HomeMy WebLinkAbout2026-05-12; City Council; Resolution 2026-087Exhibit 2 RESOLUTION NO. 2026-087 .
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARLSBAD,
CALIFORNIA, APPROVING AMENDMENTS TO THE UNREPRESENTED
EMPLOYEES’ COMPENSATION AND BENEFITS PLAN, UNREPRESENTED
EMPLOYEES’ SALARY SCHEDULE, AND CARLSBAD FIREFIGHTERS’
ASSOCIATION, INC. SALARY SCHEDULE AND AUTHORIZING AN
APPROPRIATION OF $66,800 FROM THE CITY’S GENERAL FUND
WHEREAS, the City of Carlsbad is amending the Unrepresented Employees’ Compensation and
Benefits Plan to align holiday and safety holiday pay language with current practices to ensure
compliance with California Public Employees’ Retirement System (CalPERS), add longevity pay for
certain unrepresented Fire Management positions; and
WHEREAS, the City of Carlsbad is amending the Unrepresented Employees’ Salary Schedules to
adjust salary ranges for Economic Development Director and Director of Constituent & Clerk Services,
and adding salary ranges for and position titles of Communications Manager, Principal Analyst, and
Assistant Transportation Director; and
WHEREAS, the City of Carlsbad is amending the Carlsbad Firefighters’ Association, Inc. Salary
Schedule to reflect accurate hourly rate calculations for Range 49, previously approved by Carlsbad
Firefighters’ Association, Inc. and the City Council; and
WHEREAS, the City Council of the City of Carlsbad, California, has determined it approves such
amendments (Attachments A through C).
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Carlsbad, California, as
follows:
1.That the above recitations are true and correct.
2.That this action is not a “project” as defined by the California Environmental Quality Act,
or CEQA, Section 21065 and CEQA Guidelines Section 15378(b)(2) & (5) and does not
require environmental review under CEQA Guidelines Section 15060(c)(3) as it is a
government organizational or administrative activity that will not result in direct or
indirect physical changes in the environment.
3.That the amendments to the Unrepresented Employees' Compensation & Benefits Plan
(Attachment A), Unrepresented Employees’ Salary Schedule (Attachment B), and the
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Carlsbad Firefighters’ Association, Inc. Salary Schedule (Attachment C) are hereby
approved, and the City Manager is authorized to execute the side letter on behalf of the
City.
4.That the City Manager, or designee, is authorized to direct the Deputy City Manager,
Administrative Services, or designee, to appropriate $66,800 from the General Fund.
PASSED, APPROVED AND ADOPTED at a Regular Meeting of the City Council of the City
of Carlsbad on the 12th day of May, 2026, by the following vote, to wit:
AYES: Blackburn, Bhat-Patel, Acosta, Burkholder, Shin.
NAYS: None.
ABSTAIN: None.
ABSENT: None.
______________________________________
KEITH BLACKBURN, Mayor
______________________________________
SHERRY FREISINGER, City Clerk
(SEAL)
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Attachment A
UNREPRESENTED EMPLOYEES’ COMPENSATION AND BENEFITS
PLAN
TABLE OF CONTENTS
Section 1 Introduction ............................................................................Page 2
Section 2 Compensation ........................................................................Page 2
Pay Ranges .......................................................................Page 2
Compensation Adjustments ............................................Page 3
Survey Market ..................................................................Page 3
Section 3 Benefits and Other Types of Pay ...........................................Page 4
Life/Accidental Death and Dismemberment
(AD&D) Insurance and Voluntary Benefits ....................Page 4
Retirement ........................................................................Page 5
Leave of Absence .............................................................Page 6
1. Vacation ..............................................................Page 7
2. Executive Leave .................................................Page 9
3. Sick Leave ..........................................................Page 10
4. Bereavement Leave ............................................Page 11
5. Leave Without Pay .............................................Page 12
6. Pregnancy Disability Leave ................................Page 13
7. Family and Medical Leave Acts .........................Page 13
8. Military Leave ....................................................Page 14
9. Jury Duty ............................................................Page 14
10. Extended Leave of Absence ...............................Page 14
11. Paid Family Leave ..............................................Page 15
12. Occupational Injuries or Illnesses ......................Page 15
Separation Compensation ................................................Page 15
Holidays ...........................................................................Page 15
Health Benefits.................................................................Page 17
Health Insurance for Retirees...........................................Page 18
Physical Fitness Reimbursement .....................................Page 18
Short-Term and Long-Term Disability Insurance (LTD) Page 18
Deferred Compensation ...................................................Page 19
Drug and Alcohol Policy .................................................Page 19
Uniform Reimbursement and Reporting the Value
of Uniforms to CalPERS ..................................................Page 19
Fire Safety Unrepresented Employees .............................Page 19
Special Assignment and Temporary Upgrade Pay ..........Page 22
Educational Incentive Pay................................................Page 23
Bilingual Pay ....................................................................Page 23
Longevity Pay…………………………………………..Page 23
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SECTION 1: INTRODUCTION
The Unrepresented Employees Compensation and Benefits Plan contains three parts: 1) an
introduction, 2) an overview of compensation and 3) a description of benefits for unrepresented
employees.
Definitions
1. Unrepresented Employees - Unrepresented employees are defined as those employees
whose classifications are listed on the Unrepresented Salary Structure. Except as to those
unrepresented employees subject to an applicable law, all unrepresented employees are
considered “at-will” and have no property rights to their position. At will employment
with the city may be terminated at any time by either party, with or without cause, for
any reason or no reason whatsoever, and with or without advance notice. At will
employees do not have the right to appeal.
2. City Council Appointed Employees - The City Manager and City Attorney are hired by
and responsible directly to the City Council. The salaries for these positions shall be set
by the City Council. The City Manager and City Attorney will not be subject to the
provisions of the Compensation program as outlined in Section 2 of this document. The
schedule of unrepresented benefits (as outlined in Section 3 of this document) will apply
to these positions, except as otherwise provided by the City Council.
SECTION 2: COMPENSATION
Pay Ranges
Each unrepresented job classification is assigned to a specific pay range.
Effective January 1, 2026, Unrepresented employees’ salary ranges shall be converted to six salary
steps and all Unrepresented employees shall be placed onto the nearest salary step equal to or
greater than their current base pay rate.
Approved step increases will be effective on an employee’s step increase anniversary date unless
• The employee has already reached step 6 (the max of the range)
• The employee has received written discipline within the past twelve months, has an
advanced notice of discipline currently pending and/or are the subject of an active
workplace investigation. Instead of receiving the step increase on their anniversary
date, the increase will be deferred until:
- Written discipline in personnel file: Either six months after the employee’s anniversary
date or twelve months after the issue date of the written discipline - whichever comes
first. For example, if the employee’s anniversary date is January 1, 2024, and they are
issued written discipline on March 1, 2023, they will receive their step increase on
March 1, 2024. Or, if the employee’s anniversary date is January 1, 2024, and they are
issued written discipline on October 1, 2023, they will receive their step increase on July
1, 2024.
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- Advanced notice of discipline: Employee appeals the notice and it does not result in
written discipline being issued, the step increase will be applied retroactively to their
anniversary date.
- Subject of investigation: Investigation is complete and it does not result in written
discipline being issued, the step increase will be applied retroactively to their
anniversary date.
Any employee may be advanced to the next higher step in the pay range regardless of the length of
time served at the employee’s present pay rate. This advancement requires the written
recommendation of the employee’s manager and the approval of the employee’s department head
and City Manager (or City Attorney, for unrepresented employees in the City Attorney’s Office)1.
When an employee is promoted, the employee will be advanced to the lowest step in the higher
range which will provide at least one step increase in pay, except that the employee cannot be
advanced beyond the highest step in the higher pay range.
An employee’s salary may not exceed the maximum of the pay range for their classification.
Periodically the Human Resources Department will bring forth salary range movement
recommendations to City Council that are based on market and economic conditions and may
include one or more salary ranges.
_____________________________
1 Hereafter, all references to the City Manager include, with regard to unrepresented employees in the City Attorney’s
Office, the City Attorney.
Compensation Adjustments
Effective January 1, 2026, all unrepresented employee salary ranges will be adjusted to reflect a 4%
increase.
Survey Market
In keeping with the City Council’s philosophy of surveying the total compensation of local
agencies, the agencies listed below will be considered in the survey market for unrepresented
classifications.
City of Chula Vista
City of Coronado
City of Del Mar
City of El Cajon
City of Encinitas
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City of Escondido
City of Imperial Beach
City of La Mesa
City of Murrieta
City of National City
City of Oceanside
City of Poway
City of San Marcos
City of Solana Beach
City of San Diego
City of Santee
City of Vista
County of San Diego
In addition to the agencies listed above, the following agencies will be considered in the survey
market only for Utilities Director, Utilities Manager and Utilities Supervisor classifications.
