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HomeMy WebLinkAboutReso 1992-16889-3 RESOLUTION NO. 16889-3 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA ESTABLISHING INCREASES IN SALARY AND FRINGE BENEFITS FOR MIDDLE MANAGEMENT EMPLOYEES WHEREAS, at the November 10, 1992 City Council meeting, directions to negotiators were provided during closed session; and, WHEREAS, it is now necessary to provide for the recommended increases in salary and fringe benefits for Middle Managers. NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Chula Vista does hereby approve a 54 salary increase effective December 25, 1992 for all middle managers. BE IT FURTHER RESOLVED that the City Council of the City of Chula Vista does hereby approve the Fringe Benefit Compensation for FY 1992-93 as set forth in Attachment 1 and incorporated herein by refere~ce as if ~~ Presented by App ~tilo John~. Goss Bruce M. Boogaard/ Ci~ Manager City Attorney ~ Resolution No. 16889-3 Page 2 ATTACHMENT 1 EXECUTIVE, NIDDLE MANAGEMENT AND UNREPRESENTED FRINGE BENEFIT COMPENSATION FISCAL YEAR 1992-93 II. MIDDLE MANAGEMENT GROUP A. Membership Assistant Transit Coordinator Battalion Chief Building Projects Supervisor Building Services Superintendent Business Office Manager Communications Systems Manager Computer Operations Manager Conservation Coordinator Deputy City Attorney Deputy City Clerk Deputy Director of Parks Deputy Director of Recreation Disaster Preparedness Coordinator Development 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 Specialist Open Space Coordinator Principal Librarian Principal Management Analyst Principal Management Assistant Principal Personnel Analyst Principal Planner Principal Community Development Specialist Public Information Coordinator Public Works Maintenance Superintendent Public Works Coordinator Purchasing Agent* *Incumbent receives executive management fringe benefits. Resolution No. 16889-3 Page 3 FY 92-93 (MIDDLE MANAGEMENT) Redevelopment Coordinator Risk Manager Senior Accountant Senior Animal Control Officer Senior Civil Engineer Senior Community Development Spedalist Senior Crime Analyst Senior Librarian Senior Management Assistant Senior Park Supervisor Senior Personnel Analyst Senior Planner Senior Public Works Supervisor Senior Recreation Supervisor Supervising Construction Specialist Supervising Evidence Technician Systems and Programming Manager Traffic Engineer Transit Coordinator Volunteer Coordinator (NZC) B. Fringe Benefits 1. Retirement The City will pay the 74 employee's contribution to the Public Employees Retirement System for non-safety classifications. For safety classifications, the City will pay 74, and the employees will pay 24 of the 94 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 254 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 7/1/92, each Middle Manager will receive $5,415 annually to be used for the purchase of employee benefits as specified in the CVEA Memorandum of Understanding for FY 1990-93, and any additional uses approved by City Coundl. 4. Health and Dental Payroll Deductions Treated as Pre-Tax Under Sections Z25, 105, and 213 of the Znternal Revenue Code, Resolution No. 16889-3 Page 4 FY 92-93 (MIDDLE MANAGEMENT) 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. Hedical 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. Resolution No. 16889-3 Page 5 FY 92-93 (MIDDLE MANAGEMENT) 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. , g. 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. 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 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. Vacation accrual may not exceed three times the number of annual earned vacation days. At the end of the first pay period commencing in January, any vacation balance exceeding this amount will be forfeited. (For example, an employee earning 20 days per year could have a vacation bank of 60 days or more. Any vacation balance in excess of this 60 day maximum would be forfeited if not used by the last day of the first pay period commencing in January.} 13. Administrative Leave Middle Managers will receive 5 normal work days of administrative leave each fiscal year. Administrative leave may not be accumulated from year to 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. Resolution No. 16889-3 Page 6 FY 92-93 (MIDDLE MAIL~GEMENT) 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). The floating holiday time must be used within the fiscal year. The City will be dosed on the following 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 $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 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. Exceptions to the above apply to Suppression Battalion Chiefs, as follows: 1. 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. 2. Overtime - Suppression Battalion Chiefs will earn straight time for overtime worked. The Non-Suppression Battalion Chiefs will earn straight time for overtime worked when filling in for a Suppression Battalion Chief on holidays or weekends. Resolution No. 16889-3 Page 7 FY 92-93 (MIDDLE HANAGEMENT) 3. Sick Leave and Vacation Accruals for the Suppression Battalion Chiefs will be in accordance with the 1990-93 Memorandum of Understanding with the International Association of Firefighters Local 2180. 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 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 Resolution No. 16889-3 Page 8 FY 92-93 (MIDDLE HANAGEMENT) 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 disdplinary 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. Resolution No. 16889-3 Page 9 PASSED, APPROVED and ADOPTED by the City Council of the City of Chula Vista, California, this 17th day of November, 1992, by the following vote: YES: Councilmembers: Horton, Malcolm, Moore NOES: Councilmembers: Rindone, Nader ABSENT: Councilmembers: None ABSTAIN: Councilmembers: None Tim Nader, May/r' ATTEST: ~. 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. 16889-3 was duly passed, approved, and adopted by the City Council held on the 17th day of November, 1992. Executed this 17th day of November, 1992. ~Aut///~elet, City C~~~lerk