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HomeMy WebLinkAboutReso 2012-243RESOLUTION NO. 2012-243 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA APPROVING THE AMENDED COMPENSATION SUMMARY FOR ALL UNREPRESENTED EMPLOYEES AND ELECTED OFFICIALS WHEREAS, the City of Chula Vista has set forth the compensation for all unrepresented employees and elected officials in a Compensation Summary via prior resolution; and WHEREAS, the City of Chula Vista during this last year has negotiated in good faith, as required by the Meyers Milian Brown Act (MMBA), terms and conditions of employment with bargaining units (SEIU/CVEA, SEIU MM/PA, and WCE) representing various city employee classifications and has reached agreements with those bargaining units; and WHEREAS, the City Council has approved the aforementioned agreements with SEIU/CVEA, SEIU MM/PA, and WCE; and WHEREAS, the City of Chula Vista, correspondingly, desires to amend the Compensation Summary for all unrepresented employees and elected officials ("Amended Compensation Summary") to, inter alia, reflect corresponding benefit changes and to reflect changes in the law with regazd to AB 340 [Pension Reform] as set forth in the Amended Compensation Summary attached to the related staff report as Attachment 1. NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Chula Vista does hereby approve the Amended Compensation Summary and it shall continue in full force and effect until subsequent amendment by City Council. Approved as to form by G1 n R. Go ~ ins City Attorney Presented by Resolution No. 2012-243 Page No. 2 PASSED, APPROVED, and ADOPTED by the City Council of the City of Chula Vista, California, this 11th day of December 2012 by the following vote: AYES: Councilmembers: Aguilar, Bensoussan, Ramirez, Salas and Cox NAYS: Councilmembers: None ABSENT: Councilmembers: None Cheryl Cox, ayo ATTEST: ~_ ~ ~/~0/ihclo Donna R. Norris, CMC, City Clerk STATE OF CALIFORNIA COUNTY OF SAN DIEGO CITY OF CHULA VISTA I, Donna R. Norris, City Clerk of Chula Vista, California, do hereby certify that the foregoing Resolution No. 2012-243 was duly passed, approved, and adopted by the City Council at a regular meeting of the Chula Vista City Council held on the 11th day of December 2012. Executed this 11th day of December 2012. Donna R. Norris, CMC, City Clerk Resolution No'. 2012-243 Page No. 3 COMPENSATION SUMMARY'FOR EXECUTIVE MANAGEMENT, SENIOR MANAGEMENT, UNCLASSIFIED MIDDLE MANAGEMENT/PROFESSIONAL, , CONFIDENTIAL MIDDLE MANAGEMENT/PROFESSIONAL, UNCLASSIFIED CONFIDENTIAL, CONFIDENTIAL CLASSIFIED, MAYOR, COUNCIL, CITY ATTORNEY AND UNCLASSIFIED HOURLY EMPLOYEES FISCAL YEAR 2013 EXECUTIVE MANAGEMENT GROUP (ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA-EXEMPT) A.: BENEFITS Deferred Compensation Plan a, 457 plan -Employees in the Executive Group may participate in the City's approved deferred compensation plans. 2. Cafeteria Plan a. In calendar year 201.3, Executive Managers will receive $15,162 annually to be. used for the purchase of approved employee benefits through the City's cafeteria plan. b. ~ In the event of increases in health care plan premiums, the City will split the cost of the increase 50/50 with the employees. The annual cafeteria plan benefit allotment will be increased by one-half of the average cost increase for full family -non-indemnity health plan premiums. The, City's share of the increased cost will be added to the beginning cafeteria plan balance of the next available cafeteria -plan year. ;c. From the annual Cafeteria Plan allotment, each employee must elect medical coverage under one of the City sponsored plans, unless the . employee has group medical insurance from another source including coverage under their City employee spouse's plan in which case they may waive coverage so long as the alternative plan is deemed to be an acceptable plan by the City. When waiving coverage the full value of the Cafeteria Plan allotment will be available to purchase any of the other options available under the Cafeteria Plan. Waiver of coverage is irrevocable during a plan year unless the City is notified withih 30 days tha4the employee has involuntarily lost the alternative coverage. ShoNLong Term Disability Insurance The City will pay the full cost of the short long-term disability insurance premium for Executive Managers. 4.. Life Insurance 17-6 Resolution No. 2012-243 Page No. 4 City pays for a Group Term Life and ADD insurance policy with coverage in the amount of $50,000 per employee. 5. Retirement _ The City will provide to unrepresented members retirement benefits via contract with the California Public Employees Retirement System (CaIPERS) as set forth in the California Government Code. The City will provide the following defined benefit formulas: Tier 1 * Local Miscellaneous 3% @ 60 Local Safety 3% @ 50 Tier 2** Local Miscellaneous 2% @ 60 Local Safety 3% @ 55 .Tier 3*** Local Miscellaneous 2% @ 62 Local Safety 2.7% @ 57 * CaIPERS members on or before 04/21/2011 " New CaIPERS members on or after 04/22/2011 through 1 2/3 112 0 1 2 ***New CaIPERS members on or after 01/01/2013 Tier 1: Local Miscellaneous 3% ~ 60 and Local Safety 3% (a) 50 Local Miscellaneous unrepresented employees in Tier 1 shall contribute 8%, which will,be applied to the City's contribution to CaIPERS for optional benefits. Local Safety unrepresented employees in Tier 1 shall contribute 9%, which will be applied to the City's contribution to CaIPERS for optional benefits. The following is a summary of Tier 1 CaIPERS contract provisions: A. One-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave- ' D. 4th Level 1959 Survivor Benefit. E. Military Service Credit as Prior Service F. Cost of Living Allowance {2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 J. Prior Service Credit. K. Employer Paid Member Contributions reported as earnings Page 2 of 27 - - ~ 1 ~-~ Resolution No. 2012-243 - . Page No. 5 Tier 2' Local Miscellaneous 2% Cad 60 and Local Safety 3% (a~ 55 Local Miscellaneous unrepresented employees in Tier 2 shall contribute 7%, which will be applied to the employee contribution to CaIPERS. Local Safety unrepresented employees in Tier 2 shall contribute 9%, which will be applied to the employee contribution to CaIPERS. The following is a summary of Tier 2 CaIPERS contract provisions: _ A. Three-Year Final Compensation _ _ - B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th LeveF 1959 Survivor Benefit. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%} G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for. Spouse 1. Retired Death Benefit $5,000 . J. Prior Service Credt ' Tier 3• Local Miscellaneous 2% Cad 62 and Local Safety 2.7% Co? 57 Local Miscellaneous and Local Safety unrepresented employees in Tier 3 shall be responsible for the full employee contribution, which will be applied to the CaIPERS employee contribution. To the extent permitted by Assembly Bill 340, known as the California Public Employees' Pension Reform Act of 2013, the following is a summary of Tier 3 benefits: A. Three-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Cevel 1959 Survivor Benefit. The monthly member cost for this • benefit will be paid by the City. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) ' G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 ' 17-8 Page 3 of 27 Resolution No. 2012-243 Page No. 6 J. Prior Service Credit 6. Termination. of Sick Leave Balances Upon either acceptance of an application by a Safety employee for disability retirement, or upon the independent determination of CaIPERS that anon- safety employee is disabled, the employee shall not be entitled to use any remaining sick leave to cover absences beyond their FMLA'entitlement. Sick . leave .balances may be applied to applicable CaIPERS service credit. An application for industrial disability retirement, either employee or employer initiated, shall not affect the employee's rights' under Workers Compensation laws, such as any otherwise existing right. to Temporary Disability benefits for safety officers. ' 7. Sick Leave Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules. 8. Annual leave a. Executive Managers shall earn five weeks (25 days) annual leave per fiscal year accrued at 7.69 hours per pay period. An employee may not accumulate more than three times the number of annual leave days accrued annually. .. b. Executive Managers will have the option of selling back 2 weeks accrued ' annual leave each fiscal year. 9. Holidays a. Executive Managers will be credited 24 hours each fiscal year for floating holidays (Lincoln's and Washington's Birthdays, and Admission Day). b. The GRy will be closed on the following hard holidays: Independence Day, Labor Day, Veterans Day, Thanksgiving, the day after Thanksgiving, - Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez .Day, Memorial Day. 10. Administrative Leave Executive Managers will receive (eighty-eight) 88 hours of Administrative . Leave each fiscal year. 1.1. Mileage Reimbursement Employees in this unit shall be subject to a mileage reimbursement program when required to use their private automobile for authorized. City business. 'Reimbursement rate will be tied to the IRS rate, in effect at the time reimbursement is requested, as permitted by law. Page 4 of 27 1 7_9 Resolution No. 2012-243 Page No. 7 12. Severance Pay In the event an Executive Manager is terminated without cause, he or she . shall receive compensation in a lump sum cash payment equal to nine (9) .months 'of his or her annual salary and health insurance payments. The aforementioned severance pay shall not be reduced during the term of their employment. Notwithstanding the aforementioned severance terms, if an Executive Manager has an employment contract their severance payment shall be as set forth in their employment contract. 13. Special Assignment Pay ' Executive Managers may receive up to 10% additional compensation when - assigned by the City Manager to a special project. 14. Educational and. Uniform Allowances The Police Chief and Fire Chief will be provided with the uniform allowance and educational differentials as specified in the POA and IAFF , MOUs respectively. ' 17-10 Page 5 of 27 Resolution No. 2012-243 Page No. 8 II. SENIOR MANAGEMENT GROUP {ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA-EXEMPT) A. • ,SALARY & WAGES 1. One-time Stipend - Senior Management employees shall receive aone-time stipend in the amount of $750 by the end of January 2013. This one-time stipend is not intended to and does not meet the definition of special compensation outlined in the California Code of Regulations 571(a) and therefore is not a reportable compensation to CaIPERS. - B. 13ENEFITS - _ 1. ~ Deferred Compensation Plan a. 457 plan -Employees in the Senior Management Group may participate in the City's approved deferred compensation plans. , 2. Cafeteria Plan a. In calendar year 2013, Senior Managers will receive $13,762 annually to be used for the purchase of approved employee benefits. • b. In the event of increases in health care. plan premiums, the City will split the cost of the increase 50/50 with the employees. The annual cafeteria plari allotment will be increased by one-half of the average cost increase for full family non-indemnity health plan premiums. The City's share of the increased cost will be added to the beginning. cafeteria plan balance ' of the next available cafeteria plan year: , • c.J From the annual Cafeteria Plan allotment, each employee must elect medical coverage under one of the City sponsored plans, unless the - employee has group medical insurance from another source including coverage under their City employee spouse's plan in which case they may waive coverage so long as the alternative plan is deemed to be an acceptable plan by the City. When waiving coverage the full value of the Cafeteria Plan allotment will be available to purchase