Resolution No. 1403RESOLUTION NO. 1424
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CYPRESS ESTABLISHING A BASIC COMPENSATION PLAN,
ESTABLISHING SALARIES FOR CITY EMPLOYEES PLACED
UNDER THE BASIC COMPENSATION PLAN; ESTABLISHING
SALARIES FOR CITY EMPLOYEES NOT PLACED UNDER THE
BASIC COMPENSATION PLAN; AND REPEALING ALL CONFLICTING
RESOLUTIONS OF THE CITY COUNCIL.
WHEREAS, Section 37206 of the Government Code requires the City Council to pres-
cribe the time and method of paying salaries and wages of officers and employees of
the City; and,
WHEREAS, the City Council has authorizedand directed, under the provisions of
the Cypress City Code and Resolution No. 703, the preparation of a Compensation Plan
for all employees in the municipal service of the City of. Cypress.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Cypress as
follows:
SECTION 1: Basic Compensation Plan
All employees of the City of Cypress, except the City Manager, City Attorney,
City Treasurer, Department Heads, Division Heads, Assistants to the City Manager,
and temporary and seasonal employees, are included in a Basic Compensation Plan.
Every position under this plan shall be assigned a Range Number established by the
City Council in the annual budget or appropriate resolution. This Range Number
shall be as shown on the salary schedule described in Section 2 below. The salary
schedule shall consist of five (5) steps within each range, except when otherwise
specified.
(a) The first sten is the minimum rate and is normally the hiring rate for the
class. An employee may be assigned, upon appointment, to other than the normal
entering salary step upon the recommendation of the City Manager when it is decided
that such action is in the best interests of the City.
(b) The second step is an adjustment which may be given at the end of the
employee's probationary period, except for Police Officers, who shall be eligible
for the second step at the completion of the six month period, if recommended by
the Department Head. Other employees are eligible for this adjustment after the
completion of six months of service at the first step. The adjustment shall be
made only, if recommended by the Department Head, and, if approved by the City
Manager. Such approval by the City Manager signifies that the employee, other
than a Police Officer, is considered a permanent City employee.
(c) The third, fourth and fifth steps are incentive adjustments to encourage
an employee to improve his work and to recognize seniority and increased skill
on the job. Employees are normally eligible for these adjustments any time after
the completion of one yeas of service at the preceding step. Each adjustment
shall be made only, if recommended by the Department Head and, if approved by the
City Manager.
(d) All rates shown are in full payment for services rendered and cover full
payment for the number of hours now being regularly worked in each class.
Employees engaged for less than full-time shall be paid a proportionate part of
these salaries, or by an hourly rate of pay that falls within these ranges.
(e) The comprehensive wage and salary plan, as outlined herein, is based on
a forty (40) hour work week for all full-time employees.
SECTION 2:
RANGE BEGINNING
NO. RATE
City •f Cypress
AFTER 6 MONTHS
IN STEP A
143
Salary Schedule Computed on a Monthly Basis.
AFTER ONE YEAR BI -WEEKLY HOURLY
IN NEXT LONER CLASS RATE (A) . RATE (A)
A B C D E
1 297 312 328 344 361 137.08 1.71
2 304 320 336 353 370 140.30 1.75
3 312 328 344 361 379 144.00 1.80
4 320 336 353 370 388 147.69 1.85
5 328 344 361 379 398 151.38 1.89
6 336 353 370 388 408 155.08 1.94
7 344 361 379 398 418 158.77 1.98
