,182.65$ 7,541.78$ 7,918.87$
Y 74,455.71$ 78,178.50$ 82,087.42$ 86,191.80$ 90,501.38$ 95,026.45$
H 32.21$ 33.82$ 35.51$ 37.29$ 39.15$ 41.11$
M 5,582.86$ 5,862.00$ 6,155.10$ 6,462.86$ 6,786.00$ 7,125.30$
Y 66,994.30$ 70,344.02$ 73,861.22$ 77,554.28$ 81,431.99$ 85,503.59$
H 41.20$ 43.26$ 45.42$ 47.70$ 50.08$ 52.58$
M 7,141.49$ 7,498.57$ 7,873.50$ 8,267.17$ 8,680.53$ 9,114.56$
Y 85,697.93$ 89,982.83$ 94,481.97$ 99,206.07$ 104,166.37$ 109,374.69$
H 32.21$ 33.82$ 35.51$ 37.29$ 39.15$ 41.11$
M 5,582.86$ 5,862.00$ 6,155.10$ 6,462.86$ 6,786.00$ 7,125.30$
Y 66,994.30$ 70,344.02$ 73,861.22$ 77,554.28$ 81,431.99$ 85,503.59$
H 30.77$ 32.31$ 33.93$ 35.63$ 37.41$ 39.28$
M 5,334.26$ 5,600.98$ 5,881.03$ 6,175.08$ 6,483.83$ 6,808.02$
Y 64,011.17$ 67,211.72$ 70,572.31$ 74,100.93$ 77,805.97$ 81,696.27$
H 41.20$ 43.26$ 45.42$ 47.70$ 50.08$ 52.58$
M 7,141.48$ 7,498.55$ 7,873.48$ 8,267.15$ 8,680.51$ 9,114.54$
Y 85,697.72$ 89,982.61$ 94,481.74$ 99,205.83$ 104,166.12$ 109,374.43$
H 27.10$ 28.46$ 29.88$ 31.38$ 32.95$ 34.59$
M 4,698.18$ 4,933.09$ 5,179.74$ 5,438.73$ 5,710.66$ 5,996.20$
Y 56,378.12$ 59,197.03$ 62,156.88$ 65,264.72$ 68,527.96$ 71,954.35$
SENIOR LEAD WORKER 41
SENIOR PLANNER 47
SPECIAL EVENTS COORDINATOR 36
SENIOR COMMUNITY DEVELOPMENT TECHNICIAN 42
SENIOR CONSTRUCTION INSPECTOR 47
SENIOR ENGINEERING TECHNICIAN 42
SENIOR ACCOUNTANT 47
SENIOR BUILDING INSPECTOR 45
SENIOR CODE ENFORCEMENT OFFICER 45
PUBLIC WORKS INSPECTOR 40
PUBLIC WORKS SUPERVISOR 45
RECREATION SUPERVISOR 44
MECHANIC 33
OFFICE SPECIALIST II 25
OFFICE SPECIALIST III 30
MAINTENANCE WORKER I 29
MAINTENANCE WORKER II 32
MAINTENANCE WORKER III 34
INFORMATION TECHNOLOGY TECHNICIAN I 35
INFORMATION TECHNOLOGY TECHNICIAN II 39
LEAD WORKER 37
INFORMATION TECHNOLOGY ANALYST 48
CITY OF LAKE ELSINORE
SALARY SCHEDULE
MOU 2022 - 2023 / EXHIBIT B-3
Effective: JULY 2, 2022 to JUNE 30, 2023
SALARY STEPS
42
TITLE RANGE 1 2 3 4 5 6
H 25.08$ 26.33$ 27.65$ 29.03$ 30.48$ 32.00$
M 4,346.47$ 4,563.79$ 4,791.98$ 5,031.58$ 5,283.16$ 5,547.32$
Y 52,157.63$ 54,765.51$ 57,503.78$ 60,378.97$ 63,397.92$ 66,567.82$
H 29.05$ 30.50$ 32.02$ 33.63$ 35.31$ 37.07$
M 5,034.73$ 5,286.47$ 5,550.79$ 5,828.33$ 6,119.75$ 6,425.74$
Y 60,416.80$ 63,437.64$ 66,609.53$ 69,940.00$ 73,437.00$ 77,108.85$
H 34.94$ 36.69$ 38.52$ 40.45$ 42.47$ 44.59$
M 6,056.18$ 6,358.99$ 6,676.94$ 7,010.78$ 7,361.32$ 7,729.39$
Y 72,674.14$ 76,307.84$ 80,123.23$ 84,129.40$ 88,335.87$ 92,752.66$
H 25.97$ 27.27$ 28.63$ 30.06$ 31.56$ 33.14$
M 4,501.12$ 4,726.17$ 4,962.48$ 5,210.60$ 5,471.13$ 5,744.69$
Y 54,013.39$ 56,714.06$ 59,549.76$ 62,527.25$ 65,653.61$ 68,936.29$
H 34.94$ 36.69$ 38.52$ 40.45$ 42.47$ 44.59$
M 6,056.18$ 6,358.99$ 6,676.94$ 7,010.78$ 7,361.32$ 7,729.39$
Y 72,674.14$ 76,307.84$ 80,123.23$ 84,129.40$ 88,335.87$ 92,752.66$
H 33.58$ 35.26$ 37.03$ 38.88$ 40.82$ 42.86$
M 5,821.28$ 6,112.35$ 6,417.96$ 6,738.86$ 7,075.80$ 7,429.59$
Y 69,855.38$ 73,348.15$ 77,015.55$ 80,866.33$ 84,909.65$ 89,155.13$
H 42.02$ 44.13$ 46.33$ 48.65$ 51.08$ 53.64$
M 7,284.32$ 7,648.54$ 8,030.96$ 8,432.51$ 8,854.14$ 9,296.84$
Y 87,411.83$ 91,782.42$ 96,371.54$ 101,190.12$ 106,249.63$ 111,562.11$
H 36.51$ 38.34$ 40.25$ 42.27$ 44.38$ 46.60$
M 6,328.73$ 6,645.17$ 6,977.43$ 7,326.30$ 7,692.61$ 8,077.24$
Y 75,944.79$ 79,742.03$ 83,729.13$ 87,915.59$ 92,311.37$ 96,926.94$
H 30.66$ 32.19$ 33.80$ 35.49$ 37.27$ 39.13$
M 5,314.13$ 5,579.84$ 5,858.83$ 6,151.77$ 6,459.36$ 6,782.33$
Y 63,769.57$ 66,958.05$ 70,305.95$ 73,821.25$ 77,512.31$ 81,387.92$
H 36.51$ 38.34$ 40.25$ 42.27$ 44.38$ 46.60$
M 6,328.73$ 6,645.17$ 6,977.43$ 7,326.30$ 7,692.61$ 8,077.24$
Y 75,944.79$ 79,742.03$ 83,729.13$ 87,915.59$ 92,311.37$ 96,926.94$
H 25.97$ 27.27$ 28.63$ 30.06$ 31.56$ 33.14$
M 4,501.12$ 4,726.17$ 4,962.48$ 5,210.60$ 5,471.13$ 5,744.69$
Y 54,013.39$ 56,714.06$ 59,549.76$ 62,527.25$ 65,653.61$ 68,936.29$
H 29.05$ 30.50$ 32.02$ 33.62$ 35.31$ 37.07$
M 5,034.72$ 5,286.45$ 5,550.77$ 5,828.31$ 6,119.73$ 6,425.72$
Y 60,416.59$ 63,437.42$ 66,609.29$ 69,939.76$ 73,436.74$ 77,108.58$
H 36.51$ 38.34$ 40.25$ 42.27$ 44.38$ 46.60$
M 6,328.73$ 6,645.17$ 6,977.43$ 7,326.30$ 7,692.61$ 8,077.24$
Y 75,944.79$ 79,742.03$ 83,729.13$ 87,915.59$ 92,311.37$ 96,926.94$
H 25.97$ 27.27$ 28.63$ 30.06$ 31.56$ 33.14$
M 4,501.12$ 4,726.17$ 4,962.48$ 5,210.60$ 5,471.13$ 5,744.69$
Y 54,013.39$ 56,714.06$ 59,549.76$ 62,527.25$ 65,653.61$ 68,936.29$
H 29.21$ 30.67$ 32.20$ 33.81$ 35.51$ 37.28$
M 5,063.11$ 5,316.27$ 5,582.08$ 5,861.18$ 6,154.24$ 6,461.95$
Y 60,757.32$ 63,795.19$ 66,984.95$ 70,334.19$ 73,850.90$ 77,543.45$
H 27.65$ 29.03$ 30.48$ 32.00$ 33.60$ 35.29$
M 4,792.13$ 5,031.74$ 5,283.32$ 5,547.49$ 5,824.86$ 6,116.11$
Y 57,505.54$ 60,380.82$ 63,399.86$ 66,569.86$ 69,898.35$ 73,393.27$
H 36.70$ 38.54$ 40.46$ 42.49$ 44.61$ 46.84$
M 6,361.65$ 6,679.74$ 7,013.72$ 7,364.41$ 7,732.63$ 8,119.26$
Y 76,339.84$ 80,156.83$ 84,164.67$ 88,372.90$ 92,791.55$ 97,431.12$
