HomeMy WebLinkAbout2017/02/28 Item 3CIN OF
CHULAVISfA
File#: 17-0082, Item#: 3.
City of Chula Vista
Staff Report
A. RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA APPROVING AN
AMENDMENT (LETTER OF UNDERSTANDING) TO THE 2014-2017 MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF CHULA VISTA AND THE CHULA VISTA POLICE
OFFICER'S ASSOCIATION
B. RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA AMENDING
EMPLOYER PAID MEMBER CONTRIBUTIONS FOR TIER 1 EMPLOYEES IN CLASSIFICATIONS
REPRESENTED BY THE CHULA VISTA POLICE OFFICER'S ASSOCIATION EFFECTIVE JUNE 19,
2020
C. RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA APPROVING
CESSATION OF PAYMENT, ON EMPLOYER SIDE, FOR OPTIONAL BENEFITS BY TIER 1
EMPLOYEES IN CLASSIFICATIONS REPRESENTED BY THE CHULA VISTA POLICE OFFICER'S
ASSOCIATION AS A RESULT OF TERMINATION OF EMPLOYER PAID MEMBER
CONTRIBUTIONS FOR SAID EMPLOYEES EFFECTIVE JUNE 19, 2020
RECOMMENDED ACTION
Council adopt the resolutions.
SUMMARY
In Fall 2014, negotiating teams representing the City of Chula Vista and the Chula Vista Police
Officer's Association (CVPOA) worked collaboratively toward the development of a mutually
beneficial Memorandum of Understanding (MOU), which the parties entered into for the time period
of November 4, 2014 to June 30, 2017. The City and CVPOA recently engaged in informal
discussions to extend and amend the current MOU and an agreement was subsequently reached on
the term of the MOU, salary adjustments and benefits, the elimination of Employer Paid Member
Contributions (EPMC) for Tier 1 employees (unless otherwise elected by CVPOA to continue EPMC
for an additional specified period by paying the full cost for the benefit), and Affordable Care Act
(ACA) reopener language.
ENVIRONMENTAL REVIEW
The Development Services Director has reviewed the proposed activity for compliance with the
California Environmental Quality Act (CEQA) and has determined that the activity is not a "Project" as
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defined under Section 15378(b)(2) of the State CEQA Guidelines because it a personnel related
action; therefore, pursuant to Section 15060(c)(3) of the State CEQA Guidelines the activity is not
subject to CEQA. Thus, no environmental review is necessary.
Environmental Notice
The activity is not a "Project" as defined under Section 15378 of the California Environmental Quality
Act State Guidelines; therefore, pursuant to State Guidelines Section 15060(c)(3) no environmental
review is required.
BOARD/COMMISSION RECOMMENDATION
NA
DISCUSSION
In Fall 2014, negotiating teams representing the City of Chula Vista and the Chula Vista Police
Officer's Association (CVPOA) worked collaboratively toward the development of a mutually
beneficial Memorandum of Understanding (MOU), which the parties entered into for the time period
of November 4, 2014 to June 30, 2017. The City and CVPOA recently engaged in informal
discussions to extend and amend the current MOU and agreement was subsequently reached on the
term of the MOU, salary adjustments and benefits, the elimination of Employer Paid Member
Contributions (EPMC) for Tier 1 employees (unless otherwise elected by CVPOA to continue EPMC
for an additional specified period by paying the full cost for the benefit), and Affordable Care Act
(ACA) reopener language.
Below is a summary of the agreement reached:
Term and Effect: Extend the current expiration date of June 30, 2017 to June 30, 2020
2. Salary Adjustments:
• 2% in the first full pay period of July 2017
• 2% in the first full pay period of July 2018
• 2% in the first full pay period of July 2019
3. Longevity Pay: Creates a second category of Longevity Pay: After twenty (20) or more
complete years of service with the Chula Vista Police Department in a classification
represented by the CVPOA the longevity pay is increased to 5% (cannot be combined with
the existing 3% longevity pay received after fifteen (15) years of service)
4. Education/P.O.S.T Pay: Incentive pay for possession of an Associate's degree,
Bachelor's degree or Advanced/Supervisory P.O.S.T eliminated for represented employees
hired on or after July 1, 2017
5. Medical:
• Effective January 1, 2018, for employees enrolling in a non -Kaiser HMO, the City
will pay 2/3 of the premium difference, less $50 per month.