8 353 370 388 408 428 162.92 2.04
9 361 379 398 418 439 166.62 2.08
10 370 388 408 428 450 170.77 2.13
11 379 398 418 439 461 174.92 2.19
12 388 408 428 450 472 179.08 2.24
13 398 418 439 461 . 484 183.69 2.30
14 408 428 450 472 496 188.31 2.35
15 418 439 461 484 508 192.92 2.41
16 428 450 472 496 521 197.54 2.47
17 439 461 484 508 534 202.62 2.53
18 450 472 496 521 547 207.69 2.60
19 461 484 508 534 561 212.77 2.66
20 472 496 521 547 575 217.85 2.72
21 484 508 534 561 589 223.38 2.79
22 496 521 547 575 604 228.92 2.86
23 508 534 561 589 619 234.46 2.93
24 521 547 575 604 634 240.46 3.01
25 534 561 589 619 650 246.46 3.08
26 547 575 b04 634 666 252.46 3.16
27 561 589 619 650 683 258.92 3.24
28 575 604 634 666 700 265.38 3.32
29 589 619 650 683 717 271.85 3.40
30 604 634 666 700 735 278.77 3.49
31 619 650 683 717 153 285.69 3.57
32 634 666 700 735 772 292.62 3.66
)ua Lr
J
-•'l
RANGE BEGINNING AFTER 6 MONTHS AFTER ONE YEAR BI -WEEKLY HOURLY
NO• RATE IN STEP A IN NEXT LOWER CLASS RATE (A) RATE (A)
A B C D E
33 650 683 717 753 791 300.00 3.75
34 666 700 135 772 811 307.38 3.84
35 683 717 753 791 831 315.23 3.94
36 700 735 772 811 852 323.08 4.04
37 717 753 791 831 873 330.92 4.14
38 735 772 811 852 895 339.23 4.24
39 753 791 831 873 917 347.54 4.34
40 772 811 852 895 940 356.31 4.45
41 791 831 873 917 963 365.08 4.56
42 811 852 895 940 987 374.31 4.68
43 831 873 917 963 1012 383.54 4.79
44 852 895 940 987 1037 393.23 4.92
45 873 917 963 1012 1063 402.92 5.04
46 895 940 987 1037 1089 413.08 5.16
47 917 963 1012 1063 1116 423.23 5.29
48 940 987 1037 1089 1146 433.85 5.42
49 963 1012 1663 1116 1175 444.46 5.56
50 987 1037 1089 1146 1204 455.54 5.69
51 1012 1063 1116 1175 1235 467.08 5.84
52 1037 1089 1146 1204 1266 478.62 5.98
53 1063 1116 1175 1235 1298 490.61 6.13
54 1089 1146 1204 1266 1330 502.61 6.28
55 1116 1175 1235 1298 1363 515.08 6.44
56 1146 1204 1266 1330 1397 528.92 6.61
;7 1175 1235 1298 1363 1432 542.31 6.78
58 1204 1266 1330 1397 1468 555.69 6.95
59 1235 1298 1363 1432 1505 570.00 7.13
60 1266 1330 1397 1468 1543 584.31 7.30
0,0.4-
145
SECTION 3: Allocation of Positions to Ranges
The following position classifications are hereby placed under the Basic Compensa-
tion Plan at the Ranges specified:
CLASS TITLE
Clerical, Fiscal and Related
Junior Accountant
Administrative Secretary
Deputy City Clerk
Printing Services Operator
Secretary
Senior Account Clerk
Recording Stenographer
Stenographer
Account Clerk/Stenographer
Data Processing Clerk
Account Clerk
Field Services Clerk
Clerk Typist
General Services Clerk
Receptionist -Clerk
Maintenance
Public Works Foreman
Bldgs. & Grounds Maint.
Maintenance Man II
Gardener
Maintenance Man 1
Yardman/Storekeeper
Custodian
SALARY RANGE NO.
40
39
35
35
35
34
33
30
30
30
29
29
27
27
27
43
Supv. 40
38
38
35
35
30
Planning, Engineering and Inspection
Civil Engineering Assistant
Associate Planner
Assistant Traffic Engineer
Jr. Civil Engineer
Field Services Officer
Field Services Information
Resident Engineer
Principal Engineering Aide
Field Services Inspector
Engineering Aide
Landscape Aide
Jr. Engineering Aide
Police
55
53
51
50
50
Officer 50
50
48
48
40
40
27
Police Sergeant
Police Agent
Police Officer & Policewoman
Jailor -Property Clerk
Dispatcher
Records Coordinator
Court Liaison Officer
Police Cadet
A-$4.45/hr.
A-$4.45/hr.
A-$3.24/hr.
MONTHLY RANGE
772
753
683
683
683
666
650
604
604
604
589
589
561
561
561
- 940
- 917
- 831
- 831
- 831
- 811
- 791
- 735
- 735
- 735
- 717
- 717
- 683
- 683
- 683
831 - 1012
772 - 940
735 - 895
735 - 895
683 - 831
683 - 831
604 - 735
1116 -
1063 -
1012 -
987 -
987 -
987 -
987 -
940 -
940 -
1363
1298
1235
1204
1204
1204
1204
1146
1146
B-$4.68/hr. C-$4.92/hr.
