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HomeMy WebLinkAboutCC Resolution 8822 (Police Mid-Management Classification)RESOLUTION NO. 8822 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN RAFAEL AMENDING RESOLUTION 8727 PERTAINING TO THE COMPENSATION AND WORKING CONDITIONS FOR MANAGEMENT AND MID -MANAGEMENT EMPLOYEES (EXCLUDING POLICE MID -MANAGEMENT CLASSIFICATIONS) I. SALARY A. Effective July 1, 1993, a two percent (2%) salary increase for all Management and Mid -Management classifications covered by this salary resolution (Exhibit "A"). B. Effective January 1, 1994, a two percent (2%) salary increase for all Management and Mid -Management classifications covered by this salary resolution (Exhibit "B") . C. 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. (See Resolution No. 6691 for specifics relating to the position of Fire Division Chief). II. MANAGEMENT AND MID -MANAGEMENT ALLOWANCES A. Management and Mid -Management employees receive a monthly allowance as follows: 1. Management: $166.67/month 2. Mid -Management: $125.00/month B. Effective January 1, 1994, the Management and Mid - Management allowance will be rolled into the salary ranges for the job classifications covered by this salary resolution. III. INSURANCE A. Management Health, Life and Disability Management employees listed in Section lA 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 equalling two times the employee's annual salary, not to exceed $150,000. B. Mid -Management Health, Life and Disability 1. Mid -Management employees listed in Section 1B 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 $370/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 $370 per month. 1 �RIGINAI PBaa 3. Current Mid -Management employee listed in Section 1B 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 1B, who are hired on or after August 1, 1991, if electing Disability coverage, must enroll in the enhanced Disability plan. 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. IV. RETIREMENT The City will pay up to a maxium 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. V. LEAVES OF ABSENCE A. Sick Leave 1. Employees hired prior to July 1, 1979 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 (hired prior to 7-1-79), 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. Pa 4. A Sick Leave Incentive Plan applicable to employees hired on or after July 1, 1979 provided incentive pay in recognition of outstanding attendance as follows: Absence Rate Between 7/1 and 6/30 of each vear Incentive Pav NONE 8 hours of pay 1-16 hours 6 hours of pay 17-24 hours 4 hours of pay 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+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 covered by this Resolution. are automatically added to an on a semi-annual basis. F. BEREAVEMENT LEAVE are granted to employees The hours for these holidays employees' vacation accrual 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) day out-of-state of bereavement leave, may be granted to attend the funeral. 3 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. WORK DAY 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. VII. EDUCATIONAL INCENTIVE The Educational Incentive for Fire Division Chief, Fire Marshal and Fire Training Officer is included in the base salary. VIII. 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. IX. FURLOUGH PLAN Managment and Mid -Management employees endorse the Furlough Program described in Exhibit "C" 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 16th day of February. 1993 by the following vote, to wit: AYES: NOES: ABSENT: COUNCILMEMBERS: Breiner, Shippey, Thayer & Mayor Boro COUNCILMEMBERS: None COUNCILMEMBERS: Cohen 10�� I JEAN M. LEONCINI, City Clerk 4 EXHIBIT "A" Effective July 1, 1993, the following ranges are hereby created for Management and Mid -Management classifications: Section 1A: MANAGEMENT WAGE CLASS Minimum Maximum 2101 Assistant City Manager 5292.44 6221.73 1104 City Attorney 4090.15 5055.25 1103 City Clerk 3844.32 4716.44 2701 Finance Director 5309.09 6167.71 7101 Fire Chief 5831.52 6906.34 2401 Library Director 4896.79 5765.77 2301 Planning Director 5425.30 6424.92 6101 Police Chief 5831.52 6906.34 2201 Public Works Director 6148.47 6960.90 8101 Recreation Director 4481.01 5275.85 2102 Personnel Director 4425.14 5244.84 Section 1B: MID -MANAGEMENT 2501 Assistant City Attorney 4886.20 6028.55 2202 Assistant Dir. of Public Works 5075.45 5969.69 2104 Assistant to the City Manager 4090.15 4982.15 2205 Associate Civil Engineer 3844.32 4440.62 2210 Traffic Engineer 4203.63 4968.75 7102 Fire Division Chief 4305.64 5087.41 9204 Cultural Affairs Supervisor 3340.49 3831.25 2702 Deputy Finance Director 4400.55 5061.40 7103 Fire Marshal 3998.74 4410.24 7104 Fire Training Officer 3998.74 4410.24 2402 Librarian III 3340.49 3831.25 2204 Office Engineer 3844.32 4440.62 4302 Parks Superintendent 3575.93 4332.96 2310 Principal Planner 4305.52 5089.29 8103 Recreation Supervisor 3340.49 3831.25 2206 Senior Civil Engineer 4203.63 4968.75 8102 Senior Recreation Supervisor 3506.15 4021.47 8105 Child Care Program Manager 3588.99 4116.57 4202 Superintendent of Public Works 4862.91 5896.35 EXHIBIT "A" Effective July 1, 1993, the following ranges are hereby created for Management and Mid -Management classifications: Section 1A: MANAGEMENT WAGE CLASS Minimum Maximum Assistant City Manager 5292.44 6221.73 ,2101 1104 City Attorney 5055.25- 1103 City Clerk 4716.44 2701 Finance Director 5309.09 6167.71° ' 7101 Fire Chief 5831.52 6906.34. 