Employee Benefits and Compensation
The City publishes the current salary schedule and information on benefits provided to employees on this web page. As part of the annual budget process, any changes to the salary schedule are presented to the City Council. Annually, under new compensation reporting requirements implemented by the California State Controller, the City must submit a report which is then published on the state’s web page.
- State Controller Compensation Report
- Ordinance No. 1217 - City Council Compensation
- Benefited Salary Schedule FY 2019-20
- Hourly PT Salary Schedule FY 2019-20
- CASA Benefited Salary Schedule FY 2018-19
- CASA Hourly PT Salary Scheduler FY 2018-19
Benefit Summaries for City and CASA Employees
Documents that summarize employee benefits for each classification can be found by clicking on the links below.
- Mid-Managers, Department Heads and City Manager July 2018
- Benefited Part-Time, Job Share and Full Time Employees July 2018
- Hourly Part-time, Commission/Committee, City Council Benefits Summary July 2018
- CASA Benefits Summary July 2018
City Manager Employment Contract and SCCEA Memorandum of Understanding (MOU)
The City Manager is the only management employee who has an employment contract. The City has one recognized employee association, the San Clemente City Employees Association (SCCEA). The Memorandum of Understanding (MOU) between the City and SCCEA outlines specific terms and conditions of employment.
- City Manager Contract
- City Manager Contract Amendments
- City of San Clemente Signed Official MOU 2017-2020
Full-time General Employee BenefitsThe benefits provided for full-time general employees include:
- FLEXIBLE WORK SCHEDULE –The majority of full-time employees work a 9/80 work schedule.
- HOLIDAYS – The City presently recognizes 12 regular holidays, plus two floating holidays.
- VACATION – Employees accumulate vacation at the rate of 104 hours per year increasing to a maximum of 176 hours based on years of service.
- SICK LEAVE - Accrual of 8 hours per month.
- INSURANCE – The City provides a comprehensive benefit package including employee medical, dental, vision.
- LIFE INSURANCE – Value equal to two times annual earnings up to a maximum of $100,000.
- DEFERRED COMPENSATION – Employees may defer up to a maximum of $18,500 annually.
- FLEXIBLE SPENDING ACCOUNT – Employees may participate in either or both of the Health Care or Dependent Care programs.
- EMPLOYEE ASSISTANCE PROGRAM – The City offers full-time employees and their dependents an EAP program which provides a variety of professional services.
City Retirement PlansThe City of San Clemente is a member of the California Public Employees’ Retirement System (CalPERS), and is subject to the Public Employees’ Pension Reform Act (PEPRA). Eligible Full-time and Benefited Part-time City employees participate in the CalPERS retirement system. The retirement formula for eligible City employees is based on the category below that the employee falls under. Employee contribution rates are determined by the employee’s classification and requirements under PEPRA.
Retirement Formula: 2% @ 55
Definition: A new member is defined in PEPRA as any of the following:
- A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, who has no prior membership in any California Public Retirement System.
- A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, who has a break in service of greater than six months with another California Public Retirement System that is subject to Reciprocity.
- A member who first established CalPERS membership prior to January 1, 2013, who is rehired by a different CalPERS employer after a break in service of greater than six months.
The City is also a member of the Social Security system, and City employees that work over 1040 hours per year participate in Social Security.
Part-time hourly employees that are not covered under CalPERS or Social Security, are covered through a Part Time Seasonal (PTS) Deferred Compensation Plan. This required plan is an alternative to Social Security and requires a minimum contribution of 7.5% of salary per plan year. This 7.5 % consists of an employee contribution (3.75%) and an employer contribution (3.75%).