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Acting Pay
The Acting Pay program compensates employees who are temporarily assigned to perform in a higher classification. Not all employees are eligible for Acting Pay. To qualify, an employee must perform the majority of the duties of the higher- level position. Acting Pay usually begins on the 80th consecutive hour of the assignment, and normally lasts no more than six months. Refer to your bargaining unit’s MOA for more information regarding Acting Pay.
Resolution No. 8485, Section 15(D)
Deductions
There are two types of payroll deductions: mandatory and optional. The mandatory deductions are for federal income tax, state income tax, and the California Public Employees' Retirement System. The mandatory tax deductions are based on the choices you make when completing the W-4 form. You may change your W-4 information in Payroll or Human Resources.
All employees hired April 1, 1986, or later must contribute 1.45% of salary to Medicare. The City contributes an equal amount.
Other deductions, optional or otherwise, may include:
- Court ordered child and/or spousal support payments
- Credit Union or other financial institutions
- Deferred compensation
- Donations to charitable organizations
- Employee association dues
- Medical, dental, vision, and/or life insurance premiums
- Purchases made on behalf of employees for items such as T- shirts and safety shoes
- Reimbursement Accounts Plan (RAP)
Direct Deposit
The City automatically deposits the net amount of your paycheck into your bank account. This provides the employee access to their deposited funds as early as 12:01 a.m. on the pay day. A form has been included in your orientation packet to obtain your banking information for this purpose.
Direct deposit is also available for reimbursement payments. This would include tuition, medical or dependent care reimbursements. A separate direct deposit form must be completed. Both direct deposit forms are available on the Intranet, in Human Resources, and Administrative Services. Forms and questions regarding direct deposit should be directed to Administrative Services.
Increment Pay
Depending on your department, work schedule, or assignment you may be eligible for pay in addition to your hourly wage. Examples of such pay include:
- Bilingual
- Matron Duty
- Motorcycle
- Paramedic
- Shift Differential
Refer to your bargaining unit’s MOA for more information regarding available increment pay categories and eligibility.
Overtime Pay
Overtime rules differ for various bargaining units, and the Federal Fair Labor Standards Act (FLSA) may take precedence in some situations.
Many employees are eligible for overtime pay. Employees in management and supervisory positions, considered FLSA exempt, are not typically eligible. In general, employees receive premium pay for time actually worked which exceeds the maximum designated for the classification and bargaining unit. In some situations, employees may receive compensatory time off (“comp time”) in lieu of cash. The actual amount of cash or comp time to be paid is governed by the City’s agreement with each bargaining unit and the FLSA; where there is a difference, the higher amount is paid.
Most non-management employees may receive specific types of overtime pay. These types of pay are outlined in your bargaining unit’s MOA.
Some overtime work is available on a voluntary basis. However, the City may occasionally require you to work overtime. Such assignments cannot ordinarily be refused.
Pay Periods and Paydays
Pay periods begin at 12:01 a.m. every other Saturday, and paydays occur the following Friday. If the payday falls on a holiday, paychecks are issued on the preceding business day.
The City is careful to ensure that paychecks are accurate, but mistakes may occur. Review your paycheck upon receipt to make sure that it is correct. If it is not, please inform your supervisor or department administrative assistant.
Salary
Employee salaries are determined in several ways. Initially, each classification is rated according to its level of difficulty and responsibility, working conditions, supply and demand considerations, etc. In addition, periodic negotiations with employee groups can result in adjustments. These negotiations normally focus on such issues as changes in the cost of living, salaries paid by other employers, and the City’s fiscal condition. Negotiated agreements must be approved by the City Council. Refer to your Personnel Action (PA) form for your current salary information.
Step Increases
An individual employee's salary may be increased via the step increase system. Most salary ranges have six steps, approximately 5% apart. An employee hired at the bottom step may be advanced to the second step after six months or one year of satisfactory service, depending upon the bargaining unit. Additional step increases follow each year thereafter until the top step is reached. Those hired above the bottom step are eligible for advancement to the next step after one year. It is important to remember that step increases are not granted automatically. Your department head must certify that your performance - which includes attendance and work habits - has been satisfactory or better for the entire period in question.
Employees below the top step may be eligible for a merit increase. For you to receive a merit increase, your department head must certify that your performance has been exceptional. The City Manager must also approve the recommendation.
Timecards
A time card records the number of hours you worked or were absent (vacation, etc.). In some departments, each employee is required to record his/her own time and submit the time card online. Other departments record that information for the employee. Your supervisor must approve your time card after you submit it.
Questions should be referred to your supervisor or department administrative assistant.
W-4
Mandatory tax deductions are based on the choices you make when completing the W-4 form. You may change your W-4 information with Payroll.