• Effective January 1, 2019, for employees enrolling in a non -Kaiser HMO, the City
will pay 1/3 of the premium difference, less $50 per month.
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Effective January 1, 2020, employees enrolled in a non -Kaiser plan are
responsible to pay any amount greater than the cost of the Kaiser Plan.
6. Retiree Medical Trust: Employees hired on or after July 1, 2017 shall contribute $100
per month.
7. Elimination of EPMC for Tier 1 employees at the end of last full pay period of June
2020. However, CVPOA may elect to continue EPMC for an additional specified period by
paying the full cost for the benefit. .
8. Incorporate reopener language regarding the Affordable Care Act (ACA)
The agreement was ratified by a majority of the CVPOA membership on February 23, 2017.
Termination of Employer Paid -Member Contributions for Tier 1 Employees
Additionally, the City presently pays 9%, on employee side, for retirement benefits for Tier 1 CVPOA
represented employees resulting in Employer Paid Member Contributions ("EPMC") and CVPOA
represented employees presently pay, on the employer side, 9% for CaIPERS optional benefits.
Pursuant to Government Code section 20691, effective June 19, 2020, the City will cease to pay 9%,
on the employee side, for retirement benefits for Tier 1 employees represented by CVPOA resulting
in 9% payment by Tier 1 employees represented by CVPOA, on the employee side, for employee
contributions for retirement benefits (which they had not been required to pay) and the cessation of
EPMC.
However, CVPOA may elect to continue EPMC for Tier 1 employees for an additional specified period
by paying the full cost for the benefit (in an amount determined by CalPERS). CVPOA must provide
the City notice of the aforementioned election to continue the EPMC by providing the City notice by
June 1, 2020 and thereafter agreement to a Letter of Agreement ("LOA"), setting the specifics of the
payment for the benefit and the term for the. benefit extension. After the expiration of the extended
term, EPMC may again be the subject of meet and confer for its removal.
DECISION -MAKER CONFLICT
Staff has reviewed the decision contemplated by this action and has determined that it is not site
specific and consequently, the 500 -foot rule found in California Code of Regulations section 18704.2
(a)(1), is not applicable to this decision. Staff is not independently aware, and has not been informed
by any Council member, of any other fact that may constitute a basis for a decision maker conflict of
interest in this matter.
LINK TO STRATEGIC GOALS
The City's Strategic Plan has five major goals: Operational Excellence, Economic Vitality, Healthy
Community, Strong and Secure Neighborhoods and a Connected Community. These changes
support City Initiative 1.2.3 Retain and attract quality employees under the Operational Excellence
goal. Employee compensation is instrumental to recruiting and retaining quality employees.
CURRENT YEAR FISCAL IMPACT
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M
The proposed salary adjustments do not have a net impact on the current fiscal year, as their
effective dates are in future fiscal years. The proposed increase in longevity pay is estimated at
$16,500 in the current fiscal year.
It is important to note, that in the Fiscal Year 2016-17 Second Quarter Financial Report disclosed that
the Police Department is anticipated to exceed their Personnel Services budget by approximately
$1.6 million and their total budget by $1.8 million. Due to savings anticipated in other department
budgets, the overall anticipated deficit is $1.03 million. Staff will continue to work with the various
departments in order to mitigate the overall General Fund projected deficit which includes the
anticipated impacts related to longevity pay. If savings or unanticipated revenues are not identified,
there will be a negative impact to the overall general fund reserves. '
ONGOING FISCAL IMPACT
Staff is currently working on the development of the fiscal year 2018 proposed budget. The estimated
baseline budget.for salary and benefits associated with CVPOA positions is anticipated to total $37.4
million in the General Fund and Police Grants Fund. The proposed salary and benefit changes for
CVPOA represented employees would increase the City's annual ongoing operating costs in fiscal
year 2018 by an estimated $0.66 million. Of this amount $0.64. million is anticipated to be a General
Fund impact and $0.02 million is impacts to the Police Grants Fund. The fiscal impacts related to
future salary increases scheduled for 2019 and 2020 will be incorporated in the budgets for those
fiscal years. The anticipated impacts are noted below.