any of the other • - options available -under the Cafeteria Plan. Waiver of coverage is irrevocable during a plan year uriless the City is notified within 30 days that the employee has involuntarily lost the alternative coverage. ' 3: ' Short/Long Term Disability Irisurance - The City wilt pay the full cost of the short/long-term disability insurance premium - for Senior Managers. ' Page 6 of 27 1 7-1 1 Resolution No. 20 ] 2-243 Page No. 9 4. Life Insurance • -City pays for a Group Term Life and AD&A insurance policy with. coverage in the amount of $50,000 per employee. , 5. Retirement The City will provide to unrepresented members retirement benefits via contract with the California Public Employees Retirement System (CaIPERS) as set forth -in the California Government Code. The City will provide the following defined benefit formulas: Tier 1* Local Miscellaneous 3% @ 60 Local Safety 3°/a @ 50 Tier 2** Local Miscellaneous 2% @ 60 - - Local Safety 3% @ 55 Tier 3*** Local Miscellaneous 2% @ 62 Local Safety 2.7% @ 57 * CaIPERS members on or before 04/2 1 12 0 1 1. ** `New CaIPERS members on or after 04/22!2011 through 12/31/2012 *'*New CaIPERS members on or after 01/01/2013 Tier 7: Local Miscellaneous 3% Cca 60 and .Local Safety 3% (7a. 50 Local Miscellaneous unrepresented employees.in Tier 1 shall contribute 8%, which will be applied to the City's contribution to CaIPERS for optional benefits. Local Safety unrepresented employees in Tier'1 shall contribute 9%, which will be applied to the City's contribution-to CaIPERS for optional-benefits. The following is a summary of Tier 1 CaIPERS contract provisions: A. One-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. E. Military Service Credit as Prior Service - F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired .Death Benefit $5,000 J. Prior Service Credit K. Employer Paid Member Contributions reported as earnings Page 7 of 27 - 1 7-1 2 Resolution No. 2012-243 Page No. ] 0 Tier 2: Local Miscellaneous 2% (a~ 60 and Local Safety 3% t~ 55 Local Miscellaneous unrepresented employees in Tier 2 shall contribute 7%, which will be applied Yo the employee contribution to CaIPERS. Local Safety unrepresented employees in Tier 2 shall contribute 9%, which wilt be applied to the employee contribution to CaIPERS: The following is a summary of Tier 2 CaIPERS contract provisions: A. Three-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. -- E, Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. ,Retired Death Benefit $5,000 J. 'Prior Service Credit Tier 3: Local Miscellaneous 2% (a~ 62 and Local Safety 2.7% Ca. 57 Local..Miscellaneous and -Local Safety unrepresented employees in Tier 3 shall be responsible for the full employee contribution, which will be applied to the CafPERS employee contribution. To the extent permitted by Assembly Bill 340, known as the California Public Employees' Pension Reform Act of 2013, the following is a summary of Tier 3 benefits: A. Three-Year Final Compensation B- Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th level 1959 Survivor Benefit. The monthly member cost for this benefit will be paid by the City. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) ' G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 ' J. Prior Service Credit 6. Termination of Sick Leave Balances Page 8 of 27 1 7-13 Resolution No. 2012-243 Page No. 11 Upon. either acceptance of an application by a Safety employee for disability • retirement, or upon the independent determination of PERS that anon-safety employee is disabled, the employee shall not be entitled to use any remaining •- sick leave to cover absences beyond their FMLA entitlement. Sick leave ~• balance may be applied to applicable PERS service credit. An application for " industrial disability retirement, either employee or employer initiated, shall not affect the. employee's rights under Workers Compensation laws, such as"any otherwise existing right to Temporary Disability benefits for safety officers. 7. Sick Leave Sick leave shall accrue and be reimbursed as designated in the Civil Service - Rules 8. Annual Leave a. Senior Managers shall -earn a minimum of three weeks '(15 days) annual leave per year during the first through ninth year of continuous service, four weeks (20 days) annual leave after completion of tenth . through fourteenth year of continuous service, and five weeks (25 days) annual leave for fifteen or more years of continuous service: An ' •• .employee may not accumulate more than three times the number of annual weave days. accrued annually. b. Senior Managers have the option of selling- back 2 weeks of accrued annual leave each fiscal year. 9. Holidays _ a. Senior Managers will be credited 24 hours each fiscal year for floating ' holidays {Lincoln's and Washington's Birthdays, and Admission Day). b. The City will be closed on the following hard holidays: Independence • Day, Labor Day," Veterans Day, Thanksgiving, day after Thanksgiving, Christmas, New Year's Day, Martin Luther King JY.'s Birthday, Cesar Chavez Day, Memorial Day. 10. Mileage Reimbursement ` Employees in this unit shall be subject to a mileage reimbursement program when required to use their private automobile for authorized City business. Reimbursement rate. will. be tied to the IRS rate, in effect at the time reimbursement is requested, as permitted by law. 11. Administrative Leave Senior Managers will receive (eighty-eight) 88 hours of Administrative Leave each fiscal year. Page 9 of 27 17-1 4 Resolution No. 2012-243 Page No. 12 12. Special Assignment Pay Senior.~Managers may receive up to 10% additional crompensation when assigned by the Ciry Manager to a special project. 