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HomeMy WebLinkAboutCC Resolution 11227 (Salary Mid Management, Management and Electeds)RESOLUTION NO. 1 227 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN RAFAEL AMENDING RESOLUTION No. 10882 PERTAINING TO THE COMPENSATION AND WORKING CONDITIONS FOR UNREPRESENTED MANAGEMENT AND MID - MANAGEMENT EMPLOYEES AND ELECTED CITY ATTORNEY AND CITY CLERK (July 1, 2002 through June 30, 2006) I. SALARY A. Goal and Compensation Definitions Goal: It is the goal of the City Council to try to achieve a total compensation package for all employees in an amount equal to the following: 1. One dollar ($1.00) above the average of the total compensation paid to the same or similar classifications in the following ten (10) cities: Alameda, Fairfield, Hayward, Napa, Novato, San Leandro, Santa Rosa, Sausalito, South San Francisco and Vallejo. AND 2. The highest total compensation paid to the same or similar classifications in each of the following Marin County police agencies: Belvedere, Fairfax, Marin County Sheriffs Office, Mill Valley, Novato, Ross, San Anselmo, Sausalito, Tiburon and Twin Cities. Total Compensation for survey purposes shall be defined as: Top step salary (excluding longevity pay steps), educational incentive pay, car allowance, holiday pay, uniform allowance, employer paid deferred compensation (except for such portion that may be part of employee cafeteria plan), employer's contribution towards employees' share of retirement, employer's retirement contribution (to be included for total compensation survey beginning July 1, 2004), employer paid contributions toward insurance premiums for health, life, long term disability, dental and vision plans, and employer paid cafeteria/flexible spending accounts. B. Compensation Surveys To measure progress towards the above -stated goal, the City will annually survey the identified benchmark positions, which are identified as an Exhibit and included as part of this Salary Resolution. Identified benchmark positions from other agencies includes positions that are identified by the survey agency and have similar job duties, qualifications, class and grade compared to the identified benchmark job classes. To measure whether the goal has been reached, a survey of total compensation for top step benchmark positions will be conducted annually during the month of July of each year of the contract. Survey data will include all salary and benefit increases, as defined in 'total compensation', in place or to be effective no later than September 1 of that same year, for the purpose of applying the excess General Tax Revenues, if any, described below. If such General Tax Revenues are to be applied to a salary increase, there will be ALU I iAXXI a wage increase retroactive to September 1 for the year under survey for all classifications. Retroactive pay increases shall apply to all current and retired (members who did not resign or were terminated) employees represented by this contract during the retroactive period. In no event will total compensation increases available through the revenue sharing provisions of this contract and provided for bargaining unit employees cause the benchmark positions to exceed the stated 'total compensation' goal. All related classifications shall receive the same increases as those received by their assigned benchmark position. C. July 1, 2002 Salary Increase Effective July 1, 2002, a 2.0% salary increase to the pay range for all Management and Mid - Management classifications covered by this salary resolution (Exhibit "Al"). 1. If General Tax Revenues of the City for fiscal year 2001-2002 exceed General Tax Revenues of the City for fiscal year 2000-2001 as adjusted by 75% of the total compensation increases provided for fiscal year 2001-2002, then the members of the bargaining unit shall be entitled to apply 13.7% of one-half (1/2) of the excess of fiscal year 2001-2002 General Tax Revenues over fiscal year 2000-2001 General Tax Revenues adjusted for 75% of the total compensation increases provided to members in fiscal year 2001-2002, for a salary increase. 2. Such application of the excess General Tax Revenues, as described above, for a salary increase shall be based on the surveying of total compensation for the benchmark positions identified on "Exhibit E" attached to this MOU. All related bargaining unit classifications will receive the same percentage increase as received by their assigned benchmark positions, but if the increase would cause the benchmark position total compensation to exceed the stated goal, then only that percentage needed to reach the goal for the benchmark position will be applied to all related classifications. D. Salary Increase Following Resolution Adoption Effective the second payroll period following adoption by the City Council, a 2.0% salary increase to the pay range for all Management and Mid -Management classifications covered by this salary resolution (Exhibit "A2"). E. July 1, 2003 Salary Increase Effective July 1, 2003, a 4.5% salary increase to the pay range for all Management and Mid -Management classifications covered by this salary resolution (Exhibit "B" 1. If General Tax Revenues of the City forfiscal year 2002-2003 exceed General Tax Revenues of the City for fiscal year 2001-2002 as adjusted by 75% of the total compensation increases provided for fiscal year 2002-2003, then the members of the bargaining unit shall be entitled to apply 13.7% of one-half (1 /2) of the excess of fiscal year 2002.2003 General Tax Revenues over fiscal year 2001-2002 General Tax Revenues adjusted for 75% of the total compensation increases provided to members in fiscal year 20022003, for a salary increase. 