Encina Wastewater Authority
Helix Water District
Olivenhain Municipal Water District
Otay Water District
Padre Dam Municipal Water District
Vallecitos Water District
Vista Irrigation District
The Human Resources Department will compare salary and benefits information on each City of
Carlsbad benchmark classification with appropriate classifications in the survey market. Those
classifications that are considered benchmarks are those in which there was a substantial match
between the competencies and duties required for jobs at the City of Carlsbad and those for jobs in
the survey market.
Each City of Carlsbad job classification is assigned to a specific pay range. The non-benchmark
positions are assigned to a pay range based on internal relationships, responsibility and/or
knowledge, skills and abilities of jobs. The benchmark salary data will be surveyed regularly and
the benchmark comparisons will be modified when the classifications change within the
organization.
The City Council delegates to the City Manager the authority to create and change job
classifications and assign job classifications to a specific pay range, based on both benchmark salary
information and internal relationships within the organization.
SECTION 3: BENEFITS AND OTHER TYPES OF PAY
Life/Accidental Death and Dismemberment (AD&D) Insurance and Voluntary Benefits
All unrepresented employees shall receive city-paid life insurance in an amount equal to two times
their base salary up to a maximum benefit of $400,000. To determine benefits, the amount of
insurance is rounded to the next higher $5,000 multiple, unless the amount equals a $5,000 multiple.
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Effective January 1, 2020, all unrepresented employees shall receive city-paid Accidental Death and
Dismemberment (AD&D) insurance in an amount equal to two times their base salary up to a
maximum benefit of $400,000. To determine the benefit, the amount of insurance is rounded to the
next higher $5,000 multiple, unless the amount equals a $5,000 multiple.
Effective January 1, 2023, all unrepresented employees shall receive city-paid life and AD&D
insurance for a spouse and children. The coverage amount for a spouse is $20,000 and for children
is $10,000.
The city provides various voluntary benefits available at the employee’s cost. Employees may
select among various levels of coverage. For information regarding these benefits, contact the
Human Resources Department at 442-339-2440.
Retirement
All unrepresented employees shall participate in the California Public Employees' Retirement
System (CalPERS). The specific retirement formula applied will be determined based on whether
the position is deemed safety or miscellaneous. All positions not deemed eligible for safety
retirement will be deemed miscellaneous under the CalPERS system. Optional benefits unique to
the City of Carlsbad’s contract with CalPERS are outlined in the contract between the city and
CalPERS. A copy of this contract is kept on file in the Human Resources Department.
Unrepresented employees who are considered fire safety employees are eligible for the same
retirement benefit formula and are subject to the same optional retirement benefits described in the
City of Carlsbad CalPERS safety contract (and are the same as those provided to employees
represented by the Carlsbad Firefighters' Association, Inc.). Sworn police unrepresented employees
are eligible for the same retirement benefit formula and are subject to the same optional retirement
benefits described in the City of Carlsbad CalPERS safety contract (and are the same as those
provided to employees represented by the Carlsbad Police Officers’ Association).
A. The city has contracted with CalPERS for the following retirement benefits:
Miscellaneous “Classic” Members (those that do not qualify as “New Members” as
defined below)
a) Employees entering City of Carlsbad miscellaneous CalPERS membership for the first
time prior to November 28, 2011 - The retirement formula shall be 3% @ 60; single
highest year final compensation.
b) Employees entering City of Carlsbad miscellaneous CalPERS membership for the first
time on or after November 28, 2011 - The retirement formula shall be 2% @ 60; three
year average final compensation.
c) Employees entering City of Carlsbad safety CalPERS membership for the first time prior
to October 4, 2010 - The retirement formula shall be 3% @ 50; single highest year final
compensation.
d) Employees entering City of Carlsbad safety CalPERS membership for the first time on
or after October 4, 2010 – The retirement formula shall be 2% @ 50; three year average
final compensation.
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“New Members”
Employees who are “New Members” as defined by the California Public Employees’
Pension Reform Act of 2013 (PEPRA) (e.g., an employee hired on or after January 1, 2013
who has never been a CalPERS member or member of a reciprocal system or who has had a
break in CalPERS service of at least six months or more) will be subject to all the applicable
PEPRA provisions, which include but are not limited to the following retirement benefits.
a) Miscellaneous employees - Retirement formula shall be 2% @ 62; three year average
final compensation.
b) Safety employees - Retirement formula shall be 2.7% @ 57; three year average final
compensation.
B. Employee Retirement Contribution
The employee retirement contribution will be made on a pre-tax basis by implementing
provisions of Section 414(h)(2) of the Internal Revenue Code.
Employees shall make the following employee retirement contributions through payroll
deductions:
miscellaneous employees subject to the 3% @ 60 benefit formula shall pay all of
the employee retirement contribution (8%),
miscellaneous employees subject to the 2% @ 60 benefit formula shall pay all of
the employee retirement contribution (7%),
safety employees subject to the 3% @ 50 or 2% @ 50 benefit formulas shall pay
all of the employee retirement contribution (9%), and
miscellaneous and safety employees who meet the definition of “New Member”
under PEPRA shall pay the required PEPRA member contribution rate as
established by CalPERS.
Leave of Absence
Unrepresented employees are exempt from overtime requirements under the Fair Labor Standards
Act. Unrepresented employees in the city are paid on a salary basis versus an hourly basis.
Pursuant to FLSA regulation 29 CFR Section 541.5d, the city can make deductions from salary or
leave accounts for partial day absences for personal reasons or sickness because the city has a
policy and practice of requiring its employees to be accountable to the public that they have earned
their salaries. A partial day absence is an absence of less than the employee's regular work day.
Pursuant to FLSA regulation 29 CFR Section 541.118 (a)(2) and (a)(3), the city may make salary or
leave reductions based upon full day absences.
Partial day or full day absences shall be first charged against the exempt employee's vacation, sick,
or executive leave account. In the event the exempt employee does not have sufficient time in the
employee’s leave account to cover the absence, deductions without pay will be made on full days
only.
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1. Vacation
a. Vacation Accrual
Every unrepresented employee shall accrue vacation leave for each calendar year of
actual continuous service dating from the commencement of said service, with such
time to be accrued on a daily (calendar day) basis. Vacation leave can be used in 15
minute increments.
All unrepresented employees (except Fire Battalion Chiefs, Assistant Police Chief,
and Police Chief) shall earn vacation on the following basis:
- Beginning with the first working day through the completion of five full
calendar years of continuous service - 13 minutes/day.
- Beginning the sixth year of employment through the completion of 10 full
calendar years of continuous service - 20 minutes/day.
- Beginning the 11th year of employment through the completion of 11 full
calendar years of continuous service - 21 minutes/day.
- Beginning the 12th year of employment through the completion of 12 full
calendar years of continuous service - 22 minutes/day.
- Beginning the 13th year of employment through the completion of 13 full
calendar years of continuous service - 24 minutes/day.
- Beginning the 14th year of employment through the completion of 15 full
calendar years of continuous service - 25 minutes/day.
- Beginning the 16th year of continuous employment, vacation time shall be
accrued, and remain at a rate of 26 minutes/day for every full calendar year of
continuous employment thereafter.
Unrepresented employees with comparable service may be granted credit for such
service for the purpose of computing vacation at the discretion of the City Manager.
All unrepresented employees shall be permitted to earn and accrue up to and
including 320 hours of vacation. Effective March 20, 2023 the vacation accrual
maximum will increase to 400 hours. No employee will be allowed to earn and
accrue vacation hours in excess of the maximum.* The City Manager shall be
responsible for the granting of vacation to all unrepresented personnel, except in the
case of the City Attorney’s Office, where the City Attorney shall be responsible for
granting vacation.
* If there are unusual circumstances that would require an employee to exceed the vacation accrual
maximum, the employee must submit a request in writing to the Department Head and the City
Manager or designee. The Department Head and the City Manager or designee may grant such a
request if it is in the best interest of the city. Requests will be handled on a case-by-case basis and
will be considered only in extreme circumstances.
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Fire Battalion Chiefs shall accrue vacation in the same manner and up to the same
maximum as Carlsbad Firefighters' Association (CFA) represented employees.
For fire safety unrepresented employees who contribute to the post-retirement
healthcare trust established by CFA, Inc. and who work a 112 hour/pay period
schedule, each year, in the last paycheck in December, all accrued vacation hours over
496 hours will be deposited into the employee’s individual post-retirement
healthcare trust account.
For fire safety unrepresented employees who contribute to the post-retirement
healthcare trust established by CFA, Inc. and who work an 80 hour/pay period
schedule, each year, in the last paycheck in December, all accrued vacation hours over
336 hours will be deposited into the employee’s individual post-retirement
healthcare trust account.
The Assistant Police Chief and Police Chief shall accrue vacation in the same
manner and up to the same maximum as Carlsbad Police Management Association
(CPMA) represented employees.
b. Vacation Conversion
Employees, except for fire safety unrepresented employees who contribute to the
post-retirement healthcare trust established by CFA, Inc. are eligible to submit an
irrevocable request to elect to cash out up to 80 hours (or up to 112 hours if a
Battalion Chief on a 112 hours/pay period schedule) of accrued vacation hours for
the following calendar year.