B-$4.68/hr. C-$4.92/hr.
B-$3.40/hr. C-$3.57/hr.
50 987 - 1204
47 917 - 1116
44 852 - 1037
35 683 - 831
32 634 - 772
31 619 - 753
24 521 - 634
15 A-$2.41/hr. B-$2.53/hr. C-$2.66/hr.
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SECTION 4: Seasonal Personnel
The following seasonal positions have been placed on a three-step pay plan,
which provides for a 5% increase between steps equivalent to Steps A, B and C
within a range on the City of Cypress salary schedule. These seasonal employees
may be paid at the next highest step within the range after having been employed
by the City of Cypress for a complete season during the previous year. A complete
season for a Maintenance Aide position shall be considered as one summer and for
a Crossing Guard as a school year. Seasonal employees in the following positions
shall be compensated as follows:
Crossing Guards
Maintenance Aides
A
$2.35 $2.47
$2.24 $2.35
SECTION 5: Compensation of Overtime
C
$2.60
$2.47
Subject to approval of the City Manager and to the following provisions, a
department head may prescribe reasonable periods of overtime work to meet the
operational needs of his department.
Except as otherwise provided herein, overtime shall either be paid at one and
one-half times the hourly equivalent of the employee's monthly salary rate or
granted as one and one-half times the equivalent compensatory time off. The method
of compensation shall be at the discretion of the department head, subject to the
approval of the City Manager.
(a) Incidental Overtime. Incidental overtime is not compensable. It is
defined as overtime of less than one-half hour that is non -recurrent
and which is not standby duty, call-back duty, or court time.
(b) Management Personnel. Department heads, Division heads and Assistants to
the City Manager, designated by the City Manager, shall not be eligible
for paid overtime. Compensatory time off for work beyond the normal
work week may be granted at the discretion of the City Manager.
(c) Other Employees. Other employees shall be paid at one and one-half times
the hourly rate established for their class based on the number of hours
actually worked or granted compensatory time off.
(d) Court Time. Employees who are required to appear in court during their
off-duty hours in connection with City business shall receive overtime
compensation at one and one-half times the number of hours they spend
in court.
(e) Accumulation of Compensatory Time Off. The maximum number of hours which
can be accumulated to be taken off at a later date will be limited to 24.
(This refers to the number of hours accumulated, not the number of hours
worked.) All overtime in excess of 24 hours will be paid.
(f) Jury Duty. Permanent or probationary employees required to report for
jury duty shall be granted leave for such purpose, upon presentation of
jury notice to the department head. Said employees shall receive full
pay for the time served on a jury, provided he submits any fees received
for such duty to the Finance Department. Compensation for mileage,
subsistence or similar auxiliary allowances shall not be considered as
a fee and shall be returned to the employee by the Finance Department.
SECTION 6: Educational Incentive Pay.
Under the provisions of the Educational Incentive Pay plan, all non -management
permanent City employees shall be compensated, upon successful completion of each
approved course, in the amount of $1.00 per month per college unit or equivalent,
to a maximum of $30 per month. Sworn police personnel shall be excluded from this
provision; however, shall receive compensation in the amount of 21% over base salary
for achievement of a P.O.S.T. Intermediate certificate; and 5% over base salary
for achievement of a P.O.S.T. Advanced certificate.
- 5 -
SECTION 6: Educational Incentive Pay (Continued)
All non -management permanent City employees obtaining Associate, Bachelor's,
Master's or other advanced degrees from accredited colleges or universities shall
be compensated by the following schedule: Associate degree - 5%; Bachelor's degree
71%; Master's degree - 10%.
CONDITIONS: The above payment compensation shall be based on achievements over and
above the job requirements established in the Position Classification Plan for each
class. Payment to employees will be based on the highest achievement level only, i.e.
employees with an Associate degree and Bachelor's degree will receive compensation
for the Bachelor's degree only. Those City employees whose employment is contingent
upon continuing education shall not be eligible for this benefit.
All payments under this provision are subject to verification and approval by
the City Manager or his designate.
