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HomeMy WebLinkAboutReso 2015-230 RESOLUTION NO. 201�-230 RESOLUTION OF THE CIT1' COIINCIL OF THE CIT1' OF CHiiLA �'1STA APPRO\'II�'G THE .AMENDED COMPENS.ATIOI�' SU?v1A4.AR1' FOR LT?�iREPRESENTED EI�4PL01'EES II�'CLUDIt`'G .AUTHORIZATIO?� FOR THE A4AYOR TO EXECUTE ANY ?�TECESSARY CONTRACT AMENDMENTS TO IMPLEMENT SAID AMET'DED COMPE\'SATIOI�' SUMM.ARY V✓HERE.AS, the City has set forth the compensation for all unrepresented emplo}�ees and elected officials as set forth in a Compensation Summary via prior resolution; and VIHEREAS, the City of Chula Vista has negotiated in good faith, as required b�� the Me��ers-Milias-BroNm Act (`MMBA"), terms and conditions of employment �aith the baraainino unit (`MM/PROF/SEIU Local 221") representing Middle Management and Professional cih� emplo��ee dassifications and has reached an agreement with that bareainine unit; and W7IEREAS. the Citv Council has appro�ed the aforementioned aereement with MMIPROF/SEN Local 221: and �b'HEREAS, the City, correspondentl��, desires to amend the Compensation Summam for all unrepresented emplo}�ees and elected officials (`Amended Compensation Summan�") to inier alia. reflect correspondins salan� and benefit chanees as set forth in the Amended Compensation Summarv attached to the related staff report as Attachment 2. I�'O�'. THEREFORE. BE [T RESOLVED b.� the Cit�� Counci] of the Cit�� of Chula Vista. that it herebv does approve the .Amended Compensation Summan�, includine authorization for the n4a��or to e�ecute any necessary contract amendments to implement said Amended Compensation Summan�. and it shall continue in full force and effect until subsequent amendment b�� Citv Council. Presented b�� Approved as to form b�= � � � Courtne�� B�e1tt Glen R.Gooeins Director of�Har�an Resources �it��Attamev Resolution No. 201�-230 Pa�_e No. 2 PASSED, APPROVED, and ADOPTED by the City Council of the Cit}� of Chula Vista. Califomia, this 6th day of October 20l� by the following vote: AYES: Councilmembers: Bensoussan, McCann. Miesen and Salas NAYS: Councilmembers: None ABSENT: Councilmembers: Aguilar Mary las, Mayor ATTEST: � Donna R. Norris, MC_ City Clerk STATE OF CALIFORNIA ) COUNTY OF SAN DIEGO ) CITY OF CHULA VISTA ) I, Donna R. Norris; Cit�� Clerk of Chula Vista, California, do hereby certify that the foregoing Resolution No. 2015-230 ���as duly passed, approved, and adopted b�� the City Council at a regular meeting of the Chula Vista City Council held on the 6th day of October 2015. Eaecuted this 6th da�� of October 2015. -�- Donna R. Norris, C C, City Clerk Resolution No. ?O1�-230 Pa�e No. 3 COMPENSATION SUMMARY FOR EXECUTIVE MANAGEMENT, SENIOR MANAGEMENT, UNCLASSIFIED MIDDLE MANAGEMENT/PROFESSIONAL, CONFIDENTIAL MIDDLE MANAGEMENT/PROFESSIONAL, UNCLASSIFIED CONFIDENTIAL, CONFIDENTIAL CLASSIFIED, MAYOR, COUNCIL, CITY ATTORNEY AND UNCLASSIFIED HOURLY EMPLOYEES FISCAL YEAR 2015-2016 and 2016-2017 (expires June 30, 2017) I. EXECUTIVE MANAGEMENT GROUP (ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA-EXEMPT) � A. SALARY & WAGES 1. Salary Increases a. For Fiscal Year 2015-2016 — effective June 26, 2015: i. All Executive positions except the Chief of Police, shall receive a 1% salary adjustment. ii. The Chief of Police shall receive a 2% salary adjustment. iii. EfFective December 25, 2015, all Executive positions shall receive a '1% salary adjustment. b. For Fiscal Year 2016-2017 i. Effective June 24, 2016: 1. All Executive positions except the Chief of Police, shall receive a 2% salary adjustment. 2. The Chief of Police shall receive a 3% salary adjustment. B. BENEFITS 1. Deferred Compensation Plan 457 plan - Employees in the Executive Group may participate in the City's approved deferred compensation plans. 2. Cafeteria Plan a. In calendar year 2015, Executive Managers will receive S16,300 annually to be used for the purchase of approved employee benefits through the City`s cafeteria plan or to be placed in a taxable cash option. b. In the event of increases in health care plan premiums, the City will split the cost of the increase 50/50 with the employees. The annual cafeteria plan benefit allotment will be increased by one-half of the average cost increase for full family non-indemnity health plan premiums. The City's share of the increased cost will be added to the beginning cafeteria plan balance of the next available cafeteria plan year. Page 1 of 30 Resolucion No. 2015-230 Pa�e No. 4 c. From the annual Cafeteria Plan allotment, each empioyee must elect medical coverage under one of the City sponsored plans, unless the employee has group medical insurance from another source including coverage under their City employee spouse's plan in which case they may waive coverage so long as the alternative pian is deemed to be an acceptable plan by the City. When waiving coverage the full value of the Cafeteria Plan allotment will be available to purchase any of the other options available under the Cafeteria Plan. Waiver of coverage is irrevocable during a plan year unless the City is notified within 30 days that the employee has involuntarily lost the alternative coverage. " d. The Flex Benefit Amount for Employee Only, those with coverage outside of the City, and those employees covered by another City Employee is fixed at the amount provided in the calendar year 2013 (�15,162). The flex amount for Employee+l and Employee+Family will be adjusted under the current 50/50 cost sharing formula. 3. Short/Long Term Disability Insurance The City will pay the full cost of the short/long-term disability insurance premium for Executive Managers. 4. Retiree Healthcare The City will no longer provide for subsidized retiree health care rates by offering a blended healthcare rate for employees hired after January 1, 2011. 5. Life Insurance City pays for a Group Term Life and ADB�D insurance policy with coverage in the amount of 550,000 per employee. 6. Retirement The City will provide to unrepresented members retirement benefits via contract with the California Public Employees Retirement System (CaIPERS) as set forth in the California Government Code. The City will provide the following defined benefit formulas: Tier 1 Local Miscellaneous 3% @ 60 Local Safety 3% @ 50 Tier 2' Local Miscellaneous 2% @ 60 Local Safety 3% @ 55 Tier 3" Local Miscellaneous 2% @ 62 Local Safety 2.7% @ 57 * Effective 04/22/2011 '� Effective 01/01/2013 Page 2 of 30 Resolution No. 201�-230 Pase ?