HomeMy WebLinkAboutReso 1992-16497 RESOLUTION NO. 16497
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA
VISTA ESTABLISHING THE EXECUTIVE, MIDDLE MANAGEMENT AND
UNREPRESENTED FRINGE BENEFIT COMPENSATION FOR FY 1991-92
WHEREAS, the fringe benefit resolution for Executive, Middle Management and
Unrepresented must be revised to account for changes in the flex plan amount, and
updating the membership lists to reflect all changes approved by the City Council
to date; and,
WHEREAS, the Middle Managers have been approved to receive a total
additional increase of $2,720 to provide a supplement to their Professional
Enrichment program and an increase in bilingual pay to the same level granted to
CVEA.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Chula
Vista does hereby establish that those members of the Executive, Middle
Management and Unrepresented groups as set forth in the attached Exhibit A shall
be entitled to receive and shall be provided the Fringe Benefits as are set forth
in said Exhibit A for FY 1991-92.
Presented by Ap~Ved as to.I f:rm by
Dawn Herring · ~ Bruce Mi Boogaar
Budget Manager City At orn
Resolution No. 16497
Page 2
EXHIBIT A
EXECUTIVE, MIDDLE MANAGEMENT AND UNREPRESENTED
Fringe Benefit Compensation
I, Executive Group
A, 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 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 Director of Public Works Operations*
Director of Building & 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*
Revenue Manager*
B. Fringe Benefits
1) Deferred Compensation Plans -
a. Employees in the Executive Group may participate in the City's approved deferred
compensation plans.
* City pays 7% of employee contribution to Public Employees Retirement System.
**City pays 9% of employee contribution to Public Employees Retirement System.
Resolution No. 16497
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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 amount
during the fiscal year.
2) Flexible Benefit Plan
Effective 7/1/91, the Executive Group, with the exception of the City Clerk, City Attorney
and the City Manager, will receive $5,755 each 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) Long Term Disability Insurance - The City assumes payment of the full cost of long-term
disability insurance for executive positions.
4) City pays for life insurance policy in the amount of $47,000 each.
5) The PERS 1959 Survivors Benefit employee premium cost per month will be paid by the
City.
6) Sick Leave Reimbursement - Sick leave shall accrue and be reimbursed as designated in
the Civil Service Rules, Chapter 2.00, Section 2.02.
7) Vacation - Executive positions shall earn a minimum of three weeks (15 days) vacation
per year during the first through fifteenth year of continuous service. After completion
of fifteen years of continuous service, 20 days per year. No more than three years of
vacation leave may remain on the books by the end of the last pay period in the
calendar year, and any time in excess of the three year limitation as of the cutoff date
will be lost.
8) Holidays - The executive group will be credited 32 hours annually for floating holidays
(Lincoln's and Washington's Birthdays, Admission Day and Veterans Day), and the City
will be closed on the following holidays: Independence Day, Labor Day, Thanksgiving,
Day after Thanksgiving, Christmas, New Year's Day, Memorial Day.
9) Mileage Reimbursement - as specified in CVEA Memoradum of Understanding.
10) Administrative Leave - The executive group, including the City Manager, City Attorney
and City Clerk, will receive 56 hours of administrative leave each fiscal year.
Administrative leave may not be accumulated from year to year.
11) Auto Allowance - The City Manager will have authorization to provide, at his discretion,
an automobile or auto allowance of up to $285/month for certain executive staff with
the allowance contingent on evidence of adequate auto insurance.
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II. MIDDLE MANAGEMENT GROUP
A. Membership
Assistant Fire Chief
Assistant Transit Coordinator
Battalion Chief
Building Services Superintendent
Business Office Manager
Communications System Manager
Computer Operations Manager
Conservation Coordinator
Deputy City Attorney
Deputy City Clerk
Deputy Director of Parks
Deputy Director of Recreation
Disaster Preparedness Coordinator
Economic Development Manager
Environmental Resource Manager
Environmental Review Coordinator
Equipment Maintenance Superintendent
Fire Marshal
Geographic Information Systems Manager
Housing Coordinator
Landscape Architect -
Library Automation Manager
Microcomputer Specialist
Open Space Coordinator
Police Captain
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
Puchasing Agent*
Redevelopment Coordinator
Risk Manager
Senior Accountant
Senior Animal Control Officer
Senior Civil Engineer
Senior Community Development Specialist
Senior Crime Analyst
Senior Librarian
Senior Management Assistant
Senior Park Supervisor
*Incumbent receives executive managrnent fringe benefits.
Resolution No. 16497
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Senior Personnel Analyst
Senior Planner
Senior Public Works Supervisor
Senior Recreation Supervisor
Supervising Construction Specialist
Supervising Evidence Technician
Systems and Program Manager
Traffic Engineer
Transit Coordinator
Volunteer Coordinator (NIC)
B. Fringe Benefits
1) The City will pay the full 7% of the employee's contribution to the Public Employees
Retirement System.
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 contributed a like amount
during the fiscal year.
