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HomeMy WebLinkAboutReso 2015-232 RESOLUTION TO. 201�-232 RESOLUTIOI�' OF THE CITl' COUI�'CIL OF THE CITI' OF CHULA VISTA APPROVING CESSATION OF PAl'MENT. ON EMPLOI'ER SIDE. FOR OPTIONAL BENEFITS BY UTiREPRESENTED MID-n4ANAGERS. PROFESSIONALS AND COI�'FIDENTIAL EMPLOl'EES WITHOUT A REPRESENTED COUT'TERPART AS A RESULT OF TERA4INATION OF EMPLOYER-PA[D MEr4BER CONTRIBUTIONS FOR SATD E?�4PLOYEES �'HEREAS, the Cit�� currentiv pa}�s 8% (and 9% for public safet��) for unrepresented n4id-A4anagers, Professionals and Confidentia] emplo��ees. on the emplo��ee side. for retirement benefits, resultine in Employer Paid Member Contributions (`EPA4C"); and WHEREAS, unrepresented h4id-Manaeers, Professionals and Confidential employees presentl�� pay, on the emplo}�er side, 8% (and 9% for public safety), for Ca1PERS optional benefits: and WHEREAS, the Cirv, pursuar�t to Go��emment Code section 20691, ���ill cease to pa}� 8% (and 9% for public safet��), on the employee side: for retirement benefits for unrepresented Mid- Manaoers. Professionals and Confidential employees �;�ithout a represented counterpart (identified in Attachment 2 of the attendani Amended Compensation Summarv for Unrepresented Emplo}�ees (`Attachment 2)), effective October Z, 201�, resulting in 8% (and 9% for public safet��) pa��ment b�� the aforementioned unrepresented I�4id-A4anagers, Professionals and Confidential emplo��ees N�ithout a represented counterpart (identified in Attachment 2). on the emplo}�ee side for emplo}�ee contributions for retirement benefits (which thev had not been required to pay) and the cessation of EPI�4C (`Termination of EP�4C") effecti��e October 2, 201�: and �1'HEREAS, in light of the Ciri�`s "Termination of EPMC" for unrepresented Mid- Managers, Professionals and Confidential emplo��ees without a represented counterpart (identified in Attachment 2). said employees correspondingl�� shall not be required to pa�� 8% (and 9% for public safet�-), for optional benefits effective Ocrober 2. 2015. NOVd. THEREFORE. BE IT RESOLVED that the Cit�� Council of the Cin� of Chula Vista does herebv approve cessation of payment b}� unrepresented Mid-Managers, Professionals and Confidential emplo��ees without a represented counterpan (identified in Anachment 2) of 8% (and 9% for public safety), for optional benefits, in light of the "Termination of EPMC." effective October 2. 201�. Resolution No. 201�-232 Pace No. 2 Presented by Approved as to form by . Courtney a�-rett len R. Googins � Director o��uman Resources itv Atto ey PASSED, APPROVED, and ADOPTED by the City Council of the City of Chula Vista, California, this 6th day of October 2015 by the following vote: AYES: Councilmembers: Bensoussan, McCann, Miesen and Salas NAYS: Councilmembers: None ABSENT: Councilmembers: A¢uilar Mary S s, Mayor ATTEST: (, �— Donna R. Norris, CM , City Clerk STATE OF CALIFORNIA ) COUNTY OF SAN DIEGO ) CITY OF CHULA VISTA ) I; Donna R. Norris; City Clerk of Chula Vista; California; do hereby certify that the fore�oing Resolution No. 201�-232 was duly passed, approved, and adopted by the City Council at a regular meeting of the Chula V ista Cit}� Council held on the 6th day of October 2015. Executed this 6th day of October 2015. ` Donna R. Norris, CMC, City Clerk Resolution No. 201�-232 Pase ?��o. 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 pian - 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 heaith care plan premiums, the City will split the cost of the increase 50/50 with the employees. The annuai 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 pian balance of the ne� available cafeteria plan year. Page 1 of 30 Resolution No. 2015-232 Pa�e No. 4 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 availabie 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 Empioyee Only, those with coverage outside of the City, and those employees covered by another City Employee is fixed at the amount provided in the csiendar year 2013 ($15,162). The flex amount for Employee+1 and Employee+Family will be adjusted under the current 50/50 cost sharing formula. 3. ShoNLong 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 AD&D insurance policy with coverage in the amount of �50,000 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 i-232 Paee No. � Tier 1: Local Miscellaneous 3% Ca� 60 and Local Safetv 3% Co� 50 Locai Miscellaneous unrepresented employees in Tier 1 shall contribute 8%, which will be applied to the employee contribution to CaIPERS. Local Safety unrepresented employ2es in Tier 1 shall contribute 9%, which wili be applied to the employee contribution to CaIPERS. There shall be no EP"�"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 55,000 J. Prior Service Credit Tier 2: Local Miscellaneous 2% Ca? 60 and Local Safetv 3% C� 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 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 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 � Paoe 3 oi 30 Resolucion No. 2015-232 Paee No. 6 Tier 3: Local Miscellaneous 2% (a� 62 and Local SafetV 2.7% C�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 Pubiic 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 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. Executive Managers shall earn five weeks (25 days) annual leave per fscal 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 Resolution No. 201�-232 Pa�e No. 7 10.Holidays a. Executive Managers wiil 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, 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 fisral year. 12.Mileage Reimbursemenf 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. 