2. Such application of the excess General Tax Revenues, as described above, for a salary increase shall be based on the surveying of total compensation for the benchmark positions identified on "Exhibit E" attached to this MOU. All related bargaining unit classifications will receive the same percentage increase as received by their assigned benchmark positions, but if the increase would cause the benchmark position total compensation to exceed the stated goal, then only that percentage needed to reach the goal for the benchmark position will be applied to all related classifications. F. July 1, 2004 Salary Increase Effective July 1, 2004, a 2.5% salary increase to the pay range for all Management and Mid -Management classifications covered by this salary resolutnn (Exhibit 11C11). 1. If General Tax Revenues of the City for fiscal year 20032004 exceed General Tax Revenues of the City for fiscal year 2002-2003 as adjusted by 75% of the total compensation increases provided for fiscal year 2003-2004, then the members of the bargaining unit shall be entitled to apply 13.7% of one-half (1/2) of the excess of fiscal year 2003-2004 General Tax Revenues over fiscal year 2002-2003 General Tax Revenues adjusted for 75% of the total compensation increases provided to members in fiscal year 2003-2004, for a salary increase. 2. Such application of the excess General Tax Revenues, as described above, for a salary increase shall be based on the surveying of total compensation for the benchmark positions identified on "Exhibit E" attached to this MOU. All related bargaining unit classifications will receive the same percentage increase as received by their assigned benchmark positions, but if the increase would cause the benchmark position total compensation to exceed the stated goal, then only that percentage needed to reach the goal for the benchmark position will be applied to all related classifications. G. July 1, 2005 Salary Increase Effective July 1, 2005, a 2.5% salary increase to the pay range for all Management and Mid -Management classifications covered by this salary resolution (Exhibit 11p11). 1. If General Tax Revenues of the City for fiscal year 20042005 exceed General Tax Revenues of the City for fiscal year 2003-2004 as adjusted by 75% of the total compensatim increases provided for fiscal year 20042005, then the members of the bargaining unit shall be entitled to apply 13.7% of one-half (1/2) of the excess of fiscal year 20042005 General Tax Revenues over fiscal year 2003-2004 General Tax Revenues adjusted for 75% of the total compensation increases provided to members in fiscal year 20042005, for a salary increase. 2. Such application of the excess General Tax Revenues, as described above, for a salary increase shall be based on the surveying of total compensation for the benchmark positions identified on "Exhibit E" attached to this MOU. All related bargaining unit classifications will receive the same percentage increase as received by their assigned benchmark positions, but if the increase would cause the benchmark position total compensation to exceed the stated goal, then only that percentage needed to reach the goal for the benchmark position will be applied to all related classifications. H. Car Allowance Full time Management employees identified in Section 1A of Exhibit "A" are eligible to have the option of use of a city car or a monthly car allowance (currently the monthly car allowance is $250.00). As of August 1, 1996 the car allowance is reported as salary to the Retirement system. II. INSURANCE A. Management Health, Life and Disability 1. Management employees listed in Section 1A of the Salary Exhibits (A through D) 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 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 Salary Exhibits (A through D) 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's contribution towards the premium costs for each eligible employee's Health and Disability Plans is $442 per month. Effective December 1, 2001 the City shall pay the full premium cost for the selected Health and Disability plan for active employees in this Mid -Management group. 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. For Mid -Managers who are currently retired or who retire prior to December 1, 2001, the City's contribution shall not exceed $442 per month. For Mid -Managers who retire on or after December 1, 2001 the City shall pay the full cost of the group health insurance premium. 3. 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 the City's provider. 