H 27.65$ 29.03$ 30.48$ 32.00$ 33.60$ 35.29$
M 4,792.13$ 5,031.74$ 5,283.32$ 5,547.49$ 5,824.86$ 6,116.11$
Y 57,505.54$ 60,380.82$ 63,399.86$ 66,569.86$ 69,898.35$ 73,393.27$
H 30.66$ 32.19$ 33.80$ 35.49$ 37.27$ 39.13$
M 5,314.13$ 5,579.84$ 5,858.83$ 6,151.77$ 6,459.36$ 6,782.33$
Y 63,769.57$ 66,958.05$ 70,305.95$ 73,821.25$ 77,512.31$ 81,387.92$
H 21.05$ 22.11$ 23.21$ 24.37$ 25.59$ 26.87$
M 3,649.19$ 3,831.65$ 4,023.23$ 4,224.39$ 4,435.61$ 4,657.39$
Y 43,790.25$ 45,979.76$ 48,278.75$ 50,692.69$ 53,227.32$ 55,888.69$
ENGINEERING TECHNICIAN II 40
GRAFFITI TECHNICIAN 28
COMMUNITY SERVICES COORDINATOR 36
ENGINEERING INSPECTOR 46
ENGINEERING TECHNICIAN I 36
CODE ENFORCEMENT SUPERVISOR 45
COMMUNITY DEVELOPMENT TECHNICIAN 34
COMMUNITY DEVELOPMENT TECHNICIAN II 39
CODE ENFORCEMENT OFFICER I 34
CODE ENFORCEMENT OFFICER II 38
ASSOCIATE CIVIL ENGINEER 47
ASSOCIATE PLANNER 45
BUILDING INSPECTOR 40
ASSISTANT PLANNER 43
ACCOUNT SPECIALIST II 32
ACCOUNT SPECIALIST III 38
ACCOUNTANT I 44
CIP SPECIALIST 45
CITY OF LAKE ELSINORE
SALARY SCHEDULE
MOU 2023 - 2024 / EXHIBIT B-4
Effective: JULY 1, 2023 to JUNE 30, 2024
SALARY STEPS
ADMINISTRATIVE ASSISTANT 34
ASSISTANT ENGINEER 44
43
TITLE RANGE 1 2 3 4 5 6
H 43.21$ 45.37$ 47.64$ 50.02$ 52.52$ 55.15$
M 7,489.34$ 7,863.80$ 8,256.99$ 8,669.84$ 9,103.34$ 9,558.50$
Y 89,872.04$ 94,365.64$ 99,083.92$ 104,038.12$ 109,240.02$ 114,702.02$
H 27.52$ 28.90$ 30.35$ 31.86$ 33.46$ 35.13$
M 4,770.93$ 5,009.48$ 5,259.95$ 5,522.95$ 5,799.10$ 6,089.05$
Y 57,251.16$ 60,113.72$ 63,119.41$ 66,275.38$ 69,589.15$ 73,068.60$
H 29.21$ 30.67$ 32.20$ 33.81$ 35.51$ 37.28$
M 5,063.13$ 5,316.28$ 5,582.10$ 5,861.20$ 6,154.26$ 6,461.98$
Y 60,757.53$ 63,795.41$ 66,985.18$ 70,334.44$ 73,851.16$ 77,543.72$
H 28.63$ 30.06$ 31.56$ 33.14$ 34.80$ 36.54$
M 4,962.51$ 5,210.64$ 5,471.17$ 5,744.73$ 6,031.96$ 6,333.56$
Y 59,550.13$ 62,527.64$ 65,654.02$ 68,936.72$ 72,383.55$ 76,002.73$
H 21.83$ 22.92$ 24.07$ 25.27$ 26.54$ 27.86$
M 3,784.23$ 3,973.44$ 4,172.11$ 4,380.72$ 4,599.75$ 4,829.74$
Y 45,410.73$ 47,681.26$ 50,065.33$ 52,568.59$ 55,197.02$ 57,956.87$
H 25.08$ 26.33$ 27.65$ 29.03$ 30.48$ 32.00$
M 4,346.47$ 4,563.79$ 4,791.98$ 5,031.58$ 5,283.16$ 5,547.32$
Y 52,157.63$ 54,765.51$ 57,503.78$ 60,378.97$ 63,397.92$ 66,567.82$
H 25.97$ 27.27$ 28.63$ 30.06$ 31.56$ 33.14$
M 4,501.12$ 4,726.17$ 4,962.48$ 5,210.60$ 5,471.13$ 5,744.69$
Y 54,013.39$ 56,714.06$ 59,549.76$ 62,527.25$ 65,653.61$ 68,936.29$
H 25.11$ 26.36$ 27.68$ 29.06$ 30.52$ 32.04$
M 4,351.91$ 4,569.51$ 4,797.99$ 5,037.88$ 5,289.78$ 5,554.27$
Y 52,222.97$ 54,834.12$ 57,575.83$ 60,454.62$ 63,477.35$ 66,651.22$
H 17.61$ 18.49$ 19.42$ 20.39$ 21.41$ 22.48$
M 3,052.96$ 3,205.61$ 3,365.89$ 3,534.19$ 3,710.90$ 3,896.44$
Y 36,635.58$ 38,467.36$ 40,390.72$ 42,410.26$ 44,530.77$ 46,757.31$
H 22.77$ 23.91$ 25.11$ 26.36$ 27.68$ 29.06$
M 3,947.29$ 4,144.65$ 4,351.89$ 4,569.48$ 4,797.96$ 5,037.85$
Y 47,367.48$ 49,735.85$ 52,222.64$ 54,833.78$ 57,575.47$ 60,454.24$
H 30.66$ 32.19$ 33.80$ 35.49$ 37.27$ 39.13$
M 5,314.13$ 5,579.84$ 5,858.83$ 6,151.77$ 6,459.36$ 6,782.33$
Y 63,769.57$ 66,958.05$ 70,305.95$ 73,821.25$ 77,512.31$ 81,387.92$
H 36.51$ 38.34$ 40.25$ 42.27$ 44.38$ 46.60$
M 6,328.73$ 6,645.17$ 6,977.43$ 7,326.30$ 7,692.61$ 8,077.24$
Y 75,944.79$ 79,742.03$ 83,729.13$ 87,915.59$ 92,311.37$ 96,926.94$
H 34.94$ 36.69$ 38.52$ 40.45$ 42.47$ 44.59$
M 6,056.18$ 6,358.99$ 6,676.94$ 7,010.78$ 7,361.32$ 7,729.39$
Y 72,674.14$ 76,307.84$ 80,123.23$ 84,129.40$ 88,335.87$ 92,752.66$
H 42.02$ 44.13$ 46.33$ 48.65$ 51.08$ 53.64$
M 7,284.32$ 7,648.54$ 8,030.96$ 8,432.51$ 8,854.14$ 9,296.84$
Y 87,411.83$ 91,782.42$ 96,371.54$ 101,190.12$ 106,249.63$ 111,562.11$
H 36.51$ 38.34$ 40.25$ 42.27$ 44.38$ 46.60$
M 6,328.73$ 6,645.17$ 6,977.43$ 7,326.30$ 7,692.61$ 8,077.24$
Y 75,944.79$ 79,742.03$ 83,729.13$ 87,915.59$ 92,311.37$ 96,926.94$
H 36.51$ 38.34$ 40.25$ 42.27$ 44.38$ 46.60$
M 6,328.73$ 6,645.17$ 6,977.43$ 7,326.30$ 7,692.61$ 8,077.24$
Y 75,944.79$ 79,742.03$ 83,729.13$ 87,915.59$ 92,311.37$ 96,926.94$
H 32.85$ 34.50$ 36.22$ 38.03$ 39.93$ 41.93$
M 5,694.50$ 5,979.22$ 6,278.18$ 6,592.09$ 6,921.70$ 7,267.78$
Y 68,333.98$ 71,750.68$ 75,338.21$ 79,105.12$ 83,060.38$ 87,213.40$
H 42.02$ 44.13$ 46.33$ 48.65$ 51.08$ 53.64$
M 7,284.32$ 7,648.54$ 8,030.96$ 8,432.51$ 8,854.14$ 9,296.84$
Y 87,411.83$ 91,782.42$ 96,371.54$ 101,190.12$ 106,249.63$ 111,562.11$
H 32.85$ 34.50$ 36.22$ 38.03$ 39.93$ 41.93$
M 5,694.50$ 5,979.22$ 6,278.18$ 6,592.09$ 6,921.70$ 7,267.78$
Y 68,333.98$ 71,750.68$ 75,338.21$ 79,105.12$ 83,060.38$ 87,213.40$
H 31.39$ 32.96$ 34.61$ 36.34$ 38.15$ 40.06$
M 5,440.93$ 5,712.98$ 5,998.63$ 6,298.56$ 6,613.49$ 6,944.16$
Y 65,291.18$ 68,555.74$ 71,983.53$ 75,582.70$ 79,361.84$ 83,329.93$
H 42.02$ 44.13$ 46.33$ 48.65$ 51.08$ 53.64$
M 7,284.30$ 7,648.52$ 8,030.94$ 8,432.49$ 8,854.11$ 9,296.82$
Y 87,411.62$ 91,782.20$ 96,371.31$ 101,189.87$ 106,249.37$ 111,561.84$
