HomeMy WebLinkAboutCC Resolution 10450 (Unrepresented Management Salary)RESOLUTION NO. 10450
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN RAFAEL
AMENDING RESOLUTION 10238 PERTAINING TO THE COMPENSATION AND
WORKING CONDITIONS FOR UNREPRESENTED MANAGEMENT AND MID -
MANAGEMENT EMPLOYEES AND ELECTED CITY ATTORNEY AND CITY CLERK
July 1, 1999 through June 30, 2000
SALARY
A. Effective July 1, 1999, a 3.00 percent salary increase for all Management
and Mid -Management classifications covered by this salary resolution
(Exhibit "A").
B. Salary studies/surveys of the classification in this Resolution shall include a
review of salary adjustments to classifications in the represented employee
groups and a review of internal relationships within this group in an attempt
to prevent salary compaction. Based upon this analysis it is determined that
effective with the adoption of this Resolution that the Traffic Engineer job
class have a direct internal relationship with the Deputy Director of Public
Works job class.
C. To assist in achieving and maintaining compensation goals established by
the City Council for all employee groups the provisions related to the
possibility of revenue sharing shall continue this fiscal year. For fiscal year
99/00 those provisions are: If General Tax Revenues of the City for fiscal
year 1998-99 exceed General Tax Revenues of the City for fiscal year 1997-
98 as adjusted by 750o of the total compensation increase provided for fiscal
year 1998-99, then such employees in this group shall be entitled to apply
12.0% of one-half (1/2) of the excess of fiscal year 1998-99 General Tax
Revenues over fiscal year 1997-98 General Tax Revenues adjusted for 7510
of the total compensation increases provided to the employees in 1998-99
for a salary increase. Such application of the excess General Tax
Revenues, as previously described, for a salary increase shall be based on
the surveying of total compensation for the benchmark positions. All related
classifications will receive the same percentage increase as received by the
assigned benchmark position, but if the increase would cause the
benchmark position total compensation to exceed the stated goal, then only
that percentage needed to reach the goal for the benchmark position will be
applied to all related classifications.
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D. Full time Management employees identified in Section 1 A of Exhibit "A" are
eligible to have the option of use of a city car or a monthly car allowance
(currently the monthly car allowance is $250.00). As of August 1, 1996 the
car allowance is reported as salary to the Retirement system.
II. INSURANCE
A. Management Health, Life and Disability
Management employees listed in Section 1 A of the Exhibit shall
receive full coverage for selected Health and Disability premium
costs, for enrollment in the Enhanced Plan and for Life insurance in
the amount of the basic $5,000 plan and a plan equaling two times
the employee's annual salary, not to exceed $150,000.
2. Management employees who retire from the Marin County
Retirement System within 120 days of leaving their City of San
Rafael position are eligible to continue in the City's group health
insurance program with the same City contribution toward their
insurance premium that is provided to active Management
employees.
B. Mid -Management Health, Life and Disability
Mid -Management employees listed in Section 1 B of the Exhibit shall
receive full coverage for the premium cost of the basic $5,000 Life
Insurance plan and the supplemental plan up to the amount of the
employee's annual salary.
2. The City's contribution towards the premium costs for each eligible
employee's Health and Disability Plans will be increased from $400
per month to $442 per month effective July 1, 1999. Mid -
Management employees who retire from the Marin County
Retirement System within 120 days of leaving their City of San
Rafael position are eligible to continue in the City's group health
insurance program and receive a City contribution toward their
insurance premium equivalent to $442 per month.
3. Mid -Management employees listed in Section 1 B of Exhibit "A" who
do not fully use the $442 allocated per month for health and disability
insurance are eligible to receive cash back for the unused portion up
to a maximum of $90.00 per month.
4. Current Mid -Management employees listed in Section 1 B of the
Exhibit shall have the option of enrollment in the existing Disability
plan or the enhanced Disability plan (See explanation below) offered
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by Standard Life Insurance Company to the City. Mid -Management
employees listed in Section 1 B, who are hired on or after August 1,
1991, if electing Disability coverage, must enroll in the enhanced
Disability plan.
Existinq Plan: The amount of Monthly Income shall be sixty-six and
two-thirds percent of the first $1,500 of the Member's basic monthly
earnings, reduced by any Deductible Benefits.
Enhanced Plan: The amount of Monthly Income shall be sixty-six
and two-thirds percent of the first $7,500 of the Member's basic
monthly earnings, reduced by any Deductible Benefits.