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. Existinq Plan: The amount of Monthly Income shal 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 sixtysix and two-thirds percent of the first $7,500 of the Members 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. The maximum benefit for dental insurance per eligible enrollee is $1,500/calenda- year, except for orthodontic coverage which has a $1,000 lifetime benefit and has certain other limitations (See policy booklet for specifics of the dental plan benefit). II. RETIREMENT A. EPMC The City will pay up to a maximum of five percent (5%) of theemployee's retirement contribution rate (EPMC rate) or fifty percent (50%) of the employee's retirement contribution rate, whichever is less, to the Marin County Retirement System. ➢ Effective the second pay period from adoption of this Resolution, by tFe City Council, the City will pay the first three percent (3%) of the employee's EPMC rate. ➢ Effective July 1, 2003, the City will pay the first two percent (2%) of the employee's EPMC rate. ➢ Effective July 1, 2004, the City will pay the first one percent (11/6) of the employee's EPMC rate. ➢ Effective July 1, 2005, the employee shall be responsible for the full cost of their EPMC rate. B. COLA Effective July 1, 2003, participating employee members in the Marin County Employee Retirement Association will pay their full share of members' cost of living rates as allowed under Articles 6 and 6.8 of the 1937 Retirement Act. Miscellaneous and safety member contribution rates include both the basic and COLA portions (currently 50% of the COLA is charged to members as defined in the 1937 Act). C. Retirement Plan Effective July 1, 2004, the City shall provide the Marin County Employee Retirement Association 2.7% @55 retirement program to all miscellaneous members and the 3.0% @55 retirement program to all safety members, subject to Marin County Employee Retirement Association procedures and regulations and applicable 1937 Act laws that govern such plans. D. Service Credit For Sick Leave 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). E. Management Allowance Pursuant to Resolution No. 10657 a Defined Contribution Retirement Plan is adopted for Management and Mid -Management employees. All rules related to this plan shall be governed by the Plan document and its amendments. Current contribution is three percent (3%). Eligible employees shall have a one-time option of electing an employer contribution (pre-tax) to their PARS account or an after tax payment in the form of a management allowance. IV. 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. 4. Exclusion of sick leave for work injury/illness once determined permanent and stationary by the treating physician. B. Vacation Leave 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 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. The vacation accrual cap policy was established in March of 1997; and provides that no employee may annually carry forward hours in excess of the cap (one calendar year to another). The vacation accrual cap has been established at 30 days (225 hours). NOTE: Employees who were already over this cap on March 31, 1997 will not lose those accrued hours, but will not be able to carry over any additional hours as long as their balance exceeds the thirty -day cap. 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. Holidays City currently provides eleven designated holidays and two floating holidays per year to employees covered by this Resolution. The hours for the floating holidays are automaticallyadded 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, inlaw(s), relative who lives or has lived in the home of the employee to such an exbnt 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. F. Catastrophic Leave Employees may donate accrued leave to other City employees suffering from a catastrophic illness or injury either to themselves, a spouse, a parent, or to a dependent minor child. Catastrophic leave is a paid leave of absence due to a life threatening, verifiable long-term illness or injury such as, but not limited to, cancer or heart attack, which clearly disables the individual. Employees who have successfully completed 1,950 hours or one year in paid status shall be eligible for catastrophic leave due to their own serious illness or injury or serious illness or injury to a spouse, parent, or dependent minor child. The employee must first exhaust all applicable leave (sick, vacation and/or administrative leave) before qualifying for catastrophic leave. Catastrophic leave shall be additional paid leave made available from vacation, sick leave or administrative leave hours donated by other employees to a specific qualified employee. Employees donating vacation, sick leave, or administrative leave must donate in increments of whole hours. The donating employee must have a vacation leave balance of at least 40 hours after the donation of vacation leave. The donating employee may not donate more than one-half of their accrued sick leave, and must be left with a balance of at least eighty (80) hours of accrued sick leave after the donation. Employees may donate all of their administrative leave. An employee requesting catastrophic leave must receive the approval of the City Manager. Such leave may initially be approved for up to a maximum of 340 donated hours. If the catastrophic illness or injury continues, up to an additional 340 donated hours may be recommended and approved. The Management Services Department shall account for the donation and disbursement of catastrophic leave hours. All time donated will be credited on an hour to hour basis regardless of pay differentials between the donating employee and the recipient. Catastrophic leave shall not be used in conjunction with any long or short term disability or Workers Compensation leave. While an employee is on catastrophic leave, using donated hours, the employee shall not accrue any vacation or sick leave. V. EMPLOYMENT TERMS A. 