H 27.65$ 29.03$ 30.48$ 32.00$ 33.60$ 35.29$
M 4,792.13$ 5,031.74$ 5,283.32$ 5,547.49$ 5,824.86$ 6,116.11$
Y 57,505.54$ 60,380.82$ 63,399.86$ 66,569.86$ 69,898.35$ 73,393.27$
SENIOR LEAD WORKER 41
SENIOR PLANNER 47
SPECIAL EVENTS COORDINATOR 36
SENIOR COMMUNITY DEVELOPMENT TECHNICIAN 42
SENIOR CONSTRUCTION INSPECTOR 47
SENIOR ENGINEERING TECHNICIAN 42
SENIOR ACCOUNTANT 47
SENIOR BUILDING INSPECTOR 45
SENIOR CODE ENFORCEMENT OFFICER 45
PUBLIC WORKS INSPECTOR 40
PUBLIC WORKS SUPERVISOR 45
RECREATION SUPERVISOR 44
MECHANIC 33
OFFICE SPECIALIST II 25
OFFICE SPECIALIST III 30
MAINTENANCE WORKER I 29
MAINTENANCE WORKER II 32
MAINTENANCE WORKER III 34
INFORMATION TECHNOLOGY TECHNICIAN I 35
INFORMATION TECHNOLOGY TECHNICIAN II 39
LEAD WORKER 37
INFORMATION TECHNOLOGY ANALYST 48
CITY OF LAKE ELSINORE
SALARY SCHEDULE
MOU 2023 - 2024 / EXHIBIT B-4
Effective: JULY 1, 2023 to JUNE 30, 2024
SALARY STEPS
44
TITLE RANGE 1 2 3 4 5 6
H 25.33$ 26.59$ 27.92$ 29.32$ 30.78$ 32.32$
M 4,389.94$ 4,609.43$ 4,839.91$ 5,081.90$ 5,336.00$ 5,602.80$
Y 52,679.24$ 55,313.20$ 58,078.86$ 60,982.81$ 64,031.95$ 67,233.54$
H 29.34$ 30.80$ 32.34$ 33.96$ 35.66$ 37.44$
M 5,085.07$ 5,339.33$ 5,606.29$ 5,886.61$ 6,180.94$ 6,489.99$
Y 61,020.89$ 64,071.93$ 67,275.53$ 70,639.30$ 74,171.27$ 77,879.83$
H 35.29$ 37.05$ 38.91$ 40.85$ 42.89$ 45.04$
M 6,116.74$ 6,422.58$ 6,743.71$ 7,080.89$ 7,434.94$ 7,806.68$
Y 73,400.90$ 77,070.95$ 80,924.49$ 84,970.72$ 89,219.25$ 93,680.22$
H 26.23$ 27.54$ 28.92$ 30.36$ 31.88$ 33.47$
M 4,546.13$ 4,773.44$ 5,012.11$ 5,262.72$ 5,525.85$ 5,802.14$
Y 54,553.57$ 57,281.25$ 60,145.32$ 63,152.58$ 66,310.21$ 69,625.72$
H 35.29$ 37.05$ 38.91$ 40.85$ 42.89$ 45.04$
M 6,116.74$ 6,422.58$ 6,743.71$ 7,080.89$ 7,434.94$ 7,806.68$
Y 73,400.90$ 77,070.95$ 80,924.49$ 84,970.72$ 89,219.25$ 93,680.22$
H 33.92$ 35.62$ 37.40$ 39.27$ 41.23$ 43.29$
M 5,879.51$ 6,173.48$ 6,482.16$ 6,806.27$ 7,146.58$ 7,503.91$
Y 70,554.11$ 74,081.81$ 77,785.90$ 81,675.20$ 85,758.96$ 90,046.91$
H 42.45$ 44.57$ 46.80$ 49.14$ 51.59$ 54.17$
M 7,357.16$ 7,725.02$ 8,111.27$ 8,516.83$ 8,942.67$ 9,389.81$
Y 88,285.91$ 92,700.21$ 97,335.22$ 102,201.98$ 107,312.08$ 112,677.68$
H 36.88$ 38.72$ 40.66$ 42.69$ 44.82$ 47.07$
M 6,392.02$ 6,711.62$ 7,047.20$ 7,399.56$ 7,769.54$ 8,158.01$
Y 76,704.20$ 80,539.41$ 84,566.38$ 88,794.70$ 93,234.43$ 97,896.16$
H 30.97$ 32.51$ 34.14$ 35.85$ 37.64$ 39.52$
M 5,367.28$ 5,635.65$ 5,917.43$ 6,213.30$ 6,523.96$ 6,850.16$
Y 64,407.38$ 67,627.75$ 71,009.13$ 74,559.59$ 78,287.57$ 82,201.95$
H 36.88$ 38.72$ 40.66$ 42.69$ 44.82$ 47.07$
M 6,392.02$ 6,711.62$ 7,047.20$ 7,399.56$ 7,769.54$ 8,158.01$
Y 76,704.20$ 80,539.41$ 84,566.38$ 88,794.70$ 93,234.43$ 97,896.16$
H 26.23$ 27.54$ 28.92$ 30.36$ 31.88$ 33.47$
M 4,546.13$ 4,773.44$ 5,012.11$ 5,262.72$ 5,525.85$ 5,802.14$
Y 54,553.57$ 57,281.25$ 60,145.32$ 63,152.58$ 66,310.21$ 69,625.72$
H 29.34$ 30.80$ 32.34$ 33.96$ 35.66$ 37.44$
M 5,085.06$ 5,339.31$ 5,606.27$ 5,886.59$ 6,180.92$ 6,489.96$
Y 61,020.68$ 64,071.71$ 67,275.30$ 70,639.06$ 74,171.01$ 77,879.57$
H 36.88$ 38.72$ 40.66$ 42.69$ 44.82$ 47.07$
M 6,392.02$ 6,711.62$ 7,047.20$ 7,399.56$ 7,769.54$ 8,158.01$
Y 76,704.20$ 80,539.41$ 84,566.38$ 88,794.70$ 93,234.43$ 97,896.16$
H 26.23$ 27.54$ 28.92$ 30.36$ 31.88$ 33.47$
M 4,546.13$ 4,773.44$ 5,012.11$ 5,262.72$ 5,525.85$ 5,802.14$
Y 54,553.57$ 57,281.25$ 60,145.32$ 63,152.58$ 66,310.21$ 69,625.72$
H 29.50$ 30.98$ 32.53$ 34.15$ 35.86$ 37.65$
M 5,113.73$ 5,369.42$ 5,637.89$ 5,919.78$ 6,215.77$ 6,526.56$
Y 61,364.79$ 64,433.03$ 67,654.68$ 71,037.41$ 74,589.28$ 78,318.75$
H 27.92$ 29.32$ 30.79$ 32.32$ 33.94$ 35.64$
M 4,840.05$ 5,082.05$ 5,336.16$ 5,602.96$ 5,883.11$ 6,177.27$
Y 58,080.61$ 60,984.64$ 64,033.87$ 67,235.56$ 70,597.34$ 74,127.21$
H 37.07$ 38.92$ 40.87$ 42.91$ 45.06$ 47.31$
M 6,425.28$ 6,746.54$ 7,083.87$ 7,438.06$ 7,809.97$ 8,200.47$
Y 77,103.35$ 80,958.52$ 85,006.45$ 89,256.77$ 93,719.61$ 98,405.59$
H 27.92$ 29.32$ 30.79$ 32.32$ 33.94$ 35.64$
M 4,840.05$ 5,082.05$ 5,336.16$ 5,602.96$ 5,883.11$ 6,177.27$
Y 58,080.61$ 60,984.64$ 64,033.87$ 67,235.56$ 70,597.34$ 74,127.21$
H 30.97$ 32.51$ 34.14$ 35.85$ 37.64$ 39.52$
M 5,367.28$ 5,635.65$ 5,917.43$ 6,213.30$ 6,523.96$ 6,850.16$
Y 64,407.38$ 67,627.75$ 71,009.13$ 74,559.59$ 78,287.57$ 82,201.95$
H 21.26$ 22.33$ 23.44$ 24.62$ 25.85$ 27.14$
M 3,685.68$ 3,869.96$ 4,063.46$ 4,266.63$ 4,479.97$ 4,703.96$
Y 44,228.14$ 46,439.55$ 48,761.53$ 51,199.60$ 53,759.58$ 56,447.56$
ENGINEERING TECHNICIAN II 40
GRAFFITI TECHNICIAN 28
COMMUNITY SERVICES COORDINATOR 36
ENGINEERING INSPECTOR 46
ENGINEERING TECHNICIAN I 36
CODE ENFORCEMENT SUPERVISOR 45
COMMUNITY DEVELOPMENT TECHNICIAN 34
COMMUNITY DEVELOPMENT TECHNICIAN II 39
CODE ENFORCEMENT OFFICER I 34
CODE ENFORCEMENT OFFICER II 38
ASSOCIATE CIVIL ENGINEER 47
ASSOCIATE PLANNER 45
BUILDING INSPECTOR 40
ASSISTANT PLANNER 43
ACCOUNT SPECIALIST II 32
ACCOUNT SPECIALIST III 38
ACCOUNTANT I 44
CIP SPECIALIST 45