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. Page 5 of 30 Resolution No. ZOl�-232 Page No. 8 II. SENIOR MANAGEMENT GROUP (ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA-EXEMPT) A. SALARY & WAGES 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% salzry ad;ustment. ` 2. Police Captain shall receive a 2°/o 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 paRicipate 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�-?32 Paee I�TO. 9 notified within 30 days that the employee has involuntarily lost the alternative coverage. d. The Flex Benefit Amount for Employee Onty, 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 (513,762). 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 Cit�� will pay tha ��II cost of 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 offering a blended healthcare rafe for employees hired after 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 formuias: Tier 1 Local Miscellaneous 3% @ 60 Local Safety 3% @ 50 Tier 2* Local Miscellaneous 2°/o @ 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% (a� 60 and Local Safetv 3% (a� 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. Page 7 of 30 Resolution No. 201�-23Z Page No. 10 The following is a summary of Tier � 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 A�lowance (2%) G. .Post-Retirement SurvivorAllowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired �ea±h Benefit $5,000 ' J. Prior Service Credit 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 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% Ca� 62 and Local Safetv 2.7% C�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 Page 8 of 30 Resolution �o. 201�-232 Pa�e No. 11 C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. Th= monthly m=mb�r cost for this benefit will be paid by the City. E. Miiitary 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 7. Terminz`.ion of Sick �aav2 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 employee is disabled, the employee shall not be entitled to use any remaining sick leave to cover absences beyond their FMLA entitlement. Sick leave balanc2 may be applied to applicable PERS service credit. An application for industrial disability retirement, either empioyee 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 completion of tenth through fouReenth 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. Page 9 of 30 Resolution No. 2015-232 Page No. 1 Z 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 safet�� co.,��� nn�nagers 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 No. 201�-232 Pase No. 13 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 the 2015 salary survey. 2. For Fiscal Year 2016-2017 - effective July 8, 2016, 2%. 3. Elimination of Employer Paid Member Contributions (EPMC) ef�ective 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 shall 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 assignmer+t. c. Not exceed twelve months. Note: For clarification; OCA is diyerenfrated from Acting Pay in that OCA is granfed to an employee �emaining in their current classification, but Paoe i 1 oi 30 Resolution No. ZO1�-232 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 position for a period of time. 3. 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 Tier 1: Local Miscellaneous 3% Co� 60 and Local Safetv 3% C�a 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�-232 PaQe No. 1� Tier 2: Local Miscellaneous 2% (o� 60 and Local Safetv 3% (a� 55 Locai Miscellaneous unrepresented employees in Tier 2 shall contribute 7°/o, which will b2 applied to the employee contribution to CaIPERS. Local Safety unrepres=nted 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 sur,��;,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. Retireii Death Benefit S5,000 J. Prior Service Credit Tier 3: Local Miscellaneous 2% (o� 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 wili 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 Finai 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 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 13 oi 30 Resolution No. 201�-232 Pa�e No. 16 employee is disabied, 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 Unclassified 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 $13,900 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 ne� 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 involuritarily 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 ($12,762). 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 �50,000 per employee. Page 14 of 30 Resolution ?vo. 201�-232 Pase No. 17 8. Retiree Heaithcare 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. 9. Shor`JLong Term Disability Insurance The City will pay the full cost of the short/long-term disability insurance premium for middle management positions. 10.Professional Enrichment The Unclass�ed and Confidential Middle ManagerslProfessionals are eligible to paRicipa±e in the C y's Professional Enrichment Program. The annual � Professional Enrichment Fund allocation for Unclassified and Confidential Professional Enrichment Fund of S15,600 is for exclusive use by members of the Unctassified and Confidential Middle ManagemenUProfessional group for conferences and training. An employee is eligible to receive up to S1,500 per fiscal year for professional enrichment. Funds may be used at any time during the fiscal year. Fiscal year reimbursements under the City's "Professionai Enrichment" will be closed 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 federai law. Employees must receive approvai 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 Ieave (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. Unciassified and Confidential Middle 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 leave 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. Pao> 15 oi 30 Resolution No. 2015-232 Pa�e 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 wiil 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. 