3) Flexible Benefit Plan
Effective 7/1/91, the Middle Management Group will receive $5,215 each 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.
4) Long Term Disability Insurance or PORAC - The City assumes payment of the full cost
of long-term disability insurance for middle management positions.
5) Professional Enrichment
$17,000 will be sent aside, outside the flex plan, for professional enrichment, such as
extra conferences and training, for the exclusive use of middle managers.
6) City pays for life insurance policy in the amount of $47,000 each.
7) The PERS 1959 Survivors Benefit employee premium cost per month will be paid by the
City.
8) Sick Leave Reimbursement - Sick leave shall accrue and be reimbursed as designated in
the Civil Service P~ules, Chapter 2.00, Section 2.02.
9) Vacation - Middle Management positions will earn ten days vacation per year in the first
through fourth year of continuous employment, ELfteen days vacation per year in the fifth
through fifteenth year of continous service, and twenty days per year after completion
of fifteen years of continous service. No more than three years vacation may remain on
Resolution No. 16497
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the books by the end of the last pay period in the calendar year, and any time in excess
of the three year limitation as of the cutoff date will be lost.
10) Administrative Leave - The Middle Management Group will receive 40 hours
administrative leave each fiscal year. Administrative leave may be accumulated from
year to year. At the discretion of the depax hnent head, certain middle managers may
be recommended by their department head for up to an additional 16 hours
administrative leave, subject to the approval of the City Manager.
11) Holidays - The Middle Management Group will be credited 32 hours annually for
floating holidays. The City will be closed on the following holidays: Independence Day,
Labor Day, Thanksgiving, Day After Thanksgiving, Christmas, New Years Days, Memorial
Day.
12) Mileage Reimbursement - as specified in CVEA Memorandum of Understanding.
13) Bilingual Pay - $35 per month if eligible.
Exceptions to the above apply to certain Middle Managers, as follows:
1) Supppression Battalion Chiefs will receive 96 hours holiday pay in lieu of all holidays.
Fire Marshal and Non-Suppression Battalion Chiefs will receive the same floating and
hard holiday benefits as other middle managers.
2) Overtime - Suppression Battalion Chiefs will earn straight time for actual 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.
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. Miscellaneous - The following provisions of the FY 1990-93 CVEA Memorandum of
Understanding shall apply to the Middle Management Group:
Section 2.01B - Acting pay
Section 2.01C - Job Sharing
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Ill. UNREPRESENTED GROUP
A, Membership
Secretary to the Mayor/City Council
Secretary to the City Attorney
Executive Assistant to the City Manager
Secretary to the City Manager's Office
Confidential Adminls~rative Secretary
QWL/Training Coordinator
Personnel Analyst
Risk Analyst
Personnel Technician
Secretary to the Redevelopment Ageney
Secretary to the Planning Commission
B, Fringe Benefits
1) The City will pay the full 7% of the employee's contribution to the Public Employees
Retirement System.
2) Flexible Benefit Plan
Effective 7/1/91, the Unrepresented Group will receive $4,985 each 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) Professional Enrichment
A total of $2,250 will be set aside, outside the flex plan, for professionaI enrichment.
4) City pays for life insurance policy un the amount of $17,000 each. An additional $3,000
group term life insurance policy is included in the flexible benefits plan.
5) The PERS 1959 Survivors Benefit employee premium cost per month will be paid by the
City.
6) Sick Leave Reimbursement - Sick leave shall accrue and be reimbursed as designated in
the Civil Service Rules, Chapter ZOO, Section 2.02.
7) Vacation - Unrepresented positions will 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. No more than three years vacation may remain
on the books by the end of the last pay period in the calendar year, and any time in
excess of the three year limitation as of the cutoff date w~l be lost.
8) Holidays - The Unrepresented Group will be credited 32 hours annually for floating
holidays. The City will be closed on the following holidays: Independence Day, Labor
Day, Thanksgiving, Day After Thanksgiving, Christmas, New Year's Day, Memorial Day.
9) Mileage Reimbursement - as specified in CVEA Memorandum of Understanding.
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10) Bilingual Pay - $35 per month if eligible.
11) Deferred Compensation Plans ~
a.Employees in the Unrepresented Group may participate in the Civ/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 amount
during the fiscal year.
12) Long Term Disability Insurance or PORAC - The City assumes payment of the full cost
of long-termm disability insurance for the unrepresented positions.
13] Miscellaneous - The following provisions of the FY 1990-93 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. 16497
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PASSED, APPROVED and ADOPTED by the City Council of the City of Chula
Vista, California, this 11th day of February, 1992, by the following vote:
YES: Councilmembers: Grasser Horton, Malcolm, Moore, Nader
Rindone
NOES: Councilmember: None
ABSENT: Councilmembers: None
ABSTAIN: Councilmembers: None
Tim Nader, Mayor
ATTEST:
E~everly 2(. ~uthel~, ~ity (lerk
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. 16497 was duly passed, approved,
and adopted by the City Council held on the 11th day of February, 1992.
Executed this 11th day of February, 1992.
~l'y~.Au~elet, City' Cl~rk