CITY OF LAKE ELSINORE
SALARY SCHEDULE
MOU 2024 - 2025 / EXHIBIT B-5
Effective: JULY 13, 2024 to JUNE 30, 2025
SALARY STEPS
ADMINISTRATIVE ASSISTANT 34
ASSISTANT ENGINEER 44
45
TITLE RANGE 1 2 3 4 5 6
H 43.64$ 45.82$ 48.11$ 50.52$ 53.04$ 55.70$
M 7,564.23$ 7,942.44$ 8,339.56$ 8,756.54$ 9,194.37$ 9,654.08$
Y 90,770.74$ 95,309.27$ 100,074.74$ 105,078.47$ 110,332.40$ 115,849.02$
H 27.80$ 29.19$ 30.65$ 32.18$ 33.79$ 35.48$
M 4,818.64$ 5,059.57$ 5,312.55$ 5,578.18$ 5,857.09$ 6,149.94$
Y 57,823.68$ 60,714.86$ 63,750.61$ 66,938.14$ 70,285.04$ 73,799.30$
H 29.50$ 30.98$ 32.53$ 34.15$ 35.86$ 37.65$
M 5,113.75$ 5,369.44$ 5,637.91$ 5,919.80$ 6,215.79$ 6,526.58$
Y 61,365.00$ 64,433.25$ 67,654.91$ 71,037.66$ 74,589.54$ 78,319.02$
H 28.92$ 30.36$ 31.88$ 33.47$ 35.15$ 36.91$
M 5,012.12$ 5,262.73$ 5,525.87$ 5,802.16$ 6,092.27$ 6,396.88$
Y 60,145.48$ 63,152.76$ 66,310.40$ 69,625.92$ 73,107.21$ 76,762.57$
H 22.05$ 23.15$ 24.31$ 25.53$ 26.80$ 28.14$
M 3,822.07$ 4,013.18$ 4,213.84$ 4,424.53$ 4,645.75$ 4,878.04$
Y 45,864.88$ 48,158.12$ 50,566.03$ 53,094.33$ 55,749.04$ 58,536.50$
H 25.33$ 26.59$ 27.92$ 29.32$ 30.78$ 32.32$
M 4,389.92$ 4,609.42$ 4,839.89$ 5,081.88$ 5,335.97$ 5,602.77$
Y 52,679.03$ 55,312.98$ 58,078.63$ 60,982.56$ 64,031.69$ 67,233.28$
H 26.23$ 27.54$ 28.92$ 30.36$ 31.88$ 33.47$
M 4,546.13$ 4,773.44$ 5,012.11$ 5,262.72$ 5,525.85$ 5,802.14$
Y 54,553.57$ 57,281.25$ 60,145.32$ 63,152.58$ 66,310.21$ 69,625.72$
H 25.36$ 26.63$ 27.96$ 29.36$ 30.82$ 32.36$
M 4,395.43$ 4,615.21$ 4,845.97$ 5,088.26$ 5,342.68$ 5,609.81$
Y 52,745.21$ 55,382.47$ 58,151.59$ 61,059.17$ 64,112.13$ 67,317.73$
H 17.79$ 18.68$ 19.61$ 20.59$ 21.62$ 22.70$
M 3,083.50$ 3,237.68$ 3,399.56$ 3,569.54$ 3,748.02$ 3,935.42$
Y 37,002.02$ 38,852.12$ 40,794.73$ 42,834.46$ 44,976.19$ 47,225.00$
H 23.00$ 24.15$ 25.36$ 26.63$ 27.96$ 29.36$
M 3,986.76$ 4,186.10$ 4,395.40$ 4,615.17$ 4,845.93$ 5,088.23$
Y 47,841.10$ 50,233.15$ 52,744.81$ 55,382.05$ 58,151.15$ 61,058.71$
H 30.97$ 32.51$ 34.14$ 35.85$ 37.64$ 39.52$
M 5,367.28$ 5,635.65$ 5,917.43$ 6,213.30$ 6,523.96$ 6,850.16$
Y 64,407.38$ 67,627.75$ 71,009.13$ 74,559.59$ 78,287.57$ 82,201.95$
H 36.88$ 38.72$ 40.66$ 42.69$ 44.82$ 47.07$
M 6,392.02$ 6,711.62$ 7,047.20$ 7,399.56$ 7,769.54$ 8,158.01$
Y 76,704.20$ 80,539.41$ 84,566.38$ 88,794.70$ 93,234.43$ 97,896.16$
H 35.29$ 37.05$ 38.91$ 40.85$ 42.89$ 45.04$
M 6,116.74$ 6,422.58$ 6,743.71$ 7,080.89$ 7,434.94$ 7,806.68$
Y 73,400.90$ 77,070.95$ 80,924.49$ 84,970.72$ 89,219.25$ 93,680.22$
H 42.45$ 44.57$ 46.80$ 49.14$ 51.59$ 54.17$
M 7,357.16$ 7,725.02$ 8,111.27$ 8,516.83$ 8,942.67$ 9,389.81$
Y 88,285.91$ 92,700.21$ 97,335.22$ 102,201.98$ 107,312.08$ 112,677.68$
H 36.88$ 38.72$ 40.66$ 42.69$ 44.82$ 47.07$
M 6,392.02$ 6,711.62$ 7,047.20$ 7,399.56$ 7,769.54$ 8,158.01$
Y 76,704.20$ 80,539.41$ 84,566.38$ 88,794.70$ 93,234.43$ 97,896.16$
H 36.88$ 38.72$ 40.66$ 42.69$ 44.82$ 47.07$
M 6,392.02$ 6,711.62$ 7,047.20$ 7,399.56$ 7,769.54$ 8,158.01$
Y 76,704.20$ 80,539.41$ 84,566.38$ 88,794.70$ 93,234.43$ 97,896.16$
H 33.18$ 34.84$ 36.58$ 38.41$ 40.33$ 42.35$
M 5,751.45$ 6,039.02$ 6,340.97$ 6,658.02$ 6,990.92$ 7,340.47$
Y 69,017.37$ 72,468.24$ 76,091.65$ 79,896.24$ 83,891.05$ 88,085.60$
H 42.45$ 44.57$ 46.80$ 49.14$ 51.59$ 54.17$
M 7,357.16$ 7,725.02$ 8,111.27$ 8,516.83$ 8,942.67$ 9,389.81$
Y 88,285.91$ 92,700.21$ 97,335.22$ 102,201.98$ 107,312.08$ 112,677.68$
H 33.18$ 34.84$ 36.58$ 38.41$ 40.33$ 42.35$
M 5,751.45$ 6,039.02$ 6,340.97$ 6,658.02$ 6,990.92$ 7,340.47$
Y 69,017.37$ 72,468.24$ 76,091.65$ 79,896.24$ 83,891.05$ 88,085.60$
H 31.70$ 33.29$ 34.95$ 36.70$ 38.54$ 40.46$
M 5,495.34$ 5,770.11$ 6,058.62$ 6,361.55$ 6,679.62$ 7,013.60$
Y 65,944.11$ 69,241.32$ 72,703.38$ 76,338.55$ 80,155.48$ 84,163.25$
H 42.45$ 44.57$ 46.80$ 49.14$ 51.59$ 54.17$
M 7,357.14$ 7,725.00$ 8,111.25$ 8,516.81$ 8,942.65$ 9,389.78$
Y 88,285.70$ 92,699.98$ 97,334.98$ 102,201.73$ 107,311.82$ 112,677.41$
H 27.92$ 29.32$ 30.79$ 32.32$ 33.94$ 35.64$
M 4,840.05$ 5,082.05$ 5,336.16$ 5,602.96$ 5,883.11$ 6,177.27$
Y 58,080.61$ 60,984.64$ 64,033.87$ 67,235.56$ 70,597.34$ 74,127.21$
SENIOR LEAD WORKER 41
SENIOR PLANNER 47
SPECIAL EVENTS COORDINATOR 36
SENIOR COMMUNITY DEVELOPMENT TECHNICIAN 42
SENIOR CONSTRUCTION INSPECTOR 47
SENIOR ENGINEERING TECHNICIAN 42
SENIOR ACCOUNTANT 47
SENIOR BUILDING INSPECTOR 45
SENIOR CODE ENFORCEMENT OFFICER 45
PUBLIC WORKS INSPECTOR 40
PUBLIC WORKS SUPERVISOR 45
RECREATION SUPERVISOR 44
MECHANIC 33
OFFICE SPECIALIST II 25
OFFICE SPECIALIST III 30
MAINTENANCE WORKER I 29
MAINTENANCE WORKER II 32
MAINTENANCE WORKER III 34
INFORMATION TECHNOLOGY TECHNICIAN I 35
INFORMATION TECHNOLOGY TECHNICIAN II 39
LEAD WORKER 37
INFORMATION TECHNOLOGY ANALYST 48
CITY OF LAKE ELSINORE
SALARY SCHEDULE
MOU 2024 - 2025 / EXHIBIT B-5
Effective: JULY 13, 2024 to JUNE 30, 2025
SALARY STEPS
46
TITLE RANGE 1 2 3 4 5 6
H 25.83$ 27.12$ 28.48$ 29.90$ 31.40$ 32.97$
M 4,477.73$ 4,701.61$ 4,936.69$ 5,183.53$ 5,442.70$ 5,714.84$
Y 53,732.70$ 56,419.34$ 59,240.30$ 62,202.32$ 65,312.44$ 68,578.06$
H 29.92$ 31.42$ 32.99$ 34.64$ 36.37$ 38.19$
M 5,186.76$ 5,446.10$ 5,718.41$ 6,004.33$ 6,304.54$ 6,619.77$
Y 62,241.17$ 65,353.23$ 68,620.89$ 72,051.93$ 75,654.53$ 79,437.25$
H 35.99$ 37.79$ 39.68$ 41.67$ 43.75$ 45.94$
M 6,239.06$ 6,551.01$ 6,878.56$ 7,222.49$ 7,583.62$ 7,962.80$
Y 74,868.72$ 78,612.15$ 82,542.76$ 86,669.90$ 91,003.39$ 95,553.56$
H 26.75$ 28.09$ 29.49$ 30.97$ 32.52$ 34.14$
M 4,637.04$ 4,868.89$ 5,112.34$ 5,367.95$ 5,636.35$ 5,918.17$
Y 55,644.48$ 58,426.70$ 61,348.03$ 64,415.44$ 67,636.21$ 71,018.02$
H 35.99$ 37.79$ 39.68$ 41.67$ 43.75$ 45.94$
M 6,239.06$ 6,551.01$ 6,878.56$ 7,222.49$ 7,583.62$ 7,962.80$
Y 74,868.72$ 78,612.15$ 82,542.76$ 86,669.90$ 91,003.39$ 95,553.56$
H 34.60$ 36.33$ 38.14$ 40.05$ 42.05$ 44.16$
M 5,997.09$ 6,296.95$ 6,611.79$ 6,942.38$ 7,289.50$ 7,653.98$
Y 71,965.10$ 75,563.35$ 79,341.52$ 83,308.59$ 87,474.02$ 91,847.73$
H 43.29$ 45.46$ 47.73$ 50.12$ 52.62$ 55.26$
M 7,504.29$ 7,879.51$ 8,273.48$ 8,687.16$ 9,121.52$ 9,577.59$
Y 90,051.52$ 94,554.10$ 99,281.81$ 104,245.90$ 109,458.19$ 114,931.10$
H 37.61$ 39.50$ 41.47$ 43.54$ 45.72$ 48.01$
M 6,519.85$ 6,845.85$ 7,188.14$ 7,547.55$ 7,924.92$ 8,321.17$
Y 78,238.24$ 82,150.16$ 86,257.66$ 90,570.55$ 95,099.07$ 99,854.03$
H 31.58$ 33.16$ 34.82$ 36.56$ 38.39$ 40.31$
M 5,474.61$ 5,748.34$ 6,035.76$ 6,337.55$ 6,654.43$ 6,987.15$
Y 65,695.34$ 68,980.11$ 72,429.12$ 76,050.57$ 79,853.10$ 83,845.76$
H 37.61$ 39.50$ 41.47$ 43.54$ 45.72$ 48.01$
M 6,519.85$ 6,845.85$ 7,188.14$ 7,547.55$ 7,924.92$ 8,321.17$
Y 78,238.24$ 82,150.16$ 86,257.66$ 90,570.55$ 95,099.07$ 99,854.03$
H 26.75$ 28.09$ 29.49$ 30.97$ 32.52$ 34.14$
M 4,637.04$ 4,868.89$ 5,112.34$ 5,367.95$ 5,636.35$ 5,918.17$
Y 55,644.48$ 58,426.70$ 61,348.03$ 64,415.44$ 67,636.21$ 71,018.02$
H 29.92$ 31.42$ 32.99$ 34.64$ 36.37$ 38.19$
M 5,186.75$ 5,446.08$ 5,718.39$ 6,004.31$ 6,304.52$ 6,619.75$
Y 62,240.95$ 65,353.00$ 68,620.65$ 72,051.69$ 75,654.27$ 79,436.98$
H 37.61$ 39.50$ 41.47$ 43.54$ 45.72$ 48.01$
M 6,519.85$ 6,845.85$ 7,188.14$ 7,547.55$ 7,924.92$ 8,321.17$
Y 78,238.24$ 82,150.16$ 86,257.66$ 90,570.55$ 95,099.07$ 99,854.03$
H 26.75$ 28.09$ 29.49$ 30.97$ 32.52$ 34.14$
M 4,637.04$ 4,868.89$ 5,112.34$ 5,367.95$ 5,636.35$ 5,918.17$
Y 55,644.48$ 58,426.70$ 61,348.03$ 64,415.44$ 67,636.21$ 71,018.02$
H 30.09$ 31.60$ 33.18$ 34.84$ 36.58$ 38.41$
M 5,216.01$ 5,476.81$ 5,750.65$ 6,038.18$ 6,340.09$ 6,657.09$
Y 62,592.08$ 65,721.68$ 69,007.77$ 72,458.16$ 76,081.06$ 79,885.12$
H 28.48$ 29.91$ 31.40$ 32.97$ 34.62$ 36.35$
M 4,936.84$ 5,183.68$ 5,442.87$ 5,715.01$ 6,000.76$ 6,300.80$
Y 59,242.07$ 62,204.18$ 65,314.39$ 68,580.11$ 72,009.11$ 75,609.57$
H 37.81$ 39.70$ 41.69$ 43.77$ 45.96$ 48.26$
M 6,553.78$ 6,881.47$ 7,225.54$ 7,586.82$ 7,966.16$ 8,364.47$
Y 78,645.38$ 82,577.65$ 86,706.53$ 91,041.86$ 95,593.95$ 100,373.65$
H 28.48$ 29.91$ 31.40$ 32.97$ 34.62$ 36.35$
M 4,936.84$ 5,183.68$ 5,442.87$ 5,715.01$ 6,000.76$ 6,300.80$
Y 59,242.07$ 62,204.18$ 65,314.39$ 68,580.11$ 72,009.11$ 75,609.57$
H 31.58$ 33.16$ 34.82$ 36.56$ 38.39$ 40.31$
M 5,474.61$ 5,748.34$ 6,035.76$ 6,337.55$ 6,654.43$ 6,987.15$
Y 65,695.34$ 68,980.11$ 72,429.12$ 76,050.57$ 79,853.10$ 83,845.76$
H 21.69$ 22.77$ 23.91$ 25.11$ 26.36$ 27.68$
M 3,759.39$ 3,947.36$ 4,144.72$ 4,351.96$ 4,569.56$ 4,798.04$
Y 45,112.64$ 47,368.27$ 49,736.69$ 52,223.52$ 54,834.70$ 57,576.43$
ENGINEERING TECHNICIAN II 40
GRAFFITI TECHNICIAN 28
COMMUNITY SERVICES COORDINATOR 36
ENGINEERING INSPECTOR 46
ENGINEERING TECHNICIAN I 36
CODE ENFORCEMENT SUPERVISOR 45
COMMUNITY DEVELOPMENT TECHNICIAN 34
COMMUNITY DEVELOPMENT TECHNICIAN II 39
CODE ENFORCEMENT OFFICER I 34
CODE ENFORCEMENT OFFICER II 38
ASSOCIATE CIVIL ENGINEER 47
ASSOCIATE PLANNER 45
BUILDING INSPECTOR 40
ASSISTANT PLANNER 43
ACCOUNT SPECIALIST II 32
ACCOUNT SPECIALIST III 38
ACCOUNTANT I 44
CIP SPECIALIST 45
CITY OF LAKE ELSINORE
SALARY SCHEDULE
MOU 2025 - 2026 / EXHIBIT B-6
Effective: JULY 12, 2024 to JUNE 30, 2025
SALARY STEPS
ADMINISTRATIVE ASSISTANT 34
ASSISTANT ENGINEER 44
47
TITLE RANGE 1 2 3 4 5 6
H 44.51$ 46.74$ 49.08$ 51.53$ 54.11$ 56.81$
M 7,715.50$ 8,101.27$ 8,506.34$ 8,931.65$ 9,378.24$ 9,847.15$
Y 92,585.99$ 97,215.29$ 102,076.05$ 107,179.85$ 112,538.85$ 118,165.79$
H 28.36$ 29.77$ 31.26$ 32.83$ 34.47$ 36.19$
M 4,915.00$ 5,160.75$ 5,418.79$ 5,689.73$ 5,974.22$ 6,272.93$
Y 58,980.06$ 61,929.06$ 65,025.51$ 68,276.79$ 71,690.63$ 75,275.16$
H 30.09$ 31.60$ 33.18$ 34.84$ 36.58$ 38.41$
M 5,216.02$ 5,476.83$ 5,750.67$ 6,038.20$ 6,340.11$ 6,657.12$
Y 62,592.29$ 65,721.91$ 69,008.00$ 72,458.40$ 76,081.32$ 79,885.39$
H 29.49$ 30.97$ 32.52$ 34.14$ 35.85$ 37.64$
M 5,112.35$ 5,367.97$ 5,636.36$ 5,918.18$ 6,214.09$ 6,524.80$
Y 61,348.19$ 64,415.59$ 67,636.37$ 71,018.19$ 74,569.10$ 78,297.56$
H 22.49$ 23.62$ 24.80$ 26.04$ 27.34$ 28.71$
M 3,898.51$ 4,093.44$ 4,298.11$ 4,513.01$ 4,738.66$ 4,975.60$