C. DENTAL
The City will provide a dental program offering 100°o coverage for diagnostic
and preventative care, $25.00 deductible on corrective care (80% / 20 per
patient, per calendar year) and orthodontic coverage (5010/50%) for age
eligible dependents; and 80%/20% coverage of crowns, casts and
restorations in accordance with plan document with the Dental provider.
The maximum benefit for dental insurance per eligible enrollee is $1,500/calendar
year, except for orthodontic coverage which has a $1,000 lifetime benefit and has
certain other limitations (See policy booklet for specifics of the dental plan benefit).
III. RETIREMENT
A. The City will pay up to a maximum of five percent (50o) of the employee's
retirement contribution rate or fifty percent (500o) of the employee's
retirement contribution rate, whichever is less, to the Marin County
Retirement System. Additionally, the City has adopted Section 31581.2 of
the Government Code for the balance of the employees' portion of the
retirement contribution in order to implement Section 414H of the I.R.S.
Code to allow for tax deferment of the employee's retirement contribution.
B. Management and Mid -Management employees who are eligible to accrue
sick leave and who retire from the City of San Rafael, on or after 07/01/95
and within 120 days of leaving City employment (excludes deferred
retirements), shall receive employment service credit (incorporated from
Resolution #9414, dated July 17, 1995), for retirement purposes only, for all
hours of accrued, unused sick leave (exclusive of any sick leave hours they
are eligible to receive and they elect to receive in compensation for at the
time of retirement, pursuant to Section V. A. 1. of this Resolution).
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iv.
El
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LEAVES OF ABSENCE
SICK LEAVE
Employees who leave City service in good standing shall receive
compensation (cash in) of all accumulated, unused sick leave based
upon the rate of three percent (31o) for each year of service up to a
maximum of fifty percent (500o) of their sick leave balance. In the
event of the death of an employee payment for unused sick leave
based upon the previously stated formula shall be paid to the
employee's designated beneficiary.
2. Accrual of sick leave for usage purposes is unlimited. The maximum
of 1200 hours accrual continues to apply for cash -in purposes.
3. Management and Mid -Management employees may use sick leave
prior to completion of probation. In recognition of exempt status from
FLSA, time off for sick leave purposes shall not be deducted from the
employees accrual unless the time is 7.5 or more consecutive work
hours.
4. Exclusion of sick leave for work injury/illness once determined
permanent and stationary by the treating physician.
VACATION LEAVE
Effective with the first of the month following adoption of this Resolution, the
vacation leave program for Management and Mid -Management employees
is as follows:
Years of service Leave Accrual rate/vearly
1-5 years 15 days
6 years
16 days
7 years
17 days
8 years
18 days
9 years
19 days
10 years
20 days
11 years
21 days
12 years
22 days
13 years
23 days
14 years
24 days
15 plus years
25 days
In recognition of time off for vacation leave purposes, exempt status from
FLSA shall not be deducted from the employees accrual, unless the time is
7.5 or more consecutive work hours.
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The vacation accrual cap policy was established in March of 1997; and
provides that no employee may annually carry forward hours in excess of the
cal (one calendar year to another). Effective with the 1999 calendar year,
the cap has been established at 30 days (225 hours). NOTE: Employees
who were already over this cap on March 31, 1997 will not lose those
accrued hours, but will not be able to carry over any additional hours as long
as their balance exceeds the thirty day cap.
C. ADMINISTRATIVE LEAVE
Management and Mid -Management employees shall receive seven (7)
Administrative Leave days each calendar year subject to the approval of the
department head and the City Manager. An additional three (3) days may be
granted at the discretion and with approval of the department head and the
City Manager. Unused Administrative Leave does not carry over from one
calendar year to the next, nor are unused balances paid off upon an
employee's resignation.
In recognition of exempt status from FLSA time off for Administrative leave
purposes shall not be deducted from employees accrual, unless the time is
7.5 or more consecutive work hours.
D. FLOATING HOLIDAY
Two floating holidays per year are granted to employees covered by this
Resolution. The hours for these holidays are automatically added to an employees'
vacation accrual on a semi-annual basis.
E. BEREAVEMENT LEAVE
In the event of the death of an employee's spouse, child, parent, brother, sister, in-
law(s), relative who lives or has lived in the home of the employee to such an extent
that the relative was considered a member of the immediate family and/or another
individual who has a legal familial relationship to the employee and resided in the
employee's household, up to three (3) days within the state and up to five (5) days
out-of-state of bereavement leave, may be granted to attend the funeral.
In those cases where the death involves an individual who had such a relationship
with the employees, as defined above, the employee shall sign a simple affidavit
describing the relationship and submit this to their immediate supervisor as part of
the request for bereavement leave.