�'o. � Tier 1: Local Miscellaneous 3% (a� 60 and Local Safetv 3% (a? 50 Local Misceilaneous unrepresented employees in Tier 1 shail contribute 8%, which will be applied to the employee contribution to CaIPERS. Local Safety unrepresented employees in Tier 1 shall contribute 9%, which will be appiied to the employee contribution to CaIPERS. There shall be no E°"."C. The following is a summary of Tier 1 CaIPERS contract provisions: A. One-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse i. Retired Death Benefit S5,000 J. Prior Service Credit Tier 2: Local Miscellaneous 2% (a� 60 and Local Safetv 3% (a? 55 Local Miscellaneous unrepresented employees in Tier 2 shall contribute 7%, which will be applied to the employee contribution to CaIPERS. Local Safety unrepresented employees in Tier 2 shall contribute 9%, which will be applied to the employee contribution to CaIPERS. There shall be no EPMC. The following is a summary of Tier 2 CaIPERS contract provisions: A. Three-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse i. Retired Death Benefit S5,000 J. Prior Service Credit Paoe 3 of 30 Resolution No. 20]�-230 Pa�e No. 6 Tier 3: Local Misceilaneous 2% (o? 62 and Local Safetv 2.7% (a? 57 Local Miscellaneous and Local Safety unrepresented employees in Tier 3 shall be responsible for the full employee contribution, which will be applied to the CaIPERS employee contribution. There shall be no EPMC. To the extent permitted by Assembly Bill 340, known as the California Public Employees' Pension Reform Act of 2013, the following is a summary of Tier 3 benefits: ' A. Three-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. The monthly member cost for this benefit will be paid by the City. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit �5,000 J. Prior Service Credit 7. Termination of Sick Leave Balances Upon either acceptance of an application by a Safety employee for disability retirement, or upon the independent determination of CaIPERS that a non-safety employee is disabled, the employee shall not be entitled to use any remaining sick leave to cover absences beyond their FMLA entitlement. Sick leave balances may be applied to applicable CaIPERS service credit. An application for industrial disability retirement, either employee or employer initiated, shall not affect the employee's rights' under Workers Compensation laws, such as any othenvise existing right to Temporary Disability benefits for safety officers. 8. Sick Leave Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules. 9. Annual Leave a. Executive Managers shall earn five weeks (25 days) annual leave per fiscal year accrued at 7.69 hours per pay period. An employee may not accumulate more than three times the number of annual leave days accrued annually. b. Executive Managers will have the option of selling back three (3) weeks accrued annual leave each fiscal year. Page 4 of 30 Resolucion No. 201>-230 Pase No. 7 10.Holidays a. Executive Managers will be credited 24 hours each fiscai year for floating holidays (Lincoln's and Washington's Birthdays: and Admission Day). b. The City will be closed on the following hard holidays: Independence Day, Labor Day, Veterans Day, Thanksgiving, the day after Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day. � 11.Administrative Leave Executive Managers will receive ninety-six (96) hours of Administrative Leave each fiscal year. 12.Mileage Reimbursement Employees in this unit shall be subject to a mifeage reimbursement program when required to use their private automobile for authorized City business. Reimbursement rate will be tied to the IRS rate. in effect at the time reimbursement is requested, as permitted by law. 13.Severance Pay In the event an Executive Manager is terminated without cause, he or she shall receive compensation in a lump sum cash payment equal to nine (9) months of his or her annual salary and health insurance payments. The aforementioned severance pay shall not be reduced during the term of their employment. Notwithstanding the aforementioned severance terms, if an Executive Manager has an employment contract their severance payment shall be as set forth in their employment contract. 14.Special Assignment Pay Executive Managers may receive up to 10% additional compensation when assigned by the City Manager to a special project. 15.Educational and Uniform Allowances The Chief of Police and Fire Chief will be provided with the uniform allowance and educational differentials as specified in the POA and IAFF MOUs respectively. Paae 5 oi 30 Resolution No. 201�-230 Page No. 8 II. SENIOR MANAGEMENT GROUP (ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA-EXEMPT) A. SALARY & VVAGES 1. Salary Increases a. For Fiscal Year 2015-2016 i. Effective June 26, 2015: 1. All Senior Managers positions, except Police Captain, shall receive a 1% sa!2;� ad;:.�stment. ` 2. Police Captain shall receive a 2% salary adjustment. ii. Effective December 25, 2015, all Senior Manager positions shall receive a 1% salary adjustment. b. For Fiscal Year 2016-2017 i. Effective June 24, 2016: 1. All Senior Manager positions, except Police Captain, shall receive a 2% salary adjustment. 2. Police Captain shall receive a 3% salary adjustment. B. BENEFITS 1. Deferred Compensation Plan 457 Plan - Employees in the Senior Management Group may participate in the City's approved deferred compensation plans. 2. Cafeteria Plan a. In calendar year 2015, Senior Managers will receive �14,900 annually to be used for the purchase of approved employee benefits or to be placed in a taxable cash option. b. In the event of increases in health care plan premiums, the City will split the cost of the increase 50/50 with the employees. The annual cafeteria plan allotment will be increased by one-half of the average cost increase for full family non-indemnity health plan premiums. The City's share of the increased cost will be added to the beginning cafeteria plan balance of the next available cafeteria plan year. c. From the annual Cafeteria Plan allotment, each employee must elect medical coverage under one of the City sponsored plans, unless the employee has group medical insurance from another source including coverage under their City employee spouse's plan in which case they may waive coverage so long as the alternative plan is deemed to be an acceptable plan by the City. When waiving coverage the full value of the Cafeteria Plan allotment will be available to purchase any of the other options available under the Cafeteria Plan. Waiver of coverage is irrevocable during a plan year unless the City is Page 6 of 30 Resolution No. 201�-230 Pase No. 9 notified within 30 days that the employee has involuntarily lost the alternaiive covzrage. d. The Flex Benefit Amount for Employee Only, those wi:h coverage outside of the City, and those employees covered by another City Employee is fixed at the amount provided in the calendar year 2013 (S13,762). The flex amount for Employee+l and Employee+Family wili be adjusted under the current 50/50 cost sharing formula. 3. Short/Long Term Disability Insurance The City will pay the f;:!! ces; o� the short/long-term disability insurance premium � for Senior Managers. 4. Retiree Healthcare The City will no longer provide for subsidized retiree health care rates by ofering a blended healthcare rafe for employees hired afler January 1, 2011. 