Y 46,782.13$ 49,121.24$ 51,577.30$ 54,156.16$ 56,863.97$ 59,707.17$
H 25.83$ 27.12$ 28.48$ 29.90$ 31.40$ 32.97$
M 4,477.71$ 4,701.59$ 4,936.67$ 5,183.51$ 5,442.68$ 5,714.82$
Y 53,732.49$ 56,419.11$ 59,240.07$ 62,202.07$ 65,312.18$ 68,577.79$
H 26.75$ 28.09$ 29.49$ 30.97$ 32.52$ 34.14$
M 4,637.04$ 4,868.89$ 5,112.34$ 5,367.95$ 5,636.35$ 5,918.17$
Y 55,644.48$ 58,426.70$ 61,348.03$ 64,415.44$ 67,636.21$ 71,018.02$
H 25.87$ 27.16$ 28.52$ 29.94$ 31.44$ 33.01$
M 4,483.33$ 4,707.50$ 4,942.87$ 5,190.01$ 5,449.52$ 5,721.99$
Y 53,799.96$ 56,489.95$ 59,314.45$ 62,280.18$ 65,394.18$ 68,663.89$
H 18.15$ 19.05$ 20.01$ 21.01$ 22.06$ 23.16$
M 3,145.17$ 3,302.42$ 3,467.55$ 3,640.92$ 3,822.97$ 4,014.12$
Y 37,741.99$ 39,629.09$ 41,610.55$ 43,691.07$ 45,875.63$ 48,169.41$
H 23.46$ 24.63$ 25.87$ 27.16$ 28.52$ 29.94$
M 4,066.49$ 4,269.81$ 4,483.30$ 4,707.47$ 4,942.84$ 5,189.98$
Y 48,797.86$ 51,237.75$ 53,799.64$ 56,489.62$ 59,314.10$ 62,279.81$
H 31.58$ 33.16$ 34.82$ 36.56$ 38.39$ 40.31$
M 5,474.61$ 5,748.34$ 6,035.76$ 6,337.55$ 6,654.43$ 6,987.15$
Y 65,695.34$ 68,980.11$ 72,429.12$ 76,050.57$ 79,853.10$ 83,845.76$
H 37.61$ 39.50$ 41.47$ 43.54$ 45.72$ 48.01$
M 6,519.85$ 6,845.85$ 7,188.14$ 7,547.55$ 7,924.92$ 8,321.17$
Y 78,238.24$ 82,150.16$ 86,257.66$ 90,570.55$ 95,099.07$ 99,854.03$
H 35.99$ 37.79$ 39.68$ 41.67$ 43.75$ 45.94$
M 6,239.06$ 6,551.01$ 6,878.56$ 7,222.49$ 7,583.62$ 7,962.80$
Y 74,868.72$ 78,612.15$ 82,542.76$ 86,669.90$ 91,003.39$ 95,553.56$
H 43.29$ 45.46$ 47.73$ 50.12$ 52.62$ 55.26$
M 7,504.29$ 7,879.51$ 8,273.48$ 8,687.16$ 9,121.52$ 9,577.59$
Y 90,051.52$ 94,554.10$ 99,281.81$ 104,245.90$ 109,458.19$ 114,931.10$
H 37.61$ 39.50$ 41.47$ 43.54$ 45.72$ 48.01$
M 6,519.85$ 6,845.85$ 7,188.14$ 7,547.55$ 7,924.92$ 8,321.17$
Y 78,238.24$ 82,150.16$ 86,257.66$ 90,570.55$ 95,099.07$ 99,854.03$
H 37.61$ 39.50$ 41.47$ 43.54$ 45.72$ 48.01$
M 6,519.85$ 6,845.85$ 7,188.14$ 7,547.55$ 7,924.92$ 8,321.17$
Y 78,238.24$ 82,150.16$ 86,257.66$ 90,570.55$ 95,099.07$ 99,854.03$
H 33.85$ 35.54$ 37.31$ 39.18$ 41.14$ 43.20$
M 5,866.47$ 6,159.80$ 6,467.78$ 6,791.17$ 7,130.73$ 7,487.27$
Y 70,397.66$ 73,917.54$ 77,613.42$ 81,494.09$ 85,568.79$ 89,847.23$
H 43.29$ 45.46$ 47.73$ 50.12$ 52.62$ 55.26$
M 7,504.29$ 7,879.51$ 8,273.48$ 8,687.16$ 9,121.52$ 9,577.59$
Y 90,051.52$ 94,554.10$ 99,281.81$ 104,245.90$ 109,458.19$ 114,931.10$
H 33.85$ 35.54$ 37.31$ 39.18$ 41.14$ 43.20$
M 5,866.47$ 6,159.80$ 6,467.78$ 6,791.17$ 7,130.73$ 7,487.27$
Y 70,397.66$ 73,917.54$ 77,613.42$ 81,494.09$ 85,568.79$ 89,847.23$
H 32.34$ 33.95$ 35.65$ 37.44$ 39.31$ 41.27$
M 5,605.25$ 5,885.51$ 6,179.79$ 6,488.78$ 6,813.22$ 7,153.88$
Y 67,262.99$ 70,626.14$ 74,157.45$ 77,865.32$ 81,758.59$ 85,846.52$
H 43.29$ 45.46$ 47.73$ 50.12$ 52.62$ 55.26$
M 7,504.28$ 7,879.49$ 8,273.46$ 8,687.14$ 9,121.49$ 9,577.57$
Y 90,051.31$ 94,553.88$ 99,281.57$ 104,245.65$ 109,457.93$ 114,930.83$
H 28.48$ 29.91$ 31.40$ 32.97$ 34.62$ 36.35$
M 4,936.84$ 5,183.68$ 5,442.87$ 5,715.01$ 6,000.76$ 6,300.80$
Y 59,242.07$ 62,204.18$ 65,314.39$ 68,580.11$ 72,009.11$ 75,609.57$
SENIOR LEAD WORKER 41
SENIOR PLANNER 47
SPECIAL EVENTS COORDINATOR 36
SENIOR COMMUNITY DEVELOPMENT TECHNICIAN 42
SENIOR CONSTRUCTION INSPECTOR 47
SENIOR ENGINEERING TECHNICIAN 42
SENIOR ACCOUNTANT 47
SENIOR BUILDING INSPECTOR 45
SENIOR CODE ENFORCEMENT OFFICER 45
PUBLIC WORKS INSPECTOR 40
PUBLIC WORKS SUPERVISOR 45
RECREATION SUPERVISOR 44
MECHANIC 33
OFFICE SPECIALIST II 25
OFFICE SPECIALIST III 30
MAINTENANCE WORKER I 29
MAINTENANCE WORKER II 32
MAINTENANCE WORKER III 34
INFORMATION TECHNOLOGY TECHNICIAN I 35
INFORMATION TECHNOLOGY TECHNICIAN II 39
LEAD WORKER 37
INFORMATION TECHNOLOGY ANALYST 48
CITY OF LAKE ELSINORE
SALARY SCHEDULE
MOU 2025 - 2026 / EXHIBIT B-6
Effective: JULY 12, 2024 to JUNE 30, 2025
SALARY STEPS
48
CITY OF LAKE ELSINORE MOU 2021-2026 / EXHIBIT C
LIST OF POSITIONS AND NEW RANGES
POSITION OLD RANGE NEW RANGE
Account Specialist II 29 32
Account Specialist III 33 38
Accountant I 37 44
Assistant Planner 40 43
Associate Civil Engineer 46 47
Associate Planner 44 45
Building Inspector 39 40
CIP Specialist N/A 45
Code Enforcement Officer I 32 34
Code Enforcement Supervisor 44 45
Engineering Technician I 34 36
Engineering Technician II 39 40
Information Technology Technician I 34 35
Lead Worker 35 37
Maintenance Worker I 27 29
Maintenance Worker II 31 32
Mechanic 31 33
Public Works Inspector 39 40
Public Works Supervisor 44 45
Senior Accountant 43 47
Senior Code Enforcement Officer 41 45
Senior Construction Inspector N/A 47
RESOLUTION NO. 2021-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LAKE ELSINORE,
CALIFORNIA, REVISING THE SCHEDULE OF AUTHORIZED POSITIONS
Whereas, the City Council has a policy of adopting an annual operating budget to plan
expenditures and to match anticipated revenues available in various City accounts to make the
