HomeMy WebLinkAboutResolution 2011-059 RESOLUTION NO. 2011-059
RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ATASCADERO ESTABLISHING THE COMPENSATION AND
BENEFIT PLAN FOR NON-REPRESENTED PROFESSIONAL AND
MANAGEMENT WORKERS AND CONFIDENTIAL EMPLOYEES,
EFFECTIVE JULY 1, 2011 -JUNE 30, 2013
WHEREAS, the Government Code of the State of California prescribes a procedure for
discussing and resolving matters regarding wages, hours and other terms and conditions of
employment; and
WHEREAS, the City Personnel Rules and Regulations provided for a Compensation
Plan; and
WHEREAS, the City desires to set forth salaries and benefits for Non-Represented
Professional and Management workers and Confidential Employees;
WHEREAS, the City Council adopted Resolution 2009-048 on June 9, 2009 establishing
the compensation and benefit plan for non-represented professional and management workers
and confidential employees, and this resolution needs to be amended to include changes to the
sick leave and retirement plan;
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NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of
Atascadero that all prior Resolutions for non-represented employees are repealed; and the
Professional and Management Staff and Confidential Staff Compensation and Benefit Plan is
hereby established as follows:
Positions
The following positions are included in this Resolution. The City Manager and Department
Heads have individual employment agreements defining other terms and conditions of
employment not described herein.
Executive Management Positions
Administrative Services Director
Assistant City Manager
Assistant to the City Manager
City Manager
Community Development Director
Community Services Director
Fire Chief
Police Chief
�. Public Works Director
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Resolution No. 2011-059
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Management Positions
Deputy Administrative Services Director
am Deputy Community Development Director
Deputy Public Works Director
Police Commander
Zoo Director
Confidential (Includes only designated positions within the classifications)
Administrative Analyst
Administrative Assistant
Finance Technician
Salaries
This two (2) year agreement shall provide for no salary increases in this period and salaries shall
remain at those levels in effect for fiscal year 2008/2009.
The following monthly salaries shall remain in effect:
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Administrative Assistant-Confidential 3,769.59 3,958.07 4,155.98 4,363.78 4,581.97
Finance Technician-Confidential 3,769.59 3,958.07 4,155.98 4,363.78 4,581.97
Administrative Analyst 4,155.98 4,363.78 4,581.97 4,811.07 5,051.63
Zoo Director 5,928.75 6,225.19 6,536.45 6,863.27 7,206.44
rrr Assistant to the City Manager 6,695.86 7,030.66 7,382.19 7,751.30 8,138.86
Deputy Administrative Services Director 6,695.86 7,030.66 7,382.19 7,751.30 8,138.86
Deputy Community Development Director 6,695.86 7,030.66 7,382.19 7,751.30 8,138.86
Deputy Executive Director of the Redevelopment 6,695.86 7,030.66 7,382.19 7,751.30 8,138.86
Deputy Public Works Director 6,695.86 7,030.66 7,382.19 7,751.30 8,138.86
Police Commander 7,356.15 7,723.96 8,110.15 8,515.66 8,941.44
Administrative Services Director 8,545.81 8,973.10 9,421.76 9,892.84 10,387.49
Community Development Director 8,545.81 8,973.10 9,421.76 9,892.84 10,387.49
Community Services Director 8,545.81 8,973.10 9,421.76 9,892.84 10,387.49
Public Works Director 8,545.81 8,973.10 9,421.76 9,892.84 10,387.49
Assistant City Manager 8,973.10 9,421.76 9,892.84 10,387.49 10,906.87
Fire Chief 9,388.52 9,857.94 10,350.84 10,868.39 11,411.81
Police Chief 9,388.52 9,857.94 10,350.84 10,868.39 11,411.81
City Manager 11,108.77 11,664.21 12,247.42 12,859.79 13,502.78
In the interest of assisting with balancing the budget, a Voluntary Salary Reduction in Exchange
for Furlough Leave Program (Program) was instituted for executive management as of July 1,
2009.
