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.