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HomeMy WebLinkAboutReso 1985-12259 RESOLUTION NO. 12259 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA ESTABLISHING EXECUTIVE AND MIDDLE MANAGEMENT FRINGE BENEFITS FOR FISCAL YEAR 1985-86 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 1985-86 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 1985-86 as set forth in Exhibit "A" attached hereto. Presented by Approved as to form by 0°~/6aGOss' City Manager ~e~' Harron, City ADOPTED AND APPROVED 8Y THE CITY COUNCIL OF THE CITY OF CHULA VISTA, CALIFORNIA, this 19th dK~J Of.. November 19 _. 85 , by the following vote, to-wit: AYES: Councilmen: McCandliss, Malcolm, Moore, Scott NAYES: Councilmen :. None ABSTAIN: Co~x:ilmen :_ None ABSENT: Councilmen: Mayor Cox MAYOR PEO TEMPORE city d ~TATE OF CALIFORNIA ) ~OUNTY OF SAN DIEGO ) ss. ;ITY OF CHULA VISTA ) I, JENNIE M. FULASZ, CMC, CITY CLERK of the City of Chu~ Vista, Cotifornia, HEREBY CERTIFY that the above and foregoing is a full, true and correct copy of RESOLUTION NO. 12259 , and that the some has not been amended or repealed. ATED. (seal) City Clerk 1-660- MpT EXHIBIT A EXECUTIVE ANDMIDDLEMANAGI~34ENT Fringe Benefit Compensation I. