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Home My WebLink About2020-05-12 Item 12 Revised Resolution F - Amend Compensation Schedule and Classification Plan v2Item 12 – F Revised 5/12/2020 RESOLUTION NO. __________ RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA AMENDING THE COMPENSATION SCHEDULE AND CLASSIFICATION PLAN TO REFLECT THE ADDITION AND DELETION OF VARIOUS POSITION TITLES; APPROVING EMPLOYMENT BENEFITS FOR NEWLY CREATED POSITIONS; AND AMENDING THE AUTHORIZED POSITION COUNT IN THE FIRE AND HUMAN RESOURCES DEPARTMENTS WITH AN INCREASE IN AUTHORIZED STAFFING WHEREAS, Civil Service Rule 1.02(A), which applies to the City’s classified positions, provides for necessary reviews and changes so that the City’s classification plan is kept current, and that changes in existing classes, the establishment of new classes or the abolition of classes are properly reflected in the classification plan; and WHEREAS, in an effort to address the needs of various departments and the City's workforce, the Human Resources Department, in conjunction with the Fire Department, is proposing the certain position changes; and WHEREAS, a summary of the new classifications and the E-Step salaries are as follows: Position Title Bargaining Group Bi-Weekly E Step EMS Educator PROF $4,068.43 EMS Inventory Specialist ACE $2,537.96 Paramedic (Non-Safety) IAFF $1,516.80 Emergency Medical Technician (Non-Safety) IAFF $1,264.00 WHEREAS, the Paramedic (Non-Safety) and Emergency Medical Technician (Non- Safety) are new classification to the City and also require approval of their attendant benefits, consisting of medical/dental/vision benefits, retirement benefits, and leave benefits, as set forth in their attendant “Benefits Summary” which is on file in the City Clerk’s Office and fully incorporated by reference into this Resolution. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Chula Vista, that it approves the amendments to the Compensation Schedule and Classification Plan to reflect the changes described above. BE IT FURTHER RESOLVED by the City Council of the City of Chula Vista, that it approves the attendant employment benefits for the Paramedic (Non-Safety) and Emergency Medical Technician (Non-Safety) classifications as set forth in the above referenced Benefits Summary. BE IT FURTHER RESOLVED by the City Council of the City of Chula Vista, that it approves the following changes to the Fiscal Year 2019-2020 authorized position counts with a net increase in authorized staffing: Department Position Title FTE Implementation Date Fire (ALS) Senior Management Analyst 1.00 7/3/20 Fire Captain* -1.00 12/3/2020 Fire Battalion Chief 3.00 12/4/2020 EMS Educator 1.00 2/26/2021 EMS Inventory Specialist 1.00 2/26/2021 Facility and Supply Specialist -1.00 2/26/2021 Delivery Driver 1.00 2/26/2021 Paramedic (Non-Safety) 24.00 3/12/2021 Emergency Medical Technician (Non- Safety) 24.00 3/26/2021 Deputy Fire Chief 1.00 4/9/2021 Fire (Measure A) Deputy Fire Chief* -1.00 4/8/2021 Human Resources Human Resources Analyst 1.00 7/3/2020 Total City-Wide Position Changes (Net Increase/Decrease) 54.00 * Position assigned to EMS Presented by Approved as to form by Courtney Chase Glen R. Googins Director of Human Resources /Risk Management City Attorney Page 1 of 2 2021 Health and Welfare The City provides an annual Flex Allotment of $14,114 ($588.08 twice monthly) for employees to use toward the purchase of benefits available under the City’s IRS Section 125 Cafeteria Benefits Plan (Flex Plan). From this allotment employees may choose coverage for themselves under one of the health plans offered by the City. With the remaining allotment amount, employees may elect: health coverage for their dependents; dental and/or vision coverage for themselves and their dependents; set aside funds in a flexible spending account (FSA) for reimbursement of eligible health or dependent c are expenses. Any unused funds shall not be cashed out. MED I C A L IN S U R A N C E The City currently offers the Kaiser, Aetna Sharp Accountable Care Organization (ACO), Aetna Full Network HMO, and Aetna PPO plans to its active employees and their dependents through its Flex Plan. Health coverage is effective on date of hire. Eligible employees may waive City-sponsored medical coverage. Flex Allotment of employees waiving coverage and those with Employee Only medical coverage is fixed at $13,024. D EN TA L IN S U R A NC E The City currently offers the Cigna DHMO and Cigna DPPO Plans. Coverage is effective the beginning of the month after the date of hire. VIS IO N IN S U RA N CE The City currently