F. Catastrophic Leave
Employees may donate accrued leave to other City employees suffering
from a catastrophic illness or injury either to themselves, a spouse, a
parent, or to a dependent minor child. Catastrophic leave is a paid leave of
absence due to a life threatening, verifiable long-term illness or injury such
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as, but not limited to, cancer or heart attack, which clearly disables the
individual. Employees who have successfully completed 1,950 hours or
one year in paid status shall be eligible for catastrophic leave due to their
own serious illness or injury or serious illness or injury to a spouse, parent,
or dependent minor child.
The employee must first exhaust all applicable leave (sick, vacation and/or
administrative leave) before qualifying for catastrophic leave. Catastrophic
leave shall be additional paid leave made available from vacation, sick
leave or administrative leave hours donated by other employees to a
specific qualified employee. Employees donating vacation, sick leave, or
administrative leave must donate in increments of whole hours. The
donating employee must have a vacation leave balance of at least 40
hours after the donation of vacation leave. The donating employee may
not donate more than one-half of their accrued sick leave, and must be left
with a balance of at least eighty (80) hours of accrued sick leave after the
donation. Employees may donate all of their administrative leave.
An employee requesting catastrophic leave must receive the approval of
the City Manager. Such leave may initially be approved for up to a
maximum of 340 donated hours. If the catastrophic illness or injury
continues, up to an additional 340 donated hours may be recommended
and approved. The Management Services Department shall account for
the donation and disbursement of catastrophic leave hours. All time
donated will be credited on an hour to hour basis regardless of pay
differentials between the donating employee and the recipient.
Catastrophic leave shall not be used in conjunction with any long or short
term disability or Workers Compensation leave. While an employee is on
catastrophic leave, using donated hours, the employee shall not accrue
any vacation or sick leave.
V. EMPLOYMENT TERMS
A. WORK DA Y
Unless otherwise designated by the Appointing Authority, the normal
business hours for vacation, sick and administrative leave deduction and sick
and administrative leave accrual purposes for positions in this salary
resolution shall be 7.5 hours per day.
B. DRUG FREE WORK PLACE
Management and Mid -Management employees endorse the concept of a
drug free work place as stated in Administrative Procedure No. 3 adopted by
the City Manager on April 23, 1991.
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C. FURLOUGH PLAN
Management and Mid -Management employees endorse the Furlough
Program described in Exhibit "B" attached to this salary resolution.
D. PAY FOR PERFORMANCE EVALUATION SYSTEM
Management and Mid -Management employees shall be evaluated annually
based the evaluation program adopted by the City Council in October of
1996 and incorporated by reference herein.
I, JEANNE M. LEONCINI, Clerk of the City of San Rafael, hereby certify that the foregoing
resolution was duly and regularly introduced and adopted at a regular meeting of the
Council of said City the 6th day of July, 1999 by the following vote, to wit:
AYES: COUNCILMEMBERS: Cohen, Miller, Phillips and Mayor Boro
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: Heller
JEAMNE M. LEONITY CLE
CI I, CRK
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EXHIBIT A
Section 1 A Management Job Class Title
2001
Assistant City Manager, Management
$7,674.52
$9,593.42
Services
2300
Community Development Director
$7,674.52
$9,593.42
7101
Fire Chief
$7,674.52
$9,593.42
6101
Police Chief
$7,674.52
$9,593.42
2201
Public Works Director
$7,674.52
$9,593.42
2501
Assistant City Attorney
$6,843.76
$8,555.18
8101
Community Services Director
$6,386.48
$8,046.36
2401
Library Director
$6,386.48
$8,046.36
1104
City Attorney
$6,833.31
1103
City Clerk
$5,486.42
$6,588.77
Section lA Mid -Management Job Class Title
2102
Assistant Director of Management Services,
$6,510.07
$8,066.77
Human Resources/Risk Management
2202
Assistant Director of Public Works
$6,386.48
$7,982.50
6950
Building & Safety Manager
$6,035.07
$7,543.72
9412
Deputy Director of Public Works
$6,035.07
$7,543.72
6850
Planning Manager
$6,035.07
$7,543.72
2207
Traffic Engineer
$6,035.07
$7,543.72
2206
Senior Civil Engineer
$5,771.39
$7,214.12
2702
Assistant Director of Management Services,
$5,486.42
$6,857.74
Finance
4200
Assistant Director of Management Services,
$5,486.42
$6,857.74
Information Services
8106
Assistant Director, Recreation
$5,317.46
$6,646.59
2104
Assistant to the City Manager
$5,215.54
$6,519.43
9511
Risk Manager
$5,215.54
$6,519.43
1105
Deputy City Attorney
$5,384.84
$6,335.75
8102
Senior Recreation Supervisor
$4,595.39
$5,744.31
9204
Cultural Affairs Supervisor
$4,480.50
$5,600.11
2402
Librarian III
$4,480.50
$5,600.11
8103
Recreation Supervisor
$4,480.50
$5,600.11
9844
Information Systems Network
$4,731.82
$5,465.18
Administrator
9843
Systems Manager
$4,731.82
$5,465.18
MANAGEMENT/MID-MANAGEMENT SALARY RESOLUTION
EXHIBIT "B"
FURLOUGH PROGRAM
Both the City of San Rafael and the Management/Mid-Management Group employees
recognize the current economic condition of the State of California and the City of San Rafael.