5. Life Insurance City pays for a Group Term Life and AD&A insurance policy with coverage in the amount of S50,000 per employee. 6. Retirement The City will provide to unrepresented members retirement benefits via contract with the California Public Employees Retirement System (CaIPERS) as set forth in the California Government Code. The City will provide the following defined benefit formulas: Tier 1 Local Miscellaneous 3% @ 60 Local Safety 3% @ 50 Tier 2" Local Miscellaneous 2% @ 60 Local Safety 3% @ 55 Tier 3" Local Miscellaneous 2% @ 62 Local Safety 2.7% @ 57 ' Effective 04/22/2011 "Effective 01/01l2013 Tier 1: Local Miscellaneous 3% (o? 60 and Local Safetv 3°/a Ca) 50 Local Miscellaneous unrepresented employees in Tier 1 shall contribute 8%, which will be applied to the employee contribution to CaIPERS. Local Safety unrepresented employees in Tier 1 shall contribute 9%, which will be applied to the employee contribution to CaIPERS. There shall be no EPMC. Pao> 7 01 30 Resolution No. 201>-230 Page No. 10 The following is a summary of Tier 1 CaIPERS contract provisions: A. One-Year Finai Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. ,Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired nea?n Benefit $5,000 ` J. Prior Service Credit Tier 2: Local Miscellaneous 2% (o� 60 and Local SafetV 3% (o� 55 Local Miscellaneous unrepresented employees in Tier 2 shall contribute 7%, which will be applied to the employee contribution to CaIPERS. Local Safety unrepresented employees in Tier 2 shall contribute 9%, which will be applied to the employee contribution to CaIPERS. There shall be no EPMC. The following is a summary of Tier 2 CaIPERS contract provisions: A. Three-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 J. Prior Service Credit Tier 3: Local Miscellaneous 2% (o� 62 and Local Safetv 2.7% Co) 57 Local Miscellaneous and Local Safety unrepresented employees in Tier 3 shall be responsible for the full employee contribution, which will be applied to the CaIPERS employee contribution. There shall be no EPMC. To the extent permitted by Assembly Bill 340, known as the California Public Employees' Pension Reform Act of 2013, the following is a summary of Tier 3 benefits: A. Three-Year Final Compensation B. Post-Retirement Survivor Allowance Page 8 of 30 Resolution ?�'o. 201>-230 Pase No. 1 I C. Credit for Unused Sick Leave D. 4th Lev21 1959 Survivor Benefit. The monthfy memb>r cost for this benefit will be paid by th= City. E. Military Service Credit as Prior Service F. Cost of Living Aliowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit S5,000 J. Prior Service Credit 7. Temin?tion of Sick Leave °alances � Upon either acceptance of an application by a Safety employee for disability retirement, or upon the independent determination of PERS that a non-safety employe2 is disabied, the employee shall not be entitled to use any remaining sick leave to cover absences beyond their FMLA entitlement. Sick leave balane2 may be applied to applicable PERS service credit. An application for industrial disabifity retirement, either employee or employer initiated; shall not affect the employee's rights under Workers Compensation laws, such as any otherwise existing right to Temporary Disability benefits for safety officers. 8. Sick Leave Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules 9. Annual Leave a. Senior Managers shall earn a minimum of three weeks (15 days) annual leave per year during the first through ninth year of continuous service, four weeks (20 days) annual leave after compietion of tenth through fourteenth year of continuous service, and five weeks (25 days) annual leave for fifteen or more years of continuous service. An employee may not accumulate more than three times the number of annual leave days accrued annually. b. Senior Managers have the option of selling back three (3) weeks of accrued annual leave each fiscal year. 10.Holidays a. Senior Managers will be credited 24 hours each fiscal year for floating holidays (Lincoln's and Washington's Birthdays, and Admission Day). b. The City will be closed on the following hard holidays: Independence Day, Labor Day, Veterans Day, Thanksgiving, day after Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day. 11.Mileage Reimbursement Employees in this unit shall be subject to a mileage reimbursement program when required to use their private automobile for authorized City business. Reimbursement rate will be tied to the IRS rate, in effect at the time reimbursement is requested, as permitted by law. Paae 9 of 30 Resolution No. 201�-230 Page No. 12 12.Administrative Leave Senior Managers will receive (ninety-six) (96) hours of Administrative Leave each fiscal year. 13.Special Assignment Pay Senior Managers may receive up to 10% additional compensation when assigned by the City Manager to a special project. 14.Uniform Allowances and Educational Differentials Sworn public safety Ser.ior nnanagers will be provided with the uniform allowance ' and educational differentials as specified in the applicable public safety MOU. 15.Professional Enrichment Senior Managers are eligible to participate in the City's Professional Enrichment Program. The annual Professional Enrichment allocation for Senior Managers of �25,000 is for exclusive use by members of the Senior Management group for conferences and training. An employee is eligible to receive up to �2,000 per fiscal year for professional enrichment. Funds may be used at any time during the fiscal year. Fiscal year reimbursements under the City's "Professional EnrichmenY' will be closed the second Thursday in June. Employees may request reimbursement for professional enrichment expenses in accordance with Internal Revenue Code Section 132, or any other applicable state and federal law. Employees must receive approval from their Appointing Authority and the City Manager's designee before funds may be claimed for reimbursement. Reimbursements are on a first come, first serve basis until the funds have been exhausted. Page 10 of 30 Resolution ivo. 201�-230 Pa�e ��o. li III. UNCLASSIFIED AND CONFIDENTIAL MIDDLE MANAGEMENT/ PROFESSIONAL GROUP — ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA-EXEMPT; CONFIDENTIAL MIDDLE MANAGERS/PROFESSIONALS ARE CLASSIFIED UNREPRESENTED EMPLOYEES UNLESS OTHERWISE NOTED IN ATTACHMENT 1 — GROUP MEMBERSHIP LISTING. A. SALARY 8 WAGES 1. For Fiscal Year 2015-2016 - effective October 2, 2015: 2% or salary adjustment to the Second Quartile (50%) based on th= 2015 salary survey. 2. For Fiscal Year 2016-2017 - effectivz July 8, 2016, 2%. 