HomeMy WebLinkAboutReso 1992-16889-4 RESOLUTION NO. 16889-4
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA
VISTA ESTABLISHING INCREASES IN SALARY AND FRINGE
BENEFITS FOR THE ASSISTANT DEPARTMENT DIRECTORS, SPECIAL
PROJECTS MANAGER, REVENUE MANAGER AND BUDGET MANAGER
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 the Assistant Department Directors, Special
Projects Manager, Revenue Manager and Budget Manager.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Chula
Vista does hereby approve a 5~ salary increase effective December 25, 1992 for
the Assistant Department Directors, Special Projects Manager, Revenue Manager,
and Budget Manager.
BE IT FURTHER RESOLVED that the City Council does hereby approve the Fringe
Benefit Compensation for the above positions for FY 1992-93 as set forth in
Attachment 1 and incorporated herein by reference as if set forth in full.
Presented by ~a~o f rn/by,~
Resolution No. 16889-4
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ATTACHMENT 1
EXECUTIVE, MIDDLE MANAGEMENT AND UNREPRESENTED
FRINGE BENEFIT COMPENSATION
FISCAL YEAR 1992-93
I. EXECUTIVE GROUP
A. Membership
City Manager
City Attorney
City Clerk
Assistant City Attorney
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
Chief of Police
Deputy City Manager
Deputy Director of Engineering
Deputy D.irector 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 Interpretive Center
Fire Chief
Library Director
Police Captain
Revenue Manager
Special Projects Manager
B. Fringe Benefits
1. Deferred Compensation Plan
(A) Employees in the Executive Group may participate in the
City's approved deferred compensation plans.
Resolution No. 16889-4
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FY 92-93 (EXECUTIVE GROUP)
(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.
2. Flexible Benefit Plan
Effective 7/1/92, the Executive Group, with the exception of
the City Clerk, City Attorney, Assistant City Manager and the
City Manager, will receive $5,895 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 Council.
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.
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
Resolution No. 16889-4
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FY 92-93 (EXECUTIVE GROUP)
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.
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 74 employee contribution to the Public
Employee Retirement System for all executive positions except
the Chief of Police who the City pays the 94 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.
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. Vacation
accrual may not exceed three times the number of annual earned
vacation days. At the end of the first pay period commencing
Resolution No. 16889-4
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FY 92-93 (EXECUTZVE GROUP)
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.)
11. Holidays
The executive group will be credited 4 normal work days each
fiscal year {Lincoln's and Washington's Birthdays, Admission
Day and Veterans Day). The floating holiday time must be used
within the fiscal year. The City will be closed on the
following 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
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
may not be accumulated from year to year.
14. Auto Allowance
The City Manager has authorization to provide, at his
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, lg86, 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
Resolution No. 16889-4
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FY 92-93 (EXECUTIVE GROUP)
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 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 employees.
Resolution No. 16889-4
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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, Rindone
NOES: Councilmembers: Nader
ABSENT: Councilmembers: None
ABSTAIN: Councilmembers: None
Tim Nader, May/ "~"
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. 16889-4 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.
Authelet, City Clerk