13. Uniform Allowances and Educational Differentials • Sworn public safety senior managers will be provided with. the uniform allowance and educational differentials as specified in the applicable public safety MOU. ' Page 10 of 27 ~ 1 7-1 5 Resolution No. 2012-243 Page No. 13 III. UNCLASSIFIED AND CONFIDENTIAL MIDDLE MANAGEMENT/PROFESSIONAL GROUP -ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA-EXEMPT;, .CONFIDENTIAL MIDDLE MANAGERS/PROFESSIONALS ARE CLASSIFIED UNREPRESENTED EMPLOYEES UNLESS OTHERWISE NOTED IN EXHIBIT X - GROUPMEMBERSHIP LISTING. ~A. - .SALARY & WAGES One-time Stipend Unclassified and Confidential Middle Management employees shalt receive aone- time stipend in the amount of $750 by the end of January 2013. This one-time stipend is not intended to and does not meet the definition of special compensation outlined in the. California Code of Regulations 571(a) and therefore is not a reportable compensation to CaIPERS. B. BENEFITS Acting Pay Unclassified and Confidential Middle Managers/Professionals may receive Acting 'Pay when they are temporarily assigned to a vacant position to perform the duties of a higher paid classification. Acting Pay shall be approved by the City Manager or his or her designee prior to the assignment. The assignment shall be for a period of more than 10 consecutive work days, and the employee may be, compensated with a minimum of 5 percent above current salary rate up to a maximum of 20 percent, effective the next full pay period. 2. Out of Class Assignment Unclassified and Confidential Middle Managers/Professionals may receive Out of Class Assignment (OCA) pay in the event that they are assigned duties of a higher level classification for a period of more than 10 consecutive work days. The assignment must be approved in advance by the City Manager or his or her designee and the employee may be compensated with a minimum of 5 percent above currehf salary rate up to a maximum of 20 percent, 8ffective the next full pay period. NOTE: For clarification, OCA is differentiated from Acting Pay in that OCA is granted to an employee rem Page 11 of 27 - 1 7-1 6 Resolution No. 2012-243 Page No. 14 The City will provide the following defined benefit formulas: Tier 1* Local Miscellaneous 3% @ 60 Local Safety 3% @ 50 Tier 2'--* . .Local Miscellaneous 2% @ 60 Local Safety 3% @ 55 Tier 3*** Local Miscellaneous 2% @ 62 LocaLSafety 2.7% @ 57 * CaIPERS members on or before 04/21/2011 ' ~. ** New CaIPERS members on or after 04/22/2011 through 12/31/2012 ***New CaIPERS members on or after 01/01/2013 Tier 1: Locat Miscellaneous 3% Cad 60 and Local Safety 3% Cad 50 Local Miscellaneous unrepresented employees in Tier 1 shall contribute 8%, . 'which will be applied tb the City's. contribution to CaIPERS for optional benefits. Local Safety unrepresented employees in Tier 1 shall contribute 9%, which will be applied to the City's contribution to CaIPERS'for optional benefits. -The following. is a summary of Tier 1 CaIPERS contract provisions: A. One-Year Final Compensation B. Post-Retirement Survivor Allowance • C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. E. Military Service Credit as Prior Service . F. Cflst of living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse ' I. Retired Death Benefit $5,000 , J. Prior Service Credit K. Employer Paid Member Contributions reported as earnings Tier 2: Local Miscellaneous 2% Ca> 60 and Loca! Safety 3% Cat 55 Local Miscellaneous unrepresented employees in Tier 2 shall contribute 7%, • which will be applied to the employee cdntribution to CaIPERS. Local Safety unrepresented employees in Tier 2 shall contribute 9%, which will be applied to the employee contribution to CaIPERS. Page t2 of 27 1 7-1 7 Resolution No. 2012-2a3 Page No. 15 The following is a summary of Tier 2 CaIP.ERS contract provisions: A. Three-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave ' D. 4th Level 1959 Survivor Benefit E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%} G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 J. Prior Service Credit Tier3• Local Miscellaneous 2% Cad 62 and Local Safety 2.7% Co? 57 Local Miscellaheous and Local Safety unrepresented employees in Tier 3 shall be responsible for the full employee contribution, which will be applied to the • CaIPER$ employee contribution. To the extent permitted by Assembly Bill 340, known as the California Public Employees' Pension Reform Act of 2013, the following is a summary of Tier 3 - benefits: A. Three-Year Final Compensation B. Post-Retirement Survivor Allowance , C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. The monthly member cost for this benefit will be paid by the City. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse• I. Retired Death Benefit $5,000 ' J. Prior Service Credit 4. Termination of Sick Leave Balances Upon either acceptance of an application by a Safety employee for disability retirement, or upon the independent determination of PERS that anon-safety employee is disabled, the employee shall not be entitled to use any •remaining sick leave to cover absences beyond their fMLA entitlement. Sick leave balance may be applied to applicable PERS service credit. An application for industrial disability retirement, either employee or employer initiated, shall not affect the employee's rights under Workers Compensation laws, such as any otherwise existing right to Temporary Disability benefits for safety officers.., Page 13 of 27 ~ ~-~ $ Resolution No. 2012-243 Page No. 16 • ~.. ~ 5. 457 plan -Deferred Compensation Plans ' Employees in the Unclassified and Confidential Middle Management/Professional. Group may participate in the City's approved deferred compensation plans. 