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. B. 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 Maiager on April 23, 1991 and the Drug and Alcohol Policy attached as Exhibit "F" C. Furlough Plan Management and Mid -Management employees endorse the Furlough Program described in Exhibit "G" attached to this salary resolution. D. Pay for Performance Evaluation System Management and Mid -Management employees shall be evaluated annually based the evaluation program adopted by the City Council in October of 1996 and incorporated by reference herein. I, JEANNE M. LEONCINI, Clerk of the City of San Rafael, fereby certify that the foregoing resolution was duly and regularly introduced and adopted at a regular meeting of the Council of said City the 16� day of December, 2002 by the following vote, to wit: AYES: COUNCILMEMBERS: Cohen, Heller, Miller, Phillips & Mayor Boro NOES: COUNCILMEMBERS: None ABSENT: COUNCILMEMBERS: None NDN h . JEA � M. LEONCINI, Cllr CLERK Management and Mid -Management (Non -Represented) Salary Resolution July 1, 2002 — June 30, 2006 Exhibits Al July 1, 2002 Salary Schedule A2 Second Period Following Adoption Salary Schedule B July 1, 2003 Salary Schedule C July 1, 2004 Salary Schedule D July 1, 2005 Salary Schedule E Benchmark Job Classes and Internal Relationships F Drug and Alcohol Policy G Furlough Program W:\HR\Salary Schedules 20022006 Page 1 of 1 Exhibit Al 1 -Jul -02 2.00% Section 1A Management Job Class Titles GRADE DESCRIPTION GROUP Step A Step E 2001 ASST CITY MANAGER MS Management $ 8,906.64 $ 10,825.26 7101 FIRE CHIEF Management $ 8,689.38 $ 10,561.08 6101 POLICE CHIEF Management $ 8,689.38 $ 10,561.08 2300 COMMUNITY DEVELOPMENT DIRECTOR Management $ 8,689.38 $ 10,561.08 2201 PUBLIC WORKS DIRECTOR Management $ 8,689.38 $ 10,561.08 2801 ECONOMIC DEVELOPMENT DIRECTOR Management $ 8,270.16 $ 10,053.12 12501 ASSISTANT CITY ATTORNEY Management $ 7,872.36 $ 9,568.62 18101 COMMUNITY SERVICES DIRECTOR Management $ 7,595.94 $ 9,232.02 12401 LIBRARY DIRECTOR Management $ 7,245.06 $ 8,805.66 11104 CITY ATTORNEY Elected $ 7,395.10 11103 CITY CLERK Elected $ 7,130.46 Section 1B Mid -Management Job Class Titles 4200 ASST DIR MS -INFO TECHNOLOGY Mid-Mgmt $ 7,310.34 $ 8,885.22 2702 ASST DIR MS -FINANCE Mid-Mgmt $ 7,310.34 $ 8,885.22 2102 ASST DIR MS -HUMAN RES/RISK MGMT Mid-Mgmt $ 7,310.34 $ 8,885.22 9412 ASST DIR PUBLIC WORKS Mid-Mgmt $ 7,310.34 $ 8,885.22 2207 CITY TRAFFIC ENGINEER Mid-Mgmt $ 6,957.42 $ 8,456.82 6950 CHIEF BUILDING OFFICIAL Mid-Mgmt $ 6,957.42 $ 8,456.82 8106 ASST DIR COMMUNITY SERV Mid-Mgmt $ 6,390.30 $ 7,767.30 1105 DEPUTY CITY ATTORNEY Mid-Mgmt $ 6,303.60 $ 7,662.24 19843 INFORMATION SYSTEMS MGR Mid-Mgmt $ 6,149.58 $ 7,474.56 19511 RISK MANAGER Mid-Mgmt $ 6,149.58 $ 7,474.56 12104 ASST TO CITY MANAGER Mid-Mgmt $ 5,853.78 $ 7,114.50 7314 CODE ENFORCEMENT MANAGER Mid-Mgmt $ 4,543.08 $ 6,941.10 7313 ECONOMIC DEVELOPMENT COORD Mid-Mgmt $ 5,710.98 $ 6,941.10 12703 PARKING SERVICES MANAGER Mid-Mgmt $ 5,710.98 $ 6,941.10 9453 PRINCIPAL PLANNER Mid-Mgmt $ 5,710.98 $ 6,941.10 7312 PARKS SUPERINTENDENT Mid-Mgmt $ 5,571.24 $ 6,771.78 17310 SUPERINTENDENT SEWER MAINT Mid-Mgmt $ 5,571.24 $ 6,771.78 17311 SUPERINTENDENT STREET DIVISION Mid-Mgmt $ 5,571.24 $ 6,771.78 8102 SENIOR RECREATION SUPERVISOR Mid-Mgmt $ 5,375.40 $ 6,534.12 2108 PUBLIC WORKS ADMIN SUPERVISOR Mid-Mgmt $ 5,302.98 $ 6,445.38 9204 CULTURAL AFFAIRS SUPERVISOR Mid-Mgmt $ 5,127.54 $ 6,232.20 2402 LIBRARY MANAGER Management $ 5,127.54 $ 6,232.20 9005 EVENTS COORDINATOR Mid-Mgmt $ 5,046.96 $ 6,135.30 7315 SUPERVISOR - ACCOUNTING Mid-Mgmt $ 4,924.56 $ 5,985.36 8103 RECREATION SUPERVISOR Mid-Mgmt $ 4,870.50 $ 5,920.08 W:\HR\Salary Schedules 20022006 Page 1 of 1 Exhibit A2 2nd PayPeriod 2.00% Section 1A Management Job Class Titles GRADE DESCRIPTION GROUP Step A Step E 12001 ASST CITY MANAGER MS Management $ 9,084.77 $ 11,041.77 7101 FIRE CHIEF Management $ 8,863.17 $ 10,772.30 16101 POLICE CHIEF Management $ 8,863.17 $ 10,772.30 12300 COMMUNITY DEVELOPMENT DIRECTOR Management $ 8,863.17 $ 10,772.30 2201 PUBLIC WORKS DIRECTOR Management $ 8,863.17 $ 10,772.30 12801 ECONOMIC DEVELOPMENT DIRECTOR Management $ 8,435.56 $ 10,254.18 12501 ASSISTANT CITY ATTORNEY Management $ 8,029.81 $ 9,759.99 18101 COMMUNITY SERVICES DIRECTOR Management $ 7,747.86 $ 9,416.66 12401 LIBRARY DIRECTOR Management $ 7,389.96 $ 8,981.77 11104 CITY ATTORNEY Elected $ - $ 7,543.00 11103 CITY CLERK Elected $ - $ 7,273.07 Section 1B Mid -Management Job Class Titles 14200 ASST DIR MS -INFO TECHNOLOGY Mid-Mgmt $ 7,456.55 $ 9,062.92 12702 ASST DIR MS -FINANCE Mid-Mgmt $ 7,456.55 $ 9,062.92 12102 ASST DIR MS -HUMAN RES/RISK MGMT Mid-Mgmt $ 7,456.55 $ 9,062.92 19412 ASST DIR PUBLIC WORKS Mid-Mgmt $ 7,456.55 $ 9,062.92 2207 CITY