3. Elimination of Emptoyer Paid Member Contributions (EPMC) effective October 2, 2015, for those classifications listed in Attachment 2. B. BENEFITS 1. Acting Pay Unclassified and Confidential Middle Managers/Professionals shall receive Acting Pay when: a. They are temporarily assigned to a vacant position for a period of ten (10) or more consecutive work days; b. Perform the duties of a higher paid classification; and c. Receive prior approval by the City Manager or his or her designee prior to the assignment. Acting pay shall be: a. Compensated with a minimum of five percent (5%) above current salary rate, up to a maximum of 20%. b. Effective the first day of the assignment. 2. Out of Class Assignment a. Unclassified and Confidential Middle Managers/Professionals shafl receive Out of Class Assignment (OCA) pay when: They are assigned to perform the duties of a higher paid classification for a period of ten (10) or more consecutive workdays; and b. Receive prior approval by the City Manager or his or her designee prior to the assignment. Out-of-Class Assignment pay shall: a. Be compensated with a minimum of five percent (5%) above current salary rate, up to a maximum of 20%. b. Be effective the first day of the assignment. c. Not exceed tweive months. Nofe: For clarification, OCA is dif�erentiated from Acting Pay in that OCA is granted to an employee remaining in fheir current classification, but Page i 1 of 30 Resolution No. 201�-230 Page No. 14 performing higher level duties even though no vacancy may exist at the higher level. Acting Pay is granted to employees assuming the duties of a vacant, higher level posrtion for a period of time. 3. Retirement The City will provide to unrepresented members retirement benefits via contract with the California Pubiic Employees Retirement System (CaIPERS) as set forth in the California Government Code. The City will provide the following defined benefit formulas: ' Tier 1 Local Miscellaneous 3% @ 60 Local Safety 3% @ 50 Tier 2' Local Miscellaneous 2% @ 60 Local Safety 3% @ 55 Tier 3" Local Miscellaneous 2% @ 62 Local Safety 2.7% @ 57 " Effective 04/22/2011 *'Effective 01/01/2013 Tier 1: Local Miscellaneous 3% C� 60 and Local Safety 3% Ca� 50 Local Miscellaneous unrepresented employees in Tier 1 shall contribute 8%, which will be applied to the employee contribution to CaIPERS. Local Safety unrepresented employees in Tier 1 shall contribute 9%, which will be applied to the employee contribution to CaIPERS. There shall be no EPMC (effective October 2, 2015) for classifications without a represented counterpart. The following is a summary of Tier 1 CaIPERS contract provisions: A. One-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 . J. Prior Service Credit Page 12 of 30 Resolution No. 201�-230 Paae No. 1> Tier 2: Local Miscellaneous 2% lo� 60 and Local Safetv 3% (a? 55 Local Misceilaneous unrepresented employees in Tier 2 shall contribute 7%, which will be applied to the employee contribution to CaIPERS. Local Safety unrepresented employees in Tier 2 shail contribute 9%, which will be applied to the employee contribution to CaIPERS. There shall be no EPMC. The following is a su„�„�ary o` Tier 2 CaiPERS contract provisions: A. Three-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit 55,000 J. Prior Service Credit Tier 3: Local Miscellaneous 2% (a? 62 and Local Safetv 2.7% Ca� 57 Local Miscellaneous and Local Safety unrepresented employees in Tier 3 shall be responsible for the full employee contribution, which will be applied to the CaIPERS employee contribution. There shall be no EPMC. To the extent permitted by Assembly Bill 340, known as the California Public Employees' Pension Reform Act of 2013, the foliowing is a summary of Tier 3 benefits: A. Three-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. The monthiy member cost for this benefit will be paid by the City. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit S5,000 J. Prior Service Credit 4. Termination of Sick Leave Balances Upon either acceptance of an application by a Safety employee for disability retirement, or upon the independent determination of PERS that a non-safety Page 1; or 30 Resolution No. 201�-230 Paee No. 16 employee is disabled, the employee shall not be entitled to use any remaining sick leave to cover absences beyond their FMLA entitlement. Sick leave balance may be applied to applicable PERS service credit. An application for industrial disability retirement, either employee or employer initiated, shall not affect the employee's rights under Workers Compensation laws, such as any othenvise existing right to Temporary Disability benefits for safety officers. 5. 457 Plan — Deferred Compensation Plans Employees in the Unciassified and Confidential Middle ManagemenUProfessional Group may participate in the City's approved deferred compensation plans. " 6. Cafeteria Plan a. In calendar year 2015, each Unclassified and Confidential Middle Manager/Professional will receive 513,900 to be used solely for approved employee benefits or to be placed in a taxable cash option. b. In the event of increases in health care plan premiums, the City will split the cost of the increase 50/50 with the employees. The annual cafeteria plan allotment will be increased by one-half of the average cost increase for full family non- non-indemnity health plan premiums. The City's share of the increased cost will be added to the beginning cafeteria plan balance of the next available cafeteria plan year. c. From the Cafeteria Plan allotment, each represented employee must select coverage for him or herself under one of the City sponsored medical plans. However, if the employee has group medical insurance from another reliable source that is acceptable to the City of Chula Vista Department of Human Resources, the employee may elect to decline medical insurance from a City provider and apply the value, of the City's "Flexible Benefit Plan" contribution to other available City Flex options. Any employee married to another benefited City employee who is covered under his or her spouse's plan may waive coverage under the Cafeteria Plan and will receive full credit. Any employee who declines medical insurance coverage may enroll in the City medical plan prior to the next open enrollment only if the employee involuntarily loses the coverage. Enrollment application must be received in Human Resources within 30 days from loss of coverage. The employee, through payroll deductions, will pay any premium cost in excess of the Cafeteria Plan Allotment. d. The Flex Benefit Amount for Employee Only, those with coverage outside of the City, and those employees covered by another City Employee is fixed at the amount provided in the calendar year 2013 (512,762). The flex amount for Employee+1 and Employee+Family will be adjusted under the current 50/50 cost sharing formula. 7. Life Insurance City pays for a group term life insurance policy with coverage in the amount of 550,000 per employee. Page 14 of 30 Resolution No. 2015-230 Pa�e ?�'o. 17 8. Retiree Healthcare The City will no longer provide for subsidized retiree healtn care rates by offering a blended 'nealthcare rate for employees hired after January 1, 2011. 