The Program will remain in place as follows:
Executive management salaries will be reduced from 1% - 3% from the base level salaries (July
1, 2008 levels) listed above. The percentage of reduction shall be at the employee's discretion,
but not be below 1% or above 3%. In exchange for this reduction, executive management
employees will receive a pro-rata number of hours of furlough leave. For each 1% of reduction,
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Resolution No. 2011-059
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employees shall receive 20.67 hours to a maximum of 62 hours of furlough leave per fiscal year.
This furlough leave cannot be exchanged for cash and cannot be carried over past the end of each
fiscal year. If an Executive Management employee separates from the City during the period of
this resolution, leave and other related payouts will be made based on the salary schedule in
effect for fiscal year 2008/2009.
Work Period
The normal work period for non-exempt employees shall be seven (7) days with a maximum
non-overtime of forty (40) hours.
Overtime Rate
Overtime for non-exempt employees; shall be compensated at the rate of time and one-half the
regular rate of pay. All overtime shall be recorded and paid in the following manner:
1 to 15 minutes, overtime compensation- 1/4 hour
16 to 30 minutes, overtime compensation— '/z hour
31 to 45 minutes, overtime compensation-3/4 hour
46 to 60 minutes, overtime compensation— 1 hour
Overtime Hours Paid
err Overtime for non-exempt employees shall be paid after forty (40) hours worked in a work
period. Paid time off shall be considered time worked for overtime purposes.
Schools/Training/Conferences
Hours traveling, studying, or evening classes, etc., when a non-exempt employee is attending an
out-of-town school shall not constitute overtime hours worked.
Compensatory Time (CT)
Notwithstanding the provisions of this section, non-exempt employees may be granted CT for
overtime credit computed at time and one-half at the mutual convenience of the City and the
employee. Non-exempt employees may accumulate a maximum of eighty (80) hours in their CT
account.
Scheduling Compensatory Time
Requests to use CT shall be granted with due regard for operational necessity such as staffing
levels.
Deferred Compensation
The City will match an eligible employee's contribution to a deferred compensation program.
The match will be up to a maximum of $1,000 annually for executive management employees
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Resolution No. 2011-059
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and $500 annually for management employees. All deferred compensation contributions are
fully vested in the employee and shall not be available to the City.
Health Benefits
1. For unit members who elect to have "Family" coverage, the City shall pay a total of
$1,163.02 per month toward the cost of all medical, dental, vision and life insurance
benefit premiums for the unit member employee and dependents for the term of this
agreement. City shall pay for increased costs to medical, dental, vision and life insurance
premiums for the employee and fifty percent (50%) of increased costs for dependents
based upon HMO plan costs.
2. For unit members who elect to have `Employee +l" coverage, the City shall pay a total of
$1,050.74 per month toward the cost of all medical, dental, vision and life insurance
benefit premiums for the unit member employee and dependent for the term of this
agreement. City shall pay for increased costs to medical, dental, vision and life insurance
premiums for the employee and fifty percent (50%) of increased costs for the dependent
based upon HMO plan costs.
3. For unit members who elect to have "Employee Only" coverage, the City shall pay
amount not to exceed $846.99 per month toward the cost of all medical, dental, vision
and life insurance benefit premiums for the unit member employee for the term of this
a, agreement. City shall pay for increased costs to medical, dental, vision and life insurance
premiums for the employee based upon the HMO plan costs.
Available funds remaining from the City's contribution toward insurance coverage shall
be paid to an employee hired on or before September 1, 2000 as additional compensation.
This amount shall not exceed $246.76 per month.
4. The City of Atascadero has established a Post Retirement Health Benefit for Executive
Management (City Council, City Manager and Department Heads). The City agrees to
reimburse the retiree for retiree and/or retiree's dependent health (medical/dental/ vision)
insurance premiums, disability insurance, long-term health care or life insurance
premiums in a method determined by the Administrative Services Director following
retirement.
The program parameters are:
❑ The benefit is available upon retirement from PERS or other similar retirement
program after age 50;
❑ The employee must have served for 8 years with the City of Atascadero;
❑ The benefit extends between the date of retirement and age 65;
❑ The current benefit is $200.00 monthly.