1. All employees wishing to convert accrued vacation to cash in the year following
the election will complete a form between November 10 and December 10 of
each year. Elections will not carry over from one calendar year to the next
calendar year.
2. Only vacation hours accrued during the calendar year following the election may
be cashed out. Employees accruing less than the election amount may cash out no
more than their total vacation accrual in the following calendar year.
3. The employee’s accrued vacation to convert to cash will be credited first to the
cash out account with the employee’s earned vacation leave until the employee’s
full election amount is reached. The vacation hours designated to the cash out
account will not be credited toward the employee’s maximum vacation accrual.
During this period of time, no earned vacation leave will be credited to the
employee’s vacation time off balance.
4. Payment of vacation hours elected for cash out will be in the last paycheck in
December unless the employee has accrued all the elected vacation hours by June
30, in which case payment of the all the elected vacation hours will be cashed out in
July. All vacation hours will be paid in the calendar year in which the vacation
hours accrue. If the employee does not accrue all requested vacation hours in the
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calendar year, the vacation payment amount will be reduced to the total number
of vacation hours the employee actually accrues in the calendar year and the
payout will be made no later than the last pay date in the calendar year.
5. The vacation payment amount will be based on the employee’s rate of pay at the
time of the payout. The vacation payment amount is taxable income, subject to
all applicable withholding amounts and payroll deductions.
6. An employee who does not elect to cash out vacation by December 10 waives
their right to do so and will not be allowed to cash out any vacation accruing in
the following year.
Fire safety unrepresented employees who contribute to the post-retirement healthcare
trust established by CFA, Inc., are eligible to submit an irrevocable request to elect to
convert accrued vacation hours for the following calendar year to be deposited into
the employee’s individual post-retirement healthcare trust account in the same
manner established for employees represented by CFA, Inc. There shall be no cash
option available to these employees for the conversion of unused accrued vacation
hours.
c. Vacation Payout
An employee separating from the city service, except for a fire safety unrepresented
employee who contributes to the post-retirement healthcare trust established by CFA,
Inc., who has a balance of unused accrued vacation leave shall be entitled to be paid
for the remainder of their unused accrued vacation leave as of their last day on
payroll.
For fire safety unrepresented employees who contribute to the post-retirement
healthcare trust established by CFA, Inc., upon separation of employment, 100% of
the value of all remaining unused accrued vacation hours shall be converted to the
employee’s individual account in the Post-Retirement Healthcare Trust and/or a city-
sponsored 457 Plan at the base rate of pay in effect at the time of separation from the
city. Allocation amounts to either or both the Post-Retirement Healthcare Trust
individual account and 457 Plan will be at the employee’s discretion and subject to
Internal Revenue Service regulations. The employee shall be responsible for
ensuring their contributions to a 457 Plan do not exceed the maximum allowed per
law. If the amount of terminal vacation pay the employee converts to a 457 Plan
causes their 457 contributions to exceed the maximum allowed per the law and those
contributions are returned to the city, the city will deposit the amount returned into
the employee’s individual account in the Post-Retirement Healthcare Trust. There
shall be no cash option available to the employee for the conversion of unused
accrued vacation hours at the time of separation. The default will be to convert
100% of the unused vacation hours into the Post-Retirement Healthcare Trust
individual account unless the employee designates conversion to the city-sponsored
457 Plan no later than 14 calendar days prior to the employee’s last pay date.
2. Executive Leave (E-time)
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Effective July 1, 2023, all unrepresented personnel, except for a Fire Battalion Chief who is
on a 56 hour work schedule as of July 1 in a given fiscal year, shall receive 64 hours per
fiscal year for executive leave. The 64 hours will be credited upon hire or promotion into
unrepresented and at the beginning of each fiscal year to individual leave balances. This
leave must be used within the same fiscal year. The City Manager is authorized to provide
10 additional hours of executive leave per year to any unrepresented employee who is
required to work extended hours due to emergencies such as fires, storms, floods, or other
emergencies. Accrued and unused executive leave may continue to be used when a Fire
Battalion Chief’s work schedule changes mid-fiscal year from 80 hours/pay period to 112
hours/pay period.
3. Sick Leave
Sick leave can be used in 15 minute increments.
All unrepresented employees, except for Fire Battalion Chiefs, accrue 16 minutes of sick
leave per calendar day. Accumulation is unlimited (employees cannot receive payment for
unused sick leave). Fire Battalion Chiefs that work a 112 hour/pay period schedule shall
accrue sick leave sick leave at a rate of 25 minutes per day. A Fire Battalion Chief who
changes from a 112 hour/pay period schedule to an 80 hour/pay period schedule as a result
of an administrative assignment or an occupational injury assignment (either full or
light/modified duty) will continue to accrue at a rate of 25 minutes per day during this
assignment.
Any unrepresented employee, except a fire safety unrepresented employee, who has accrued
and maintains a minimum of 100 hours of sick leave shall be permitted to convert up to 12
days of sick leave and uncompensated sick leave to vacation at a ratio of three sick leave
days per one day of vacation. The sick leave conversion option will be provided during the
first week of each fiscal year. Conversion can only be made in increments of full day
vacation days. Employees will not be allowed to convert sick leave to vacation if such
conversion would put them over the vacation accrual maximum.
fire safety unrepresented employees shall be eligible for sick leave conversion based on the
following guidelines.
For a fire safety unrepresented employee on an 80 hour/pay period schedule:
Any employee who has accrued and maintains a minimum of 160 hours of sick leave
shall be permitted to convert up to 120 hours of accumulated uncompensated sick
leave to either accrued vacation hours or to the employee’s post-retirement
healthcare trust account at a ratio of 24 hours of sick leave to 8 hours of
vacation/contributions to the employee’s post-retirement healthcare trust. The sick
leave conversion option will be provided during the first week of each fiscal year.
Employees will not be allowed to convert sick leave to vacation if such conversion
would put them over the vacation accrual maximum. No cash option will exist for
sick leave conversion.
For a fire safety unrepresented employee on a 112 hour/pay period schedule:
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Any employee who has accrued and maintains a minimum of 240 hours of sick leave
shall be permitted to convert up to 288 hours of accumulated uncompensated sick
leave to either accrued vacation hours or to the employee’s post-retirement
healthcare trust account at a ratio of 72 hours of sick leave to 24 hours of
vacation/contributions to the employee’s post-retirement healthcare trust. The sick
leave conversion option will be provided during the first week of each fiscal year.
Employees will not be allowed to convert sick leave to vacation if such conversion
would put them over the vacation accrual maximum. No cash option will exist for
sick leave conversion.
Sick leave will be administered consistent with state and federal law and shall be allowed for
the following purposes:
1. Diagnosis, care or treatment of an existing health condition of, or preventative care for, an
employee or an employee’s family member (e.g., to recuperate from or receive treatment
for personal injuries or illnesses, to care for an injured or ill family member or to attend
medical, dental or optometry appointments).
2. If the employee is a victim of domestic violence, sexual assault, or stalking, for the
purposes described in California Labor Code Sections 230(c) and 230.1(a), including
obtaining relief (e.g., a restraining order), domestic violence services, or medical or mental
health treatment.
Employees shall be required to account for all hours they are requesting as sick leave via the
city’s timekeeping/scheduling system. If the need for paid sick leave is foreseeable, the
employee shall provide reasonable advance notification. If the need for paid sick leave is
unforeseeable, the employee shall provide notice of the need for the leave as soon as
practicable.
Absences covered by workers’ compensation law, the pregnancy disability provisions of the
California Fair Employment and Housing Act, the California Family Rights Act, and the
federal Family and Medical Leave Act will be administered according to requirements of
those laws.
If an employee separates from the city and is rehired by the city within one year from the
date of separation, the employee’s previously accrued and unused sick leave shall be
reinstated.
Any employee applying for retirement with the California Public Employees’ Retirement
System may convert accrued and unused sick leave to service time at the rate specified in
California Government Code Section 20965.
4. Bereavement Leave
An employee may use up to an equivalent of three work days of paid bereavement leave if
required to be absent from duty due to the death of a member of the employee’s immediate
family. Effective Jan. 1, 2023, an additional two days may be taken and charged to accrued
leave or, when no accrued leave is available, treated as leave without pay. Additional time
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off may be authorized by the Department Head and charged to accrued vacation or sick
leave or, when no accrued leave is available, treated as leave without pay.
The “immediate family” shall be defined in the personnel rules and regulations.
The employee may be required to submit proof of relative’s death before final approval of
bereavement leave is granted.
5. Leave of Absence Without Pay
To the extent permitted by law, a leave of absence under this article will run concurrently
with any leave of absence an employee is entitled to receive under the CFRA or FMLA.
a. General Policy
Any employee may be granted a leave of absence without pay pursuant to the
approval of the employee’s Department Head for less than two calendar weeks. If
the duration of the leave of absence will be longer, the approval of the City Manager
or designee is required.
