HomeMy WebLinkAboutCC Resolution 9894 (Management Employees Salary)RESOLUTION NO. 9894
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN RAFAEL
AMENDING RESOLUTION 9652 PERTAINING TO THE COMPENSATION AND
WORKING CONDITIONS FOR UNREPRESENTED MANAGEMENT AND MID -
MANAGEMENT EMPLOYEES
July 1, 1997 through June 30, 1998
I. SALARY
A. Effective July 1, 1997, a 5.00 percent salary increase for the Chief of
Police, Fire Chief and Community Development Director; and a 4.32
percent salary increase for the remaining Management and Mid -
Management classifications covered by this salary resolution (Exhibit "A"),
except the Director of Public Works.
B. Salary studies/surveys of the classifications in this Resolution shall include
a review of salary adjustments to classifications in the represented
employee groups in an attempt to prevent salary compaction. Prior to the
expiration of this Salary Resolution, an advisory salary survey will be
conducted by the City. Based on the completed study and consistent with
the Compensation Plan a one percent (1 %) equity increase is granted to
all Management and Mid -Management classifications, except the Director
of Public Works.
C. Incorporate the Mid -Management classification in this group into the
compensation plan and pay for performance program established last
year for the Management classifications.
II. MANAGEMENT AND MID -MANAGEMENT ALLOWANCES
A. The Management ($166.67/month) and Mid -Management
($125.00/month) allowance were rolled into the salary ranges for the job
classifications covered by this salary resolution effective January 1, 1994.
B. Full time Management employees identified in Section 1A 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.
III. INSURANCE
A. Management Health, Life and Disability
1. Management employees listed in Section 1A 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 shall contribute up to $385/month towards the premium
costs for each eligible employee's Health and Disability Plans. 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 $385 per month.
3. Mid -Management employees listed in Section 1 B of Exhibit "A" who
do not fully use the $385 allocated per month for health and
disability insurance are eligible to receive cash back for the unused
portion up to a maximum of $75.00 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.
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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
(50%/50%) for age eligible dependents; and 80%/20% coverage of
crowns, casts and restorations in accordance with plan document with the
Dental provider.
Effective January 1, 1995, the maximum benefit will increase from
$1,000/calendar year to $1,500/calendar year (except for orthodontic coverage
which does not change).
IV. 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).
V. LEAVES OF ABSENCE
A. 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 (3%) for each year of service
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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 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/vearlv
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.
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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.
VI. 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 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 4th day of August, 1997 by the following vote, to wit:
AYES: COUNCILMEMBERS: Cohen, Heller, Miller, Phillips and Mayor Boro
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: None
JEWNINE M. LEONCINI, CITY CLERK
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EXHIBIT "A"
Management and Mid -Management Salary Ranges
Effective July 1, 1997
Section 1A Management
Wage Class
Job Class Title
Minimum
Maximum
2101
Assistant City Attorney
$6,114.86
$7,643.58
2501
Assistant City Manager
$6,597.40
$8,246.76
1104
City Attorney
----
$6,379.12
1103
City Clerk
----
$6,034.77
2702
Community Development Director
$6,810.67
$8,513.34
2701
Director of Administrative Services
$6,940.06
$8,675.09
7101
Fire Chief
$7,164.40
$8,955.52
2401
Library Director
$5,961.99
$7,452.49
2102
Personnel Director
$5,812.94
$7,266.17
6101
Police Chief
$7,164.40
$8,955.52
2201
Public Works Director
$7,289.24
$9,111.74
8101
Recreation Director
$5,667.61
$7,084.52
Section 1B Mid -Management
Wage Class
Job Class Title
Minimum
Maximum
2202
Assistant Director of Public Works
$5,961.99
$7,452.49
2104
Assistant to the City Manager
$4,868.86
$6,086.10
8105
Child Care Program Manager
$4,512.76
$5,640.94
9204
Cultural Affairs Supervisor
$4,182.68
$5,228.37
2702
Deputy Finance Director
$5,121.76
$6,402.19
4200
Information Services Manager
$4,868.86
$6,086.10
2402
Librarian III
$4,182.68
$5,228.37
2310
Principal Planner
$5,121.76
$6,402.19
8103
Recreation Supervisor
$4,182.68
$5,228.37
2206
Senior Civil Engineer
$5,387.77
$6,734.72
8102
Senior Recreation Supervisor
$4,289.93
$5,362.43
2207
Traffic Engineer
$5,387.77
$6,734.72
MANAGEMENT/MID-MANAGEMENT SALARY RESOLUTION
JULY 1, 1997 - JUNE 30, 1998
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 this time MTO time will
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MANAGEMENT/MID-MANAGEMENT SALARY RESOLUTION
JULY 1, 1997 - JUNE 30,1998
EXHIBIT "B"
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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