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Life Insurance
The City shall provide a term life insurance policy on each employee in the amount of Fifty-
Thousand Dollars ($50,000).
The City shall provide a term life insurance policy for each eligible dependent enrolled in health
coverage in the amount of One Thousand Dollars ($1,000) per dependent.
Long-Term Disability Insurance
The City shall provide a City-paid program to provide Long-Term Disability Insurance for
Executive Management and Management employees.
Leave
Administrative Leave. Executive Management Employees, and Management Employees will
receive Administrative Leave, which will vest as of July 1 annually. Except as provided below,
Administrative Leave will not be carried over or accrue from one fiscal year to the next. If an
employee is unable to use his/her Administrative Leave prior to the end of the fiscal year for
work related reasons beyond his/her control, said leave will be carried over into the next fiscal
year for a period not to exceed three (3) months. Said time will be available to the employee for
use during that period, but will not be accrued for the purpose of payoff in the event of
termination. In the event an employee covered by this Agreement is employed after January 1 of
the fiscal year, the employee shall be eligible for one half of their annual allotment of
Administrative Leave. Employees shall receive Administrative Leave at the following annual
rates:
• Executive Management shall receive 80 hours.
• Management Employees shall receive 48 hours.
Furlough Leave. Executive Management Employees will receive 20.67- 62 hours of Furlough
Leave, as discussed under the Salaries section of this Resolution. This leave will vest as of July
1 annually.
Vacation Leave. Employees shall receive vacation leave consistent with the Personnel Rules and
Regulations.
Holidays. Employees shall receive vacation leave consistent with the Personnel Rules and
Regulations.
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Resolution No. 2011-059
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Sick Leave.
1. Sick leave accumulates at a rate of 3.69 hours per pay period. There is no limit to the
accumulation.
2. Stay Well Bonus. Employees with 384 or more hours of accumulated sick leave shall be
eligible for the Stay Well Bonus. The Stay Well Bonus will be implemented as follows:
a. The sick leave pay-off will occur during the twelve- (12) month period beginning the first
day after the second pay period in October and ending on the last day of the second pay
period in October of the following year after an employee has accumulated and
maintained 384 hours of sick leave.
b. Once the eligibility requirements have been met, an employee may opt to receive a pay-
off equal to one-third (1/3) of the unused annual allotment of sick leave. (The annual
allotment is 95.94 hours).
c. Checks will be prepared by December 15 of each year.
3. Sick Leave Payback. When an executive management employee, a management employee
or confidential employee terminates employment in good standing, after five (5) years of
continuous service, he/she shall be paid one-half of his/her accumulated Sick Leave.
4. In any calendar year, up to two days (16 hours) of sick leave may be used for personal
reasons without explanation. These days are not intended as vacation days and may not be
used to extend vacations.
Bereavement Leave
Employees shall be granted bereavement leave pursuant to the City Personnel Rules and
Regulations in the event of death of his/her spouse, child, stepchild, grandchild, parent,
grandparent, son-in-law, daughter-in-law, mother-in-law, father-in-law, brother, sister, brother-
in-law, sister-in-law or significant other.
Retirement
Employees are provided retirement benefits through the California Public Employees Retirement
System (CalPERS).
CalPERS Non-Sworn Miscellaneous Members (as defined by CalPERS)
• Effective July 1, 2007, non-sworn miscellaneous member employees were provided
retirement benefits through the California Public Employees Retirement System
(CalPERS) pursuant to the 2.5% @ 55 formula including the One Year Final
Wr Compensation (Section 20042) and Credit for Unused Sick Leave (Section 20965)
City of Atascadero
Resolution No. 2011-059
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benefits. The City paid 5.85% of the employee contribution of eight percent (8%).
Employees paid the remaining 2.15% of the employee contribution.
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• Effective July 2, 2011 the City will pay 3.3% (three point three percent) of the non-sworn
miscellaneous member employee contribution of eight percent (8%). Non-sworn
miscellaneous member employees will pay the remaining 4.7% (four point seven percent)
of the employee contribution.