SECTION 7: Sick Leave Payment
Payment of accumulated sick leave shall be granted by the City Manager on an
annual basis at the rate of fifty percent (50%) per annual sick leave accumulation
to all permanent full-time and part-time employees with over sixty (60) days or
four hundred eighty (480) hours of sick leave credit. The payment of said leave
shall be made on a date as specified by the City Manager. The 50% annual sick
leave accumulation remaining after payment shall continue as a credit to the
employee's sick leave account. To qualify for annual payment of accumulated sick
leave, employees must have a minimum of four hundred eighty(480) hours of unused
sick leave on record on December 1st, which is determined to be the beginning of
each annual payment period.
Upon death, retirement, separation or termination of a permanent full-time
or part-time employee, with a minimum of sixty (60) days or four hundred eighty
(480) hours of sick leave accumulation, said employee is entitled to receive
fifty percent (50%) compensation for that accumulated sick leave.
SECTION 8: Pay Periods and Pay Days.
All officers and employees of the C.:Ly of Cypress shall be paid on a bi-weekly
basis. The bi-weekly salary of each employee shall be the monthly salary, multiplied
by twelve, and divided by twenty-six.
Warrants or checks in payment of compensation shall be made available by the
City to employees and officers of the City on the Friday following the completion of
each bi-weekly pay period. In the event that a pay day falls on a holiday, all
warrants or checks in payment of compensation shall be made available to the City
employees on the first day preceding the holiday.
SECTION 9: Computation of Advancement Dates
The anniversary date for persons employed or promoted between the first day of
the month and the fifteenth of the month, inclusive, shall be computed from the first
day of the month in which employed or promoted; for persons employed or promoted
between the sixteenth day of the month and the last day of the month, inclusive, the
anniversary date shall be computed from the first day of the month following the
date of the appointment or promotion,
SECTION 10: This resolution shall become effective on December 31, 1973, and
all resolutions and parts of resolutions in conflict herewith are hereby rescinded.
- 6 -
PASSED AND ADOPTED by the City Council of the City of Cypress at an adjourned
regular meeting held on the 26th day of December, 1973.
MAYOR pjF THE CITY OF CYP
ATTEST:
/2-7W/
A�
CITY CLERK OF THE CITY OF CYPRESS
STATE OF CALIFORNIA)
COUNTY OF ORANGE )
SS
I, DARRELL ESSEX, City Clerk of the City of Cypress, DO HEREBY CERTIFY
that the foregoing Resolution was adopted at an adjourned regular meeting
of the said City Council held on the 26th day of December, 1973 by the
following roll call vote:
AYES: 5 COUNCILMEN: Frankiewich, Harvey, Kanel, Lacayo and Roberts
NOES: Q COUNCILMEN: None
ABSENT: 0 COUNCILMEN: None
CITY CLERK OF THE CITY OF CYPRESS
7
RESOLUTION NO. 1403
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CYPRESS
AUTHORIZING THE CITY MANAGER TO EXECUTE AN AGREEMENT
FOR THE TRAINING OF CYPRESS MOTORCYCLE OFFICERS.
WHEREAS, the Department of California Highway Patrol conducts a training
academy for motorcycles officers.
NOW, THEREFORE, BE IT RESOLV%D that the City Manager of the City of
Cypress is authorized to execute and submit to the Department of California
Highway Patrol on behalf of the City of Cypress, an agreement providing
for the training of City of Cypress police officers as motorcycle officers
by the Department of California Highway Patrol.
PASSED AND ADOPTED by the City Couticil of the City of Cypress at a
adjourned regular meeting held on the 30th day of October, 1973.
YOR OR\THE CITY OF CYPRES
ATTEST:
CITY CLERK OF THE CITY OF CYPRESS
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) SS
I, DARRELL ESSEX, City Clerk of the City of Cypress, DO HEREBY CERTIFY
that the foregoing resolution was duly adopted at an .adjourned regular
meeting of the said City Council held on the 30th day of October, 1973, by
the following roll call vote:
AYES: 4 COUNCILMEN: Frankiewich, Harvey, Lacayo and Roberts
NOES: 0 COUNCILMEN: None
ABSENT: 1 COUNCILMAN: Kanel
CITY CLERK OF THE CITY OF CYPRESS