HomeMy WebLinkAboutCC Resolution 8727 (Mid-Management MOU)RESOLUTION NO. 8727
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN RAFAEL
AMENDING RESOLUTION 8504 PERTAINING TO THE COMPENSATION
AND WORKING CONDITIONS FOR MANAGEMENT AND MID -MANAGEMENT
EMPLOYEES (EXCLUDING POLICE MID -MANAGEMENT CLASSIFICATIONS)
I. SALARY
A. Effective July 1, 1992, the current salaries for all
positions listed in Exhibit A will be extended through
June 30, 1993 (excluding Police Mid -Management
classifications which are reflected in a separate M.O.U).
B. During the week of January 4 - 8, 1993, the City will re-
open discussions on salary and health and welfare benefits
for employees covered by this salary resolution.
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. Employees shall have the option or choice of applying their
monthly allowances to the following:
1. Membership in a fitness club.
2. Optical coverage.
3. Payment for dental or medical costs, including
premiums, in excess of coverage provided in the
City's group plans or premium contribution.
4. Membership dues in community organizations.
5. Deferred Compensation Plan.
6. Professional development costs such as purchase of
personal computer equipment and tuition for job-
related coursework, costs associated with job-related
training, out-of-state travel to training or
conferences not accommodated in the departmental budget
or other professional development/membership costs not
included in a department budget.
7. Annual physical examinations.
8. Alternative life insurance programs.
9. Dependent care costs. A dependent is any individual
who is a dependent of the employee within the purview
of Section 152(a) of the I.R.S. Code.
10. Cash on a semi-monthly basis with the paycheck.
C. Allowances are applied or granted based upon the monthly
rates. In the event that an employee leaves the City, he
or she is entitled only to a pro -rata amount based upon
months of service in the fiscal year in which the
separation occurs.
1
C�IGINAi
�s�z�
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 IB 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 $350/month towards the
premium costs for each eligible employee's Health and
Disability Plans.
3. Current Mid -Management employees 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.
rA
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.
4. A Sick Leave Incentive Plan applicable to employees hired
after July 1, 1979 provided incentive pay in recognition
of outstanding attendance as follows:
Absence Rate Between
7-1 and 6-30 of each year 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
1-5 years
6
years
7
years
8
years
9
years
10
years
11
years
12
years
13
years
14
years
15+years
Leave Accrual rate/vearlv
15 days
16 days
17 days
18 days
19 days
20 days
21 days
22 days
23 days
24 days
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.
3
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.
F. 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. WORK DAY
Unless otherwise designated
effective with the August 16th
hours for vacation, sick and
and sick and administrative 1
positions in this salary resol
day.
VII. EDUCATIONAL INCENTIVE
by the Appointing Authority,
pay period the normal business
administrative leave deduction
eave accrual purposes for
.ution shall be 7.5 hours per
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.
This Resolution shall take effect forthwith upon its adoption
by the City Council and the compensations and allowances
herein provided are in full force and effect as of July 1,
1992.
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 17th day of Auqust, 1992 by the
following vote, to wit:
AYES: COUNCILMEMBERS: Cohen, Shippey, Thayer & Mayor Boro
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: Breiner
JEM. LEONCINI, City Clerk
4
EXHIBIT "A"
Effective July 1, 1992, the following ranges are hereby created for
Management and Mid -Management classifications:
Section 1A: Manaaement
Waae Class
Minimum
Maximum
2101
Assistant City Manager
5188.67
6099.74
1104
City Attorney
4956.13
1103
City Clerk
4623.96
2701
Finance Director
5204.99
6046.77
7101
Fire Chief
5717.18
6770.92
2401
Library Director
4800.77
5652.72
2301
Planning Director
5318.92
6298.94
6101
Police Chief
5717.18
6770.92
2201
Public Works Director
6027.91
6824.41
8101
Recreation Director
4393.15
5172.40
2101
Personnel Director
4338.37
5141.82
Section
1B: Mid-Manaaement
2501
Assistant City Attorney
4790.39
5910.34
2202
Assistant Dir. of Public Works
4975.93
5852.64
2104
Assistant to the City Manager
4009.95
4884.46
2205
Associate Civil Engineer
3768.94
4353.55
2210
Traffic Engineer
3768.94
4353.55
7102
Fire Division Chief
4221.22
4987.66
9204
Cultural Affairs Supervisor
3274.99
3756.13
2702
Deputy Finance Director
4314.26
4962.16
7103
Fire Marshal
3920.33
4323.76
7104
Fire Training Officer
3920.33
4323.76
2402
Librarian III
3274.99
3756.13
2204
Office Engineer
3768.94
4353.55
4302
Parks Superintendent
3505.81
4248.00
2310
Principal Planner
4221.10
4989.50
8103
Recreation Supervisor
3274.99
3756.13
2206
Senior Civil Engineer
4121.21
4871.32
8102
Senior Recreation Supervisor
3437.40
3942.62
8105
Child Care Program Manager
3518.62
4035.85
4202
Superintendent of Public Works
4767.56
5780.74