Violence Prevention Manager Jobs

In order to maintain service to the public, departmental effectiveness, productivity and/or efficiency, a Department Director may assign an employee a different work schedule that is in compliance with the requirements of FLSA with Human Resources and Association approval.

RETIREMENT BENEFITS: Provided by the California Public Employee's Retirement System. Every regular employee becomes a member immediately upon employment. New employees who become a "new" member of CalPERS for the first time on or after January 1, 2013 will be enrolled in the CalPERS 2% @ 62, FAS 3 Plan. New members will be required to pay at least 50% of the normal cost [Govt. Code Section. 7522030(c)]. However, a new employee who is a "classic" member of CalPERS or a current member of another California public retirement system will be enrolled in the CalPERS 2% @ 60, FAS 3 Plan. Currently, all new employees shall pay the CalPERS member's retirement contribution of 6.75%. City of Pomona employees do not contribute into Social Security.

PAID HOLIDAYS: 13 paid holidays & 2 floating holidays are provided per year.

VACATION LEAVE:

• 4-5 years = 120 hours
• 16 years plus = 240 hours (maximum)
• 1-3 years = 80 hours
• 6-8 years = 160 hours
• 9-15 years = 200 hours

SICK LEAVE: 12 days per year (prorated if on any leave without pay).

EXECUTIVE LEAVE: Provided to Group C (exempt) employees. Accrue 80 hours per year.

GROUP INSURANCE PROGRAMS: These programs include medical, dental, vision, long-term disability, life and accidental death and dismemberment insurances.

• DENTAL: $75 per month
• HEALTH INSURANCE: $700 per month; cash-in-lieu program available
• 125 BENEFIT PLAN CONTRIBUTIONS:
  • Waiving coverage = $45 per month
  • Single coverage = $65 per month
  • Two-party coverage = $625 per month
  • Family coverage = $1,025 per month
• Family coverage = $1,025 per month
• Two-party coverage = $625 per month
• Waiving coverage = $45 per month
• Single coverage = $65 per month
• LONG TERM DISABILITY INSURANCE: 66 2/3 of base salary for a maximum of 2 years after 60 days
• VISION: Voluntary participation by the employee
• LIFE INSURANCE: $50,000 policy plus AD&D

EDUCATIONAL INCENTIVE PLANS are available for eligible employees to develop their knowledge and abilities.

• TUITION REIMBURSEMENT: $1,500 per year, provided employee is not receiving Education Incentive.

• EDUCATION INCENTIVE: This benefit is provided to qualifying employees for a degree from an accredited college when such a degree is higher than the minimum degree required for the position. Provided employee is not receiving Tuition Reimbursement or after one (1) year from date employee received Tuition Reimbursement.
  • • 2% for an associate's degree
    • 4% for a bachelor's degree
    • 6% for a master's degree
• • 2% for an associate's degree
  • 4% for a bachelor's degree
  • 6% for a master's degree
• 4% for a bachelor's degree
• 6% for a master's degree
• 2% for an associate's degree

DEFERRED COMPENSATION: A voluntary deferred compensation 457 plan is available.

FLEXIBLE SPENDING ACCOUNTS: are available where employees use pre-tax salary to pay for regular child care, adult dependent care and/or medical expenses.

CREDIT UNION membership is available to all City employees and provides access to low interest loans.

NOTE: The provisions of this bulletin do not constitute a contract expressed or implied, and any provisions contained herein may be modified or revoked without notice.

For a more detailed overview of the benefits, review the PMMCEA Memorandum of Understanding.

FIVE-YEAR VISION STATEMENT: Pomona will be recognized as a vibrant, safe, beautiful community that is a fun and exciting destination and the home of arts and artists, students, and scholars, business and industry.

CORE VALUES: The City of Pomona values Cultural Diversity; Fiscal Responsibility; Focusing on the Future; Excellent Customer Service; Leadership; Quality of Life; and Clear and Open Communication.