most efficient use of the City’s limited resources for each fiscal year; and,
Whereas, the City Council, according to Section 37206 of the California Government Code, has
a policy of adopting a schedule of authorized positions for each fiscal year; and,
Whereas, the City Council has a policy of promoting transparency and adopting a schedule of
authorized positions for each fiscal year so that CalPERS may verify pay rates following publicly
available salary schedules.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF LAKE ELSINORE DOES HEREBY
RESOLVE, DETERMINE AND ORDER AS FOLLOWS:
Section 1. The Schedule of Authorized Positions attached hereto, Exhibit C-1 is hereby adopted
according to Section 37206 of the California Government Code.
Section 2. The Schedule of Authorized Positions shall become effective July 1, 2021, and may
be, thereafter, amended.
Section 3. The City Manager shall implement the attached Schedule of Authorized Positions and
has the authority to select and appoint employees per the City’s personnel policies.
Section 4. All prior Resolutions in conflict with this Resolution are hereby rescinded.
Section 5. The City Clerk shall certify to the adoption of this Resolution and enter it into the
book of original Resolutions.
Passed on this 24th day of August 2021.
Robert E. Magee, Mayor
Attest:
Candice Alvarez, City Clerk
CITY COUNCIL RESOLUTION NO. 2021-
Page 2 of 2
STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE ) ss.
CITY OF LAKE ELSINORE )
I, CANDICE ALVAREZ, City Clerk of the City of Lake Elsinore, California, do hereby certify that
Resolution No. 2021- was adopted by the City Council of the City of Lake Elsinore,
California, at the regular meeting of August 24, 2021, and that the same was adopted by the
following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
Candice Alvarez, City Clerk
AUTHORIZED
FY21-22 CHANGES AUTHORIZED
FY21-22
MONTHLY
LOW RANGE
MONTHLY
HIGH RANGE
CITY COUNCIL
Council Member Total 5.00 - 5.00 620$ 620$
CITY TREASURER
City Treasurer Total 1.00 - 1.00 -$ -$
COMMUNITY SUPPORT
Deputy City Manager 1.00 - 1.00 12,077$ 15,413$
Management Analyst 1.00 - 1.00 6,322$ 8,068$
Executive Assistant I 1.00 (1.00) - 5,349$ 6,827$
Administrative Assistant - 1.00 1.00 4,369$ 5,576$
Total 3.00 - 3.00
CITY CLERK
PUBLIC SAFETY ADVISORY COMMITTEE
PSAC Commissioner - PT Total 5.00 - 5.00 100$ 100$
CITY CLERK
City Clerk 1.00 - 1.00 10,799$ 13,783$
Deputy City Clerk 1.00 - 1.00 5,836$ 7,448$
Administrative Assistant 1.00 - 1.00 4,369$ 5,576$
Total 3.00 - 3.00
CITY MANAGER
City Manager 1.00 - 1.00 20,000$ 20,000$
Assistant City Manager 1.00 - 1.00 14,252$ 18,190$
Management Analyst 0.50 - 0.50 6,322$ 8,068$
Executive Assistant II 1.00 - 1.00 5,836$ 7,448$
Executive Assistant I - 1.00 1.00 5,349$ 6,827$
Total 3.50 1.00 4.50
ADMINISTRATIVE SERVICES
FINANCE
Director of Administrative Services 0.33 - 0.33 12,077$ 15,413$
Finance Manager - 1.00 1.00 9,712$ 12,396$
Finance Administrator 1.00 (1.00) - 8,727$ 11,138$
Fiscal Officer 1.00 - 1.00 8,066$ 10,294$
Senior Accountant 1.00 - 1.00 7,071$ 9,024$
Accountant I (1 Unfunded)2.00 - 2.00 5,879$ 7,503$
Account Specialist III (Unfunded)1.00 - 1.00 4,887$ 6,237$
Account Specialist II 2.00 - 2.00 4,219$ 5,385$
Total 8.33 - 8.33
HUMAN RESOURCES
Director of Administrative Services 0.33 - 0.33 12,077$ 15,413$
Senior Human Resources Analyst - 1.00 1.00 7,469$ 9,532$
Human Resources Analyst 1.00 (1.00) - 6,322$ 8,068$
Payroll Specialist 1.00 1.00 5,836$ 7,448$
Human Resources Specialist 1.00 (1.00) - 4,652$ 5,937$
Total 2.33 - 2.33
COMMUNITY DEVELOPMENT
PLANNING COMMISSION
Planning Commissioner - PT Total 5.00 - 5.00 150$ 300$
PLANNING & ZONING
Director of Community Development 0.40 - 0.40 12,077$ 15,413$
Assistant Community Development Director 1.00 - 1.00 10,799$ 13,783$
Planning Manager - 1.00 1.00 9,712$ 12,396$
Environmental Planner 1.00 - 1.00 9,350$ 11,933$
Management Analyst - 1.00 1.00 6,322$ 8,068$
Senior Planner 1.00 - 1.00 7,071$ 9,024$
Associate Planner 1.00 - 1.00 6,143$ 7,840$
Assistant Planner 1.00 - 1.00 5,651$ 7,212$
Community Development Technician I (1 Unfunded)2.00 - 2.00 4,369$ 5,576$
Administrative Assistant 1.00 - 1.00 4,369$ 5,576$
Total 8.40 2.00 10.40
CITY OF LAKE ELSINORE, CALIFORNIA
REVISED SCHEDULE OF AUTHORIZED POSITIONS
FOR FISCAL YEAR 2021-2022
1 of 3
AUTHORIZED
FY21-22 CHANGES AUTHORIZED
FY21-22
MONTHLY
LOW RANGE
MONTHLY
HIGH RANGE
CITY OF LAKE ELSINORE, CALIFORNIA
REVISED SCHEDULE OF AUTHORIZED POSITIONS
FOR FISCAL YEAR 2021-2022
BUILDING & SAFETY
Director of Community Development 0.50 - 0.50 12,077$ 15,413$
Building & Safety Manager 1.00 - 1.00 9,712$ 12,396$
Senior Building Inspector 1.00 - 1.00 6,143$ 7,840$
Building Inspector 1.00 - 1.00 5,158$ 6,584$
Building Inspector - PT 1.00 - 1.00 4,541$ 5,795$
Senior Community Development Technician 1.00 - 1.00 5,528$ 7,055$
Community Development Technician I 1.00 - 1.00 4,369$ 5,576$
