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HomeMy WebLinkAboutReso 1996-18292 RESOLUTION NO. 18292 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA AMENDING THE FRINGE BENEFITS FOR MIDDLE MANAGERS FOR FY 1995-96 WHEREAS, the City Manager has met with the Middle Managers and the following recommendations amending the current benefits resolution are recommended in order to bring this group in line with changes: Flexible Benefits Plan ~7,208 It is recommended to increase the allowable flex plan contribution to the deferred compensation plan from 25% to 30%. Fiscal impact for FY 95- 96 is based not on direct cost but in increased Flex Plan monies not returned. This cost estimate assumes that employees who have funds available, and no other reimbursable options remaining, will increase their flex plan contributions the additional 5%. Bilingual Pay $600 It is recommended that all non-safety mid- managers receive bilingual pay equal to all other non-safety employees ($40.00 per month). This is an increase over the current $30.00 per month. Cost of increasing the bilingual pay $10 a month for 5 employees is $600 per year Uniforms/Safety Equip. ~300 It is recommended that the City provide ~100 towards safety shoes for mid-managers in the classifications of Fleet Manager and Senior Public Works Supervisor. Cost of providing ~100 to three mid-managers for safety shoes is ~300 per year Total ~ 8,108 WHEREAS, it is also recommended that adjustments to the Classifications in the Mid-Management group are recommended to reflect those positions which have been deleted, re-titled or are no longer in active use. NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Chula Vista does hereby amend the Middle Management Fringe Benefits as set forth in the attached Exhibit A for FY 1994-95. Presented by A as o by Resolution 18292 Page 2 Exhibit A MIDDLE MANAGEMENT FRINGE BENEFIT COMPENSATION PLAN FISCAL YEAR 1995-96 II, MIDDLE MANAGEMENT GROUP A. Membership Animal Control Manager Assistant to Mayor and City Council (UC) Assistant Transit Coordinator Battalion Chief Border Environmental Business Cluster Manager Border Environmental Commerce Alliance Director Building Projects Supervisor Building Services Superintendent Business Office Manager CBAG Executive Director (UC) Collections Supervisor Communications Systems Manager Computer Operations Manager Conservation Coordinator Crime Analysis Manager Crime Laboratory Manager Deputy City Attorney (UC) Deputy City Clerk Deputy Director of Parks and Recreation Economic Development Manager (UC) Emergency Management Coordinator Environmental Projects Manager Environmental Resource Manager Environmental Review Coordinator Fire Marshal Fleet Manager Geographic Information Systems Manager Housing Coordinator (UC) Landscape Architect Library Automation Manager Micro Computer Specialist Open Space Coordinator Principal Community Development Specialist Principal Librarian Principal Management Assistant Principal Personnel Analyst Principal Planner Public Information Coordinator (UC) Public Works Maintenance Superintendent Purchasing Agent (UC) Redevelopment Coordinator (UC) Resolution 18292 Page 3 Risk Manager Senior Accountant Senior Civil Engineer Senior Community Development Specialist Senior Economic Development Specialist Senior Librarian Senior Management Assistant Senior Park Supervisor Senior Personnel Analyst Senior Planner Senior Public Works Supervisor Senior Recreation Supervisor Supervising Construction Specialist Systems and Programming Manager Traffic Engineer (UC) Transit Coordinator (UC) Volunteer Coordinator (NIC) B. Fringe Benefits 1. Retirement The City will pay the 7% employee's contribution to the Public Employees Retirement System for non-safety classifications. For safety classifications, the City will pay 7%, and the employees will pay 2% of the 9% employee's contribution to PERS, 2. Deferred Compensation Plans (a) Employees in the Middle Management 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. 3. Flexible Benefit Plan Effective 7/1/93, each Middle Manager will receive 85,545 annually to be used for the purchase of employee benefits as specified in the CVEA Memorandum of Understanding for FY 1994/95-1997/98, and any additional uses approved by City Council. 4. 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. Resolution 18292 Page 4 5. 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. The City will pay the start-up costs associated with third party administration. 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. 6. 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 met 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. 7. Long Term Disability Insurance The City will pay the full cost of the long-term disability insurance premium for middle management positions. 8. Professional Enrichment $17,000 will be set aside, outside the flex plan, for professional enrichment to be used exclusively by Mid-Managers, Professional enrichment may be used for conferences and training to a maximum of ~800 per middle manager per fiscal year, Resolution 18292 Page 5 9. Life Insurance City pays for a 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. 10, PEnS The PEnS 1959 Survivors Benefit third level employee premium cost per month will be paid by the City. 11. Sick Leave Reimbursement Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules, Chapter 2.00, Section 2.02. 