HomeMy WebLinkAboutReso 1986-12710 RESOLUTION NO. 12710
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CHULA VISTA ESTABLISHING EXECUTIVE AND MIDDLE
MANAGEMENT FRINGE BENEFITS FOR FISCAL YEAR 1986-87
AND RESCINDING RESOLUTION NO. 8107
The City Council of the City of Chula Vista does
hereby resolve as follows:
WHEREAS, the City Manager has recommended that a
program of executive and middle management fringe benefits be
established for fiscal year 1986-87 in accordance with Exhibit
"A" attached hereto and incorporated herein by reference as if
set forth in full.
NOW, THEREFORE, BE IT RESOLVED that the City Council
of the City of Chula Vista does hereby approve and adopt the
Executive and Middle Management Fringe Benefit Compensation for
fiscal year 1986-87 as set forth in Exhibit "A" attached hereto.
BE IT FURTHER RESOLVED that Resolution No. 8107
designating middle management positions be, and the same is
hereby rescinded.
Presented by Approved as to form by
[~omas J. ~f~ron, City
j y Manager Attorney ~/
o 6a
ADOPTED AND APPROVED BY THE CITY COUNCIL OF THE CITY OF
CHULA VISTA, CALIFORNIA, this 16th day of September
19 86 , by the following vote, to-wit:
AYES: Councilmembers Malcolm, Moore, Campbell, McCandliss, Cox
NAYES: Counci 1 members None
ABSTAIN: Counci lmembers None
None
ABSENT: Counci 1 members
Mayor of y of Chula Vista
ATTEST /// City Clerk
STATE OF CALIFORNIA )
COUNTY OF SAN DIEGO ) ss.
CITY OF CHULA VISTA )
I, JENNIE M. FULASZ, CMC, CITY CLERK of the City of Chulo Vista, California,
DO HEREBY CERTIFY that the above and foregoing is o full, true and correct copy of
RESOLUTION NO. 12710 ,and that the same has not been amendedor repealed
DATED
City Clerk
CITY OF
CHULA VISI'A
CC-660
Resolution 12710
Revised 9/17/86
EXECUTIVE AND MIDDLE MANAGEMENT
Fringe Benefit Compensation
I. Executive Group
A. Membership
City Manager*
City Attorney*
City Clerk
Assistant City Manager
Assistant to the City Manager*
Peputy City Manager*
Pirector of Buil ding & Housing*
Director of Community Development*
Pi rector of Finance*
Director of Management Services*
Director of Parks & Recreation*
Director of Personnel*
Director of Planning*
Pirector of Public Safety
Director of Public Works/City E~gineer*
Library Director*
B. Fringe Benefits
l) Deferred Compensation Plans -
a. Employees in the Executive Group may participate in the Deferred
Compensation Plan with Great Western Savings and Loan Association
as designated in Resolution No. 7641.
b. In accordance with Resolutiop No. 1 2647 adopted on 8/5/86,
employees in the Executive Group may have the option of applying
their normal contribution to the Public Employees Retirement
System as "deferred compensation" which is not subject to tax
until withdrawal.
*City pays employee contribution to Public Employees Retirement System /7%).
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EXECUTIVE MANAGEME~!T
2) Cafeteria Style Benefit Plan
Effective 7/4/86, the Executive Group, with the exception of the
City ~lerk, City Attorney and the City Manager, will receive
$3,000 each annually to be used for the purchase of employee
benefits as specified in the CVEA Memorandum of Understanding for
FY 1986-87, and any additional uses approved by City Council. The
City Clerk shall receive $3,250. The City Attorney shall receive
$3,450. The City Manager shall receive $5,580.
3) Long Term Disability Insurance - The City assumes payment of the
full cost of tong-term disability insurance for executive
positions.
4) City pays for life insurance policy in the amount of $40,000 each.
The PERS 195g Survivors Benefit employee premium cost per month
will be paid by the City.
6) Sick Leave Reimbursement - Sick leave shall accrue and be
reimbursed as designated in the Civil Service Rules, Chapter 2.00,
Section 2.02.
7) Vacation - Executive positions shall earn a minimum of three weeks
(15 days) vacation per year during the first through fifteenth
year of continuous service. After sixteen years of continuous
service, 20 days per year. Vacation leave may be accumulated up
to a maximum of two years.
8) Holidays - The executive group will be credited 32 hours annually
for floating holidays (Lincoln's and Washington's Birthdays,
Admission Pay and Veterans Day), and the City will be closed on
the following holidays: Independence Day, Labor Day,
Thanksgiving, Day After Thanksgiving, Christmas, New Year's Day,
Memorial Pay.