An employee shall utilize all accrued vacation, e-time and/or sick leave (if
applicable) prior to taking an authorized leave of absence without pay.
A leave without pay may be granted for any of the following reasons:
1. illness or disability,
2. to take a course of study which will increase the employee’s
usefulness on return to the employee’s position in the city service, or
3. for personal reasons acceptable to the City Manager and Department
Head.
b. Authorization Procedure
Requests for leave of absence without pay shall be made in writing and shall state
specifically the reason for the request, the date when the leave is desired to begin, the
probable date of return, and the agreement to reimburse the city for any benefit
premiums paid by the city during the leave of absence. The request shall normally
be initiated by the employee, but may be initiated by the employee’s Department
Head, and, if applicable, shall be promptly transmitted to the City Manager or
designee for approval. A copy of any approved request for leave of absence without
pay with a duration equal to or greater than two calendar weeks shall be delivered
promptly to the Directors of Finance and Human Resources.
c. Length of Leave and Extension
A leave of absence without pay may be made for a period not to exceed six months,
unless otherwise approved by the City Manager. The procedure for granting
extensions shall be the same as that in granting the original leave provided that the
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request for extension is made no later than 14 calendar days prior to the expiration of
the original leave.
d. Return From Leave
When an employee intends to return from an authorized leave of absence without
pay either before or upon the expiration of such leave, the employee shall contact the
employee’s Department Head at least 14 calendar days prior to the day the employee
plans to return. The Department Head shall promptly notify the Human Resources
Department of the employee’s intention. The employee shall return at a rate of pay
not less than the rate at the time the leave of absence began.
e. Insurance Payments and Privileges
An employee on leave without pay may continue the employee’s city insurance
benefits by reimbursing the city for the employee’s costs of insurance on a monthly
basis during the period of the leave. Failure to reimburse the city for such benefits
during the term of a leave of absence will result in the employee’s coverage
terminating on the first day following the month in which the last payment was
received.
Upon the employee’s return to paid status, any sums due to the city shall be repaid
through payroll deductions. This applies to sums due for insurance as well as other
payment plans entered into between the city and the employee (e.g., computer loan).
Upon eligibility for COBRA, the employee will be notified of the opportunity to
continue benefit coverage via the COBRA process.
An employee on leave of absence without pay shall not have all of the privileges
granted to regular employees (e.g., holiday pay), unless required by law.
6. Pregnancy Disability Leave
Pregnancy Disability Leave shall be authorized and/or administered in accordance with the
provisions of State and Federal law. An employee disabled by pregnancy shall be allowed
to utilize a combination of accrued leave and leave without pay to take a leave for a
reasonable period of time, not to exceed four months. An employee shall utilize all accrued
leave, except sick leave, prior to taking leave without pay. Reasonable period of time means
that period during which the employee is disabled on account of pregnancy, childbirth, or
related conditions.
An employee who plans to take a leave pursuant to this article shall give the city reasonable
notice of the date the leave shall commence and the estimated duration of the leave.
7. Family and Medical Leave Acts
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The city acknowledges the applicability of the federal Family and Medical Leave Act
(FMLA) and the California Family Rights Act (CFRA) and intends to apply and implement
this document so as to comply with these laws.
8. Military Leave
Military leave shall be authorized in accordance with the provisions of State and Federal
law. The employee must furnish satisfactory proof to the employee’s Department Head, as
far in advance as possible, that the employee must report to military duty.
9. Jury Duty
When called to jury duty, an employee shall be entitled to the employee’s regular
compensation. Employees released early from jury duty shall report to their supervisor for
assignment for the duration of the shift. Employees shall be entitled to keep mileage
reimbursement paid while on jury duty.
If an employee also receives any compensation from the court for serving on a jury, the
employee will reimburse the city for the amount they received from the court. Employees
shall be entitled to keep mileage reimbursement and/ or the transit pass paid or provided
while on jury duty and will be reimbursed for any applicable parking fees.
Employees released early from jury duty shall report to their supervisor for assignment for
the duration of the work day. At the discretion of the supervisor, an employee may be
released from reporting back to work if an unreasonable amount of the work day remains in
light of travel time to the job site after release.
10. Extended Leave of Absence
Upon completion of 84 consecutive calendar days (12 weeks) of leave of absence (paid or
unpaid and except when leave is ordered by the city or when an employee is on an active
duty military leave) or completion of a leave of absence related to Section 4850 of the
Labor Code, whichever occurs later, an employee will not be eligible for the benefits listed
below:
accrual of sick leave and vacation,
car allowance and
holiday pay for Fire Battalion Chiefs working a 112 hour/pay period schedule.
On the day that the employee returns to work from the extended leave of absence, the
employee will resume eligibility for the abovementioned benefits and the employee’s
vacation anniversary date and seniority (calculation of continuous service with the city) will
be adjusted for each calendar day the leave of absence lasted beyond 84 consecutive
calendar days or the completion of a leave of absence related to Section 4850 of the Labor
Code, whichever was longer.
During or immediately following a leave of absence, if an employee returns to work for
fewer than 14 calendar days before subsequently going back on a leave of absence for the
same injury, illness or reason for the leave, (paid or unpaid and except when leave is
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ordered by the city or when an employee is on an active duty military leave), the second
leave of absence shall be considered a continuation of the first leave of absence.
11. Paid Family Leave
Effective January 1, 2020, per Administrative Order No. 84, all unrepresented employees
will be eligible for up to 160 hours per year of paid family leave to care for an immediate
family member or bond with a new child.
12. Occupational Injuries or Illnesses
An employee who sustains a work-related injury or illness and becomes temporarily disabled from
work as a result, may receive their full salary, in lieu of the State mandated temporary disability
benefit, for a period of up to 45 calendar days for any single incident. The periods of temporary
disability need not be continuous. Any aggravation of a pre-existing occupational injury or illness
will be treated as such and not as a new injury. In this situation, the employee will not be entitled to
any occupational sick leave benefit which exceeds the original maximum of 45 calendar days. The
City Manager or designee reserves the right to determine whether occupational sick leave will be
granted. Granting of occupational sick leave will be subject to the same procedures and standards
(including pre-designated physicians, resolution of disputes over benefits, use of Agreed Medical
Examiners, etc.) as used in workers’ compensation matters and/or FMLA/CFRA matters.
An employee who is still temporarily disabled after the 45 calendar days have been exhausted will
be paid at the rate established by the California Labor Code for such disabilities. However, the city
shall supplement the State rate, up to the employee’s full salary level, by utilizing any vacation,
sick, or executive leave that the employee has accrued. Once the employee’s accrued leave has
been exhausted, the employee will be compensated at the State rate for the balance of the temporary
disability period.
Wages alone will be the basis of computation for occupational sick leave.
Separation Compensation
All unrepresented employees involuntarily separated from the city service due to budget cutbacks,
layoffs, contracting out of service or for other reasons not due to misconduct which would justify
involuntary separation shall receive one month’s salary computed at the employee's actual salary at
the time of separation.
Holidays
All unrepresented employees shall be paid holidays in accordance with the schedule of 11 holidays
as established by the City Council. The scheduled paid holidays that will be official city holidays
shall be as follows:
New Year’s Day Indigenous Peoples’ Day
Martin Luther King’s Birthday Veterans Day
Presidents’ Day Thanksgiving Day
Memorial Day Thanksgiving Friday
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Independence Day Christmas Day
Labor Day
Fire Battalion Chiefs are compensated for holidays in the manner outlined below because they are
normally required to work on an approved holiday because they work in positions that require
scheduled staffing without regard to holidays.
1) Suppression personnel on an administrative assignment are ineligible for the holiday pay
listed above. These personnel will receive straight time pay when they are regularly
scheduled to work on the holidays listed above.
2) Fire prevention personnel and personnel on a non-occupational injury light/modified duty
assignment will be eligible to have the day off with pay on the holidays listed above.
3) Suppression personnel working a 112 hour/pay period schedule and personnel on an
occupational injury light/modified duty assignment are normally required to work on an
approved holiday because they work in positions that require scheduled staffing without
regard to holidays. Those employees shall be compensated for an additional 12 hours of
safety holiday pay (using a base salary rate that excludes additional pays) on the day the
holiday occurs. This practice has been in place since Jan. 1, 2019 or earlier.
To the extent permitted by law, the compensation in this section is special compensation and
shall be reported to CalPERS as holiday pay eligible for use in the calculation of CalPERS
retirement benefits, pursuant to Government Code § 20636 and Title 2 California Code of
Regulations §§ 571 and 571.1.
Only employees who are on employed status on their last scheduled work day before a holiday shall
be entitled to the paid holiday except where otherwise required by law.
Effective July 1, 2019, all unrepresented employees, including fire safety unrepresented employees,
will receive two floating holidays per fiscal year, each year on July 1st.
The floating holiday may be used at the discretion of the employee with prior approval of the
employee’s supervisor. The floating holiday must be taken as a full day off. There is no partial day
use of a floating holiday. The floating holiday pay is paid at straight time equal to the number of
hours in the employee’s regular work shift on that day. Unused floating holidays will not carry over
to the next fiscal year and will not paid out upon separation of employment. Floating holiday leave
hours are not considered holiday pay special compensation for the purposes of CalPERS retirement
benefits.
