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Home My WebLink AboutCC Resolution 9173 (Police Mid-Management Compensation)RESOLUTION NO. 9173 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN RAFAEL AMENDING RESOLUTION 8822 PERTAINING TO THE COMPENSATION AND WORKING CONDITIONS FOR MANAGEMENT AND MID -MANAGEMENT EMPLOYEES (EXCLUDING POLICE MID -MANAGEMENT CLASSIFICATIONS) SALARY A. Effective July 1, 1994, a three percent (3%) salary increase for all Management and Mid - Management classifications covered by this salary resolution (Exhibit "A"). B. Effective July 1, 1994, the Redevelopment meeting attendance pay ($60.00 per month) will be added to the affected job class salary ranges. The affected job classes are City Manager, Public Works Director, Planning Director and City Clerk. C. Effective July 1, 1995, a two percent (2%) salary increase for all Management and Mid - Management classifications covered by this salary resolution (Exhibit "B"). Note: See Section IV of Salary Resolution. In the event an actuarial study shows retirement changes are equivalent to the 2% increase, the employees as a group may vote to enact retirement enhancement in lieu of compensation increase for FY 95/96. D. A revenue based formula is established that could provide an additional 2% salary increase for all classes effective 07/01/95. This formula is as follows: Combined revenues from sales tax, motor vehicle in lieu fees and the secured property tax levy are projected at $16,285,000 for FY 94/95. As of June 30, 1995, if revenues from these sources reach or exceed $16,485,000 after consideration of loss of revenue or additional costs the City may experience as a result of the State budget crisis and in addition to the across the board increase proposed for July 1, 1995, all represented classifications shall receive a one percent (1 %) salary increase effective July 1, 1995. Or, under similar circumstances, if FY 94/95 combined revenues reach or exceed $16,685,000 as of June 30, 1995, in addition to the across the board increase proposed for July 1, 1995, all represented classifications shall receive an additional two percent (2%) salary increase effective July 1, 1995. In the event of combined revenues falling below the level of $16,285,000, as of June 30, 1995, the City has the right and may need to implement the existing Furlough Program. E. 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). Prior to the expiration of the second year of this Salary Resolution, an advisory salary surrey will be conducted by the City. MANAGEMENT AND MID -MANAGEMENT ALLOWANCES The Management ($166.67/month) and Mid -management ($125.00/month) allowance were rolled into the salary ranges for the job classifications covered by this salary resolution effective January 1, 1994. III. INSURANCE A. Management Health, Life and Disability Management employees listed in Section 1 A 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 equaling 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 $385/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 $385 per month. ORIGINAL _nw 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 Standard Life Insurance Company to the City. 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. Existino 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 (500/o/50%) for age eligible dependents; and 800/o/20% coverage of crowns, casts and restorations in accordance with plan document with the Dental provider. Effective January 1, 1995, the maximum benefit will increase from $1,000/calendar year to $1,500/calendar year (except for orthodontic coverage which does not change). D. BENEFIT CHANGE A committee will be formed prior to the beginning of fiscal year 1995/96 to determine the distribution of the 2% increase in benefits authorized by the City Council as a part of the 2% total compensation authorization for fiscal year 1995/96. IV. RETIREMENT The City will pay up to a maximum 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. An actuarial study will be completed during FY 94/95 to determine the fiscal impact to enhance the retirement program "(2% at 55)" for non -safety classifications and to implement a program of crediting up to two years service credit for accrued, unused sick leave for safety and non -safety classifications. If the results of the actuarial study determines that the retirement enhancements costs 2% or less, all affected, incumbent managers and mid -managers will be polled to determine if the enhancement is to be implemented. The majority will rule in determining implementation. V. LEAVES OF ABSENCE A. Sick Leave 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. Page 2 of 4 C. :1 E. 