9) Mileage Reimbursement - as specified in CVEA Memorandum of
Understanding.
10) Administrative Leave - The executive group, including the City
Manager, City Attorney and City Clerk will be included in an
administrative 1 eave program that has been approved in concept,
provided however, such program before implementation is subject to
final approval of the City Council.
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MIDDLE MANAGEMENT GROUP
A. Membership
Assistant City Attorney
Assistant Director of Community Development
Assistant Director of Finance
Battalion Chief
Chief Building & Housing Inspector
Deputy City Attorney
Deputy Di rector/Engi neeri rig*
Deputy Director/Publ ic Works Operations*
Equipment Maintenance Superintendent
Fire Marshal
Landscape Architect
Open Space Coordinator
Park Maintenance Supervisor II
Park Superintendent
Pol ice Captain
Principal Librarian
Principal Management Analyst
Principal Management Assistant
Principal Personnel Analyst
Principal Planner
Principal Community Development Special ist
Public Information Coordinator
Public Works Supervisor II
Pu rc ha si ng Age nt**
Recreation Superintendent
Redevelopment Coordi na to r
Risk Manager
Senior Administrative Analyst
Senior Civil Engineer
Senior Community Development Special i st
Senior Librarian
Senior Recreation Supervisor
Street Maintenance Superintendent
Traffic Engineer
Transit Coordinator
B. Fringe Benefits
l) Effective the first pay period in July 1986 (July ~, 1986), the
£ity will pay 3% of the employee's contribution to the Public
Employees Retirement System.
*Optional executive management benefits
**Incumbent receives executive management fringe benefits.
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2) Deferred Compensation Plans -
a. Employees in the Middle Management Group may participate in the
Deferred Compensation Plan with Great Western Savings and Loan
Association as designated in Resolution No. 7641.
b. In accordance with Resolution No. 1 2647 adopted on 8/5/86,
employees in the ~,iddle Management Group may have the option of
applying their normal contribution to the Public Employees
Retirement System as "deferred compensation" which is not subject
to tax until withdrawal.
3) Cafeteria Style Benefit Plan
Effective 7/4/86, the Middle Management Group will receive $2,800
each annually to be used for the purchase of employee benefits as
specified in the CVEA Memorandum of Understanding for FY 1986-87,
and any additional uses approved by City Council.
4) Long Term Disability Insurance or PORAC - The City assumes payment
of the full cost of long-term disability insurance for middle
management positions.
5) City pays for life insurance policy in the amount of $20,000 each.
6) The PERS 195.° Survivors Benefit employee premium cost per month
will be paid by the City.
7) Sick Leave Reimbursement - Sick leave shall accrue and be
reimbursed as designated in the Civil Service Rules, Chapter 2.00,
Section 2.02.
8) Vacation - Middle Management positions will earn ten days vacation
per year in the first through fourth year of continuous
employment, fifteen days vacation per year in the fifth through
fifteenth year of continuous service, and twenty days per year
after sixteen years of continuous service. Vacation leave may be
accumulated up to a maximum of two years.
9) Administrative Leave - The Middle Management group will be
included in an administrative leave program that has been approved
in concept, provided however such program before implementation is
subject to final approval of the City Council.
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10) Holidays - The Middle Management group will be credited 48 hours
annually for floating holidays. The City will be closed on the
following holidays: Independence Day, Labor Day, Thanksgiving,
Day After Thanksgiving, (ihristmas, New Year's Day, Memorial Day.
ll) Mileage Reimbursement - as specified in CVEA Memorandum of
Understanding.
12) Bilingual Pay - $25 per month if eligible.
Exceptions to the above apply to certain Middle Managers, as follows:
1. Suppression Battalion Chiefs will receive 88 hours holiday pay in lieu of
all holidays. Fire Marshal and Non-Suppression Battalion Chiefs will
receive the same floating and hard holidays benefits as other middle
ma na gers.
2. Overtime - Suppression Battalion Chiefs will earn time and one half for
actual overtime worked. The Non-Suppression Battalion Chiefs will earn
straight time for overtime worked when filling in for a Suppression
Battalion Chief on holidays or weekends. The Fire Marshal will earn
straight time for emergency call-outs during non-duty hours.
3. Sick Leave and Vacation Accruals for the Suppression Battalion Chiefs will
be i~ accordance with the 1 984-87 Memorandum of Understanding with the
International Association of Firefighters Local 2180.
4. Vacation Buy Back - Suppression Battalion Chiefs earning three {3) weeks
or more annual vacation 1 eave may buy back one I1 ) week per year of earned
vacation.
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