TRAFFIC ENGINEER Mid-Mgmt $ 7,096.57 $ 8,625.96 16950 CHIEF BUILDING OFFICIAL Mid-Mgmt $ 7,096.57 $ 8,625.96 18106 ASST DIR COMMUNITY SERV Mid-Mgmt $ 6,518.11 $ 7,922.65 1105 DEPUTY CITY ATTORNEY Mid-Mgmt $ 6,429.67 $ 7,815.48 9843 INFORMATION SYSTEMS MGR Mid-Mgmt $ 6,272.57 $ 7,624.05 9511 RISK MANAGER Mid-Mgmt $ 6,272.57 $ 7,624.05 2104 ASST TO CITY MANAGER Mid-Mgmt $ 5,970.86 $ 7,256.79 7314 CODE ENFORCEMENT MANAGER Mid-Mgmt $ 4,633.94 $ 7,079.92 17313 ECONOMIC DEVELOPMENT COORD Mid-Mgmt $ 5,825.20 $ 7,079.92 2703 PARKING SERVICES MANAGER Mid-Mgmt $ 5,825.20 $ 7,079.92 9453 PRINCIPAL PLANNER Mid-Mgmt $ 5,825.20 $ 7,079.92 17312 PARKS SUPERINTENDENT Mid-Mgmt $ 5,682.66 $ 6,907.22 17310 SUPERINTENDENT SEWER MAINT Mid-Mgmt $ 5,682.66 $ 6,907.22 7311 SUPERINTENDENT STREET DIVISION Mid-Mgmt $ 5,682.66 $ 6,907.22 8102 SENIOR RECREATION SUPERVISOR Mid-Mgmt $ 5,482.91 $ 6,664.80 2108 PUBLIC WORKS ADMIN SUPERVISOR Mid-Mgmt $ 5,409.04 $ 6,574.29 9204 CULTURAL AFFAIRS SUPERVISOR Mid-Mgmt $ 5,230.09 $ 6,356.84 12402 LIBRARY MANAGER Management $ 5,230.09 $ 6,356.84 19005 EVENTS COORDINATOR Mid-Mgmt $ 5,147.90 $ 6,258.01 17315 SUPERVISOR -ACCOUNTING Mid-Mgmt $ 5,023.05 $ 6,105.07 18103 RECREATION SUPERVISOR Mid-Mgmt $ 4,967.91 $ 6,038.48 Exhibit B 1 -Jul -03 4.50% Section 1A Management Job Class Titles GRADE DESCRIPTION GROUP Step A Step E 12001 ASST CITY MANAGER MS Management $ 9,493.59 $ 11,538.64 17101 FIRE CHIEF Management $ 9,262.01 $ 11,257.06 6101 POLICE CHIEF Management $ 9,262.01 $ 11,257.06 12300 COMMUNITY DEVELOPMENT DIRECTOR Management $ 9,262.01 $ 11,257.06 2201 PUBLIC WORKS DIRECTOR Management $ 9,262.01 $ 11,257.06 2801 ECONOMIC DEVELOPMENT DIRECTOR Management $ 8,815.16 $ 10,715.62 12501 ASSISTANT CITY ATTORNEY Management $ 8,391.15 $ 10,199.19 18101 COMMUNITY SERVICES DIRECTOR Management $ 8,096.51 $ 9,840.41 2401 LIBRARY DIRECTOR Management $ 7,722.51 $ 9,385.95 11104 CITY ATTORNEY Elected $ - $ 7,882.44 11103 CITY CLERK Elected $ - $ 7,600.36 Section 1B Mid -Management Job Class Titles 4200 ASST DIR MS -INFO TECHNOLOGY Mid-Mgmt $ 7,792.09 $ 9,470.76 2702 ASST DIR MS -FINANCE Mid-Mgmt $ 7,792.09 $ 9,470.76 2102 ASST DIR MS -HUMAN RES/RISK MGMT Mid-Mgmt $ 7,792.09 $ 9,470.76 9412 ASST DIR PUBLIC WORKS Mid-Mgmt $ 7,792.09 $ 9,470.76 2207 CITY TRAFFIC ENGINEER Mid-Mgmt $ 7,415.91 $ 9,014.12 6950 CHIEF BUILDING OFFICIAL Mid-Mgmt $ 7,415.91 $ 9,014.12 8106 ASST DIR COMMUNITY SERV Mid-Mgmt $ 6,811.42 $ 8,279.17 1105 DEPUTY CITY ATTORNEY Mid-Mgmt $ 6,719.01 $ 8,167.18 9843 INFORMATION SYSTEMS MGR Mid-Mgmt $ 6,554.84 $ 7,967.13 9511 RISK MANAGER Mid-Mgmt $ 6,554.84 $ 7,967.13 2104 ASST TO CITY MANAGER Mid-Mgmt $ 6,239.54 $ 7,583.35 17314 CODE ENFORCEMENT MANAGER Mid-Mgmt $ 4,842.47 $ 7,398.52 17313 ECONOMIC DEVELOPMENT COORD Mid-Mgmt $ 6,087.33 $ 7,398.52 12703 PARKING SERVICES MANAGER Mid-Mgmt $ 6,087.33 $ 7,398.52 9453 PRINCIPAL PLANNER Mid-Mgmt $ 6,087.33 $ 7,398.52 7312 PARKS SUPERINTENDENT Mid-Mgmt $ 5,938.38 $ 7,218.04 7310 SUPERINTENDENT SEWER MAINT Mid-Mgmt $ 5,938.38 $ 7,218.04 17311 SUPERINTENDENT STREET DIVISION Mid-Mgmt $ 5,938.38 $ 7,218.04 18102 SENIOR RECREATION SUPERVISOR Mid-Mgmt $ 5,729.64 $ 6,964.72 12108 PUBLIC WORKS ADMIN SUPERVISOR Mid-Mgmt $ 5,652.45 $ 6,870.13 19204 CULTURAL AFFAIRS SUPERVISOR Mid-Mgmt $ 5,465.44 $ 6,642.90 2402 LIBRARY MANAGER Management $ 5,465.44 $ 6,642.90 9005 EVENTS COORDINATOR Mid-Mgmt $ 5,379.55 $ 6,539.62 7315 SUPERVISOR - ACCOUNTING Mid-Mgmt $ 5,249.09 $ 6,379.80 8103 RECREATION SUPERVISOR Mid-Mgmt $ 5,191.47 $ 6,310.21 Exhibit C I -Jul -04 2.50% Section 1A Management Job Class Titles GRADE DESCRIPTION GROUP Step A Step E 12001 ASST CITY MANAGER MS Management $ 9,730.93 $ 11,827.11 7101 FIRE CHIEF Management $ 9,493.56 $ 11,538.48 16101 POLICE CHIEF Management $ 9,493.56 $ 11,538.48 2300 COMMUNITY DEVELOPMENT DIRECTOR Management $ 9,493.56 $ 11,538.48 2201 PUBLIC WORKS DIRECTOR Management $ 9,493.56 $ 11,538.48 2801 ECONOMIC DEVELOPMENT DIRECTOR Management $ 9,035.54 $ 10,983.51 12501 ASSISTANT CITY ATTORNEY Management $ 8,600.93 $ 10,454.17 8101 COMMUNITY SERVICES DIRECTOR Management $ 8,298.93 $ 10,086.42 12401 LIBRARY DIRECTOR Management $ 7,915.57 $ 9,620.60 11104 CITY ATTORNEY Elected $ - $ 8,079.50 11103 CITY CLERK Elected $ - $ 7,790.37 Section 1 B Mid -Management Job Class Titles 14200 ASST DIR MS -INFO TECHNOLOGY Mid-Mgmt $ 7,986.89 $ 9,707.52 12702 ASST DIR MS -FINANCE Mid-Mgmt $ 7,986.89 $ 9,707.52 12102 ASST DIR MS -HUMAN RES/RISK MGMT Mid-Mgmt $ 7,986.89 $ 9,707.52 19412 ASST DIR PUBLIC WORKS Mid-Mgmt $ 7,986.89 $ 9,707.52 2207 CITY TRAFFIC ENGINEER Mid-Mgmt $ 7,601.31 $ 9,239.48 6950 CHIEF BUILDING OFFICIAL Mid-Mgmt $ 7,601.31 $ 9,239.48 18106 ASST DIR COMMUNITY SERV Mid-Mgmt $ 6,981.71 $ 8,486.14 11105 DEPUTY CITY ATTORNEY Mid-Mgmt $ 6,886.98 $ 8,371.36 9843 INFORMATION SYSTEMS MGR Mid-Mgmt $ 6,718.71 $ 8,166.31 9511 RISK MANAGER Mid-Mgmt $ 6,718.71 $ 8,166.31 2104 ASST TO CITY MANAGER Mid-Mgmt $ 6,395.53 $ 7,772.93 7314 CODE ENFORCEMENT MANAGER Mid-Mgmt $ 4,963.53 $ 7,583.48 7313 ECONOMIC DEVELOPMENT COORD Mid-Mgmt $ 6,239.52 $ 7,583.48 2703 PARKING SERVICES MANAGER Mid-Mgmt $ 6,239.52 $ 7,583.48 19453 PRINCIPAL PLANNER Mid-Mgmt $ 6,239.52 $ 7,583.48 17312 PARKS SUPERINTENDENT Mid-Mgmt $ 6,086.84 $ 7,398.49 17310 SUPERINTENDENT SEWER