R-038-23 Amending the Regulations Governing Compensation and Benefits of Non-Represented Exexcutive Group Employees

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1 • Following City Council approved Resolution and effective July 1, 2023, there 2 shall be a ten percent(10%) salary increase. 3 Section 2. Bilingual Pay. The City agrees to pay fifty dollars ($50) per month, (twenty-five dollars ($25) to be paid on the first two pay periods of the month) to Executive 4 Group employees who successfully complete a bilingual examination and who have been 5 approved by the City Manager. When the skill is no longer needed, the employee is not required to use it, or ceases to possess it; the City Manager shall terminate the bilingual 6 compensation by written notice to the Human Resources Director and employee. The 7 bilingual pay is tied to the position rather than the individual employee, and will terminate if the employee moves to a new position. 8 Section 3. Longevity Pay. Effective in the pay period following ratification and 9 City Council approval of this MOU, eligible employees shall receive a monthly longevity 10 stipend as follows: Payment of the longevity stipend shall be issued on a biweekly schedule (26 payments per year) in the following amounts: 11 1. Upon completion of 15th year of service= $100mo ($46.15 biweekly payment) 12 2. Upon completion of 20th year of service= $200mo ($92.31 biweekly payment) 13 3. Upon completion of 25th year of service= $300mo ($138.46 biweekly payment) 14 Continuous service and employment with the City of Colton qualifies for this benefit. Eligible 15 employees shall only receive one monthly longevity stipend. Longevity stipends shall not be cumulative. Years of service with the City of Colton determines eligibility for the longevity 16 stipend. 17 Section 4. Education Incentive. An Executive Group employee who has obtained 18 one of the following, above their minimum job requirements, shall receive an additional five percent (5%) of their regular base salary upon submitting documentation of certification or 19 academic degree. 20 • Master of Arts or Science degree from an accredited college or university, or 21 • Doctoral degree from an accredited college or university, or • A professional, graduate-level certification or credential specific to their field of 22 expertise (Law, Fire, Community Services, Finance, Public Works, Water, 23 Electric, Development Services, and Human Resources) from an industry- recognized, sanctioning entity within their field of expertise as determined and 24 approved by the City Manager. This professional, graduate-level certification or 25 credential should enhance furtherance of City or continuing educational and professional development goals. The certification shall be considered a "terminal 26 certification"meaning it is the highest academic certification or credential that can be awarded in a particular field. 27 28 The above educational incentive is non-cumulative. ARTICLE III BENEFITS