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 Department Head, approval of the Director of Human Resources, and successful completion of a bilingual performance evaluation will receive �100 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>-232 Paee No. 19 IV. CONFIDENTIAL GROUP — ARE CLASSIFIED UNREPRESENTED EMPLOYEES UNLESS OTHERWISE NOTED IN ATTACHMENT 1 — GROUP MEMBERSHIP LISTING. A. SALARY & WAGES 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 Quartile (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, 2095, for those ciassifications listed in Attachment 2. B. BENEFITS 1. 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 fortnulas: 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% Ca� 60 and Local Safetv 3% Ca� 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°/o 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 applied to the City's contribution (employer's side) to CaIPERS for optional Paoe 1 i of 30 Resolution No. 201�-232 Page 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 simultaneousiy cease to pay 8%, 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 Aliowance 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% �a? 60 and Local Safetv 3% C�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 . Page 18 of 30 Resolution?�o. 201�-232 Pa�e?vo. 21 I. Retired Death Benefit �5.000 J. Prior Service Credit Tier 3: Local Miscellaneous 2% Ca? 62 and Local Safetv 2.7% (o� 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 Assembiy Bill 340, known as the California Public ,_ Employees' Pension Reform Act o� 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 Credit 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 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 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 S13,524 to be used solely for approved employee benefits or to be piaced 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 Paoz 19 of 30 Resolution No. 20l�-232 Page No. 22 iamily 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 aliotment will be available to purchase a^y of the other options available under the Cafeteria " Plan. Waiver of coverage is irrevocabie 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. Short/Long 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 ezclusive 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 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. 8. Life Insurance City pays for a Group Term Life and AD&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 No. ?015-232 Pase No. 23 10.Annual Leave a. Employees will accrue 80-hours during the first through fourth years o� 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 will accrue and be eligible to receive 120-hours (cumulative to a total leave balance of 360-hours) during the fifth through ninth year of service. The benefits wiil be accumulated at the rate of 4.60 working hours for each full b:weekly pay Neriod oi service performed. 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 accumulated 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 biweekfy pay period of service performed. e. Vacation accruai rate changes will become effective at the beginning of the pay period closest to the actual date which includes the employee 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 selling 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 biweekiy 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 shall be reduced for actual time not worked to the nearest quarter hour. -Absences may not be charged to vacation not aiready accumulated. 11.Holidays Paoe 21 of 30 Resolution No. 201�-232 Page No. 24 a. Confidential empioyees will receive 24 hours each fiscal year for fioating 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 fiscal year. 13.Mileage Reimbursement Employees in this unit shall be subject to a mileage reimbursement program when required to use fheir 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°/o 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 No. 201�-232 Pase No. 2� V. MAYOR, COUNCIL AND CITY ATTORNEY A. SALARY &WAGES 1. Salary Increases The Mayor shail receive an annual salary equivalent to 66% of the salary of a Judge of the Superior Court of the State of California. The four Council members shail receiv= 40% of the salary of the Mayor. Salary adjustments will occur at the same time and be effective ori the same date as the Superior Court Judges. �� 2. The City Attorney shall receive an annual salary as set foRh by resolution. B. BENEFITS 1. Cafeteria Plan Cafeteria plans will be set at the level specified for Executive Managers. The cafeteria plan is to be used solely for approved employee benefits or to be placed in a taxable cash option. 