12. Vacation Middle Managers earn ten days vacation per year in the first through fourth year of continuous employment, fifteen days vacation per year in the fifth through fifteenth year of continuous service, and twenty days per year after completion of fifteen years of continuous service. An employee may not accumulate more than three times the number of vacation days accrued annually. Middle 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. 13. Administrative Leave Middle Managers will receive 5 normal work days of administrative leave each fiscal year, At the discretion of the department head, a middle manager may receive up to 2 normal work days of bonus administrative leave per 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. Holidays The Middle Management group will be credited 4 normal work days each fiscal year for floating holidays (Lincoln's and Washington's Birthdays, Admission Day, and Veteran's 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 from Resolution 18292 Page 6 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. 15. Mileage Reimbursement Middle 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 16. Bilingual Pay Those Mid-Managers who, upon recommendation of their Department Head, approval of the Director of Personnel, and successful completion of a bilingual performance evaluation will receive $40 per month in addition to their regular pay on the condition that they continuously utilize their bilingual skills in the performance of their duties. 17. Acting Pay When a middle manager is assigned to perform the duties of a higher paid classification for a period of more than 10 consecutive work days, such employee may be compensated with a minimum of 5 percent above current salary rate up to a maximum of 20 percent, effective the first day of the out of class assignment. 18. Flexible Work Schedule Middle Managers are permitted, with the prior and continuing approval of their Department Head, to work a flexible schedule that fits within the bi-weekly pay period. Proposals by employees to revise work schedules will be considered by supervisors and Department Heads who will take into account the employee's request, staffing needs, departmental operations and the employee's overall job responsibilities and performance. Middle Managers who are allowed to work flexible work schedules will not be entitled to any additional sick leave, vacation, administrative leave, or holiday benefits as a result of their non-standard work schedule. 19. Middle Managers in the classifications of Fleet Manager and Senior Public Works Supervisor shall receive $1 00/year each towards the purchase of safety shoes. Exceptions to the above sections apply to Suppression Battalion Chiefs, as follows: Resolution 18292 Page 7 (a} Suppression Battalion Chiefs will receive holiday pay equivalent to two week's salary in lieu of all floating and hard holidays. The Fire Marshal and Non-Suppression Battalion Chiefs will receive the same floating and hard holidays benefits as other middle managers. (b) Suppression Battalion Chiefs will earn extra compensation equivalent to straight time pay only when they fill in for an absent Battalion Chief as Shift Commander or when they are assigned to a strike team or multiple -alarm incident for command duty that is beyond their normal work schedule. Non- Suppression Battalion Chiefs will earn the same extra compensation when filling in for a Suppression Battalion Chief as Shift Commander on holidays or weekends. (c) Suppression Battalion Chiefs are eligible to receive Bonus Administrative Leave, but will not receive regular Administrative Leave. The amount of Bonus Administrative Leave Suppression Battalion Chiefs are eligible to receive is the same amount as other Middle Managers are eligible to receive; the amount is based on normal work days for employees working a standard schedule, not on the Suppression shift schedule. (d) Sick Leave and Vacation Accruals for the Suppression Battalion Chiefs will be in accordance with the 1995-96 Memorandum of Understanding with the International Association of Firefighters Local 2180, except that the maximum vacation accrual will be three times the amount accrued annually. C. All 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 time. 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 Resolution 18292 Page 8 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 shall 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 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 employee. P Resolution 18292 Page 9 PASSED, APPROVED, and ADOPTED by the City Council of the City of Chula Vista, California, this 21 st day of May, 1996, by the following vote: AYES: Councilmembers: Alevy, Moot, Padilia, Rindone, Horton NAYES: Councilmembers: None ABSENT: Councilmembers: None ABSTAIN: Councilmembers: None Mayor ~Horton, ATTEST: Beverly A. Authelet, City Clerk STATE OF CALIFORNIA ) COUNTY OF SAN DIEGO ) ss. 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. 18292 was duly passed, approved, and adopted by the City Council at a regular meeting of the Chula Vista City Council held on the 21st day of May, 1996. Executed this 21 st day of May, 1996. ~Authelet, City Clerk .r