6. Cafeteria Plan a. In calendar year 2013, each Unclassified and Confidential Middle Manager/Professional will receive $12,762 to be used solely for approved employee benefits. b. In the event of increases in health care plan premiums, the City will split •the cost of the increase 50/50 with the employees. The annual cafeteria plan allotment will be increased by one-half of the average cost increase for full family non-indemnity health plan premiums. The City's share of the increased cost will be added to the_beginning cafeteria plan balance of the next available.cafeteria plan year. c. From the Cafeteria Plan allotment, each represented employee must select coverage for him or herself under one of the City sponsored medical plans. However, if the employee has group medical insurance from another ' reliable source that is acceptable to the City of Chula Vsta Department of Human Resources, the employee may elect to decline medical insurance from a City provider and apply the value, of the City's "Flexible Beneft Plan" contribution to other available City Flex options. Any employee married to another benefited City employee who is covered under his or her spouse's plan .may waive coverage under the Cafeteria Plan and will receive full credit. Any employee who declines medical insurance coverage may enroll in the City medical plan prior to the next open enrollment only if the employee involuntarily loses the coverage. Enrollment application must be received in Human Resources within 30 days from loss of coverage. The employee, • through payroll deductions, will pay any premium. cost in excess of the. Cafeteria Plan Allotment. 7. Life Insurance_ ' City. pays for a group term life insurance policy with coverage in the amount of $50,000 per employee. Short/Long Term Disability Insurance The City will pay the full cost of the short long-term disability insurance premium for middle management positions. Professional Enrichment The Unclassified and Confidential Middle Managers/Professionals are eligible to participate in the City's Professional Enrichment Program. The annual Professional Enrichment Fund allocation for Unclassified and Confidential Professional Enrichment Fund of $4,000 is for exclusive use by members of the Page 14 of 27 ~ 7-1 9 Resolution No. 20 ] 2-243 Page No. 17 Unclassified and Confidential Middle Management/Professional -group for .conferences and training: An employee is eligible to receive up to $250 per fiscal . year for ~ professional enrichment. Funds may be used at any time during the fiscal year. Fiscal year reimbursements under the City's "Professional - Enrichment" will be closed the second Thursday in June. Employees may .request reimbursement for professional enrichment expenses in accordance with Internal Revenue Code Section 132, or any other applicable state and federal law. Employees must receive approval from their Appointing Authority and the City Manager's designee before funds may be claimed for 'reimbursement. Reimbursements are on a first come, first serve basis until the funds have been exhausted. 10. Sick Leave Reimbursement Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules. 11. Annual Leave a. Unclassified and Confidential Middle Managers/Professionals will earn two weeks (10 days) annual leave per year in the first through fourth year of continuous employment, three weeks (15 days) annual leave per year in the fifth through ninth year of continuous service, four weeks annual leave (20 days) per year in the tenth through fourteenth yearof ' continuous service, and five weeks annual leave (25 days) for fifteen or more years of continuous service. An employee may not accumulate more than three times the number of annual leave days accrued annually. b. ' Unclassified and Confidential Middle Managers/Professionals who have completed at least five (5) years of service shall have the option of selling back. a total of 80 hours,of accrued annual leave two times per fiscal year in 40 hour increments. 12. Administrative Leave Unclassified and Confidential Middle Managers/Professionals, will receive BS hours of Administrative Leave each fiscal year. 13. Holidays a. - Unclassified and Confidential Middle Managers/Professionals will receive 24 hours each fiscal year for floating holidays (Lincoln's-and Washington's Birthdays, and Admission Day). b. The City will be closed on the following hard holidays: Independence Day, labor Day, Veterans Day, Thanksgiving, Day After Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day. 14. Mileage Reimbursement Page 15 of 27 1 7-20 Resolution No. 2012-243 Page No.,18 Unclassified and Confidential Middle Managers/Professionals shall be subject to a mileage reimbursement program when required to use their private automobile for authorized City business. Reimbursement rate will be tied to the IRS rate, in effect at the time reimbursement is requested, as permitted by " law. 15. Uniform Allowances & Educational Differentials Sworn public safety Unclassified and Confidential Middle Managers/Professionals will be provided with the uniform allowances and educational differentials as specified in the applicable public safety MOU. 16. Bilingual Pay Those Unclassified. and Confidential Middle Managers/Professionals who, upon recommendatiori of their'Department Head, approval of the Director of Human Resources, and successful completion of .a bilingual performance evaluation will receive $100 per month ih addition to their regular pay on the condition that they continuously utilize their bilingual skills in the performance of their duties effective the first full pay period after adoption. 