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HomeMy WebLinkAboutReso 1998-18895 RESOLUTION NO. 18895 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA AMENDING THE FY 1997-98 BUDGET TO CREATE THE POSITION OF ASSISTANT POLICE CHIEF, AMENDING RESOLUTION 18829 TO PLACE THIS POSITION IN SALARY BAND E2, AND AMENDING RESOLUTION 17468 TO ADD THIS POSITION TO THE EXECUTIVE MANAGEMENT LIST OF CLASSIFICATIONS WHEREAS, the Police Chief has recently promoted two lieutenants to the rank of Police Captain, filling vacancies created by one recent retirement and the "unfreezing" of a six month vacant position; and WHEREAS, the restructuring of the Executive Management of the department (as a result of the long-term vacancy) has proven beneficial and at the same time, highlighted the need for a "Number Two" person; and WHEREAS, creation of the Assistant Chief of Police will recognize the additional higher level duties and responsibilities currently assigned to the incumbent; and WHEREAS, in addition to the aforementioned areas of responsibility, a designated - "second in command" will "act" for the Chief in his absence thereby allowing the Chief to devote additional time and effort to essential community and regional policing efforts; and WHEREAS, though these external needs have been met in the past, the recent citizen survey pointed out the need to enhance police/community outreach efforts beyond current levels. NOW, THEREFORE, BE IT RESOLVED the City Council of the City of Chula Vista does hereby amend the FY 1997-98 budget to create the position of Assistant Chief of Police. BE IT FURTHER RESOLVED that Resolution No. 18829 is hereby amended to place the position of Assistant Chief of Police in Salary Band E-2 as shown on Attachment 1. BE IT FURTHER RESOLVED that Resolution 17468 is hereby amended to add the position of Assistant Chief of Police to the Executive Management list of classifications as shown on Attachment 2. Present,~)b~/', Approved as to form by Richard P. Emerson ny Police Chief Resolution 18895 Page 2 Attachment 1 EXECUTIVE SALARY SCHEDULE Rev. 2/10/98 Executive Salary Band Minimum Limit Maximum Limit E 5 $6,955/month $10,01 O/month $ 83,460/year $120, 125/year Assigned Positions: Assistant City Manager Chief of Police Deputy City Manager E 4 $6,109/month $8,725/month $73,308/year $104,700/year Assigned Positions: Assistant City Attorney Director of Public Works E-3 $5,586/month $8,035/month $67,035/year $96,420/year Assigned Positions: Director of Community Development Director of Finance Director of Parks & Recreation Director of Planning Fire Chief Library Director E 2 $5,064/month $7,340/month $60,762/year $88,080/year Assigned Positions: Assistant Chief of Police Assistant to the City Manager Director of Building & Housing Director of Management & Information Services Director of Human Resources Deputy Director of Public Works City Engineer Executive Director, Nature Center E-1 84,541/month $6,850/month $54,489/year S82,200/year Assigned Positions: Budget Manager Revenue Manager Assistant Director of Finance Assistant Director of Building & Housing Assistant Director of Planning Assistant Library Director Assistant Director of Community Development Assistant Director of Management & information Services Assistant Director of Human Resources ~ Police Captain j Special Projects Manager Resolution 18895 Page 3 Attachment 2 EXECUTIVE, MIDDLE MANAGEMENT AND UNREPRESENTED FRINGE BENEFIT COMPENSATION FISCAL YEAR 1997-98 I. EXECUTIVE GROUP A. Membership City Manager City Attorney City Clerk Assistant Chief of Police Assistant City Attorney Assistant City Attorney/Chief Litigator Assistant City Manager Assistant to the City Manager Assistant Director of Building & Housing -- Assistant Director of Community Development Assistant Director of Finance Assistant Director of Management and Information Services Assistant Director of Personnel Assistant Director of Planning Assistant Library Director Budget Manager California Border Alliance Group (CBAG) Executive Director CBAG Deputy Executive Director (UC) Chief of Police Deputy City Manager Deputy Director of Public Works/City Engineer Deputy Director of Public Works/Operations Director of Building and Housing Director of Community Development Director of Finance Director of Management and Information Services Director of Parks and Recreation Director of Personnel Director of Planning Director of Public Works Executive Director, Nature Center Fire Chief Library Director Police Captain Revenue Manager Special Projects Manager Resolution 18895 Page 4 B. Fringe Benefits 1. Deferred Compensation Plan (A) Employees in the Executive Group may participate in the City's approved deferred compensation plans. (B) There will be a cap of 30% of the adjusted flex plan balance which may be used for deferred compensation, provided the employee has contributed a like amount during the same fiscal year. 2. Flexible Benefit Plan Effective 7/1/93, the Executive Group, with the exception of the City Clerk, City Attorney, Assistant City Manager and the City Manager, will receive $6,025 annually to be used for the purchase of employee benefits as specified in the CVEA Memorandum of Understanding for FY 1993-94, and any additional uses approved by City Council. Effective 7/1/93, the Flexible Benefit Plan for the Assistant City Manager will be $6,475. 