9. Short/Long Term Disability Insuranc= The City will pay the full cost of the short/Iong-t2rm disability insurance premium for middle management positions. 10.Professional Enrichment The Unclassified and Confidential Middle Manag=rs/Professionals are eligibia io pa�icipate in the C Y's °rofessional Enrichment Program. The annual Professional Enrichment Fund allocation for Unclassified and Confidential Professional Enrichment Fund of 515,600 is for exclusive use by members of the Unclassified and Confidential Middle ManagemenVProfessional group for conferences and training. An employee is eligible to receive up to 51,500 per fiscal year for professional enrichment. Funds may be used at any time during the fiscal year. Fiscal year reimbursements under the City's "Professional Enrichment" will be ciosed the second Thursday in June. Employees may request reimbursement for professional enrichment expenses in accordance with Internai Revenue Code Section 132, or any other applicable state and federal law. Employees must receive approval from their Appointing Authority and the City Manager's designee before funds may be claimed for reimbursement. Reimbursements are on a first come, first serve basis until the funds have been exhausted. 11.Sick Leave Reimbursement Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules. 12.Annual Leave a. Unclassified and Confidential Middle Managers/Professionals will earn two weeks (10 days) annual leave per year in the first through fourth year of continuous employment, three weeks (15 days) annual leave per year in the fifth through ninth year of continuous service, four weeks annual leave (20 days) per year in the tenth through fourteenth year of continuous service, and five weeks annual leave (25 days) for fifteen or more years of continuous service. An employee may not accumulate more than three times the number of annual leave days accrued annually. b. Unclassified and Confidential Middie Managers/Professionals who have completed at least five (5) years of service shall have the option of selling back a total of 80 hours of accrued annual Ieave two times per fiscal year in 40 hour increments. 13.Administrative Leave Unclassified and Confidential Middle Managers/Professionals, will receive eighty- eighty (88) hours of Administrative Leave each fiscal year. Pag=_ 15 of 30 Resolution No. 201�-230 Page No. 18 14.Holidays a. Unclassified and Confidential Middle Managers/Professionals will receive 24 hours each fiscal year for floating holidays (Lincoln's and Washington's Birthdays, and Admission Day). b. The City will be closed on the following hard holidays: Independence Day; Labor Day, Veterans Day, Thanksgiving, Day After Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, h^emorial Day. 15.Mileage Reimbursement Unclassified and Confidential Middle Managers/Professionals shall be subject to a mileage reimbursement program when required to use their private automobile for authorized City business. Reimbursement rate will be tied to the IRS rate, in . effect at the time reimbursement is requested, as permitted by law. 16.Uniform Allowances & Educational Differentials Sworn . public safety Unclassified and Confidential Middle Managers/Professionals will be provided with the uniform allowances and educational differentials as specified in the applicable public safety MOU. 17.Bilingual Pay Those Unclassified and Confidential Middle Managers/Professionals who, upon recommendation of their DepaRment Head, approval of the Director of Human Resources, and successful completion of a bilingual performance evaluation will receive S100 per month in addition to their regular pay on the condition that they continuously utilize their bilingual skills in the performance of their duties effective the first full pay period after adoption. 18.Special Assignment Pay Unclassified and Confidential Middle Managers/Professionals may receive up to 10% additional compensation when assigned by the City Manager to a special project. Page 16 of 30 Resolution No. 201�-2�0 Pase ?�o. 19 IV. CONFIDENTIAL GROUP — ARE CLASSIFIED UNREPRESENTED EMPLOYEES UNLESS OTHERWISE NOTED IN ATTACHMENT 1 — GROUP MEMBERSHIP LISTING. A. SALARY 8 VJAGES 1. For those classifications without a represented counterpart: a. For Fiscal Year 2015-2016 - effective October 2: 2015, 2% or salary adjustment to the Second QuaRile (50%) based on the 2015 salary survey. b. For Fiscal Year 2016-2017 - effective July 8, 2016, 2%. c. Elimination of Employer Paid Member Contributions (EPMC) effective October 2, 20i 5, for those classifications listed in Attachment 2. B. BENEFITS 1. Retirement The City will provide to unrepresented members retirement benefits via contract with the California Public Employees Retirement System (CaiPERS) as set forth in the California Government Code. The City will provide the following defined benefit formulas: Tier 1 Local Miscellaneous 3% @ 60 Local Safety 3% @ 50 Tier 2' Local Miscellaneous 2% @ 60 Local Safety 3% @ 55 Tier 3'= Local Miscellaneous 2% @ 62 Local Safety 2.7% @ 57 ` Effective 04/22/2011 "Effective 01J01/2013 Tier 1: Local Miscellaneous 3% (a) 60 and Local Safetv 3% (a? 50 Local Miscellaneous unrepresented employees in Tier 1 shall contribute 8%, which will be applied to the City's contribution (employer's side) to CaIPERS for optional benefits. The City will contribute 8% to be applied to the employee's contribution for CaIPERS retirement benefits. Local Safety unrepresented employees in Tier 1 shall contribute 9%, which will be appiied to the City's contribution (employer's side) to CaIPERS for optional Paae i 7 oi 30 Resolution No. 2015-230 Paae No. 20 benefits. The City will contribute 8%, to be applied to the employee's contribution, for CaIPERS retirement benefits. Effective October 2, 2015, for those unrepresented confidential employees listed in Attachment 2, they shall contribute 8% (or 9% if in local safety) for the employees contribution for CaIPERS retirement benefits, resulting in the elimination of EPMC. Said employees shall simultaneously cease to pay 8°/o, on employer side, for optional benefits. The following is a summary of Tier 1 CaIPERS contract provisions: ' A. One-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959.Survivor Benefit. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit �5,000 J. Prior Service Credit K. For classifications with a represented counterpart, Employer Paid Member Contributions reported as earnings (but not for employees in Attachment 2). Tier 2: Local Miscellaneous 2% Co? 60 and Local Safetv 3% �o? 55 Local Miscellaneous unrepresented employees in Tier 2 shall contribute 7%, which will be applied to the employee contribution to CaIPERS. Local Safety unrepresented employees in Tier 2 shall contribute 9%, which will be applied to the employee contribution to CaIPERS. There shall be no EPMC. The following is a summary of Tier 2 CaIPERS contract provisions: A. Three-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. E. Military Service Credit as Prior Seniice F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse Page 18 of 30 Resolution No. ?O1�-230 Paee 1_�'0. 