MAINT Mid-Mgmt $ 6,086.84 $ 7,398.49 17311 SUPERINTENDENT STREET DIVISION Mid-Mgmt $ 6,086.84 $ 7,398.49 18102 SENIOR RECREATION SUPERVISOR Mid-Mgmt $ 5,872.88 $ 7,138.84 2108 PUBLIC WORKS ADMIN SUPERVISOR Mid-Mgmt $ 5,793.76 $ 7,041.88 9204 CULTURAL AFFAIRS SUPERVISOR Mid-Mgmt $ 5,602.08 $ 6,808.97 2402 LIBRARY MANAGER Management $ 5,602.08 $ 6,808.97 9005 EVENTS COORDINATOR Mid-Mgmt $ 5,514.04 $ 6,703.11 7315 SUPERVISOR - ACCOUNTING Mid-Mgmt $ 5,380.32 $ 6,539.29 8103 RECREATION SUPERVISOR Mid-Mgmt $ 5,321.25 $ 6,467.97 Exhibit D 1tilul-05 2.50% Section 1A Management Job Class Titles GRADE DESCRIPTION GROUP Step A Step E 12001 ASST CITY MANAGER MS Management $ 9,974.20 $ 12,122.79 7101 FIRE CHIEF Management $ 9,730.90 $ 11,826.94 6101 POLICE CHIEF Management $ 9,730.90 $ 11,826.94 2300 COMMUNITY DEVELOPMENT DIRECTOR Management $ 9,730.90 $ 11,826.94 2201 PUBLIC WORKS DIRECTOR Management $ 9,730.90 $ 11,826.94 2801 ECONOMIC DEVELOPMENT DIRECTOR Management $ 9,261.43 $ 11,258.10 2501 ASSISTANT CITY ATTORNEY Management $ 8,815.95 $ 10,715.53 8101 COMMUNITY SERVICES DIRECTOR Management $ 8,506.40 $ 10,338.58 12401 LIBRARY DIRECTOR Management $ 8,113.46 $ 9,861.12 11104 CITY ATTORNEY Elected $ - $ 8,281.49 11103 CITY CLERK Elected $ - $ 7,985.13 Section 1 B Mid -Management Job Class Titles 14200 ASST DIR MS -INFO TECHNOLOGY Mid-Mgmt $ 8,186.57 $ 9,950.21 (`2702 ASST DIR MS -FINANCE Mid-Mgmt $ 8,186.57 $ 9,950.21 12102 ASST DIR MS -HUMAN RES/RISK MGMT Mid-Mgmt $ 8,186.57 $ 9,950.21 19412 ASST DIR PUBLIC WORKS Mid-Mgmt $ 8,186.57 $ 9,950.21 2207 CITY TRAFFIC ENGINEER Mid-Mgmt $ 7,791.34 $ 9,470.46 6950 CHIEF BUILDING OFFICIAL Mid-Mgmt $ 7,791.34 $ 9,470.46 8106 ASST DIR COMMUNITY SERV Mid-Mgmt $ 7,156.25 $ 8,698.30 1105 DEPUTY CITY ATTORNEY Mid-Mgmt $ 7,059.16 $ 8,580.65 9843 INFORMATION SYSTEMS MGR Mid-Mgmt $ 6,886.68 $ 8,370.47 19511 RISK MANAGER Mid-Mgmt $ 6,886.68 $ 8,370.47 12104 ASST TO CITY MANAGER Mid-Mgmt $ 6,555.42 $ 7,967.25 7314 CODE ENFORCEMENT MANAGER Mid-Mgmt $ 5,087.62 $ 7,773.07 7313 ECONOMIC DEVELOPMENT COORD Mid-Mgmt $ 6,395.50 $ 7,773.07 2703 PARKING SERVICES MANAGER Mid-Mgmt $ 6,395.50 $ 7,773.07 9453 PRINCIPAL PLANNER Mid-Mgmt $ 6,395.50 $ 7,773.07 7312 PARKS SUPERINTENDENT Mid-Mgmt $ 6,239.02 $ 7,583.45 17310 SUPERINTENDENT SEWER MAINT Mid-Mgmt $ 6,239.02 $ 7,583.45 17311 SUPERINTENDENT STREET DIVISION Mid-Mgmt $ 6,239.02 $ 7,583.45 8102 SENIOR RECREATION SUPERVISOR Mid-Mgmt $ 6,019.70 $ 7,317.31 2108 PUBLIC WORKS ADMIN SUPERVISOR Mid-Mgmt $ 5,938.60 $ 7,217.93 9204 CULTURAL AFFAIRS SUPERVISOR Mid-Mgmt $ 5,742.13 $ 6,979.20 2402 LIBRARY MANAGER Management $ 5,742.13 $ 6,979.20 19005 EVENTS COORDINATOR Mid-Mgmt $ 5,651.89 $ 6,870.68 17315 SUPERVISOR -ACCOUNTING Mid-Mgmt $ 5,514.82 $ 6,702.77 18103 RECREATION SUPERVISOR Mid-Mgmt $ 5,454.28 $ 6,629.67 Management/Mid-Management (Non -Represented) Job Class Group Exhibit "E" Benchmark Job Classes and Internal Relationships Benchmark Job Class Benchmark -7 pay grades (Benchmark —14 pay grades (Benchmark -18 pay grades Benchmark Job Class Benchmark —14 pay grades Benchmark +1 pay grade Benchmark Job Class Equivalent to Benchmark Benchmark —2 pay grades Benchmark — 4 pay grades Benchmark — 7 pay grades Benchmark — 9 pay grades Benchmark — 13 pay grades Benchmark — 14 pay grades Benchmark — 16 pay grades Benchmark — 17 pay grades Benchmark — 18 pay grades Benchmark — 20 pay grades Benchmark — 22 pay grades Benchmark — 23 pay grades NOTE: Each pay grade is equivalent to 2.5% Community Services Director Assistant Director - Community Services Senior Recreation Supervisors Recreation Supervisors Library Director Library Manager, Cultural Affairs Supervisor Asst City Manager PW Director Fire Chief, Police Chief and CD Director Econ. Dev. Director Asst. City Attorney Asst Directors of MS and PW Departments City Traffic Engineer, Chief Building Official Deputy City Attorney Risk Manager, Information Systems Manager Assistant to the City Manager Principal Planner, Code Enforcement Mgr, Economic Dev. Coordinator, Parking Services Mgr. Streets, Parks, & Sewer Superintendents Public Works Administrative Supervisor Events Coordinator Accounting Supervisor City of San Rafael Drug and Alcohol Policy — Non DOT Exhibit "F" It is the policy of the City of San Rafael to provide a safe, drug-free and alcohol -free work environment for our employees. Being under the influence of drugs and/or alcohol on the job poses serious risks to employee health and safety. This policy sets forth the rights and obligations of covered employees. If you are a covered employee under this policy you should familiarize yourself with the provisions of this policy BECAUSE COMPLIANCE WITH THIS POLICY IS A CONDITION OF YOUR EMPLOYMENT. A. EMPLOYEE QUESTIONS: An employee shall refer any questions regarding his/her rights and obligations under the policy to the Manager of the Human Resources Division. B. COVERED EMPLOYEES: All employees are covered by this policy. C. ACCIDENT An accident occurs when as a result of an occurrence: 1. an individual dies, or; 2. a covered employee receives a citation for a moving violation arising from an accident, and: a. an individual sustains bodily injuries requiring immediate medical treatment away from the accident scene, or: b. one or more vehicles is disabled (excluding mechanical failure) and must be towed from the site D. PROHIBITIONS Covered employees shall not be under the influence or in possession of controlled substances or alcohol during work hours. The following conduct is prohibited and may result in termination: 1. Reporting for duty or remaining on duty while having an alcohol concentration level of .02 or greater; 2. Performing any function or activity which presents a demonstrable danger to the safety of the employee or the safety of others, including but not limited to operating motorized or air powered equipment or motorized vehicles and working with hazardous materials within four hours of using alcohol. 