fstima#ed Fiscal Year:Impact inxCornparisonVo,,E,Y.2018TBa"seliri'
Fund FY2018 FY2019 FY2020
General Fund $
638,254 $
1,464,867$
2,440,001
Police Grants Funds $
19,365 $
42,920 $
70,256
Total All Funds $
657,619 $
1,507,787$
2,510,256
The City may incur additional fiscal liability if the CVPOA elects to continue EPMC benefits at their
cost. The actual liability is unknown at this time and may depend on several factors ultimately
determined by CalPERS investment performance and Board decisions on future discount rates.
ATTACHMENT
(1) Amendment (Letter of Understanding) to the 2014-2017 MOU Between the City of Chula Vista
and the Chula Vista Police Officer's Association
Staff Contact: Courtney Chase
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AMENDMENT (LETTER OF UNDERSTANDING) TO THE 2014-2017 MOU
BETWEEN THE CITY OF CHULA VISTA AND CHULA VISTA POLICE
OFFICER'S ASSOCIATION
WHERERAS, the City of Chula Vista (City) and the Chula Vista Police Officer's
Association (CVPOA or POA) entered into a Memorandum of Understanding ("MOU") for the
time period of November 4, 2014 to June 30, 2017; and
WHEREAS, City and CVPOA engaged in informal discussions to extend and amend the
MOU: and
WHEREAS, City and CVPOA desire to amend under the terms stated herein subject to
ratification by CVPOA and City Council (in open session via resolution).
NOW THEREFORE; the City and CVPOA agree as follows:
1. [TERM] Article 1.07 [Term and Effect of Memorandum of Understanding] Paragraph I
is amended to add the following:
"The Memorandum sof Understandingg herebv extended from the current expiration date
of.lune 30. 2017 to June 30. 2020. at which time the MOU shall expire. The periods set
forth above to submit proposals and to endeavor to begin negotiations are reset as
follows: (1) the Parties will endeavor to submit written proposals to each other by March
1. 2020 and the Parties will endeavor to begin negotiations not later than April 14. 2020."
2. [WAGES] Article 2.01 [Wages] is amended to read as follows:
"ARTICLE 2.01 WAGES
I. A. [Salary Adjustments] Salary adjustments shall be made as follows:
4. 2% in the first full pay period of July 2017
5. 2% in the first full pay period of July 2018
6. 2% in the first full pay period of July 2019
V. Longevity Pay - Ceiiii: �eneiH 012, -Employees shall receive
longevity pay in the form of a 3% increase in their base pay when they have
served fifteen (15) or more complete years of full time service with the Chula
Vista Police Department in a classification represented by CVPOA. Employees
shall receive longevity pay in the form of a 5% increase in their base pay when
they have served twenty (20) or more complete years of full time service with the
Chula Vista Police Department in a classification represented by CVPOA. The
longevity pay shall increase base pay for eligible employees, calculated in
the same manner as a COLA. ''-hese shall net be e hi-•Pa.Only one of the
longevity pav amounts may be paid and they may not be combined with each
other. This will be effective the first full pay period after ratification by Council
in open session via resolution. e,�
3er�=iec asefiiily 1 2012, the base p ed to ..aletilate the 1en`e .ty pay shall
be `c a base paw—tl}e� that date, and fee Enipleyeo at eligible f
1 ,.,, .,eyitt, p .. 1,.1..1 "1 111 '1 ;t shall be the base p n the Plato they be.•..me
ARTICLE 2.06 [OUT -OF -CLASS ASSIGNMENT]
1. Sworn personnel who are assigned duty as an Acting Agent, Acting Sergeant, or
Acting Lieutenant in the Patrol Division for a period of at least more than one half of
theireflt4id4 regularly scheduled continuous work shift (excluding shift overlap(s)) shall
receive compensation at a rate of five percent (5%) above his or her base pay. Payment
will be retroactive to the time the out -of -classification assignment commenced and will
continue until the out-of-classif cation assignment ends, provided the above greater than
one half of one full -shift minimum is met. Personnel assigned duty as an Acting Agent,
Acting Sergeant or Acting Lieutenant in the Patrol Division during any shift overlap
period will receive out -of -classification compensation for that overlap period provided
the above greater than one half of one full -shift minimum is met.