Through this recognition and in a cooperative spirit the City of San Rafael and these
employees have worked expeditiously on the development of a Furlough Program. This
Agreement does not mean the City will necessarily implement furloughs; but in the event it is
necessary to implement due to continued economic problems in the City of San Rafael the
procedures for this Furlough Program shall provide for both Voluntary Time Off (herein
described as VTO) and Mandatory Time Off (herein described as MTO).
Voluntary Time Off (VTO).
The City will develop and distribute to all employees during the month of March (1993) a
survey to determine who might be interested in VTO and the extent to which that interest
translates into hours (cost savings) during the coming fiscal year. The needs of the City and
the respective departments (as determined by the Department Head and City Manager) will
need to be considered in the actual granting of VTO. Any VTO time granted and the resulting
savings will have a corresponding impact on the time needed through MTO.
1. An employee's VTO time would count in determining how many hours of MTO an
employee needed to take during the fiscal year.
2. An employee selecting VTO would receive one half hour of furlough induced Personal
Leave time off for every hour of VTO taken not to exceed the number of furlough
induced Personal Leave time off an employee scheduled for MTO would receive
(establishes a maximum cap of 5%). This furlough induced Personal Leave time is to
be taken as described in 4.b.
3. Employees who take VTO at a time other than when MTO is taken by other employees
will have to take vacation leave, compensatory time off or leave without pay if the MTO
results in the closure of the department.
Mandatory Time Off (MTO).
MTO will be taken by the employee during the MTO period when feasible in their respective
department (as determined by the Department Head and City Manager). The City will attempt
to schedule MTO time in blocks of days (between Xmas and New Years) or individual days
next to scheduled holidays and/or weekends.
1. Employees may not take paid vacation time in lieu of designated MTO time.
2. MTO time shall be considered time in pay status for the accrual of leave and eligibility
for holidays. MTO time will not impact health, dental and life insurance benefits. At
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MANAGEMENT/MID-MANAGEMENT SALARY RESOLUTION
EXHIBIT "B"
this time MTO time will impact Marin County retirement contributions; but if the Marin
County Retirement System changes it policy on this the City will, effective the first of
the month following notice from the Marin County Retirement System, make the
necessary change in the program's administration to correspond with the change in the
policy. Any employee who notifies the City no later than 07/30/93 of their retirement
date and retires from the Marin County Retirement System during FY 93-94 shall be
exempted from the MTO requirements. If said employee did not retire during FY 93-94
as stated, said employee would be docked in pay an amount equivalent to the number
of MTO hours taken by other represented employees.
3. MTO time shall apply toward time in service for step increases, completion of
probation, and related service credit.
4. Other Terms and Conditions:
a. The MTO program shall be limited to a maximum five percent (5%) reduction in
work hours/pay for the fiscal year. For each MTO hour deducted the involved
employee shall be credited with an one half hour added to a furlough induced
Personal Leave balance.
b. Personal Leave accrued through the MTO Program may be taken beginning
July 1, 1994, with supervisory approval. Furlough induced Personal Leave has
no cash value upon termination of employment. If an employee is laid off
before having the opportunity to take unused furlough induced Personal Leave
said employee would be eligible to take the unused furlough induced Personal
leave during the thirty day layoff notice period.
C. The employees represented by this Association may elect to give up pay for
holidays worked in lieu of mandatory time off, as long as the dollar value of the
holiday pay equates to the dollar value of the designated mandatory time off.
d. Should the City of San Rafael experience a financial windfall during the fiscal
year that furloughs are implemented, the City agrees to re -open discussions on
this Furlough Program.
e. The City agrees that it will attempt to distribute the dollar value of any MTO time
implemented equally over the remaining number of pay periods in the fiscal
year.
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