17. Special Assignment Pay Unclassified and Confidential Middle Managers/Professionals may receive up to 10% additional compensation when assigned by the City Manager to a special project. Page 16 of 27 ~ x-21 Resolution No. 2Q 12-243 Page No. 19 IV_ . CONFIDENTIAL GROUP -ARE CLASSIFIED UNREPRESENTED EMPLOYEES UNLESS OTHERWISE NOTED IN EXHIBIT X-GROUP MEMBERSHIP LISTING. A. SALARY & WAGES 1. One-time Stipend Employees shall receive aone-time stipend in the amount of $500 by the end of January, 2013. This one-time stipend is not intended to and does not meet the definition of special compensation outlined in the California Code of Regulations 571 (a) and therefore is not a reportable compensation to CaIPERS. B. BENEFITS 1. Retirement The City will provide to unrepresented members retirement benefits via contract with the California Public Employees Retirement System (CaIPERS) as set forth in the California Government Code. The City will provide the following defined benefit formulas: Tier 1' Local Miscellaneous 3% @ 60 . Local Safety 3% @ 50 Tier 2" Local Miscellaneous 2% @ 60 Local Safety 3% @ 55 - Tier 3*" Local Miscellaneous 2% @ 62 ' Local Safety 2.7% @ 57 CaIPERS members on or before 04/21/2011 " New CaIPERS members on or after 04/22!2011 through 12/31/2012 "New CaIPERS members on or after 01/01/2013 Tier 1 ~ Local Miscellaneous 3% Co? 60 and Local Safety 3% Co? 50 Local Miscellaneous unrepresented employees in Tier 1 shall contribute 8%, which will be applied to the City's contribution to CaIPERS for optional benefits. - Local Safety unrepresented employees in Tier 1 shall contribute 9%, which will be applied to the City's contribution to CaIPERS for optional benefits. The following is a summary of Tier 1 CaIPERS contract provisions: A. One-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Levef 1959 Survivor Benefit. Page 17 of 27 ~ 7-22 Resolution No. 2012-243 Page-No. 20 - E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) _ G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 ' J. Prior Service Credit K. Employer Paid Member Contributions reported as earnings Tier 2: Local Miscellaneous 2% Ca? 60 and Local Safety 3% Cod 55 Local Miscellaneous unrepresented employees in Tier 2 shall contribute 7%, which will be applied to the employee contribution to CaIPERS. Local Safety unrepresented employees in Tier 2 shall contribute 9%, which will be applied to the employee contribution to CaIPERS. The following is a summary of Tier 2 CaIPERS contract provisions: A: Three-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused. Sick Leave D.. 4th Level 1959 Survivor Benefit. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. -Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 J. Prior Service Credit Tier 3: Local: Miscellaneous 2% ate. 62 and Local Safety 2.7% Cat 57 Local Miscellaneous and Local Safety unrepresented employees in Tier 3 shall be responsible for the full employee contribution, which will be applied to the • CaIPERS employee contribution. To the extent permitted by Assembly Bill 340, known as the California Public Employees' Pension- Reform Act of 2013, the following is a summary of Tier 3 benefits: ' A. Three-Year Finai Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave .. D. 4th Level 1959 Survivor Benefit. The monthly member cost for this. benefit will be paid by the City. E. Military Service Credit as Prior Service Page 18 of 27 17-23 Resolution No. 2012-243 Page No. 21 F. Cost of Living Allowance (2%) - G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 J. Prior Service Credit 2. Termination of Sick Leave Balances Upon either acceptance of an application by a Safety employee for disability retirement, or upon the independent determination of CaIPERS that anon- safety employee is disabled, the employee shall not be entitled to use any . remaining sick leave to cover absences beyond their FMLA entitlement. Sick leave balances may be applied to applicable CaIPER$ service credit. An application for industrial disability retirement, either employee.or employer initiated, shall not affect the employee's rights under Workers' Compensation laws, such as any otherwise existing right to Temporary Disability benefits.for .. safety officers. ' ' 3. Deferred' Compensation Plans ' 457 plan -.Employees in the Confidential Group may participate in the City's approved deferred compensation plans. - - 4. Cafeteria Plan a. In calendar year 201.3, each Confidential Employee will received $12,262 '- to be used solely for approved employee benefits. b. ' In the event of increases in. health care plan premiums, the City will split the cost of the increase 50/50 with the employees. The annual 'cafeteria plan allotment will be increased by one-half of the average cost increase ' for full family non-indemnity health plan premiums. The City's. share' of the increased cost will be added to the beginning cafeteria plan balance ' of the-next available cafeteria plan year. • c. From the annual Cafeteria -Plan allotment, each employee must elect medical coverage under one of the City sponsored plans, unless the employee has group medical insurance from another source including coverage under their City employee spouse's plan in which case they may waive coverage so.long as the .alternative plan is deemed to bean acceptable plan by the City. When waivirig coverage the full value of the ' Cafeteria Plan allotment will be available to purchase any of the other options available under the Cafeteria Plan. Waiver of coverage is ' irrevocable during a plan year unless the City is notified within 30 days that the employee has involuntarily lost the alternative coverage. Page 19 of 27 1 7-24 Resolution No. 2012-243 Page No. 22 5. ShoNLong Term Disability Insurance The City will pay the full cost of the short/long-term disability insurance premium .for the Confidential employees. 6. Professional Enrichment The Confidential Employees Professional Enrichment Fund of $5,470 is for exclusive use by members of the Confidential Employees .for conferences and training. Employees may receive up to a maximum of $1,000 per fiscal year. Funds may be used at any time during the fiscal year: Fiscal year reimbursements under the City's "Professional Enrichment" will be closed the second Thursday 'in June. Employees may request reimbursement- for professional enrichment expenses iri accordance with Internal Revenue Code Section 1.32, or any other applicable state and federal law. Employees must receive approval from their Appointing Authority and the City Manager's designee before funds may be claimed for reimbursement. Reimbursements are on a first come, first serve basis until the funds have been exhausted. 7. Life Insurance City pays for a Group Term Life and AD&D insurance policy with coverage in the amount of $50,000 per employee. 