HomeMy WebLinkAboutCC Resolution 9652 (Management MOU)RESOLUTION NO. 9652
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN
RAFAEL AMENDING RESOLUTION 9173 PERTAINING TO THE
COMPENSATION AND WORKING CONDITIONS FOR
UNREPRESENTED MANAGEMENT AND MID -MANAGEMENT
EMPLOYEES
July 1, 1996 through June 30, 1997
I. SALARY
A. Effective July 1, 1996, a 6.18 percent salary increase (consistent
with the 6% total compensation authority granted by the City
Council) for all Management and Mid -Management classifications
covered by this salary resolution (Exhibit "A").
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.
C. Salary adjustments are reflected in the salary ranges for Public
Works Director and Sr. Civil Engineer; Assistant City Manager; and
Personnel Director to record inclusion of Sanitary District Pay, an
internal relationship change and a pay adjustment respectively.
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 1 A of Exhibit
"A" are eligible to have the option of use of a city car or a monthly
care 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 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
ORIGINAI �sv
toward their insurance premium that is provided to active
Management employees.
B. Mid -Management Health, Life and Disability
1. 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.
Existing 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).
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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
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 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/veariv
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
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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.
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 holiday 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 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.
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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.
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 5th day of August, 1996 by the following
vote, to wit:
AYES: COUNCILMEMBERS: Heller, Miller, Phillips and Mayor B.oro
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: Cohen
JEAME M. LEONCIN , CITY CLERK
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Effective July 1, 1996, the
following ranges are hereby EXHIBIT "A"
created for Management and Mid -
Management classifications:
SECTION 1A MANAGEMENT
Wage Class
Title
Minimum
Maximum
2101
Assistant City Manager
$6,531.09
$7,687.44
1104
City Attorney
$0.00
$6,054.41
1103
City Clerk
$0.00
$5,727.59
2701
Director of Administative Services
$6,329.49
$7,323.83
7101
Fire Chief
$6,934.93
$8,178.29
2401
Library Director
$5,853.64
$6,858.88
2102
Personnel Director
$5,499.00
$6,481.13
2301
Planning Director
$6,531.08
$7,687.44
6101
Police Chief
$6,934.93
$8,178.29
2201
Public Works Director
$8,172.98
$9,111.74
8101
Recreation Director
$5,372.66
$6,292.14
SECTION 113 MID -MANAGEMENT
Wage Class
Title
Minimum
Maximum
2501
Assistant City Attorney
$5,794.13
$7,115.60
2202
Assistant Dir. of Public Works
$6,013.06
$7,047.50
2104
Assistant to the City Manager
$4,873.26
$5,905.12
8105
Child Care Program Manager
$4,293.51
$4,903.82
9204
Cultural Affairs Supervisor
$4,006.05
$4,573.77
2702
Deputy Finance Director
$5,232.33
$5,996.80
2402
Librarian 111
$4,006.05
$4,573.77
2310
Principal Planner
$5,122.40
$6,029.07
8103
Recreation Supervisor
$4,006.05
$4,573.77
2206
Senior Civil Engineer
$5,418.79
$6,303.88
8102
Senior Recreation Supervisor
$4,197.68
$4,793.81
MANAGEMENT/MID-MANAGEMENT SALARY RESOLUTION
JULY 1, 1994 - JUNE 30, 1996
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.
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MANAGEMENT/MID-MANAGEMENT SALARY RESOLUTION
JULY 1, 1994 - JUNE 30, 1996
EXHIBIT "B"
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 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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