Administrative Assistant 1.00 - 1.00 4,369$ 5,576$
Total 7.50 - 7.50
CODE ENFORCEMENT
Director of Community Development 0.05 - 0.05 12,077$ 15,413$
Code Enforcement Manager - 1.00 1.00 9,712$ 12,396$
Code Enforcement Administrator 1.00 (1.00) - 8,727$ 11,138$
Code Enforcement Supervisor 1.00 - 1.00 6,143$ 7,840$
Code Enforcement Officer II 2.00 - 2.00 4,887$ 6,237$
Code Enforcement Officer I (1 Unfunded)3.00 - 3.00 4,369$ 5,576$
Community Development Technician II 1.00 - 1.00 4,915$ 6,273$
Total 8.05 - 8.05
ECONOMIC DEVELOPMENT
Director of Community Development Total 0.05 - 0.05 12,077$ 15,413$
FIRE PREVENTION
Administrative Assistant Total 1.00 - 1.00 4,369$ 5,576$
PUBLIC SERVICES
ENGINEERING
City Engineer 1.00 - 1.00 11,879$ 15,161$
City Traffic Engineer 1.00 - 1.00 9,712$ 12,396$
Senior Civil Engineer (1 Unfunded)2.00 - 2.00 8,066$ 10,294$
Land Development Engineer 1.00 - 1.00 7,469$ 9,532$
Associate Engineer 1.00 - 1.00 7,071$ 9,024$
Assistant Engineer 1.00 - 1.00 5,879$ 7,503$
Senior Construction Inspector 1.00 - 1.00 7,071$ 9,024$
Engineering Inspector 1.00 1.00 2.00 6,175$ 7,881$
CIP Specialist - 1.00 1.00 6,143$ 7,840$
Senior Engineer Technician 2.00 (2.00) - 5,528$ 7,055$
Engineering Technician I 1.00 - 1.00 4,652$ 5,937$
Administrative Assistant 1.00 - 1.00 4,369$ 5,576$
Total 13.00 - 13.00
PUBLIC WORKS ADMINISTRATION
Public Works Manager 1.00 - 1.00 10,799$ 13,783$
Public Works Superintendent 1.00 - 1.00 8,727$ 11,138$
Management Analyst - 1.00 1.00 6,322$ 8,068$
Public Works Supervisor 1.00 - 1.00 6,143$ 7,840$
Public Works Inspector 1.00 - 1.00 5,158$ 6,584$
Lead Worker 1.00 - 1.00 4,817$ 6,148$
Maintenance Worker III - 2.00 2.00 4,369$ 5,576$
Maintenance Worker II 3.00 (2.00) 1.00 4,219$ 5,385$
Maintenance Worker I 6.00 1.00 7.00 3,673$ 4,688$
Administrative Assistant 2.00 (1.00) 1.00 4,369$ 5,576$
Total 16.00 1.00 17.00
PARKS MAINTENANCE
Public Works Supervisor 1.00 - 1.00 6,143$ 7,840$
Lead Worker 1.00 - 1.00 4,817$ 6,148$
Maintenance Worker III - 1.00 1.00 4,369$ 5,576$
Maintenance Worker II 5.00 (1.00) 4.00 4,219$ 5,385$
Maintenance Worker I 5.00 - 5.00 3,673$ 4,688$
Total 12.00 - 12.00
LAKE SERVICES
LAKE MAINTENANCE
Maintenance Worker II 1.00 - 1.00 4,219$ 5,385$
Maintenance Worker I 1.00 - 1.00 3,673$ 4,688$
Total 2.00 - 2.00
2 of 3
AUTHORIZED
FY21-22 CHANGES AUTHORIZED
FY21-22
MONTHLY
LOW RANGE
MONTHLY
HIGH RANGE
CITY OF LAKE ELSINORE, CALIFORNIA
REVISED SCHEDULE OF AUTHORIZED POSITIONS
FOR FISCAL YEAR 2021-2022
COMMUNITY SERVICES
RECREATION
Director of Community Services 1.00 - 1.00 12,077$ 15,413$
Assistant Community Services Director 0.75 - 0.75 10,799$ 13,783$
Management Analyst 1.50 - 1.50 6,322$ 8,068$
Special Events Coordinator 1.00 - 1.00 4,652$ 5,937$
Administrative Assistant 1.00 - 1.00 4,369$ 5,576$
Total 5.25 - 5.25
COMMUNITY CENTER
Recreation Supervisor (Unfunded)1.00 - 1.00 5,879$ 7,503$
Community Services Coordinator 1.00 - 1.00 4,652$ 5,937$
Aquatics Program Coordinator - PT 1.00 - 1.00 3,248$ 4,145$
Recreation Specialist - PT 1.00 - 1.00 3,016$ 3,849$
Water Safety Instructor - PT 9.00 - 9.00 3,016$ 3,849$
Recreation Leader - PT 3.00 - 3.00 2,800$ 3,574$
Recreation Aide - PT 4.00 - 4.00 2,600$ 3,318$
Total 20.00 - 20.00
SENIOR CENTER
Recreation Supervisor 1.00 - 1.00 5,879$ 7,503$
Recreation Specialist - PT 2.00 - 2.00 3,016$ 3,849$
Recreation Leader - PT 1.00 - 1.00 2,800$ 3,574$
Recreation Aide - PT 2.00 - 2.00 2,600$ 3,318$
Total 6.00 - 6.00
NEIGHBORHOOD CENTER
Community Services Coordinator 1.00 - 1.00 4,652$ 5,937$
Recreation Specialist - PT 1.00 - 1.00 3,016$ 3,849$
Recreation Leader - PT 4.00 - 4.00 2,800$ 3,574$
Recreation Aide - PT 4.00 - 4.00 2,600$ 3,318$
Total 10.00 - 10.00
INTERNAL SERVICES
RISK
Director of Administrative Services Total 0.34 - 0.34 12,077$ 15,413$
INFORMATION TECHNOLOGY
Information Technology Manager 1.00 - 1.00 9,350$ 11,933$
Information Technology Administrator - 1.00 1.00 8,727$ 11,138$
Business Process Analyst 1.00 - 1.00 7,469$ 9,532$
Information Technology Analyst 1.00 (1.00) - 7,270$ 9,278$
Information Technician I 1.00 - 1.00 4,631$ 5,911$
Total 4.00 - 4.00
FLEET
Public Works Supervisor 1.00 - 1.00 6,143$ 7,840$
Lead Worker 1.00 - 1.00 4,817$ 6,148$
Mechanic 1.00 - 1.00 4,224$ 5,391$
Total 3.00 - 3.00
FACILITY MAINTENANCE
Maintenance Worker II 1.00 - 1.00 4,219$ 5,385$
Maintenance Worker I 2.00 - 2.00 3,673$ 4,688$
Total 3.00 - 3.00
ENTERPRISE FUND
LAUNCH POINTE
Assistant Community Services Director 0.25 - 0.25 10,799$ 13,783$
Recreation Supervisor 1.00 - 1.00 5,879$ 7,503$
Community Services Coordinator 4.00 - 4.00 4,652$ 5,937$
Maintenance Worker I 2.00 - 2.00 3,673$ 4,688$
Recreation Specialist - PT 2.00 - 2.00 3,016$ 3,849$
Recreation Leader - PT 4.00 - 4.00 2,800$ 3,574$
Recreation Aide - PT 11.00 - 11.00 2,600$ 3,318$
Total 24.25 - 24.25
Total Staffing 180.00 4.00 184.00
3 of 3