3. Being on duty or operating a City of San Rafael vehicle while possessing alcohol and/or controlled substances; 4, Using alcohol while on duty; Drug and Alcohol Policy 2 5. Reporting for duty or remaining on duty when the employee used any controlled substance, except if the use is pursuant to the instructions of a physician who has advised the employee that the substance does not adversely affect the employee's ability to perform his/her job; Reporting for duty or remaining on duty if the employee tests positive for controlled substances; Refusing to submit to any alcohol or controlled substances test required by this Policy. A covered employee who refuses to submit to a required drugialcohol test will be treated in the same manner as an employee who tested 0.04 or greater on an alcohol test or tested positively on a controlled substances test. Refusal to submit to an alcohol or controlled substances test required by the Policy includes but is not limited to: a. A refusal to provide a urine sample for a drug test, or a breath sample for an alcohol test; b. An inability to provide an adequate breath or urine sample without a valid medical explanation; A refusal to complete and sign the breath alcohol testing or drug testing form, or otherwise to cooperate with the testing process in a way that prevents the completion of the test; d. Tampering with or attempting to adulterate or substitute the urine specimen or collection procedure; e. Not reporting to the collection site in the time allotted by the supervisor or manager who directs the employee to be tested; f. Leaving the scene of an accident without a valid reason as to why authorization from a supervisor or manager who shall determine whether to send the employee for a post -accident drug and/or alcohol test was not obtained; g. Consuming alcohol during the eight hours immediately following an accident, unless the employee has been informed that his/her actions have been discounted as a contributing factor, or if the employee has been tested. Additionally, an employee shall report any conviction for any drug-related activity to the Human Resources Manager within five (5) days after he/she receives notice of the conviction or as soon thereafter as practicable. An employee is not required to report a misdemeanor marijuana conviction that is more than two (2) years old. All employees covered by this Policy have previously been provided with a copy of the City's Drug Free Workplace Statement, and have signed an acknowledgment that they have read the Statement and agree to comply with it. E. CIRCUMSTANCES UNDER WHICH DRUG AND ALCOHOL TESTING WILL BE IMPOSED ON COVERED EMPLOYEES: Post -Accident Testing: Post -Accident drug and alcohol testing will be conducted on employees following an accident where the employee's performance cannot be discounted as a contributing factor. The decision as to whether or not to test the employee will be left to a supervisory or management employee. The presumption is for testing. The only reason an employee will not be tested following an accident is if a determination is made that the employee's performance could not have been a contributing factor. If a fatality occurs, the employee will be tested irrespective of whether his/her involvement may be discounted. Drug and Alcohol Policy Post -accident alcohol tests will be administered within two hours following an accident and no test may be administered after eight hours. A post -accident drug test shall be conducted within 32 hours following the accident. 2. Reasonable Suspicion Testing: Covered employees are also required to submit to an alcohol or drug test when a trained supervisor has reasonable suspicion to believe the employee may be under the influence of alcohol or controlled substances. The observation must be based on short-term indicators, but not limited to, blurry eyes, slurring of speech, or the smell of alcohol on the breath. The supervisor may not rely on long-term signs, such as absenteeism or tardiness alone, to support the need for a reasonable suspicion test. Although only one trained supervisor is needed to determine reasonable suspicion, when practicable another trained supervisor may be called upon by the suspecting supervisor to observe the indicator(s). The reasonable suspicion alcohol test will be administered within two hours of the observation. If not, the employer must provide written documentation as to why the test was not promptly conducted. No test may be administered after eight hours following the observation. To ensure the supervisors are trained to make reasonable suspicion determinations, supervisors vested with the authority to demand a reasonable suspicion drug and alcohol test will attend at least one hour of training on alcohol misuse and at least one hour of training on controlled substances use. The training will cover the physical, behavioral, speech, and performance indicators of probable alcohol misuse and use of controlled substances. 