Loading...
HomeMy WebLinkAboutReso 1994-17468RESOLUTION NO. 17468 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA ESTABLISHING FY 93-94 FRINGE BENEFITS FOR UNREPRESENTED, MIDDLE MANAGEMENT AND EXECUTIVE MANAGEMENT WHEREAS, at the March 8, 1994 City Council meeting, directions to negotiators were provided during closed session; and, WHEREAS, it is now necessary to provide for the recommended increases in fringe benefits for unrepresented, middle management and executive management employees. NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Chula Vista does hereby approve the Fringe Benefit Compensation for the Unrepresented, Middle Management and Executive Management employees for FY 1993-94 aS set forth in Attachment 1 and incorporated herein by reference as if set forth in full. Presented by Ap~[.0~as to form !1 Resolution No. 17468 Page 2 EXECUTIVE, MIDDLE MANAGEMENT AND UNeEPRESENTED FRINGE BENEFIT COMPENSATION FISCAL YEAR 1993-94 ATfACHIVIENT 1 EXECUTIVEGROUP Membership City Manager City Attorney City Clerk 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 & Information Services Assistant Director of Personnel Assistant Director of Planning Assistant Library Director Budget Manager Chief of Police Deputy City Manager Deputy Director of Public Works/City Engineer Deputy Director of Public Works/Operations Director of Building & Housing Director of Community Development Director of Finance Director of Management & Infomation Services Director of Parks & Recreation Director of Personnel Director of Planning Director of Public Works Executive Director, Nature Interpretire Center Fire Chief Library Director Police Captain Revenue Manager Spedal Planning Projects Manager Spedal Projects Manager Resolution No. 17468 Page 3 ~ 9:3-94 (E2{~EC'UT3Fv'IE GROUP) B. Fringe Benefits 1. Deferred Compensation Plan (A) (S) Employees in the Executive Group may participate in the City's approved deferred compensation plans. There will be a cap of 25% of the adjusted flex plan balance which may be used for deferred compensation, provided the employee has contributed a like mount 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 dl 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(0 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. 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. H T Resolution No. 17468 Page 4 FY 93-94 (I~X~CLFHV~ GROUP) 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. 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. I~fe 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 9o/o 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 shah accrue and be reimbursed as designated in the Civil Service Rules, Chapter 2.00, Section 2.02. 10. Vacation Executive managers shah earn a minimum of three weeks (15 days) vacation per year during the fffst 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. F II [I Resolution No. 17468 Page 5 FY 93-94 (EXECIYlTqE GROUP) 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 from City sentice. Employees who have not used this pro-rated amount of floating holiday time for their last fiscal year shah 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 Yeaes 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 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 $288/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 18, 1986, an FLSA-exempt employee shah 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 shah be charged annual leave time, if available, for the absence and shah 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 shah 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 Resolution No. 17468 Page 6 FY 93-94 CEXECUTIVE GROUP) 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 shah be placed in absence without leave (AWOL) status, and disciplinary action shah 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 shah 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 shah 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 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 shah be placed in absence without leave (AWOL) status, and disciplinary action shall be considered, as appropriate. Every attempt shah be made to minimize absences without leave of less than one work day for FLSA-exempt employees. Resolution No, 17468 Page 7 EXECtrlTv'E, MIDDLE MANAGEMENT AND UNREPRESENTED FRINGE BENEFIT COMPENSATION FISCAL YEAR 1993-94 II. A. MIDDLE MANAGEMENT GROUP Membership Assistant Transit Coordinator Battalion Chief Building Projects Supervisor Building Services Superintendent Business Office Manager CIP Projects Supervisor Collections Supervisor Communications Systems Manager Computer Operations Manager Conservation Coordinator Deputy City Attorney Deputy City Clerk Deputy Director of Parks & Recreation Disaster Preparedness Coordinator Development Projects Manager Environmental Projects Manager Environmental Resource Manager Environmental Review Coordinator Fire Marshal Fleet Manager Geographic Information Systems Manager Housing Coordinator Information Systems Manager Landscape Architect Library Automation Manager Micro Computer Spedalist Open Space Coordinator Printpal Community Development Spedalist Printpal Librarian Printpal Management Analyst P~ndpal Management Assistant P~ndpal Personnel Analyst Printpal Planner Public Information Coordinator Public Works Coordinator Public Works Maintenance Superintendent Purchasing Agent* Redevelopment Coordinator Risk Manager Senior Accountant Resolution No. 17468 Page 8 FY 93-94 (MIDDLE MANAGEMENT) Senior Animal Control Officer Senior Civil Engineer Senior Community Development Specialist Senior Crime Analyst Senior Librarian Senior Management Analyst Senior Management Assistant Senior Park Supervisor Senior Personnel Analyst Senior Planner Senior Public Works Supervisor Senior Recreation Supervisor Supervising Construction Spedalist Supervising Evidence Technician Systems and Programming Manager Traffic Engineer Transit Coordinator Volunteer Coordinator (NIC) *Incumbent receives executive management fringe benefits. 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 25% of the adjusted flex plan balance which may be used for deferred compensation, provided the employee has conuibuted a like amount during the same fiscal year. 3. Flexible Benefit Plan Effective 7/1/93, each Middle Manager will receive $5,545 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. 4. Health and Dental Payroll Deductions Treated as Pre-Tax Under Sections 125, 10S, 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 V I! il Resolution No. 17468 Page 9 ~ 93-~ (B,iIDDI.I~- ~AGEB,IENT) regulations or if the IRS regulations change for any reason, this benefit may be discontinued. 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(0 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. 