Health Benefits
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Unrepresented employees will participate in a flexible benefits program which includes medical
insurance, dental insurance, vision insurance, flexible spending accounts (FSAs) and Accidental
Death & Dismemberment insurance (AD&D). Each of these components is outlined below.
Benefits Credits and Medical Insurance
Unrepresented employees will be covered by the Public Employees’ Medical and Hospital Care Act
(PEMHCA) and will be eligible to participate in the California Public Employees’ Retirement
System (CalPERS) Health Program. The city will pay on behalf of all unrepresented employees
and eligible dependents and those retirees mentioned in the section of this document titled, “Health
Insurance for Retirees,” the minimum amount per month required under California Government
Code Section 22892 for medical insurance through CalPERS. If electing to enroll for medical
benefits, an employee must select one medical plan from the variety of medical plans offered
through CalPERS.
The city will contribute monthly amounts (called “Benefits Credits”) on behalf of each active
unrepresented employee and eligible dependents toward the payment of medical premiums under
the CalPERS Health Program. The city contribution shall be based on the employee’s medical
coverage level and shall include the mandatory payments to CalPERS. If the actual total premiums
exceed the city’s total contributions, the employee will pay the difference.
Effective January 1 of each calendar year, the city monthly Benefits Credits will change for each
coverage level (except waive medical). The monthly Benefits Credits associated with each medical
coverage level will be set to dollar amounts that equate to 80% of the average health (medical,
dental and vision) premium for Employee, Employee Plus One and Family coverage levels, rounded
to the nearest whole dollar based on the premiums that will take effect on January 1 of the
respective calendar year.
Excess and Unused Benefits Credits: If the Benefits Credits exceeds the cost of the medical
insurance purchased by the employee, the employee will have the option of using any “excess
credits” to purchase city-sponsored dental insurance, vision insurance, accidental death and
dismemberment (AD&D) insurance or to contribute to a healthcare or dependent care flexible
spending account (FSA). Unused Benefits Credits will be paid to the employee in cash and reported
as taxable income.
All unrepresented employees who work three quarter-time or less will receive prorated Benefits
Credits.
Dental Insurance, Vision Insurance and Accidental Death & Dismemberment (AD&D) Insurance
Employees may choose to enroll in or opt out of the city-sponsored dental, vision or AD&D
insurance plans at any coverage level.
Waiver Provision
Unrepresented employees who do not wish to participate in the CalPERS Health Program will
have the choice of waiving the city’s medical insurance program, provided they can show proof
of alternative minimum essential coverage as defined by the Affordable Care Act. For those
employees who are covered under another employer sponsored group insurance program, the
benefits credits associated with waiving medical coverage will be $400 per month.
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Health Insurance for Retirees
Effective January 1, 2001, unrepresented employees will be covered by the Public Employees’
Medical and Hospital Care Act and will be eligible to participate in the California Public
Employees’ Retirement System (CalPERS) Health Program. Unrepresented employees who retire
from the city, either service or disability, shall be eligible to continue their enrollment in the
CalPERS Health Program when they retire, provided that the individual is enrolled or eligible to
enroll in a CalPERS medical plan at the time of separation from employment and their effective
date of retirement is within 120 days of separation. The city will contribute the minimum amount
per month required under Government Code Section 22892 of the PEMHCA toward the cost of
each retiree’s enrollment in the CalPERS Health Program.
Employees who retire from the city, either service or disability, shall be eligible to elect, upon
retirement to participate in the city’s dental and/or vision insurance programs as a retiree. The cost
of such dental and/or vision insurance for the retiree and eligible dependents shall be borne solely
by the retiree. An individual who does not choose coverage upon retirement, or who chooses
coverage and later drops it is not eligible to return to the city’s dental and vision insurance program.
The city will invoice the retiree for the retiree’s monthly premiums for dental and/or vision
insurance and the retiree must keep such payments current to ensure continued coverage.
Physical Fitness Reimbursement
All unrepresented employees shall be eligible for reimbursement of up to the amount of $450 during
each fiscal year for the costs associated with physical fitness.
Each employee claiming reimbursement shall be required to submit original receipts to the Human
Resources department for approval and reimbursement.
The physical fitness reimbursement is offered to unrepresented employees to promote optimum
health. Services include, but are not limited to: health assessment testing and examinations,
computerized heart risk profile, complete blood profile, fees paid to physical fitness providers,
nutritional assessment and diet program.
Short-Term and Long-Term Disability Insurance
Short-Term Disability
Effective January 1, 2020, will provide city-paid short-term disability insurance for all
unrepresented employees via an insurance provider. The insurance shall provide for a seven-
calendar day waiting period prior to payment eligibility and the short-term disability benefits shall
be provided at 60% of the employee’s pre-disability base salary, up to a maximum base salary of
$200,000. The maximum base salary amount used to define this benefit will be reviewed
periodically and the City Manager may authorize its increase.
Long-Term Disability
The city will provide city-paid long-term disability insurance for all unrepresented employees.
Effective January 1, 2020, the waiting period prior to payment eligibility shall be 90 calendar days
and the long-term disability benefits shall be provided at 66 2/3% of the employee’s pre-disability
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base salary, up to a maximum base salary of $150,000. The maximum base salary amount used to
define this benefit will be reviewed periodically and the City Manager may authorize its increase.
Use of Accrued Paid Time Off While Receiving Disability Benefits
The employee shall use their accrued paid time off (e.g., vacation, sick leave) during the disability
insurance waiting period. The employee shall combine accrued paid time off with short-term and
long-term disability payments for the purpose of achieving the equivalent of their base salary while
receiving the disability payments.
Deferred Compensation
The city shall provide deferred compensation plan(s) which may be utilized by any unrepresented
employee. The city reserves the right to accept or reject any particular plan and to impose specific
conditions upon the use of any plan. It is acknowledged that the city will assist in the
administration of this benefit but that the city has no liability if an employee should default on the
repayment of such a loan.
Drug and Alcohol Policy
It is the policy of the City of Carlsbad to provide a work environment free from the effects of drugs
and alcohol consistent with the directives of the Drug Free Workplace Act.
The city provides a voluntary Employee Assistance Program (EAP) to assist employees who seek
help for substance abuse or other personal problems affecting work or family life. This program is
available to employees and their family members and offers 24-hour access to confidential
professional EAP assistance for emergency or urgent situations. For more specific information,
contact the Human Resources Department or visit the city’s intranet site.
Uniform Reimbursement & Reporting the Value of Uniforms to CalPERS
Reimbursement to the Police Chief and Assistant Police Chief for the cost of purchasing and
maintenance of required uniforms shall be equal to the uniform allowance for Carlsbad Police
Management Association (CPMA) represented employees.
Effective May 31, 2010, all fire unrepresented employees who are required to wear city-provided
uniforms will have the amount of $17.31 reported to CalPERS bi-weekly as special compensation
related to the monetary value of the required uniforms, excluding boots.
Under PEPRA, this benefit is not reported to CalPERS as special compensation for new members.
Fire Safety Unrepresented Employees
1. Post-Retirement Healthcare Trust
Employees promoted into a fire safety unrepresented classification from a position represented
by CFA, Inc. after the establishment of the post-retirement healthcare trust by CFA, Inc. shall
contribute into the post-retirement healthcare trust established by CFA, Inc. via payroll deductions
until participation by CFA, Inc., in this type of trust is terminated. The employee contribution
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amount shall be equal to the amount established for employees represented by CFA, Inc. In
addition, the city will make monthly contributions per fire safety unrepresented employee who is
contributing to the trust. The city contribution amount will be equal to the amount established for
employees represented by CFA, Inc. The city has no administrative responsibilities or liabilities
related to this benefit, other than processing of payroll contributions as described above.
2. Overtime
The classifications of Fire Chief, Assistant Fire Chief, Fire Division Chief, Fire Battalion Chief
and Fire Marshal are exempt from overtime requirements under FLSA.
Effective June 12, 2023, a Fire Battalion Chief on a 56 hour work schedule (i.e., Shift Battalion
Chief) is paid at their base hourly rate of pay multiplied by 1.5 for the actual hours they spend
covering for a Battalion Chief who is on a leave of absence or deployed and when directed to
attend a mandatory training class or meeting associated with the rank of Battalion Chief on a
non-scheduled work day.
Effective June 12, 2023, a Fire Battalion Chief on a 40 hour work schedule (i.e., Administrative
Battalion Chief) is paid at their base hourly rate of pay for the actual hours they spend when
directed to attend a mandatory training class or meeting associated with the rank of Battalion
Chief on a non-scheduled work day. An Administrative Battalion Chief is paid at a Shift
Battalion Chief base hourly rate of pay multiplied by 1.5 for actual hours covering for a Shift
Battalion Chief who is on a leave of absence or deployed.