• A two-tiered retirement system will be implemented in July of 2012. Non-sworn
miscellaneous member employees hired as after the implementation date in 2012 shall be
provided benefits pursuant to the 2% @ 55 formula, based on three (3) year average
compensation, and will include the Credit for Unused Sick Leave (Section 20965)
benefits.
• Non-sworn miscellaneous member active employees covered under this Resolution as of
the two-tiered implementation date will continue to be provided retirement benefits
through the California Public Employees Retirement System (Ca1PERS) pursuant to the
2.5% @ 55 formula including the One Year Final Compensation (Section 20042) and
Credit for Unused Sick Leave (Section 20965) benefits.
• City will work with PERS to ensure that employee contributions are contributed Pre-Tax.
CAPERS Sworn Safety Members (as defined by Ca1PERS)
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• Sworn safety member employees (as defined by Ca1PERS) are provided benefits pursuant
to the 3% @ 50 Full formula(Section 21362.2 of the Government Code).
• Effective July 2, 2011 the City will pay 4.3% (four point three percent) of the sworn
safety member employee contribution of nine percent (9%). Sworn safety member
employees will pay the remaining 4.7% (four point seven percent) of the employee
contribution.
• A two-tiered retirement system will be implemented in July of 2012. Sworn safety
member employees hired after the implementation date in 2012 shall be provided benefits
pursuant to the 3% @ 55 formula, based on three (3) year average compensation, and will
include the Credit for Unused Sick Leave (Section 20965) benefits.
• Sworn safety member active employees covered under this Resolution as of the two-
tiered implementation date will continue to be provided retirement benefits through the
California Public Employees Retirement System (Ca1PERS) pursuant to the 3% @ 50
formula including the One Year Final Compensation (Section 20042) and Credit for
Unused Sick Leave (Section 20965) benefits.
• The CalPERS retirement for sworn safety members (as defined by Ca1PERS) includes
Level Four (4) of the 1959 Survivor's Benefit. The employees shall pay the monthly cost
of the benefit.
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Resolution No. 2011-059
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• City will work with PERS to ensure that employee contributions are contributed Pre-Tax.
Education Incentive Pay
Employees shall be reimbursed up to $1,600.00 per fiscal year for books, tuition and related
educational expenses for attending college or other professional training, providing the
coursework is job-related, and the employee received a passing grade.
Uniform/Safety Equipment Allowance
a. The City shall provide an annual uniform allowance of eight hundred dollars ($800) for
Police Chief and Commanders, and eight hundred fifty dollars ($850) for the Fire Chief.
Upon initial hire the employee will receive $800/$850. In the second year the amount will be
prorated based upon the actual number of months employed in the prior year. When an
employee separates from the City the Uniform Allowance will be prorated based upon the
number of months worked in the then current fiscal year.
b. The City will make a lump sum payment of the uniform allowance no later than the second
payday in July.
c. Uniforms damaged on duty shall be replaced as prorated by the Police Chief. Employees are
required to seek reimbursement through the courts with all practical diligence.
aw d. The City shall make available a bulletproof vest. Employees requesting a vest shall certify
that they will wear the vest at all times, except in extreme climatic conditions. Vests shall be
replaced or refurbished on an as needed basis as determined by the Chief of Police.
Employees already owning a vest shall continue to use them until repair or refurbishment
becomes necessary, as determined by the Chief of Police.
e. Rain boots - The City shall comply with the requirements of CAL/OSHA as it relates to
providing rain gear including rain boots.
On motion by Mayor O'Malley, and seconded by Council Member Clay, the foregoing
resolution is hereby adopted in its entirety by the following roll call vote:
AYES: Council Members Clay, Fonzi, Kelley, Sturtevant and Mayor O'Malley
NOES: None
ABSENT: None
ADOPTED: June 28, 2011
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City of Atascadero
Resolution No. 2011-059
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TAS DERO
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Tom O' alley, l ayor
ATTEST:
Marcia McClure Torgerson, C.M.C., Crt Jerk
APPROVED AS TO RM:
Brian A. Pierik, City Attorney
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