offers the MES Vision Plan. Coverage is effective the beginning of the month after the date of hire. F LEX IBLE S P EN D IN G A CC O U N TS (F SA s) The City offers both Health and Dependent/Child Care FSAs. FSAs may be funded by your Flex Plan allotment and/or payroll deductions. The maximum annual Health FSA allocation is $2,750 from all sources. Dependent/Child Care FSAs are limited to $5,000 from all sources. LIF E IN S U R A N C E The City provides employees with a $50,000 Group Term Life and Accidental Death and Dismemberment policy. In addition to the basic life insurance provided by the City, employees may purchase Optional coverage in multiples of $10,000, up to a maximum of $550,000 or four times their annual salary, whichever is less. Coverage is also available for dependents as long as employees purchase Optional coverage for themselves. An employee can elect coverage for their dependent spouse or domestic partner up to the lesser of $100,000 and 50% of the employee’s coverage, in $10,000 increments. Coverage of $10,000 is available for dependent children up to age 26. S H O R T/ LO NG -TER M D IS A BILITY ( S TD / LTD ) IN S U RA N CE The City provides employees with Short Term and Long-Term Disability insurance. If the employee is disabled according to the policy’s definition of disability, the employee may be eligible to receive a benefit based upon 60% of the ba sic earnings up to a maximum of $2,500 per week. Benefits would begin after an “Elimination Period” of 30 days for an accident or sickness and would be paid for as long as the employee continues to meet the policy’s definition of disability. STD benefits are payable for up to nine weeks. After nine weeks, coverage transitions to LTD. LTD benefit is 60% of the employee’s monthly earnings to a maximum of $10,000 per month. LTD benefits duration is based on the employee’s age when the disability occurs up t o the Social Security normal retirement age. Retirement BA S IC R ETIR EME N T The City contracts with CalPERS for the provisions of its retirement benefits as set forth in the California Government Code and California Public Employees’ Pension Reform Act of 2013. Employees pay 50% of normal cost based on retirement tier as determined by CalPERS. Retirement Tier Retirement Formula Employee Deduction Minimum Age for Retirement Tier 1 Retirement Local Miscellaneous 3% @ 60 10.64% 50 Tier 2 Retirement Local Miscellaneous 2% @ 60 8.427% 50 Tier 3 Retirement Local Miscellaneous 2% @ 62 6.75% 52 Tier 1 – Employees who became CalPERS members with the City of Chula Vista prior to 04/22/2011. Tier 2 - Employees who became members of CalPERS or a reciprocal agency between 04/22/2011through 12/31/2012. Tier 3 - New CalPERS members or reciprocal agency members on or after 01/01/2013 Employees may retire when they reach minimum age for retirement with five years of CalPERS service credit. Following is a summary of the CalPERS contract provisions: • One Year Final Compensation (Tier 1 only) • Military Service Credit as Public Service • Employer Paid Member Contributions Reported as Earnings (Tier 1) • Credit for Unused Sick Leave • Three Year Final Compensation (Tier 2 & 3) • Retired Death Benefit $5,000 • 1959 Survivor Benefit - Level 4 • Social Security Coverage-None • Post Retirement Survivor’s Continuance Benefits Paramedic/EMT 202 0 1 9 2 0 1820 5 3 9 7 Additional Information - Item 12 Received 5/12/2020 Page 2 of 2 2021 4 57 D EF ER R ED COMP EN S A TIO N The City offers a 457 plan through Nationwide. Participation in the plan is voluntary and 100% employee funded. Vacation, Holidays and Leaves V A C A TIO N Employees will be credited vacation hours on a biweekly basis and s hall accrue the following: • 112 hours (0 - 4 years of service) • 168 hours (5 - 9 years of service) • 224 hours (10 - 14 years of service) • 280 hours (15+ years of service) The maximum accrual is two times the annual accrual. S IC K LEA V E Employees accrue at a rate of 5.15 hours per pay period. H O LID A Y S Employees will receive 130 hours holiday pay (approximately 5.0 hours per pay period) each fiscal year. LEA V E BA LA N C E P A Y OF F A T TE R MIN A TIO N All vacation and accrued floating holidays are paid in a lump sum payment upon termination. Sick leave balances will not be paid upon termination. If the employee retires from the City within four months of separation from employm ent, he/she may convert unused sick leave to additional CalPERS service credit at the rate of 0.004 year of service credit for each day of unused sic k leave. Additional Information - Item 12 Received 5/12/2020