Effective Aug. 8, 2022, a Fire Division Chief and/or the Assistant Fire Chief, with prior
approval from the Fire Chief, may fill a shift Fire Battalion Chief opening under the conditions
outlined below.
1) The shift opening remains unfilled after all off-duty Fire Battalion Chiefs have been
given first right of refusal to work the shift opening but are unavailable.
2) While “working down,” a Fire Division Chief or Assistant Fire Chief may only
perform the duties of a shift Fire Battalion Chief.
3) The Fire Division Chief or Assistant Fire Chief “working down” in the rank of shift
Fire Battalion Chief will be compensated at a shift Fire Battalion Chief pay rate (i.e.,
the Fire Battalion Chief bi-weekly pay range maximum divided by 112) for all hours
worked outside the Fire Division Chief’s or Assistant Fire Chief’s regular work
week.
Employees in the classification of Fire Chief, Assistant Fire Chief, Fire Division Chief and Fire
Marshal who are assigned to a mutual aid incident (not automatic aid) (either outside or within
the City of Carlsbad) are compensated for regularly scheduled hours. In addition, the employee
will be paid at their base hourly rate of pay, which is derived by dividing their weekly salary by
40 hours for all hours, beginning at the time of dispatch until return to jurisdiction (portal to
portal). Employees in the classification of Fire Battalion Chief who are assigned to the
emergency location are paid at a rate of 1.5 their base hourly rate of pay, which is derived by
dividing their base weekly rate by 40 hours, for hours worked in excess of their normally
scheduled work shift beginning at the time of dispatch to the return to jurisdiction (portal to
portal).
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3. Fire Battalion Chief Administrative Assignments
While a Fire Battalion Chief is on an administrative assignment, the employee' s hourly rate will
be converted from a 112 hour/pay period schedule rate to an 80 hour/pay period schedule rate.
While appointed or assigned to an administrative position (80 hour/pay period schedule), the
employee shall receive an additional 15% above their base hourly pay rate.
A Fire Battalion Chief who is assigned to an 80 hour/pay period schedule administrative
assignment will not be available to work shift overtime on days they are assigned to an
administrative assignment unless authorized by the Fire Chief or designee. Employees are
authorized to work suppression overtime during hours they are not assigned to administration.
A Fire Battalion Chief working an 80 hour/pay period schedule who works a suppression
overtime shift, not including overhead assignments, will have their pay rate converted to the 112
hour/pay period rate while working on the suppression overtime shift. This rate shall not
include the 15% administrative assignment pay.
4. Moving Between an 80 Hour/Pay Period Work Schedule and a 112 Hour/Pay Period Work
Schedule
When a Fire Battalion Chief changes from a 112 hour/pay period schedule to an 80 hour/pay
period schedule, the employee’s vacation balance (number of hours of accrued and unused
vacation) is divided by 1.4 so that the dollar value of the employee’s vacation balance at the
time of the change remains the same.
When a Fire Battalion Chief changes from an 80 hour/pay period schedule to a 112 hour/pay
period schedule, the employee’s vacation balance (number of hours of accrued and unused
vacation) is multiplied by 1.4 so that the dollar value of the employee’s vacation balance at the
time of the change remains the same.
5. The city will comply with the Firefighter Bill of Rights Procedures for those fire safety
unrepresented employees who are afforded rights pursuant to Government Code Section 3254.5
of the California Firefighter Procedural Bill of Rights Act (FBOR).
6. Employees in the classifications of Fire Battalion Chief and Fire Marshal shall be eligible for
COVID-19 Emergency Responder Leave as outlined in the side letter agreement between the
CFA and the City of Carlsbad relating to COVID-19 Emergency Responder Leave.
7. Deployment Recovery Leave
Effective March 20, 2023, fire safety unrepresented employees returning from incident
deployments spanning 240 hours or greater shall be granted deployment recovery leave of up to
24 hours to cover the balance of their remaining shift if returning on a regularly scheduled
workday.
If returning from an incident deployment spanning 240 hours or greater on a regularly scheduled
day off, fire safety unrepresented employees shall be granted deployment recovery leave of up to
24 hours to cover the duration of their next regularly scheduled shift so long as that regularly
scheduled shift is scheduled to begin within 24 hours of return from the incident.
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fire safety unrepresented employees returning from incident deployments spanning 240 hours or
greater will not be allowed to work overtime or a trade or be eligible to be force hired unless they
have been off duty for a total of 24 hours whether returning on a regularly scheduled workday or
a regularly scheduled day off.
In the event the Fire Department is experiencing a staffing shortage, the City Manager or designee
may adjust deployment recovery leave as needed until the local staffing shortage is resolved.
Special Assignment and Temporary Upgrade Pay
Whenever the needs of the city require an employee to temporarily perform the duties of a job
classification that has a higher pay range than the pay range associated with their current job
classification for a period of more than 21 calendar days, the employee shall be designated as being
in a special assignment and receive additional temporary upgrade pay. In such cases, the employee
shall be paid at an appropriate level which will assure an increase of not less than five percent
greater than the employee’s current salary. Subsequent to designation in a special assignment, in
the event that the situation changes and the city does not need the employee to serve in the
assignment for at least 21 consecutive calendar days, the employee shall receive the temporary
upgrade pay for that period of time the assignment lasts. In the event that at the beginning of a
special assignment, it is not perceived that the assignment will last at least 21 consecutive calendar
days, and the assignment nonetheless extends beyond 21 consecutive calendar days, the employee
in the assignment shall receive the temporary upgrade pay retroactive to the first day of the acting
assignment.
No employee shall be required to perform any of the duties of a higher classification unless that
employee is deemed to possess the minimum qualifications of the higher classification by the
Human Resources Director as recommended by the affected Department Head. Exceptions to the
minimum qualifications criteria may be recommended by the affected Department Head on a case
by case basis. If the employee does not meet the minimum qualifications for the higher
classification the employee shall receive not less than 2.5% temporary upgrade pay.
The temporary upgrade pay shall commence on the first (1st) calendar day of the special
assignment. The recommendation that an employee be placed in a special assignment shall be put in
writing by the affected Department Head and submitted to the Human Resources Director for
approval. The employee shall not serve for more than 180 calendar days in a special assignment
unless approved by the City Manager or designee.
If an employee is on a leave of absence (paid or unpaid and except when leave is ordered by the
city) for more than 21 calendar days, the temporary upgrade pay associated with their special
assignment shall cease on the 22nd day. On the day that the employee returns to work, if the
supervisor determines that the employee is required to continue to perform the duties of the special
assignment, the temporary upgrade pay will resume as of the day the employee returns to work.
An employee in a special assignment shall be eligible to receive pay increases in the employee’s
regular position during the special assignment. The Human Resources Director shall obtain the
employee’s consent for the special assignment prior to the employee’s assuming or continuing the
duties and additional compensation, which shall clearly state that it is understood that a reduction in
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salary will occur due to cessation of the temporary upgrade pay upon the expiration of the need for
the special assignment.
Educational Incentive
Effective January 1, 2019, employees in the classifications of Police Chief and Assistant Police
Chief who present proof to the Professional Standards Division Sergeant, Carlsbad Police
Department, of evidence of the award of a Management certificate issued by the State of California
Commission on Peace Officer Standards and Training (POST) will be eligible to receive
educational incentive pay in the amount of $462 biweekly. Eligibility for receiving the
compensation will be based upon the date the employee provides evidence of eligibility to the
Professional Standards Division Sergeant. It is the sole responsibility of the employee to make
notification of eligibility for the educational incentive pay.
Bilingual Pay
Effective June 12, 2023, the city will provide additional compensation to an unrepresented
employee, designated by the Human Resources Department, in the amount of $50.00 per pay period
for the performance of bilingual skills. The determination of the number of persons/positions to be
designated as bilingual is at the sole discretion of the City Manager or designee.
In order to qualify for and receive bilingual pay, employees must pass a bilingual proficiency test as
determined and paid for by the city in the foreign language or American Sign Language (ASL).
In order to maintain eligibility for bilingual pay, an employee must pass the bilingual proficiency
test every three years from the date they first become eligible.
Longevity Pay
Effective the first pay period in the calendar year 2026, unrepresented Fire Management employees
holding the position of Battalion Chief, Division Chief, Assistant Chief, and Fire Chief shall be
eligible to receive Longevity Pay as follows:
1. Employees who have completed twenty (20) years of full-time service with the City of
Carlsbad shall receive longevity pay equal to three percent (3%) of the Battalion Chief
maximum base salary.
a. Effective January 1, 2026: $223.17 biweekly .
2. Employees who have completed twenty-five (25) years of full-time service with the City of
Carlsbad shall receive longevity pay equal to five percent (5%) of the Battalion Chief
maximum base salary
a. Effective January 1, 2026: $371.96 biweekly.
Full-time service is defined as an employee’s cumulative service time working for the City of
Carlsbad from their first date of hire. Volunteer, reserve, and part-time position service time shall
not be counted into the total years of service under Longevity Pay.
