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Home My WebLink AboutCC Resolution 8504 (Police Mid-Management)RESOLUTION NO. 8504 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN RAFAEL AMENDING RESOLUTION 8248 PERTAINING TO THE COMPENSATION AND WORKING CONDITIONS FOR MANAGEMENT AND MID -MANAGEMENT EMPLOYEES (EXCLUDING POLICE MID -MANAGEMENT CLASSIFICATIONS) I. SALARY A. Effective July 1, 1991, a two percent (2%) salary increase for all Management and Mid -Management classifications (excluding Police Mid -Management classifications which are reflected in a separate M.O.U.). (Exhibit A) B. Effective March 1, 1992, a two percent (2%) salary increase for all Management and Mid -Management classifications contingent upon the City having a combined revenue from sales tax, motor vehicle in lieu fees and the secured property tax levy equaling or exceeding $14,768,000 by March 31, 1992 after consideration of loss of revenue or additional costs the City may experience as a result of the state budget crisis (which result in the City's revenue dropping below $14,768,000). (A salary Exhibit page to be developed reflecting the 2% adjustment if the revenue level is as stated on March 31, 1992.) C. The salary adjustments listed in A and B are subject to amendment in the event that the City Council increases the authority level applicable to this Resolution after its adoption by the City Council. D. 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 Resolu- tion 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, 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/ memberships costs not included in a departmental 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 in accordance with Section 152 (a) of the I.R.S. Code. O RIGINAL 45°� 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 to a pro -rata amount based upon the months of service in the fiscal year in which the separation occurs. III.INSURANCE A. MANAGEMENT HEALTH, LIFE AND DISABILITY Management employees listed in Section lA of the Exhibits shall receive full coverage for selected Health and Disability premium costs and for Life Insurance in the amount of the employee's annual salary (to a maximum of $150,000). B. MID -MANAGEMENT HEALTH, LIFE AND DISABILITY 1. Mid -Management employees listed in Section 1B of the Exhibits shall receive full coverage for the premium cost of the basic $5,000 Life Insurance Plan and supplemental plan up to the amount of the employee's annual salary. 2. Effective September 1, 1991, 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 Exhibits shall have the option of enrollment in the existing Disability Insurance Plan or the Enhanced Disability Plan 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. Both plans are described below: Existing Plan: The amount of Monthly Income shall be sixty-six and two-thirds 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 of the first $5,000 of the Member's basic monthly earnings, reduced by any Deductible Benefits. Standard Life Insurance Company requires 50% participation in order to establish this enhanced plan. C. DENTAL The City will provide a dental program offering 1000 coverage for diagnostic and preventative care, $25.00 deductible on corrective care (80%/20% per patient, per calendar year and orthodontic coverage of 50%/50%) and 80%/20% coverage of casts, crowns, and restorations in accordance with the plan document of the provider. IV. RETIREMENT The City will pay up to a maximum of five percent (5% of an employee's salary or fifty percent (500) 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 employee's portion of the retirement contribution in order to 2 V. implement Section 414H of the IRS Code to allow for tax deferment of the employee's retirement contribution. 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, Managers or Mid -Managers' time off for sick leave purposes shall not be deducted from the employee's account unless the time is 8 or more consecutive work hours. 4. A Sick Leave Incentive Plan applicable to employees hired after July 1, 1979 provides incentive pay in recognition of outstanding attendance as follows: Absence Rate Between 7/1 and 6/30 of each vear Incentive Pav None 8 hrs. of pay 1-16 hours 6 hrs. of pay 17-24 hours 4 hrs. of pay B. VACATION LEAVE The vacation leave program for Management and Mid - Management employees is as follows: Years of service Leave Accrual rate/Yearly 1-10 years 15 days 11-15 years 20 days 16 plus years 25 days In recognition of exempt status from FLSA, time off for vacation leave purposes shall not be deducted from the employees accrual, unless the time is 8 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 the 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 purposes shall not be deducted from the 3 employees' accrual, unless the time is 8 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. EDUCATIONAL INCENTIVE The Educational Incentive for Fire Division Chief, Fire Marshal and Fire Training Officer is included in the base salary. VII. 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, 1991. 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 3RD day of SEPTEMBER 1991 by the following vote, to wit: AYES: COUNCILMEMBERS:Boro, Breiner, Shippey, Thayer & Mayor Mulryan NOES: COUNCILMEMBERS:None ABSENT: COUNCILMEMBERS:None JELEONCI*I, City Clerk M. 4 EXHIBIT "A" Effective July 1, 1991, the following ranges are hereby created for Management and Mid -Management classifications: Section 1A: ManaQement Waae Class Minimum Maximum 2101 Assistant City Manager 5188.67 6099.74 1104 City Attorney 4009.95 4956.13 1103 City Clerk 3768.94 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 Section 1B: Mid-ManaQement 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 Assoc. Civil Engineer/Traffic 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 Officer Engineer 3768.94 4353.55 4302 Parks Superintendent 3505.81 4248.00 2102 Personnel Officer 4338.:7 5141.82 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