4. [EDUCATION/POST PAY] Article 2.14 [Education/P.O.S.T Incentive Pay] is amended
to read as follows:
"ARTICLE 2.14 EDUCATION/P.O.S.T. INCENTIVE PAY
Employees represented by the Association shall be entitled to between $200
and $400 per month if they meet the educational/P.O.S.T. incentive pay
requirements detailed below. The amount of educational incentive pay will
not be cumulative.
❑ $200 for an Associates Degree
(only for employees hired prior to 7/1/17)
❑ $300 for a Bachelors Degree or an Advanced/Supervisory POST
(only for employees hired prior to 7/1/17)
❑ $350 for a Bachelors Degree and an Advanced/Supervisory POST
❑ $400 for a Masters Degree or higher_
5. [MEDICAL] Article 2.16 [Employee benefits] is amended to read as follows:
"I. Health and Dental Insurance
A. ENROLLMENT:
1. Health — Each eligible employee will be covered under the City offered health plan
of his or her choice effective from employee's date of hire in that eligible position.
For employees enrolling in Kaiser, the City will pay the full cost of the premium. For
employees enrolling in a non -Kaiser HMO, the City will pay the cost of the premium
less $50 per month. For employees enrolled in a non -Kaiser PPO, the City will pay an
amount equal to the City's share of the non -Kaiser HMO premium. Any difference
between the City's share of the health premium and the full premium cost will be paid
by the employee through payroll deductions. Employees who fail to submit required
benefit election forms within 30 days of the date of eligibility or -during open
enrollment will automatically be enrolled in the Kaiser -Employee Only plan.
Effective 1/1/2018 - For emplovees enrolling in a non -Kaiser HMO. the City will pav
2/3 of the premium difference less $50 per month. For employees enrolled in a non-
Kaiser PPO. the City will pay an amount equal to the City's share of the non -Kaiser
HMO premium.
Effective 1/1/2019 - For employees enrolling in a non -Kaiser HMO. the Cite will pay
1/3 of the premium difference less $50 per month. For employees enrolled in a non -
Kaiser PPO. the City will pay, an amount equal to the City's share of the non -Kaiser
HMO premium.
Effective 1/1/2020 - Employees enrolled in any non -Kaiser plan are responsible to
pav any amount greater than the cost of the Kaiser Plan— .
8. [Federal Healthcare Reopener] The City provides medical benefits to CVPOA
represented employees. These benefits are subject to the Federal Affordable Care Act
("ACA''). The City. upon notice to the bargaining unit. may reopen this MOU when
the Citv has been informed of or is aware of non-compliance with any ACA.
includin a "Cadillac" tax. or replacement l-lealthcare Legislation. The City shall
provide notice to CVPOA of the nature of the act or omission that fon-ns the basis of
non-compliance. The City and CVPOA shall thereafter promptly meet and confer to
the extent reauired by the MMBA."
[EPMC] Article 2.18 [Retirement] is amended as follows:
EPMC Nvill be removed effective at the end of the last full pav period of June. 2020 and
Article 2.16 shall read as stated below. However. should the POA wish for employees to
continue with this benefit all eligible Tier �I emplovees must pav the full cost of this benefit
as determined by CalPERS. This cost will be paid solely by employees. POA must notify
the Citv and enter into a Letter of Understanding no later than June 1. 2020 to maintain this
benefit. Theme EPMC shall thereafter continue for the mutually agreed on
term. Thereafter. its removal. shall be subject to the meet and confer requirements of the
MMBA. including impasse requirements. to the extent required by the MMBA.
Terms Regarding Tier ] to be effective the last full pay period of June, 2020:
" 1. TIER I. For employees hired on or before the effective date of the January 14. 2011
MOA. the City will provide the 3% at 50 Retirement Plan for Local Safety Members as
provided for under the California Public Employees' Retirement System (CalPERS).