Service with other public agencies, including service subject to CalPERS reciprocity, shall not
count toward Longevity Pay eligibility.
May 12, 2026 Item #3 Page 58 of 91
Docusign Envelope ID: D081D971-949F-8E67-82E2-80BFCF67971F
Unrepresented Employees Compensation and Benefits Plan
24
Revised 05/12/2026
Employees qualifying for the twenty-five (25) year longevity pay shall receive only the twenty-five
(25) year rate. Longevity Pay rates shall not be cumulative.
Longevity Pay shall be paid each bi-weekly pay period in which it is earned.
The parties agree that to the extent permitted by law, Longevity Pay constitutes special
compensation and shall be reported to CalPERS pursuant to Title 2, California Code of Regulations,
Sections 571 and 571.1 The City shall report Longevity Pay as special compensation for each pay
period in which it is earned, in accordance with applicable CalPERS reporting requirements.
May 12, 2026 Item #3 Page 59 of 91
Docusign Envelope ID: D081D971-949F-8E67-82E2-80BFCF67971F
JOB TITLE Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Police Chief 248,748$ 258,698$ 269,046$ 279,808$ 291,000$ 302,640$
Assistant City Manager 247,170$ 257,057$ 267,339$ 278,033$ 289,154$ 300,720$
Fire Chief 241,070$ 250,713$ 260,741$ 271,171$ 282,018$ 293,299$
Deputy City Manager 232,961$ 242,279$ 251,970$ 262,049$ 272,531$ 283,432$
Assistant Police Chief 225,702$ 234,730$ 244,119$ 253,884$ 264,039$ 274,601$
Assistant Fire Chief 219,155$ 227,921$ 237,038$ 246,519$ 256,380$ 266,635$
Senior Assistant City Attorney 219,155$ 227,921$ 237,038$ 246,519$ 256,380$ 266,635$
Transportation Director 211,783$ 220,254$ 229,064$ 238,227$ 247,756$ 257,666$
Utilities Director 211,783$ 220,254$ 229,064$ 238,227$ 247,756$ 257,666$
Community Development Director 206,563$ 214,825$ 223,418$ 232,355$ 241,649$ 251,315$
Human Resources Director 202,755$ 210,866$ 219,300$ 228,072$ 237,195$ 246,683$
Finance Director 202,755$ 210,866$ 219,300$ 228,072$ 237,195$ 246,683$
Information Technology Director 202,755$ 210,866$ 219,300$ 228,072$ 237,195$ 246,683$
Assistant City Attorney 199,231$ 207,200$ 215,488$ 224,108$ 233,072$ 242,395$
Housing and Homeless Services Director 199,231$ 207,200$ 215,488$ 224,108$ 233,072$ 242,395$
Parks and Recreation Director 199,231$ 207,200$ 215,488$ 224,108$ 233,072$ 242,395$
Economic Development Director 188,816$ 196,369$ 204,223$ 212,392$ 220,888$ 229,724$
Library and Cultural Arts Director 188,816$ 196,369$ 204,223$ 212,392$ 220,888$ 229,724$
Communication & Engagement Director 188,816$ 196,369$ 204,223$ 212,392$ 220,888$ 229,724$
Fire Division Chief 187,591$ 195,094$ 202,898$ 211,014$ 219,454$ 228,233$
Assistant Director of Community Development 181,032$ 188,273$ 195,804$ 203,637$ 211,782$ 220,253$
Assistant Finance Director 181,032$ 188,273$ 195,804$ 203,637$ 211,782$ 220,253$
Assistant Human Resources Director 181,032$ 188,273$ 195,804$ 203,637$ 211,782$ 220,253$
Assistant Information Technology Director 181,032$ 188,273$ 195,804$ 203,637$ 211,782$ 220,253$
Assistant Transportation Director 181,032$ 188,273$ 195,804$ 203,637$ 211,782$ 220,253$
Assistant Utilities Director 181,032$ 188,273$ 195,804$ 203,637$ 211,782$ 220,253$
Director of Constituent & Clerk Services 181,032$ 188,273$ 195,804$ 203,637$ 211,782$ 220,253$
Environmental Sustainability Director 181,032$ 188,273$ 195,804$ 203,637$ 211,782$ 220,253$
Intergovernmental Affairs Director 181,032$ 188,273$ 195,804$ 203,637$ 211,782$ 220,253$
Utilities Manager 181,032$ 188,273$ 195,804$ 203,637$ 211,782$ 220,253$
Fire Battalion Chief 158,975$ 165,334$ 171,947$ 178,825$ 185,978$ 193,418$
Asst. Director of Emergency Services 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Business Intelligence & Analytics Manager 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
City Traffic Engineer 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
City Planner 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Deputy City Attorney 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Deputy Library Director 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Engineering Manager 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Geographic Info. Systems Manager 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Homeless Services Manager 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Housing Services Manager 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Information Technology Manager 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Information Technology Senior Project Manager 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Municipal Property Manager 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Parks Services Manager 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Police Administrative Manager 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Project Portfolio Manager 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Public Works Manager 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Recreation Services Manager 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Transportation Planning and Mobility Manager 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Utilities Technical Services Manager 156,369$ 162,624$ 169,129$ 175,894$ 182,930$ 190,247$
Building Official 149,316$ 155,289$ 161,501$ 167,961$ 174,679$ 181,666$
Human Resources Manager 148,338$ 154,271$ 160,442$ 166,860$ 173,534$ 180,475$
Finance Manager 148,338$ 154,271$ 160,442$ 166,860$ 173,534$ 180,475$
Finance Payroll Information Technology Manager 148,338$ 154,271$ 160,442$ 166,860$ 173,534$ 180,475$
Principal Engineer 146,292$ 152,144$ 158,229$ 164,559$ 171,141$ 177,987$
Risk Manager 146,292$ 152,144$ 158,229$ 164,559$ 171,141$ 177,987$
Assistant City Clerk 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Business Technology Manager 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Communications Manager 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Community Health Nurse 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Development Services Manager 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Fire Administrator 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Information Technology Security Manager 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Internal Audit Manager 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Municipal Projects Manager 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Attachment B
Unrepresented Employees Salary Schedule (Base Pay)
Effective 4/13/2026
May 12, 2026 Item #3 Page 60 of 91
Docusign Envelope ID: D081D971-949F-8E67-82E2-80BFCF67971F
Police Communications Manager 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Principal Planner 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Parks Superintendent 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Public Works Superintendent 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Real Estate Manager 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
SCADA Supervisor 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Senior Engineer 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Utilities Asset Manager 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Utilities Senior Engineer 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Utilities Superintendent 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Utilities Supervisor 136,339$ 141,792$ 147,464$ 153,362$ 159,497$ 165,877$
Principal Management Analyst 130,145$ 135,351$ 140,765$ 146,396$ 152,252$ 158,342$
Code Enforcement Manager 116,201$ 120,849$ 125,683$ 130,711$ 135,939$ 141,377$
Cultural Arts Manager 116,201$ 120,849$ 125,683$ 130,711$ 135,939$ 141,377$
Senior Human Resources Officer 116,201$ 120,849$ 125,683$ 130,711$ 135,939$ 141,377$
Information Technology Project Manager 116,201$ 120,849$ 125,683$ 130,711$ 135,939$ 141,377$
Park Planning Manager 116,201$ 120,849$ 125,683$ 130,711$ 135,939$ 141,377$
Safety Training Center Supervisor 116,201$ 120,849$ 125,683$ 130,711$ 135,939$ 141,377$
Senior Accountant 116,201$ 120,849$ 125,683$ 130,711$ 135,939$ 141,377$
Senior Program Manager 116,201$ 120,849$ 125,683$ 130,711$ 135,939$ 141,377$
Senior Management Analyst 116,201$ 120,849$ 125,683$ 130,711$ 135,939$ 141,377$
Special Projects Manager 116,201$ 120,849$ 125,683$ 130,711$ 135,939$ 141,377$
Video Production Manager 116,201$ 120,849$ 125,683$ 130,711$ 135,939$ 141,377$
Community Relations Manager 99,027$ 102,988$ 107,107$ 111,391$ 115,847$ 120,481$
Public Information Officer 99,027$ 102,988$ 107,107$ 111,391$ 115,847$ 120,481$
Senior Deputy City Clerk 99,027$ 102,988$ 107,107$ 111,391$ 115,847$ 120,481$
Deputy City Clerk 95,309$ 99,121$ 103,086$ 107,210$ 111,498$ 115,958$
Development Services Supervisor 95,309$ 99,121$ 103,086$ 107,210$ 111,498$ 115,958$
Executive Assistant 95,309$ 99,121$ 103,086$ 107,210$ 111,498$ 115,958$
Human Resources Analyst 95,309$ 99,121$ 103,086$ 107,210$ 111,498$ 115,958$
Management Analyst 95,309$ 99,121$ 103,086$ 107,210$ 111,498$ 115,958$
Meter Services Supervisor 95,309$ 99,121$ 103,086$ 107,210$ 111,498$ 115,958$
Parks/Trees Supervisor 95,309$ 99,121$ 103,086$ 107,210$ 111,498$ 115,958$
Principal Librarian 95,309$ 99,121$ 103,086$ 107,210$ 111,498$ 115,958$
Program Manager 95,309$ 99,121$ 103,086$ 107,210$ 111,498$ 115,958$
Public Works Supervisor 95,309$ 99,121$ 103,086$ 107,210$ 111,498$ 115,958$
Recreation Area Manager 95,309$ 99,121$ 103,086$ 107,210$ 111,498$ 115,958$
Senior Crime Intelligence Analyst 95,309$ 99,121$ 103,086$ 107,210$ 111,498$ 115,958$
Utilities Maintenance Planner 95,309$ 99,121$ 103,086$ 107,210$ 111,498$ 115,958$
Aquatic Supervisor 82,063$ 85,345$ 88,759$ 92,310$ 96,002$ 99,842$
Associate Analyst 82,063$ 85,345$ 88,759$ 92,310$ 96,002$ 99,842$
Crime Intelligence Analyst 82,063$ 85,345$ 88,759$ 92,310$ 96,002$ 99,842$
Programs and Venues Coordinator 82,063$ 85,345$ 88,759$ 92,310$ 96,002$ 99,842$
Communications Coordinator 74,528$ 77,509$ 80,609$ 83,834$ 87,187$ 90,674$
Community Arts Coordinator 74,528$ 77,509$ 80,609$ 83,834$ 87,187$ 90,674$
Community Volunteer Coordinator 74,528$ 77,509$ 80,609$ 83,834$ 87,187$ 90,674$
Graphic Production Supervisor 74,528$ 77,509$ 80,609$ 83,834$ 87,187$ 90,674$
Management Assistant 74,528$ 77,509$ 80,609$ 83,834$ 87,187$ 90,674$
May 12, 2026 Item #3 Page 61 of 91
Docusign Envelope ID: D081D971-949F-8E67-82E2-80BFCF67971F
CARLSBAD FIREFIGHTERS' ASSOCIATION, INC.