21 I. Retired Death Bene i� 5�.000 J. Prior Service Credit Tier 3: Local Miscellaneous 2% Ca� 62 and Local Safetv 2.7% (a� 57 Local Miscellaneous and Local Safety unrepresented employees in Tier 3 shall be responsible for the full employee contribution, which will be applied to the CaIPERS employee contribution. There shall be no EPMC. To the extent permitted by Assembly Bill 340, known as the California Public ,_ Employees' Pension Reform Act of 2013, the following is a summary of Tier 3 benefits: A. Three-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave - D. 4th Level 1959 Survivor Benefit. The monthly member cost for this benefit will be paid by the City. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit 55,000 J. Prior Service Credlt 2. Termination of Sick Leave Balances Upon either acceptance of an application by a Safety employee for disability retirement, or upon the independent determination of CaIPERS that a non-safety employee is disabled, the employee shall not be entitled to use any remaining sick leave to cover absences beyond their FMLA entitlement. Sick leave balances may be applied to appiicable CaIPERS service credit. An application for industrial disability retirement, either employee or employer initiated, shall not affect the employee's rights under Workers' Compensation laws, such as any otherwise existing right to Temporary Disability benefits for safety officers. 3. Deferred Compensation Plans 457 Plan - Employees in the Confidential Group may participate in the City's approved deferred compensation plans. 4. Cafeteria Plan a. In calendar year 2015: each Confidential Employee will received 513,524 to be used solely for approved employee benefits or to be placed in a taxable cash option. b. In the event of increases in health care plan premiums, the City will split the cost of the increase 50/50 with the employees. The annual cafeteria plan allotment will be increased by one-half of the average cost increase for fuli Paoe 19 of 30 Resolucion No. 2015-230 Paee No. 22 iamily non-indemnity health pian premiums. The City's share of the increased cost will be added to the beginning cafeteria plan balance of the next available cafeteria plan year. c. From the annual Cafeteria Plan allotment, each employee must elect medical coverage under one of the City sponsored plans, unless the employee has group medical insurance from another source including coverage under their City employee spouse's plan in which case they may waive coverage so long as the alternative plan is deemed to be an acceptable plan by the City. When waiving coverage the full value of the Cafeteria Plan allotment will be available tc purchase ary of the other options available under the Cafeteria � Plan. Waiver of coverage is irrevocable during a plan year unless the City is notified within 30 days that the employee has involuntarily lost the alternative coverage. d. The Flex Benefit Amount for Employee Only, those with coverage outside of the City, and those employees covered by another City Employee is fixed at the amount provided in the calendar year 2013 (�12;386). The flex amount for Employee+1 and Employee+Family will be adjusted under the current 50/50 cost sharing formula. 5. ShoNLong Term Disability Insurance The City will pay the full cost of the short/long-term disability insurance premium for the Confidential employees. 6. Retiree Healthcare The City will no longer provide for subsidized retiree health care rates by offering a blended healthcare rate for employees hired after January 1, 2011. 7. Professional Enrichment The Confidential Employees Professional Enrichment Fund of �6,250 is for ezclusiv2 use by members of the Confidential Employees for conferences and , training. Employees may receive up to a maximum of �1,000 per fiscal year. Funds may be used at any time during the fscal year. Fiscal year reimbursements under the City's "Professional Enrichment" will be closed the second Thursday in June. Employees may request reimbursement for professional enrichment expenses in accordance with Internal Revenue Code Section 132, or any other applicable state and federal law. Employees must receive approval from their Appointing Authority and the City Manager's designee before funds may be claimed for reimbursement. Reimbursements are on a first come, first serve basis until the funds have been exhausted. 8. Life Insurance City pays for a Group Term Life and ADB�D insurance policy with coverage in the amount of �50,000 per employee. 9. Sick Leave Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules. Page 20 of 30 Resolution ?�o. 201�-230 Paee ?�o. 23 10.Annuai Leave a. Empioyees will accrue 80-hours during the first through fourth years oi service (cumulative to a total leave balance of 240-hours). This benefit will be accumulated at the rate of 3.07 working hours for each full biweekiy pay period of service performed. b. Employees wili accrue and be eligible to receive 120-hours (cumulative io a total leave balance of 360-hours) during the fifth through ninth year of service. The benefits will be accumulated at the rate of 4.60 working hours for each full biweekly pa•y pa;iod ;,f service periormed. c. Employees will accrue and be eligible to receive 160-hours (cumulative to a total leave balance of 480-hours) during the tenth through fourteenth years of service. This benefit will be accumuiated at the rate of 6.14 working hours for each full biweekly pay period of service perFormed. d. Employees will accrue and be eligible to receive 200-hours (cumulative to a total leave balance of 600-hours) during the fifteenth and succeeding years of service. This benefit will be accumulated at the rate of 7.70 working hours for each full biweekiy pay period of service performed. e. Vacation accrual rate changes will become effective at the beginning of the pay period closest to the actual date which includes the employ2e anniversary date of benefited status. f. Vacation sell back — All confidential unrepresented classifications who have completed at least five (5) years of service shall have the option of seliing up to 60-hours of said vacation back to the City one time per fiscal year. The accumulated vacation balance will be reduced accordingly. g. Each part time confidential unrepresented employee paid at a biweekly rate shall be entitled to vacation with pay. The number of working days of such vacation shall be computed on the basis set forth in subsection (a), (b), (c), or (d) and shall be in the proportion that such part time employment bears to full time employment. h. Employees separated from City service, whether voluntarily or involuntarily, shall be granted all of the unused vacation to which they are entitled based upon continuous service computed on the basis set forth in subsection (a), (b), (c), or (d). Payment shall be made hour-for-hour with any portion of an hour being considered a full hour. i. Vacation Use: Vacation leave balances shail be reduced for actual time not worked to the nearest quarter hour. Absences may not be charged to vacation not already accumulated. 