8. Sick Leave Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules 9. Annual Leave a. Employees will accrue 80-hours during the first through fourth years of service (cumulative to a total leave balance of 180-hours). This benefit will be accumulated at the rate of 3.07 working hours for each full biweekly . pay period of service performed. b. Employees will accrue and be eligible to receive 120-hours (cumulative. to a total leave balance of 260-hours) during the fifth through ninth year of service. The benefits will be accumulated at the rate of 4.60 working- hours for each full biweekly pay period of service performed. c. Employees will accrue and be eligible to receive 160-hours (cumulative to a total leave- balance of 340-hours) during the tenth .through fourteenth years of service. This benefit will be accumulated at the rate of 6.14 working hours for each full biweekly pay period of service performed. _ d. Employees will accrue and be eligible to receive 200-hours (cumulative to a total leave balance of 420-hours) during the fifteenth and succeeding. years of service. This benefit will be .accumulated at the rate of 7.70 working hours for each full biweekly pay period of service performed. Page 20 of 27 17-25 Resolution No: 2012-243 Page No. 23 . e. Vacation accrual rate changes will become effective at the beginning of the pay period closest to the actual date which includes the employee anniversary date of benefited status. - f. Vacation sell back -All confidental unrepresented classifications who have completed at least five (5) years of service-shall have the option of selling up to 60-hours of said vacation back to the City one time per fiscal year. The accumulated vacation balance will be reduced accordingly. g. Each part time confidential unrepresented employee paid at a biweekly rate shall be entitled to vacation with pay. The number of working days of such vacation shall be computed on the basis set forth in subsection (a), (b), (c), or (d) and shall be in the proportion that such part time employment bears to full time employment. h. Employees separated from City service., .whether voluntarily or involuntarily, shall be granted all of the unused vacation to which they are entitled based upon continuous service computed on the basis set forth in subsection (a), (b), (c), or (d). Payment shall be made hour-for-hour with any portion of an hour being considered a full hour. i. Vacation Use: Vacation leave balances shall be reduced for actual time not worked to the nearest quarter hour. Absences may not be charged to vacation not already accumulated. 10. Holidays Confidential employees will receive 24 hours each fiscal year for floating holidays (Lincoln's and Washington Birthday's, and Admissions Day). The City will be .closed on the .following paid hard holidays: Independence Day; Labor Day, Veterans Day, Thanksgiving, Day after Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day. 11. Administrative Leave Confidential employees will receive 40 hours of Administrative Leave each fiscal year. 12, Mileage Reimbursement Employees in this unit shall be subject to a mileage reimbursement program when required to use their private automobile for authorized City business. Reimbursement rate will be tied to the IRS rate in effect at the time reimbursement is requested, as permitted by law. 13. Bilingual Pay Those employees who, upon recommendation of the Department Head,. approval of the Director of Human Resources Department, and successful completion of a Bilingual Performance Evaluation, and who are required to Page 21 of 27 1 7-26 Resolution No. 2012-243 Page No. 24 continuously use their bilingual skills in the performance of their duties, will receive $100 per month in addition to their regular pay effective the first full pay period after adoption. 14. Special Assignment Pay Confidential employees may be eligible to receive a maximum of 15% above • their base pay when assigned by the Appointing Authority dr designee and approved by the City Manager and the Director of Human Resources to a "Special Project." 15. Out-of-Class Assignment Wheh an employee is assigned to perform duties of a higher paid classification, immediately upon assignment, the employee shall be compensated with a ' minimum of 7.5% above the employee's current salary rate up to a maximum of 15% effective the first day of the out-of-class assignment. If the out of class assignment lasts for duration of 6 months the employee will receive an additional 5% compensation. Increases greater than 5% must be approved by . the Director of Human Resources. Requests for out-of-class compensation shall be submitted by the Appointing Authority on a "Payroll Change Notice" form as percentage amounts only. 16. Notice of Change in Work Schedule The City will strive to give at least fourteen calendar day (14 calendar days) notice to employees when management initiates a change in an employee's work schedule except in cases of emergencies. 17. Additional Floating Holiday Confidential employees will receive one additonal °Floating Holiday" for fiscal year 2013 only. -Page 22 of 27 17-27 Resolution No. 2012-243 Page No. ?5 V.. .MAYOR, COUNCIL AND CITY ATTORNEY A. SALARY & WAGES Salary Increases The Mayor shall receive an annual salary equivalent to 66% of the salary of a Judge of the Superior Court of the State of California. The four Council members shall receive 40% of the salary of the Mayor. Salary adjustments will occur at the same time and be effective on the same date as the Superior Court Judges. 