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HomeMy WebLinkAboutCC Resolution 10238 (Salary Management & Electeds)RESOLUTION NO. 10238 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN RAFAEL AMENDING RESOLUTION 9894 PERTAINING TO THE COMPENSATION AND WORKING CONDITIONS FOR UNREPRESENTED MANAGEMENT AND MID - MANAGEMENT EMPLOYEES AND ELECTED CITY ATTORNEY AND CITY CLERK July 1, 1998 through June 30, 1999 I. SALARY A. Effective July 1, 1998, a 6.00 percent salary increase for the City Clerk; and a 4.00 percent salary increase for the remaining Management and Mid - Management classifications covered by this salary resolution (Exhibit "A"), except the Director of Public Works (see Salary Range adjustments I.B. below) and the Assistant City Manager (Wage Class 2101), which will be abolished August 1, 1998; and which has currently been replaced with Assistant City Manager - Management Services (Wage Class 2001). B. Salary studies/surveys of the classifications 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 on the 1998 study the Community Development Director job class shall have a direct salary relationship with the Public Works Director (the Public Works Director's salary range shall be adjusted to accommodate this alignment); the Assistant City Attorney shall have a -12% salary differential from the Assistant City Manager - Management Services; the Recreation Director shall have a direct salary relationship with the Library Director; the Assistant Director of Management Services for Information Services shall have a direct salary relationship with the Assistant Director of Management Services for Finance; and with the movement of the Human Resources Director job class to the Mid - Management group the value of the benefit changes will be incorporated into the salary range. C. 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). Effective August 1, 1996 for those employees receiving a car allowance, the allowance will be reported as salary to the Retirement system. II. INSURANCE A. Management Health, Life and Disability 1. 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 $385 per month to $400 per month effective July 1, 1998. 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 $400 per month. 3. Mid -Management employees listed in Section 1 B of Exhibit "A" who do not fully use the $400 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 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. Page 2 of 6 Existina 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% coverage for diagnostic and preventative care, $25.00 deductible on corrective care (80% / 20% per patient, per calendar year) and orthodontic coverage (501/o/50%) for age eligible dependents; and 801/o/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 (5%) of the employee's retirement contribution rate or fifty percent (50%) 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). iv. LEAVES OF ABSENCE A. SICK LEAVE 1. 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 (3%) for each year of service up to a maximum of fifty percent (50%) of their sick leave balance. In the event of the death of an employee payment for unused sick leave Page 3 of 6 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 employee's accrual unless the time is 7.5 or more consecutive work hours. B. 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. A vacation accrual cap policy was established in March of 1997; and provides that no employee may annually carry forward in excess of five (5) days of his/her annual earned vacation and in no case may he/she have accumulated at the close of any calendar year (December 31) total accumulated days in excess of thirty (30) days. 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 Page 4 of 6 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. V. EMPLOYMENT TERMS A. WORKDAY 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 WORKPLACE 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. C. FURLOUGH PLAN Management and Mid -Management employees endorse the Furlough Program described in Exhibit "B" attached to this salary resolution. Page 5 of 6 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, 1998 by the following vote, to wit: AYES: COUNCILMEMBERS: Cohen, Heller, Miller, Phillips and Mayor Boro NOES: COUNCILMEMBERS: None ABSENT: COUNCILMEMBERS: None JEA E -M. LEONCINI, CITY CLERK \\sr fs1\users\personnel\phyllish\worddata\mou's\mgmt mid-mgmt 1998\mgmt mid-mgmt salary resolution july 98.doc Page 6 of 6 EXHIBIT "A" Management/Mid- Management Salaries -- Effective July 1, 1998 Section 1A Management Job Class Title Miminum Maximum 2501 Assistant City Attorney $6,644.43 $8,306.00 2001 Assistant City Manager - Management Services $7,450.99 $9,314.00 1104 City Attorney $4,350.00 $6,634.28 1103 City Clerk $6,396.86 2300 Community Development Director $7,450.99 $9,314.00 7101 Fire Chief $7,450.99 $9,314.00 2401 Library Director $6,200.47 $7,812.00 6101 Police Chief $7,450.99 $9,314.00 2201 Public Works Director $7,450.99 $9,314.00 8101 Recreation Director $6,200.47 $7,812.00 Section 1A Mid -Management Job Class Title 2202 Assistant Director of Public Works $6,200.47 $7,750.00 2104 Assistant to the City Manager $5,063.63 $6,329.54 9511 Risk Manager $5,063.63 $6,329.54 9204 Cultural Affairs Supervisor $4,350.00 $5,437.00 Assistant Director of Management Services - 2702 Finance $5,326.62 $6,658.00 Assistant Director of Management Services - 4200 Information Services $5,326.62 $6,658.00 2402 Librarian III $4,350.00 $5,437.00 Asst. Dir. Mgmt. Svcs. - Human Resources/Risk 2102 Management $6,320.46 $7,831.82 8103 Recreation Supervisor $4,350.00 $5,437.00 2206 Senior Civil Engineer $5,603.29 $7,004.00 8102 Senior Recreation Supervisor $4,461.54 $5,577.00 2207 Traffic Engineer $5,603.29 $7,004.00 6850 Planning Manager $5,859.29 $7,324.00 6950 Building & Safety Manager $5,859.29 $7,324.00 9412 Deputy Director of Public Works $5,859.29 $7,324.00 8106 Assistant Director, Recreation $5,162.58 $6,453.00 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 Page 1 of 2 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. \\sr_fs1\users\personnel\phyllish\worddata\mou's\mgmt mid-mgmt 1998\exhibit c, furlough language.doc Page 2 of 2