3. Return to Duty/Follow-up Testing: A covered employee who has violated any of the prohibitions of this policy (See Section D) must submit to a return to duty test before he/she may be returned to his/her position. The test result must indicate an alcohol concentration of less than 0.02 or a verified negative result on a controlled substances test. In addition, because studies have shown that the relapse rate is highest during the fust year of recovery, the employee will be subject to follow-up testing. The employee will be subject to up to six unannounced drug/alcohol tests during the fust year back to duty following the violation. F. PROCEDURES TO BE USED FOR DETECTION OF DRUGS AND ALCOHOL Alcohol Testing: Alcohol testing will be conducted by using an evidential breath testing device (EBT) approved by the National Highway Traffic safety administration. A screening test will be conducted fust. If the result is an alcohol concentration level less than 0.02, the test is considered a negative test. If the alcohol concentration level is 0.02 or more, a second confirmation test will be conducted. The procedures that will be utilized for collection and testing of the specimen are attached hereto as Attachment A. Drug Testing: Drug testing will be conducted pursuant to the procedures set forth in Attachment Drug and Alcohol Policy G. REFUSAL TO SUBMIT TO AN ALCOHOL AND/OR DRUG TEST: 4 A covered employee who refuses to submit to any required drug/alcohol testing will be treated in the same manner as an employee who tested 0.04 or greater on an alcohol test or tested positively on a controlled substances test. H. CONSEQUENCES FOR EMPLOYEES FOUND TO HAVE ALCOHOL CONCENTRATION LEVELS OF 0.02 OR GREATER BUT LESS THAN 0.04: An employee whose test indicates an alcohol concentration level between 0.02 and 0.04 will be removed from his or her job duties for at least 24 hours. Such an employee may be subject to discipline up to and including termination for any such positive test. City of San Rafael will then retest the employee. Before the employee may be returned to his/her job duties, the employee's alcohol concentration must indicate a concentration below 0.02. I. CONSEQUENCES OF FAILING AN ALCOHOL AND/OR DRUG TEST: A positive result from a drug test will be cause for discipline up to and including termination. An alcohol test showing an alcohol concentration over .04 may result in disciplinary action, up to and including termination. If a covered employee is not terminated, the employee: 1. must be removed from his/her work duties for at least 24 hours; 2. must submit to an examination by a substance abuse professional. Upon a determination by the substance abuse professional, the employee may be required to undergo treatment for his/her alcohol or drug abuse. City of San Rafael is not required to pay for the treatment; 3. may not be returned to his/her work duties until the employee submits to a return -to -duty controlled substance and/or alcohol test (depending on which test the employee failed) which indicates an alcohol concentration level of less than 0.02 or a negative result on a controlled substance test; 4. will be required to submit to unannounced follow-up testing after he/she has been returned to his/her position. See section F(4) above. J. INFORMATION CONCERNING THE EFFECTS OF ALCOHOL AND CONTROLLED SUBSTANCES AND AVAILABLE METHODS OF INTERVENTION Attached to this Policy as Attachment B are Fact Sheets published by the Federal Transit Administration, addressing the effects of alcohol and the various controlled substances which are tested for under this Policy. K. CITY OF SAN RAFAEL EAP PROGRAM Employees should be aware that the City of San Rafael has established an Employee Assistance Program (EAP) to help employees who need assistance with alcohol and controlled substances abuse. W:\Management Services- WorkFile\HR- WorkFile\Human Resources\MOU's 2002`Mgrs-MMWIOU Exhibit Non -DOT Drug and Alcohol Policy.doc MANAGEMENT/MID-MANAGEMENT SALARY RESOLUTION EXHIBIT "G" 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 departmerts (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 firlough 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 tdcen 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 ther 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. 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 Page 1 of 2 MANAGEMENT/MID-MANAGEMENT SALARY RESOLUTION EXHIBIT "G" 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 regdrements. 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 increase'q 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 reopen discussions on this Furlough Program. e. The City agrees that it will attempt to distribute the dollar value of any MTOtime implemented equally over the remaining number of pay periods in the fiscal year. Page 2 of 2