HOURLY SALARY SCHEDULE
Effective January 1, 2026
RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
ANNUAL
HOURS
35 30.3780$ 31.8970$ 33.4922$ 35.1664$ 36.9251$ 2912
35A 42.5292$ 44.6559$ 46.8891$ 49.2330$ 51.6951$ 2080
36 41.0239$ 43.0752$ 45.2292$ 47.4906$ 49.8650$ 2080
37 45.1180$ 47.3738$ 49.7423$ 52.2298$ 54.8412$ 2080
41 35.2223$ 36.9834$ 38.8326$ 40.7743$ 42.8128$ 2912
41A 49.3112$ 51.7768$ 54.3656$ 57.0840$ 59.9379$ 2080
42 36.4508$ 38.2733$ 40.1869$ 42.1960$ 44.3062$ 2912
42A 51.0311$ 53.5826$ 56.2617$ 59.0744$ 62.0287$ 2080
43 47.9690$ 50.3672$ 52.8859$ 55.5296$ 58.3064$ 2080
44 56.7076$ 59.5432$ 62.5208$ 65.6466$ 68.9286$ 2184
45 42.6911$ 44.8257$ 47.0670$ 49.4203$ 51.8913$ 2912
45A 59.7675$ 62.7560$ 65.8939$ 69.1884$ 72.6478$ 2080
46 57.0005$ 59.8506$ 62.8432$ 65.9852$ 69.2845$ 2080
49 46.9609$ 49.3084$ 51.7742$ 54.3621$ 57.0805$ 2912
49A 65.7452$ 69.0317$ 72.4839$ 76.1070$ 79.9127$ 2080
CLASSIFICATION RANGE
FIREFIGHTER 35/35A
FIRE INSPECTOR 36
SENIOR FIRE INSPECTOR/INVESTIGATOR 37
PARAMEDIC FIREFIGHTER 41/41A
FIRE ENGINEER 42/42A
DEPUTY FIRE MARSHAL 43
PARAMEDIC LIFEGUARD LIEUTENANT 44
FIRE CAPTAIN 45/45A
ASSISTANT FIRE MARSHAL 46
CAPTAIN SPECIALIST 49/49A
Attachment C
May 12, 2026 Item #3 Page 62 of 91
Docusign Envelope ID: D081D971-949F-8E67-82E2-80BFCF67971F
CARLSBAD FIREFIGHTERS' ASSOCIATION, INC.
HOURLY SALARY SCHEDULE
Effective January 1, 2027
RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
ANNUAL
HOURS
35 32.8083$ 34.4488$ 36.1716$ 37.9797$ 39.8791$ 2912
35A 45.9316$ 48.2283$ 50.6402$ 53.1716$ 55.8307$ 2080
36 42.2546$ 44.3675$ 46.5860$ 48.9153$ 51.3609$ 2080
37 46.4716$ 48.7950$ 51.2346$ 53.7966$ 56.4865$ 2080
41 38.0400$ 39.9421$ 41.9392$ 44.0363$ 46.2378$ 2912
41A 53.2561$ 55.9189$ 58.7149$ 61.6508$ 64.7330$ 2080
42 39.3668$ 41.3351$ 43.4019$ 45.5717$ 47.8507$ 2912
42A 55.1135$ 57.8692$ 60.7626$ 63.8004$ 66.9910$ 2080
43 49.4080$ 51.8782$ 54.4724$ 57.1955$ 60.0556$ 2080
44 61.2442$ 64.3067$ 67.5224$ 70.8983$ 74.4429$ 2184
45 46.1064$ 48.4118$ 50.8324$ 53.3739$ 56.0426$ 2912
45A 64.5489$ 67.7765$ 71.1654$ 74.7234$ 78.4596$ 2080
46 58.7105$ 61.6462$ 64.7285$ 67.9648$ 71.3630$ 2080
49 50.7178$ 53.2530$ 55.9162$ 58.7111$ 61.6469$ 2912
49A 71.0049$ 74.5543$ 78.2826$ 82.1955$ 86.3057$ 2080
CLASSIFICATION RANGE
FIREFIGHTER 35/35A
FIRE INSPECTOR 36
SENIOR FIRE INSPECTOR/INVESTIGATOR 37
PARAMEDIC FIREFIGHTER 41/41A
FIRE ENGINEER 42/42A
DEPUTY FIRE MARSHAL 43
PARAMEDIC LIFEGUARD LIEUTENANT 44
FIRE CAPTAIN 45/45A
ASSISTANT FIRE MARSHAL 46
CAPTAIN SPECIALIST 49/49A
May 12, 2026 Item #3 Page 63 of 91
Docusign Envelope ID: D081D971-949F-8E67-82E2-80BFCF67971F
CARLSBAD FIREFIGHTERS' ASSOCIATION, INC.
HOURLY SALARY SCHEDULE
Effective January 1, 2028
RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
ANNUAL
HOURS
35 35.4329$ 37.2047$ 39.0653$ 41.0181$ 43.0694$ 2912
35A 49.6061$ 52.0866$ 54.6914$ 57.4254$ 60.2972$ 2080
36 43.5222$ 45.6985$ 47.9836$ 50.3828$ 52.9018$ 2080
37 47.8657$ 50.2589$ 52.7716$ 55.4105$ 58.1810$ 2080
41 41.0832$ 43.1375$ 45.2943$ 47.5592$ 49.9369$ 2912
41A 57.5165$ 60.3924$ 63.4121$ 66.5828$ 69.9116$ 2080
42 42.5162$ 44.6419$ 46.8740$ 49.2175$ 51.6788$ 2912
42A 59.5226$ 62.4987$ 65.6236$ 68.9044$ 72.3503$ 2080
43 50.8903$ 53.4346$ 56.1066$ 58.9113$ 61.8573$ 2080
44 66.1437$ 69.4512$ 72.9242$ 76.5702$ 80.3983$ 2184
45 49.7949$ 52.2847$ 54.8990$ 57.6438$ 60.5260$ 2912
45A 69.7129$ 73.1986$ 76.8586$ 80.7013$ 84.7364$ 2080
46 60.4719$ 63.4955$ 66.6704$ 70.0037$ 73.5039$ 2080
49 54.7752$ 57.5133$ 60.3895$ 63.4080$ 66.5787$ 2912
49A 76.6852$ 80.5186$ 84.5452$ 88.7712$ 93.2101$ 2080
CLASSIFICATION RANGE
FIREFIGHTER 35/35A
FIRE INSPECTOR 36
SENIOR FIRE INSPECTOR/INVESTIGATOR 37
PARAMEDIC FIREFIGHTER 41/41A
FIRE ENGINEER 42/42A
DEPUTY FIRE MARSHAL 43
PARAMEDIC LIFEGUARD LIEUTENANT 44
FIRE CAPTAIN 45/45A
ASSISTANT FIRE MARSHAL 46
CAPTAIN SPECIALIST 49/49A
May 12, 2026 Item #3 Page 64 of 91
Docusign Envelope ID: D081D971-949F-8E67-82E2-80BFCF67971F