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 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+l 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 oHering 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 Councii for Council-authorized travel and other expenses when on official duty outside of the Ci'ry. Pao>23 oi 30 _ Resolucion No. 2015-232 Pave No. 26 5. Stipends The Mayor and Council members will receive �50 stipend for attending Housing Authority meetings. No member shall receive compensation for attending more than four meetings of the Housing Authority during any calendar month. Page 24 of 30 Resolution No. 201�-232 Pase No. 27 VI. UNCLASSIFIED HOURLY EMPLOYEES A. SALARY & 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 Alternate 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 period 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). Paoe 25 of 30 Resolution No. 201�-232 Page No. 28 ATTACHMENT 1 — GROUP MEMBERSHIP LlSTING The following shows the classifications assigned to each group as of October 2015. A. EXECUTIVE MANAGEMENT GROUP' City Manager (Contract) City Clerk (Contract) Assistant City Manager Chief of Police CBAG Executive Direc±or � Deputy City 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. 201�-232 Pa�e No. 29 Performance and Organizational Development Manaoer Pianning Manager Police Administrative Services Administrator Police Captain Risk Manager Treasury and Business Manager C. UNCLASSIFIED AND CONFIDENTIAL MIDDLE MANAGEMENT/PROFESSIONAL GROUP' Benefits Manager MM-Confidential Chief of Staff MM-Unclassified Constituent Services Manager Professional-Unclassified Deputy City Attorney I Professional-Unclassified Deputy City Attorney II Professional-Unclassified Deputy City Clerk I Professional-Unclassified Deputy City Clerk II Professional-Unclassified FA Geospatial Intel Analyst Professional-Unclassified FA Financial Manager MM-Unclassified FA Microcomputer Specialist Professional-Unclassified 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-Unclassified FA Supervisory Intelligence Analyst Professional-Unclassified Fire Division Chief MM-Unclassified Fiscal and Management Analyst Professional-Confidential Human Resources Analyst Professional-Confidential Law Office Manager MM-Unclassified 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-Confidentiai Senior Deputy City Clerk Professional-Unclassified Senior Human Resources Analyst Professional-Confidential Senior Risk Management Specialist Professional-Confidential Special Events Coordinator Professional-Unclassified Paaz 27 oi 30 Resolution No. 2015-232 Page 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 Adrr�inistrative Analyst !! Confidential-Unclassified � FA Analyst Confidential-Unciassified FA Executive Assistant Confidential-Unclassified FA Graphic DesignerNVebmaster Confidential-Unclassified FA Intelligence Analyst Confidential-Unclassified FA Management Assistan4 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 the San Diego and Imperial Counties High Intensity Drug Traffcking Area (HIDTA); HIDTA positions (with the"CBAG"or"FA"designation)shall receive the beneft package detailed for the Ezecutive, Senior, Middle ManagemenUProfessional Unclassified, and Confdential group in which the CBAG or FA dassification is designated. All HIDTA positions are unclassified. Page 28 of 30 Resolucion No. 201�-?�2 Paee No. 31 ATTACHMENT2 The following ciassifications will have Employer Paid Member Contributions (EPMC) removed effective the pay period beginning October 2, 2015: I POSITION TITLE I GROUP � � Accountant ( Confidential � � Associate Accouniant � Confidential � � Benefits Manager � MM-Confidential � � Chief of Staff � MM-Unclassified � ' � Constituent Services Manag=r � Professional-Unclassified � � Deputy City Attorney I � Professional-Unclassified � � Deputy City Attorney li � Professional-Unclassified � � Deputy City Clerk I � Professional-Unclassified � � Deputy City Clerk II � Professional-Unclassified ( � Executive Secretary � Confidential-Unclassified � � FA Accounting Technician � Confidential-Unclassified � � FA Administrative Analyst I � Confidential-Unclassified � � FA Administrative Analyst II � Confidential-Unclassified � � FA Analyst � Confidential-Unclassified � � FA Executive Assistant � Confidential-Unclassified � � FA Financial Manager � MM-Unclassified � � FA Geospatial Intel Analyst � Professional-Unclassified � � FA Graphic DesignerNVebmaster � Confidential-Unclassified � � FA Information Security Program Manager � MM-Unclassified � � FA Intelligence Analyst � Confidential-Undassified � � FA LECC IT Manager � MM-Unclassified � � FA Management Assistant � Confidential-Unclassified � � FA Microcomputer Specialist � Professional-Unciassified � � FA Network Administrator I � Professional-Unclassified � _ � FA Network Administrator li � Professional-Unciassified � � FA Program Analyst � Professional-Undassified � � FA Program Assistant � Confidential-Unciassified � � FA RCFL Network Engineer � Confidential-Unclassified � � FA Senior Financial Analyst � Professional-Unciassified � � FA Senior Intelligence Analyst � Professional-Unclassified � � FA Senior Secretary � Confidential-Unclassified ( � FA Supervisory Intelligence Analyst � Professional-Unclassified � � Fire Division Chief � MM-Unclassified � � Fiscal & Management Analyst � Professional-Confidential � � Human Resources Analyst � Professional-Confidential � � Human Resources Technician � Confidential ( � Law Office Manager � MM-Unclassified � � Legal Assistant � Confidential � Paoe 29 of 30 Resolution No. 2015-232 Pase No. 32 I POSITION TITLE I GROUP Policy Aide Professional-Unclassified Principal Human Resources Analyst � Professional-Confidential Public Information S ecialist � Confidential Real Pro ert Mana er MM-Unclassified Risk Mana ement S ecialist Professional-Confidential Special Events Coordinator Professional-Unclassified Senior Accountant MM-Confidential � Senior Council Assistant � Confidential Senior De ut Cit Clerk Professional-Unclassified Senior Human Resources Anal st Professional-Confidential Senior Human Resources Technician. Confidential Senior Le al Assistant � Confidential Senior Risk Mana ement S ecialist Professional-Confidential Page 30 of 30