CVPOA represented employees in Tier 4-1 shall make contributions. which shall be applied to
the Emplovee's (member's) contribution. in the total amount of 9%. Correspondingly. the
9% contributed by employees to the City's contributions to CalPERS for optional benefits
(under Government Code section 20516) shall cease. There shall be no EPMC. The
aforementioned contributions will be made on a pre-tax basis to the extent permitted by
Internal Revenue Code section 414(h)(2).
The City will provide the following CalPERS contract options:
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
1. Retired Death Benefit $5.000
J. Prior Service Credit"
7. Article 2.20 [Retiree Medical Trust] is amended to read as follows:
"ARTICLE 2.20 RETIREE MEDICAL TRUST
All employees covered by this Agreement shall participate in a retiree medical expense
reimbursement plan administered by the PORAC Retiree Medical Trust or such other entity
that later may be selected by the Association. This Plan is designed to permit organizations
representing employees to designate on a pre-tax basis salary and/or leave payouts which
occur upon termination of employment to be used to help pay for health insurance costs
when the employee is no longer working for the City. No City. contributions shall be made to
this Plan. The trust shall be and remain separate and apart from any Employer health
insurance funding program. Effective January 1, 2009, employees covered by this Agreement
shall contribute to the plan $150 per month, which the employer shall automatically deduct
from the salary of each employee and remit monthly [in one aggregate check], to the Plan's
administrator, accompanied by a list of contributing employees. The employer shall
contribute the monies on a pre-tax basis. These contributions shall be included as salary for
the purpose of calculating retirement benefits. There shall be no employee election to take
the amount in cash.
Upon retirement of an employee covered by this Agreement, the employer shall transfer into
the PORAC Retiree Medical Trust, an amount equal to 100% of the cash value of the
employee's vacation and floating holiday leave balance for which they would receive
payment. The employer shall contribute the monies on a pre-tax basis. There shall be no
employee election to take the amount in cash, The Association has the right to alter the
amount of salary deduction or the percentage of leave balance contribution at separation from
service during the course of this Agreement, on a uniform basis, for all employees covered
by the Agreement, subject to approval of its members according to the Association's internal
rules.
The City of Chula Vista hereby acknowledges receipt of the Trust Agreement governing the
Trust and will comply with rules set by the Trust Office in regard to reporting and depositing
the required contributions set forth above.
Exceptions: Employees entitled to full military medical benefits may make a one time
election not to participate in the plan. Employees entitled to this exemption must notify
human resources of their refusal to participate within 60 days of January 1, 2009, or within
60 days of joining the bargaining unit. The provisions of this agreement do not reply to
anyone hired on or before February 1 st 1982.
City Contribution: Commencing March 2009. the City will contribute $100 per member per
month into the Retiree Medical Trust ("RMT").
All City Contribution: Commencing March 2009. the City will contribute $100 per member
per month into the Retiree Medical Trust ("RMT") for employees hired prior to July 1. 2017.
As of February 9. 2017 anv employees hired on. or after. Jul\' 1. 2017 shall contribute to the
plan $100 per month. which the employer shall automatically deduct from the salary of each
employee and remit monthly [in one aggregate check]. to the Plan's administrator.
accompanied by a list of contributing employees. The employer shall contribute the monies
on a pre. -tax basis. These contributions shall be included as salary for the purpose of
calculating retirement benefits. There shall be no employee election to take the amount in
cash."
8. [OTHER MOU TERMS REMAIN THE SAME] Except as expressly provided herein,
all other terms and conditions of the 2014-2017 MOU shall remain in full force and
effect.
FOR THE CITY OF CHULA VISTA: FOR CVPOA:
Courtney Chase
Director of Human Resources
David Oyos
President, Police Officer's Association
RESOLUTION NO.