3. Health and Dental Payroll Deductions Treated as Pre-Tax Under Sections 125, 105, and 213 of the Internal Revenue Code, the City will treat all payroll deductions for health and dental care on a pre-tax basis, unless an affected employee requests that such deductions be taxed. If the City does not meet IRS regulations or if the IRS regulations change for any reason, this benefit may be discontinued. 4. Medical Premium Retirement Benefit Plan The City will offer a medical premium retirement benefit plan, under Section 457 (f) of the Internal Revenue Code, through the JPEBA, Joint Powers Employees Benefit Authority (or an equivalent plan). This program will provide employees the option of making unlimited pre-tax contributions from their wages to pre-fund post-retirement health insurance premium costs for themselves and their dependents. Since IRS Section 457(f) requires restrictions on the program that can result in forfeiture of the contributions to the City for specified reasons, employees are advised to carefully review the information that will be provided on the program prior to deciding whether or when to participate. Participating employees will pay the participant costs (currently $24 per year). If the City does not meet IRS regulations or if the IRS regulations change for any reason, this benefit maybe discontinued. ~"" Resolution 18895 Page 5 5. Flexible Spending Accounts (FSA's) Employees may elect to budget by salary reduction, for certain health and dependent care reimbursements on a pre-tax basis. The rules governing FSA's are contained in the Internal Revenue Code. If IRS regulations change or the City does not meet IRS regulations, this benefit may be discontinued. (A) Health Care FSA - Employees may reduce their salary up to $2,500 to pay for eligible health related expenses. Salary reductions not spent by the end of the plan year, by law, are forfeited to the City. (B) Dependent Care FSA * Employees may reduce their salary up to $5,000 to pay for eligible dependent care. Salary reductions not spent by the end of the plan year, by law, are forfeited to the City. (C) FSA Administration - Participating employees will pay the monthly, per employee or per transaction administration fees, if any. 6. Long Term Disability Insurance The City will pay the full cost of the long-term disability insurance premium for executive positions. 7. Life insurance City pays for life insurance policy in the amount of $47,000 each. An additional $3,000 group term life insurance policy is included in the flexible benefits plan. 8. PERS The City pays the 7% employee contribution to the Public Employee's Retirement System for all executive positions except the Chief of Police and Fire Chief for whom the City pays the 9% employee contribution to PERS. The PERS 1959 Survivors Benefit Third Level employee premium Cost per month will be paid by the City. 9. Sick Leave Reimbursement Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules, Chapter 2.00, Section 2.02. Resolution 18895 Page 6 10. Vacation Executive managers shall earn a minimum of three weeks (15 days) vacation per year during the first through fifteenth year of continuous service and after completion of fifteen years of continuous service, 20 days per year. An employee may not accumulate more than three times the number of vacation days accrued annually. Executive managers who have in excess of the three year limit will have until June 9, 1994, to reduce their vacation balance to the three year maximum. Any vacation time in excess of the three year maximum on June 10, 1994, will be transferred to an excess vacation account where it will remain available for use or cash out upon separation from City service, at the employee's option. From that time forward, no vacation credits in excess of the three year maximum will be accrued. Accumulated unused vacation credits remaining upon separation from City service shall be paid off in cash. 11. Holidays The executive group will be credited 4 normal work days each fiscal year for floating holidays (Lincoln's and Washington's Birthdays, Admission Day and Veterans Day). Floating holiday time will be pro-rated at time of hire based on which of the four holidays have not yet passed. Floating holiday time must be used within the fiscal year for which it is credited and will not be accumulated from year to year. Floating holiday time in an employee's last fiscal year of City employment will be pro-rated based on which of the four holidays have passed at the time of separation frorn City service. Employees who have not used this pro-rated amount of floating holiday time for their last fiscal year shall be paid off in cash for the unused amount upon separation. Employees who use floating holiday time and leave City service before the holiday passes will be charged for such time. The City will be closed on the following hard holidays: Independence Day, Labor Day, Thanksgiving, Day after Thanksgiving, Christmas, New Year's Day, Memorial Day. 12. Mileage Reimbursement Executive managers may be eligible for the City's Mileage Reimbursement Program when required to use their private automobile for authorized City business. 