2. The City Attorney shall receive an annual salary as set forth by resolution. B. BENEFITS Cafeteria Plan Cafeteria plans will be set at the level specified for Executive Managers. The cafeteria plan is to be used solely for approved employee benefits. From the annual Cafeteria Plan allotment, each employee must elect medical coverage under one of the City sponsored plans, unless the employee has group medical insurance from another source including coverage under their City employee spouse's plan in which case they may waive coverage so long as the alternative .plan is deemed to be an acceptable plan by the City. When waiving coverage the full value of the Cafeteria Plan allotment will be available to purchase any of the other options. available under the Cafeteria Plan. Waiver of .coverage is irrevocable during a plan year unless the: City is notified within 30 days that the employee has involuntarily lost the alternative coverage. 2. Auto Allowance . The Mayor may elect to receive a monthly auto allowance up to $1,000. Council members may elect to receive a monthly auto allowance of up to $550. The allowance is contingent upon evidence of adequate auto insurahce. ? Tavel Reimbursements The Mayor and Council members shall receive reimbursement on order of the City Council for Council-authorized travel and other expenses when on official duty outside of the City. 4. Stipends a. The Mayor and Council members will receive $50 stipend for attending Housing Authority meetings. No member shall receive compensation for attending more than four meetings of the Housing Authority during any calendar month. Page 23 of 2T - 17-2a Resolution No. 2012-243 Page No. 26 VI. UNCLASSIFIED HOURLY EMPLOYEES A. BENEFITS 1. Refirement a. UCHR employees are enrolled in the Public Agency Retirement System Alternate Retirement System (PARS-ARS) , ' b. The City pays 3.75% of the employee's. salary into the employee's PARS- ARS account c. Each pay period 3.75% will lie deducted from the employee's salary and deposited to the employee's PARS-ARS account Page 24 of 27 1 7-29 Resolution No: 2012-243 Page No. 27 X. GROUP MEMBERSHIP LISTING The following shows the classifications assigned to each group as of December, 2012. A. EXECUTIVE MANAGEMENT GROUP -City Manager ., (Contract) .City Clerk (Contract) Assistant City Mahager Chief of Police CBAG Executive Director Deputy City Manager Director of Conservation and Environmental Services Director of Economic Development Director of Human Resources Director of Information Technology Services Director of Public Works - - Director of Engineering Director of Finance Director of Library Director of Recreation Director of Redevelopment & Housing Fire Chief Senior Assistant City Attorney B. SENIOR MANAGEMENT GROUP' Administrative Services Manager Advanced Planning Manager Assistant Chief of Police Assistant Director of Development Services Assistant City Attorney Assistant City Clerk Assistant Director of Engineering Assistant Director of Finance Assistant Director of Recreation Assistant Director of Public Works Budget and Analysis Manager Building Official/Code Enforcement Manager CBAG Deputy Executive Director CBAG Director- IV LECC CBAG Director-SD LECC CBAG Deputy Executive Director CBAG Program Manager Chief Service Officer City Engineer Deputy City Attorney III Page 25 of 27 17-$ 0 Resolution No. 2012-243 Page No. 28 Deputy Fire Chief,. Development Planning Manager Fiscal Operations Manager Human Resources Operations Manager Information Technology Manager Police Captain Purchasing Agent Redevelopment and Housing. Manager Risk Manager Treasury Manager C. D. UNCLASSIFIED AND CONFIDENTIAL MIDDLE MANAGEMENT/PROF.ESSIONAL GROUP' Benefits Manager CBAG Budget Manager CBAG Microcomputer.Specialist CBAG Meth Strike Force Coordinator CBAG Network Manager CBAG Network Administrator 1 CBAG Network Administrator II CBAG Program Analyst CBAG Program Manager CBAG Senior Public Safety Analyst Constituent Services Manager Deputy City Attorney I Deputy City Attorney II Deputy City Clerk I .Fire Division Chief Fiscal and Management Analyst Human Resources Analyst Law Office Manager Marketing & Communications Manager Principal Humari Resources Analyst Real Property Manager Senior Accountant Senior Deputy City Clerk Senior Human Resources Analyst Special Events Coordinator Transit Coordinator Transit Manager MM-Confidential MM-Unclassified Professional-U ndlass ified Professiona I-Unclassified MM-Unclassified Professional-Unclassified Professional-Unclassified Professional-Unclassified Professional-Unclassified Professional-Unclassified Professional Unclassified Professional-Uriclass ified Professional-Unclassified Professional-Unclassified MM-Unclassified Professional-Confidential Professional Confidential MM-Unclassified MM-Unclassified Professional-Confidential. MM-Unclassified MM-Confidential Professional-Unclassified Professional-Confidential Professional-Unclassified Professional-U n c la s s ifie d MM-Unclassified CONFIDENTIAL GROUP Accountant Accounting Technician (Finance/Payroll) Administrative Secretary Administrative Technician (Communications) Administrative Analyst II Associate Accountant Page 26 of 27 1 7-31 Resolution No. 2012-243 Page No. 29 Benefits Technician CBAG Analyst .CBAG Accounting Technician CBAG Administrative Analyst I CBAG Administrative Analyst II CBAG Executive Assistant CBAG Graphic DesignerNVebmaster CBAG Management Assistant CBAG Public Safety Analyst CBAG RCFL Network Engineer Executive Secretary Human Resources Technician Legal Assistant Public Information Specialist Senior Benefits Technician Senior Council Assistant Senior Legal Assistant Senior Administrative Secretary Senior Human Resources Technician Confidential-Unclassified Confidential-Unclassified Confidential-Unclassified Confidential-Unclassified Confidential-Unclassified Confidential-Unclassified Confidential-Unclassified Corifid entia I-Unclassified Confidential-Unclassified Confidential-Unclassified Confidential-Unclassified 'The City of Chula Vista serves as a pass through agency for the California Border Alliance Group (CBAG); CBAG positions shall receive the benefit package detailed for the Executive, Senior, Middle ManagemenUProfessional Unclassified, and Confidential group in which the CBAG classifcation is designated. All CBAG positions are unclassified. Page 27 of 27 17-32