2401 Library Director 4896.79 5765.77' 2301 Planning Director 5425.30 6424.92 6101 Police Chief 5831.52, 6906.34' 2201 Public Works Director 6148.47 _ 69601.90 Recreation Director 4481.01 .85 2101e onnel Director 4425.14 5244.b6-_2 Lk Section 1B: MID -MANAGEMENT 2501 Assistant City Attorney 4886.20 6028.55 2202 Assistant Dir. of Public Works 5075.45 5969.69 f 2104 Assistant to the City Manager 4090.15- 4982.15 2205 Associate Civil Engineer 3844.32 4440.62 2210 Traffic Engineer 4203.63- 4968.75 7102 Fire Division Chief 4305.64 5087.41 9204 Cultural Affairs Supervisor 3340.4% 3831.25 2702 Deputy Finance Director 4400.55 5061.40 7103 Fire Marshal 3998.74 4410.24 7104 Fire Training Officer 3998.74 4410.24 2402 Librarian III 3340.49 3831.25- 2204 Office Engineer 3844.32- 4440.62 4302 Parks Superintendent 3575.93 4332.96 2310 Principal Planner 4305.52- 5089.29 8103 Recreation Supervisor 3340.49 3831.25 2206 Senior Civil Engineer 4203.63 4968.75 8102 Senior Recreation Supervisor 3506.15- 4021.47 8105 Child Care Program Manager 3588.99 4116.57 4202 Superintendent of Public Works 4862.91 5896.35 EXHIBIT "A" Effective July 1, 1993, the following ranges are hereby created for Management and Mid -Management classifications: Section 1A: MANAGEMENT WAGE CLASS Minimum Maximum 2101 Assistant City Manager 5292.44 6221.73 1104 City Attorney 5055.25 1103 City Clerk 4716.44 2701 Finance Director 5309.09 6167.71 7101 Fire Chief 5831.52 6906.34 2401 Library Director 4896.79 5765.77 2301 Planning Director 5425.30 6424.92 6101 Police Chief 5831.52 6906.34 2201 Public Works Director 6148.47 6960.90 8101 Recreation Director "4481.01 5275.85 2101 Personnel Director \ 0`4425.14 5244.66 e Section 1B: MID -MANAGEMENT \ 2501 Assistant City Attorney 4886.20 6028.55 2202 Assistant Dir. of Public Works 5075.45 5969.69 2104 Assistant to the City Manager 4090.15 4982.15 2205 Associate Civil Engineer 3844.32 4440.62 2210 Traffic Engineer 4203.63 4968.75 7102 Fire Division Chief 4305.64 5087.41 9204 Cultural Affairs Supervisor 3340.49 3831.25 2702 Deputy Finance Director4400.55 �°� 5061.40 7103 Fire Marshal 3998.74 4410.24 7104 Fire Training Officer 3998.74 4410.24 2402 Librarian III ` 3340.49 3831.25 2204 Office Engineer 3844.32 4440.62 4302 Parks Superintendent 575.93 1305.52 4332.96 2310 Principal Planner' 5089.29 8103 Recreation Supervisor, 3140.49 3831.25 2206 Senior Civil Engineer 42103.63 4968.75 8102 Senior Recreation Subervisor 3506.15 4021.47 8105 Child Care Program Manager 358` .99 4116.57 4202 Superintendent of Public Works 48 .91 5896.35 i EXHIBIT "B" Effective January 1, 1994, the following ranges are hereby created for Management and Mid -Management classifications: SECTION 1A: MANAGEMENT WAGE CLASS MINIMUM MAXIMUM 2101 Assistant City Manager 5564.96 6512.83 1104 City Attorney 4296.95 5323.03 1103 City Clerk 4046.21 4977.44 2701 Finance Director 5581.94 6457.73 7101 Fire Chief 6114.82 7211.14 2401 Library Director 5161.40 6047.76 2301 Planning Director 5700.48 6720.09 6101 Police Chief 6114.82 7211.14 2201 Public Works Director 6438.11 7266.79 8101 Recreation Director 4737.30 5548.04 2101 Personnel Director 4680.31 5516.22 SECTION 1B: MID -MANAGEMENT 2501 Assistant City Attorney 5108.92 6274.12 2202 Assistant Dir. of Public Works 5301.96 6214.08 2104 Assistant to the City Manager 4296.95 5206.79 2205 Associate Civil Engineer 4046.21 4654.43 2210 Traffic Engineer 4412.70 5193.13 7102 Fire Division Chief 4516.75 5314.16 9204 Cultural Affairs Supervisor 3532.30 4032.88 2702 Deputy Finance Director 4613.56 5287.63 7103 Fire Marshal 4203.71 4623.44 7104 Fire Training Officer 4203.71 4623.44 2402 Librarian III 3532.30 4032.88 2204 Officer Engineer 4046.21 4654.43 4302 Parks Superintendent 3772.45 4544.62 2310 Principal Planner 4516.63 5316.08 8103 Recreation Supervisor 3532.30 4032.88 2206 Senior Civil Engineer 4412.70 5193.13 8102 Senior Recreation Supervisor 3701.27 4226.90 8105 Child Care Program Manager 3785.77 4323.90 4202 Superintendent of Public Works 5085.17 6139.28 MANAGEMENT/MID-MANAGEMENT SALARY RESOLUTION JULY 1, 1993 - JUNE 30, 1994 EXHIBIT "C" FURLOUGH PROGRAM Both the City of San Rafael and the Management/Mid-Management 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 the City's Managers and Mid -Managers 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 MANAGEMENT/MID-MANAGEMENT SALARY RESOLUTION EXHIBIT "C" FURLOUGH PROGRAM Page 2 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 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. 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.