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CHULA VISTA APPROVING AN AMENDMENT (LETTER OF
UNDERSTANDING) TO THE 2014-2017 MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF CHULA VISTA
AND THE CHULA VISTA POLICE OFFICER'S
ASSOCIATION
WHEREAS, in 2014, negotiating teams representing the City of Chula Vista and the
Chula Vista Police Officer's Association (CVPOA) worked collaboratively toward the
development of a mutually beneficial Memorandum of Understanding (MOU), which the parties
entered into for the time period of November 4, 2014 to June 30, 2017; and
WHEREAS, the City and CVPOA recently engaged in informal discussions to extend
and amend the current MOU and tentative agreement ("MOU Amendment") was subsequently
reached on the term of the MOU, salary adjustments and benefits, the elimination of Employer
Paid Member Contributions (EPMC) and Affordable Care Act (ACA) reopener language, a copy
of said MOU amendment is on file in the City Clerk's Office; and
WHEREAS, the aforementioned MOU Amendment was ratified by a vote of the CVPOA
membership on February 23, 2017.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Chula
Vista, that it hereby does approve the amendment (Letter of Understanding) to the 2014-2017
Memorandum of Understanding (also referred to as MOU Amendment herein) between the City
of Chula Vista and the Chula Vista Police Officer's Association in the form substantially
presented and that the City Manager may make such minor modifications as maybe approved or
required by the City Attorney's Office.
Presented by Approved as to form by
Courtney Chase Glen R. Googins
Director of Human Resources City Attorney
RESOLUTION NO.
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CHULA VISTA AMENDING EMPLOYER PAID MEMBER
CONTRIBUTIONS FOR TIER 1 EMPLOYEES IN
CLASSIFICATIONS REPRESENTED BY THE CHULA VISTA
POLICE OFFICER'S ASSOCIATION EFFECTIVE JUNE 19,
2020
VdHEREAS, the governing body of the City of Chula Vista has the authority to
implement Government Code Section 20691;
WHEREAS; the governing body of the City of Chula Vista has a written labor policy or
agreement which specifically provides for the normal member contributions to be paid by the
employer.-
WHEREAS,
mployer;
WHEREAS; one of the steps in the procedures to implement Section 20691 is the
adoption by the governing body of the City of Chula Vista of a Resolution to commence said
Employer Paid Member Contributions (EPMC);
WHEREAS. the governing body of the City of Chula Vista has identified the following
conditions for the purpose of its election to pay EPMC:
• This benefit shall apply to all Tier 1 employees represented by Chula Vista Police
Officer's Association.
• This benefit shall consist of paying zero (0) percent of the normal member contributions
as EPMC.
• The effective date of this Resolution shall be effective June 19, 2020.
NOW; THEREFORE; BE IT RESOLVED that the governing body of the City of Chula
Vista elects to pay EPMC, as set forth above.
Presented by Approved as to form by
Gary Halbert
City Manager
Glen R. Googins
City Attorney
RESOLUTION NO.
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CHULA VISTA APPROVING CESSATION OF PAYMENT, ON
EMPLOYER SIDE, FOR OPTIONAL BENEFITS BY TIER 1
EMPLOYEES IN CLASSIFICATIONS REPRESENTED BY
CHULA VISTA POLICE OFFICER'S ASSOCIATION AS A
RESULT OF TERMINATION OF EMPLOYER PAID.MEMBER
CONTRIBUTIONS FOR SAID EMPLOYEES EFFECTIVE
JUNE 19, 2020
WHEREAS, the City currently pays 9% for Tier 1 employees in classifications
represented by Chula Vista Police Officer's Association (CVPOA), on the employee side, for
retirement benefits, resulting in Employer Paid Member Contributions ("EPMC"); and
WHEREAS, CVPOA represented Tier 1 employees presently pay, on the employer side,
9%, for Ca1PERS optional benefits; and
WHEREAS, the City, pursuant to Government Code section 20691, will cease to pay 9%,
on the employee side, for retirement benefits for CVPOA represented Tier 1 employees,
effective June 19, 2020, resulting in 9% payment by the aforementioned CVPOA represented
classifications, on the employee side for employee contributions for retirement benefits (which
they had not been required to pay) and the cessation of EPMC ("Termination of EPMC")
effective June 19, 2020; and
WHEREAS, in light of the City's "Termination of EPMC" CVPOA represented
classifications, said Tier 1 employees correspondingly shall not be required to pay 9%, for
optional benefits effective June 19, 2020.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Chula
Vista does hereby approve cessation of payment by Tier 1 employees in classifications
represented by CVPOA of 9%, for optional benefits, in light of the "Termination of EPMC,"
effective June 19, 2020.
Presented by Approved as to form by
Courtney Chase Glen R. Googins
Director of Human Resources City Attorney