11.Holidays Paoe 2 i of 30 Resolution No. 201>-230 Pase No. 24 a. Confidential employees will receive 24 hours each fiscal year for floating holidays (Lincoln's and Washington Birthday's, and Admissions Day). b. The City will be closed on the following paid hard holidays: Independence Day, Labor Day, Veterans Day, Thanksgiving, Day after Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day. 12.Administration Leave Confidential employees will receive forty (40) hours of Administrative Leave each fsca! year. 13.Mileage Reimbursement Employees in this unit shall be subject to a mileage reimbursement program when required to use their private automobile for authorized City business. Reimbursement rate will be tied to the IRS rate in effect at the time reimbursement is requested, as permitted by law. 14.Bilingual Pay Those employees who, upon recommendation of the Department Head, approval of the Director of Human Resources Department, and successful completion of a Bilingual Performance Evaluation, and who are required to continuously use their bilingual skills in the performance of their duties, will receive �100 per month in addition to their regular pay effective the first full pay period after adoption. 15.Special Assignment Pay Confidential employees may be eligible to receive a maximum of 15% above their base pay when assigned by the Appointing Authority or designee and approved by the City Manager and the Director of Human Resources to a 'Special Project." 16.Out-of-Class Assignment When an employee is assigned to perform duties of a higher paid classification, immediately upon assignment, the employee shall be compensated with a minimum of 7.5% above the employee's current salary rate up to a maximum of 15% effective the first day of the out-of-class assignment. If the out of class assignment lasts for duration of 6 months the employee will receive an additional 5% compensation. Increases greater than 5% must be approved by the Director of Human Resources. Requests for out-of-class compensation shall be submitted by the Appointing Authority on a "Payroll Change Notice" form as percentage amounts only. 17.Notice of Change in Work Schedule The City will strive to give at least fourteen calendar day (14 calendar days) notice to employees when management initiates a change in an employee's work schedule except in cases of emergencies. Page 22 of 30 Resolution ?�io. 201�-230 Pase No. 2> V. MAYOR, COUNCIL AND CITY ATTORNEY A. SALARY 8 WAGES 1. Salary Increases The Mayor shall rec2ive an annual salary equivalent to 66% of the salary of a Judge of the Superior Court of the State of California. The four Councii members shall receiv= 40% of the salary of the Mayor. Salary adjustments will occur at the same time and be effective on the same date as the Superior CouR Judges. � 2. The City Attorney shall receive an annual salary as set forth by resolution. B. BENEFITS 1. Cafeteria Plan Cafeteria plans will be set at the level specified for Executive Managers. The cafeteria pian is to be used solely for approved employee benefits or to be placed in a taxable cash option. From the annual Cafeteria Plan ailotment, each employee must elect medical coverage under one of the City sponsored plans, unless the employee has group medical insurance from another source including coverage under their City employee spouse's plan in which case they may waive coverage so long as the aiternative plan is deemed to be an acceptable plan by the City. When waiving coverage the full value of the Cafeteria Plan allotment will be availabie to purchase any of the other options available under the Cafeteria Plan. Waiver of coverage is irrevocable during a plan year unless the City is notified within 30 days that the employee has involuntarily lost the alternative coverage. The Flex Benefit Amount for Employee Only, those with coverage outside of the City, and those employees covered by another City Employee is fixed at the amount provided in the calendar year 2013 (S15,162). The flex amount for Employee+1 and Employee+Family will be adjusted under the current 50/50 cost sharing formula. 2. Retiree Healthcare The City will no longer provide for subsidized retiree health care rates by offering a blended healthcare rate for employees hired after January 1, 2011. 3. Auto Allowance The Mayor may elect to receive a monthly auto allowance up to S1,000. Council members may elect to receive a monthly auto allowance of up to 5550. The allowance is contingent upon evidence of adequate auto insurance. 4. Travel Reimbursements • The Mayor and Council members shall receive reimbursement on order of the City Council for Council-authorized travel and other expenses when on official duty outside of the City. Page 23 a 30 Resolution No. 2015-250 Paee No. 26 5. Stipends The Mayor and Council members will receive $50 stipend for attending Housing Authority meetings. No member shali receive compensation for attending more than four meetings of the Housing Authority during any calendar month. Page 24 of 30 Resolucion No. 2015-230 Pa�e?`o. 27 VI. UNCLASSIFIED HOURLY EMPLOYEES A. SALARY 8 WAGES 1. Salary Increase a. Starting July 12, 2013: those UCHR position titles that match a bargaining unit classification title shall receive a salary adjustment equivalent to the position it matches. � B. BENEFITS 1. Retirement a. UCHR employees are enrolled in the Public Agency Retirement System Aiternate Retirement Systems (PARS-ARS) b. The City pays 3.75% of the employee's salary into the employee's PARS- ARS account. c. Each pay periocl 3.75% will be deducted from the employee's salary and deposited to the employee's PARS-ARS account. 2. Sick Leave Sick Leave shall accrue pursuant to the Health Workplace, Health Family Act of 2014 (AB 1522). Paae 25 of 30 Resolution No. 2015-230 Pase No. 28 ATTACHMENT 1 — GROUP MEMBERSHIP LISTING The following shows the classifications assigned to each group as of October 2015. A. EXECUTNE MANAGEMENT GROUP' City Manager (Contract) City Clerk (Contract) Assistant City Manager Chief of Police CBAG Executive Directcr ' Deputy Ciry Manager Development Services Department Director Director of Economic Development Director of Finance Director of Human Resources Director of Information Technology Services Director of Library Director of Public Works Director of Recreation Fire Chief Senior Assistant City Attorney (Contract) B. SENIOR MANAGEMENT GROUP' Administrative Services Manager Animal Care Facility Administrator Assistant City Attorney Assistant City Clerk Assistant Director of Development Services Assistant Director of Engineering Assistant Director of Finance Assistant Director of Human Resources Assistant Director of Public Works Budget and Analysis Manager Building Official/Code Enforcement Manager CBAG Deputy Director-SD LECC CBAG Deputy Executive Director CBAG Director-SD LECC Deputy City Attorney III Deputy Fire Chief FA Director of SD LECC FA IVDC-LECC Executive Director FA Program Manager Finance and Purchasing Manager Housing Manager Human Resources Operations Manager Information Technology Manager Marketing and Communications Manager Page 26 of 30 Resolution No. 2015-230 Pase ?