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 No. 17468 Page 10 FY 93-94 (MIDDLE MANAGEMENT) 9. Lifelnsurance 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. PERS The PERS 1959 Survivors Benefit third level employee premium cost per month will be paid by the City. 11. Sick Leave Reimbursement Sick leave shah 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 shah 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 Resolution No. 17468 Page 11 FY 93-94 (MIDDLE MANAGEMENT) hohdays have passed at the time of separation from City service. Employees who have not used this pro-rated amount of floating holiday time for their last fiseal year shall be paid off in cash for the unused mount 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 DeparUnent Head, approval of the Director of Personnel, and successful completion of a bilingual performance evaluation will receive $35 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 middie 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 ors 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, deparmaental 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, Exceptions to the above sections apply to Suppression Battalion Chiefs, as follows: 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 middie managers. Resolution No. 17468 Page 12 FY 93-94 (MIDDLE MANAGEMENT) 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. 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 mount is based on normal work days for employees working a standard schedule, not on the Suppression shift schedule. Sick Leave and Vacation Accruals for the Suppression Battalion Chiefs will be in accordance with the 1993-94 Memorandum of Understanding with the International Association of Fire fighters 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 shah 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 shah be charged annual leave time, if available, for the absence and shah 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 shah 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, ff 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 shah be placed in absence without leave (AWOL) status, and disciplinary action shah 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 shah 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 shah 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 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 F Resolution No. 17468 Page 13 FY 93-94 (MIDDLE MANAGEMENT) 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 axe not authorized by the employee's supervisor, the employee shah be placed in absence without leave (AWOL) status, and disciplinary action shah be considered, as appropriate. Every attempt shah be made to minimize absences without leave of less than one work day for FLSA-exempt employee. Resolution No, 17468 Page 14 EXECUTIVE, MIDDLE MANAGEMENT AND UNREPRESENTED FRINGE BENEFIT COMPENSATION FISCAL YEAR 1993/94 Ill. A. UNREPRESENTED GROUP Membership Bookstore Manager Confidential Administrative Secretary Confidential Bi-lingual Secretary Executive Assistant to the City Manager Legal Assistant Personnel Analyst Personnel Technician QWL/Tralning Coordinator Receptionist/Mayor & Council Assistant Risk Analyst Secretary to the Assistant City Manager Secretary to the City Attorney Secretary to the City Manager's Office Secretary to the Mayor/City Council Secretary to the Planning Commission Secretary to the Redevelopment Agency Fringe Benefits 1. Retirement The City will pay the 7% employee's contribution to the Public Employees Retirement System. 2. Deferred Compensation Plans (A) Employees in the Unrepresented group may participate in the City's approved deferred compensation plans. (B) There will be a cap of 25% of the adjusted flex plan balance which may be used for deferred compensation, provided the employee has contributed a like mount during the same fiscal year. 3. Flexible Benefit Plan Effective 7/1/93, the Unrepresented Group will receive $5380 each 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. ...... T II ] Resolution No. 17468 Page 15 FY 93/94 COnrepresented Group) 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. 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 3PEBA, 3oint 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(0 requires restrictions on the program that can result in forfeiture of the contributions to the City for specified reasons, employees are advised to carefuUy 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. 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 Gity will pay the full cost of the long term disability insurance premium for the Unrepresented group. Resolution No. 17468 Page 16 FY 93/94 CtJnrepre~ented Group) 8. Professional Enrichment A total of $2,250 will be set aside, outside the flex plan, for professional enrichment. Professional enrichment may be used for conferences and training. An individual may use no more than $200 per fiscal year. 9. Life Insurance City pays for life insurance policy in the amount of $17,000 each. An additional $3,000 group term life insurance policy is included in the flexible benefits plan. 10. PERS The PERS 1959 Survivors Benefits Third Level employee premium cost per month will be paid by the City. 11. Sick Leave Reimbursement Sick leave shah accrue and be reimbursed as designated in the Civil Service Rules, Chapter 2.00, Section 2.02. 12. Vacation Unrepresented employees 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. Unrepresented employees 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 shah be paid off in cash. 13. Holidays The Unrepresented group will be credited 4 normal work days each fiscal year for floating holidays (Lincoln's and Washington Birthday's, Admissions 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 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. Resolution No. 17468 Page 17 FY 93/94 (Limepresented Group) The City will be dosed on the following paid hard holidays: Independence Day, Labor Day, Thanksgiving, Day after Thanksgiving, Christmas, New Year's Day, Memorial Day. 14. Mileage Reimbursement As spedfled in FY 93-94 CVEA Memorandum of Understanding. 15. Bilingual Pay Those employees who, upon recommendation of the department head, approval of the Personnel Department, and successful completion of a Bilinguai Performance Evaluation, are required to continuously use their bilingual skills in the performance of their duties, will receive $35 per month in addition to their regular pay. 16. Miscellaneous The following provisions of the FY 1993-94 CVEA Memorandum of Understanding shall apply to the Unrepresented group: Section 2.01B Acting Pay Section 2.01C Job Sharing Section 2.22 Career Advancement Resolution No. 17468 Page 18 PASSED, APPROVED and ADOPTED by the City Council of the City of Chula Vista, California, this 3rd day of May, 1994, by the following vote: AYES: Councilmembers: Horton, Moore, Nader, Rindone NOES: Councilmembers: Fox ABSENT: Councilmembers: None ABSTAIN: Councilmembers: None F Tim Nader, Mayor ATTEST: Beverly/~. Authelet, City Clerk STATE OF CALIFORNIA ) COUNTY OF SAN DIEGO ) ss. CITY OF CFIULA VISTA ) I, Beverly A.Authelet, City Clerk of the City of Chula Vista, California, do hereby certify that the foregoing Resolution No. 17468 was duty passed, approved, and adopted by the City Council held on the 3rd day of May, 1994. Executed this 3rd day of May, 1994. Beverly A. ~,uthelet, City Clerk