26¢ per mile - first 200 miles 24¢ per mile - next 300 miles 22¢ per mile ~ over 500 miles Resolution 18895 Page 7 f,,- 13. Administrative Leave Executive managers, including the City Manager, City Attorney and City Clerk, will receive 7 normal work days of administrative leave each fiscal year. Administrative leave will be pro-rated at the time of hire. Administrative leave will be utilized on a "use it or lose it" basis, with any unused administrative leave balances at the end of a fiscal year or upon separation from City service lost and not accumulated nor paid off in cash. 14. Auto Allowance The City Manager has authorization to provide, at his/her discretion, an auto allowance of up to $285/month for certain executive managers with the allowance contingent on evidence of adequate auto insurance. C. All officers ("employees") provided for herein are FLSA-exempt. Effective April 15, 1986, an FLSA-exempt employee shall not be placed in leave without pay status for any absence, due to personal reasons not covered by some form of leave with pay, of less than the employee's regular work day, but rather shall be charged annual leave time, if available, for the absence and shall be paid for the portion of the absence not covered by such leave time, so long - as the employee has, in fact, worked for a portion of the work day. If the exempt employee is absent from an entire work day, he/she shall be charged annual leave time for the absence, if available, and shall be placed in leave without pay status for the portion of the absence not covered by such leave. Thus, for example, if an exempt employee works three hours of a work day, is authorized to take five hours of the day off for personal reasons, and has at the time three hours of annual leave time available, the employee will be charged his/her three hours of leave time and will be paid, for the remaining two hours of the absence. As a further example, if an exempt employee is authorized to take an entire work day off for personal reasons and has, at the time, six hours of annual leave available, the employee will be charged his/her six hours of leave time and will be placed in leave without pay status for the remaining two hours of the absence. If such absences are not authorized by the employee's supervisor, the employee shall be placed in absence without leave (AWOL) status, and disciplinary action shall be considered, as appropriate. Every attempt should be made to minimize absences without leave of less than one work day for FLSA-exempt employees. Effective April 15, 1986, an FLSA-exempt employee who is absent due to sickness or disability for less than a work day and whose sick leave and annual leave balances are inadequate to cover the absence shall be paid for the portion of that less-than*a-day absence not covered by such leave time, so long as the employee has, in fact, worked for a portion of the work day. If the employee is absent for an entire work day due to sickness or disability, he/she shall be charged sick leave and/or annual leave time for the absence, if available, and shah be placed in leave without pay status for the portion of the absence not covered by such leave time. Thus, for example, if an exempt employee works two hours of the day and is off for six hours due to sickness and has at the Resolution 18895 Page 8 time two hours of sick leave and two hours of annual leave time, the employee will be charged his/her four hours of leave time and will be paid for the remaining two hours of the absence. As a further example, if an exempt employee is absent for an entire work day due to sickness, and has, at the time, two hours of sick leave and four hours of annual leave, the employee will be charged his/her six hours of leave time and will be placed in leave without pay status for the remaining two hours of the absence. If such absences are not authorized by the employee's supervisor, the employee shall be placed in absence without leave (AWOL) status, and disciplinary action shall be considered, as appropriate. Every attempt shall be made to minimize absences without leave of less than one work day for FLSA-exempt employees. Resolution 18895 Page 9 PASSED, APPROVED, and ADOPTED by the City Council of the City of Chula Vista, California, this 10th day of February, 1998, by the following vote: AYES: Councilmembers: Moot, Padilia, Rindone, Salas and Horton NAYES: Councilmembers: None ABSENT: Councilmembers: None ABSTAIN: Councilmembers: None Shirley ~ Mayor ATTEST: ~. A~thelet, City Clerk STATE OF CALIFORNIA ) COUNTY QF SAN DIEGO ) CITY OF CHULA VISTA ) I, Beverly A. Authelet, City Clerk of the City of Chula Vista, California, do hereby certify that the foregoing Resolution No. 18895 was duly passed, approved, and adopted by the City Council at a regular meeting of the Chula Vista City Council held on the 10th day of February, 1998. Executed this 10th day of February, 1998. I"T T