�o. 29 Performance and Organizaiional Development Manager Planning Manager Police Administrative Services Administrator Police Captain Risk Manager Treasury and Business Manager C. UNCLASSIFIED AND CONFIDENTIAL MIDDLE MANAGEMENT/PROFESSIONAL GROUP' Benefits M�r�ager MM-Confidential Chief of Staff MM-Unclassified Constituent Services Manager Professional-Unclassified Deputy City Attorney I Professional-Unctassified Deputy City Attorney II Professional-Unctassified Deputy City Clerk I Professional-Unciassified Deputy City Clerk II Professional-Unclassified FA Geospatial Intel Analyst Professional-Unclassified FA Financial Manager MM-Unclassified FA Microcomputer Specialist Professional-Unciassified FA Network Administrator I Professional-Unclassified FA Network Administrator II Professional-Unclassified FA Program Analyst Professional-Unclassified FA Public Private Partnership and Exercise Program MM-Unclassified Manager FA Information Security Program Manager MM-Unclassified FA LECC IT Manager MM-Unclassified FA Senior Financial Analyst Professional-Unclassified FA Senior Intelligence Analyst Professional-Unciassified FA Supervisory Intelligence Analyst Professional-Unclassified Fire Division Chief MM-Unclassified Fiscal and Management Analyst Professional-Confidential Human Resources Analyst Professional-Confidential Law Offce Manager MM-Unciassified Policy Aide Professional-Unclassified Principal Human Resources Analyst Professional-Confidential Principal Management Analyst (Budget) Professional-Confidential Real Property Manager MM-Unclassified Risk Management Specialist Professional-Confidential Senior Accountant MM-Confidential Senior Deputy City Clerk Professional-Unclassified Senior Human Resources Analyst Professional-Confidential Senior Risk Management Specialist Professional-Confidential Special Events Coordinator Professional-Unclassified Paae 27 of 30 Resolution No. ZO1�-230 Paee No. 30 D. CONFIDENTIAL GROUP' Accountant Accounting Technician (Finance/Payroll) Administrative Secretary Administrative Secretary (Mayor's Office/At-Will) Confidential-Unclassified Associate Accountant Executive Secretary Confidential-Unclassified FA Accounting Technician Confidential-Unclassified FA Administrative Analyst I Confidential-Unclassified FA Admiristrative P.nalys: !! Confidential-Unclassified � FA Analyst Confidential-Unclassified FA Executive Assistant Confidential-Unclassified FA Graphic DesignerNVebmaster Confidential-Unclassified FA Intelligence Analyst Confidential-Unclassified FA Management Assistant Confidential-Unclassified FA Program Assistant Confidential-Unclassified FA RCFL Network Engineer Confidential-Unclassified FA Senior Secretary Confidential-Unclassified Human Resources Technician Legal Assistant Public Information Specialist Senior Council Assistant Confidential-Unclassified Senior Legal Assistant Senior Human Resources Technician Senior Legal Assistant ' The City of Chula Vista serves as a pass through agency for ihe San Diego and Imperial Counties High Intensity Drug Trafficking Area (HIDTA); HIDTA positions(with the"CBAG"or"FA"designation) shall receive the benefit package detailed for the Executive, Senior, Middle ManagemenVProfessional Unclassifed, and Confidential group in which the CBAG or FA dassifcation is designated. All HIDTA positions are unclassified. Page 28 of 30 Resolution No. 201�-230 Paee I�o. 31 ATTACHMENT2 The �ollowing classificafions will have Employer Paid Member Contributions (EPMC) removed effective the pay period beginning October 2, 2015: I POSITION TITLE I GROUP ( � Accountant � Confidential � � Associate Accountant � Confidential � � Benefiis Manager � MM-Confidential � � Chief of Staff � MM-Unclassified � ' � Constituent Services Manager � Professional-Unclassified � � Deputy City Attorney I � Professional-Unclassified � � Deputy City Attorney li � Professional-Unclassified � � De u Ci Clerk i � Proiessional-Unclassified � � Deputy City Clerk II � Professional-Unciassified � Executive Secretary � Confidential-Unciassified � � FA Accounting Technician � Confidential-Unciassified � � FA Administrative Analyst I � Confidential-Unclassified � � FA Administrative Analyst II � Confidential-Unclassified � � FA Anal st � Confidential-Unclassified � FA Executive Assistant � Confidential-Unclassified � � FA Financial Manager � MM-Unclassified � � FA Geospatiai Intel Analyst � Professional-Unclassified � � FA Graphic DesignerNVebmaster � Confidential-Unclassified � FA Information Security Program Manager � MM-Unclassified � � FA Intelligence Analyst � Confidentiai-Unclassified � � FA LECC IT Manager � MM-Unclassified � � FA Management Assistant � Confidential-Unclassified � � FA Microcomputer Specialist � Professional-Unclassified � FA Network Administrator I � Professional-Unclassified � � FA Network Administrator li � Professional-Unclassified FA Program Analyst � Professional-Unclassified � FA Program Assistant � Confidential-Unclassified � � FA RCFL Network Engineer � Confidential-Undassified � � FA Senior Financial Analyst � Professional-Unclassified � � FA Senior Intelligence Analyst � Professional-Unclassified � � FA Senior Secretary � Confidential-Unciassified � � FA Supervisory Intelligence Analyst � Professional-Unclassified � � Fire Division Chief � MM-Unclassified � � Fiscal & Mana ement Anal st � Professional-Confidential � Human Resources Anal st � Professional-Confidential � • Human Resources Technician � Confidential � � Law Offce Manager � MM-Unclassified � � Legal Assistant � Confidential � Paoe 29 oi 30 Resolucion No. 2015-230 Page No. 32 I POSITION TITLE I GROUP Polic Aide � Professional-Unclassified Princi al Human Resources Anal st � Professional-Confidential Public Information Specialist � Confidential � � Real Pro e Mana er � MM-Unclassified Risk Mana ement S ecialist Professional-Confidential S ecial Events Coordinator Professional-Unclassified Senior Accountar�t MM-Confidential � � Senior Council Assistant � Confidential � Senior De ut Ci Clerk Professional-Unclassified Senior Human Resources Anal st Professional-Confidential Senior Human Resources Technician. � Confidential � � Senior Le al Assistant � Confidential � Senior Risk Manaqement Specialist � Professional-Confidential Page 30 of 30