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 7/01 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 The actuarial study mentioned in Section IV will include an analysis of converting accrued, unused sick leave to service credits at the time of retirement. 5. 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/vearly 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. 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. FLOATING HOLIDAY Two floating holiday 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. BEREAVEMENTLEAVE 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. Page 3 of 4 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 Management 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 18th day of July, 1994 by the following vote, to wit: AYES: COUNCILMEMBERS: Cohen, Heller, Thayer, Zappetini & Mayor Boro NOES: COUNCILMEMBERS: None ABSENT: COUNCILMEMBERS: None � JEANNE MILINCINI, CITY CLERK Page 4 of 4 EXHIBIT "A" Effective July 1, 1994, the following ranges are hereby created for Management and Mid -Management classifications: Section 1 A: Management WAGE CLASS Minimum Maximum 2101 Assistant City Manager 5,731.91 6,708.22 1104 City Attorney Assistant to the City Manager 5,482.72 1103 City Clerk Fire Division Chief 5,186.76 2701 Finance Director 5,748.40 6,651.46 7101 Fire Chief 6,298.26 7,427.47 2401 Library Director 5,316.24 6,229.19 2301 Planning Director 5,931.49 6,981.69 6101 Police Chief 6,298.26 7,427.47 2201 Public Works Director 6,691.25 7,544.79 8101 Recreation Director 4,879.42 5,714.48 2102 Personnel Director 4,820.72 5,681.71 Section 1B: Mid -Management 2501 Assistant City Attorney 5,262.19 6,462.34 2202 Assistant Dir. of Public Works 5,461.02 6,400.50 2104 Assistant to the City Manager 4,425.86 5,362.99 7102 Fire Division Chief 4,652.25 5,473.58 9204 Cultural Affairs Supervisor 3,638.27 4,153.87 2702 Deputy Finance Director 4,751.97 5,446.26 7103 Fire Marshal 4,329.82 4,762.14 7104 Fire Training Officer 4,329.82 4,762.14 2402 Librarian III 3,638.27 4,153.87 2204 Officer Engineer 4,167.60 4,794.06 2310 Principal Planner 4,652.13 5,475.56 8103 Recreation Supervisor 3,638.27 4,153.87 2206 Senior Civil Engineer 4.545.08 5,348.92 8102 Senior Recreation Supervisor 3,812.31 4.353.71 8105 Child Care Program Manager 3,899.34 4,453.62 EXHIBIT "B" Effective July 1, 1995, the following ranges are hereby created for Management and Mid -Management classifications: Section IA: Management WAGE CLASS Minimum Maximum 2101 Assistant City Manager 5,846.55 6,842.38 1104 City Attorney Assistant to the City Manager 5,592.37 1103 City Clerk Fire Division Chief 5,290.50 2701 Finance Director 5,864.39 6,784.49 7101 Fire Chief 6,424.23 7,576.02 2401 Library Director 5,422.56 6,353.77 2301 Planning Director 6,050.12 7,121.32 6101 Police Chief 6,424.23 7,576.02 2201 Public Works Director 6,825.08 7,695.69 8101 Recreation Director 4,977.01 5,828.77 2102 Personnel Director 4,917.13 5,795.34 Section 1B: Mid -Management 2501 Assistant City Attorney 5,367.43 6,591.59 2202 Assistant Dir. of Public Works 5,570.24 6,528.51 2104 Assistant to the City Manager 4,514.38 5,470.25 7102 Fire Division Chief 4,745.30 5,583.05 9204 Cultural Affairs Supervisor 3,711.04 4,236.95 2702 Deputy Finance Director 4,847.01 5,555.19 7103 Fire Marshal 4,416.42 4,857.38 7104 Fire Training Officer 4,416.42 4,857.38 2402 Librarian III 3,711.04 4,236.95 2204 Officer Engineer 4,250.95 4,889.94 2310 Principal Planner 4,745.17 5,585.07 8103 Recreation Supervisor 3,711.04 4,236.95 2206 Senior Civil Engineer 4,635.98 5,455.90 8102 Senior Recreation Supervisor 3,888.56 4,440.78 8105 Child Care Program Manager 3,977.33 4,542.69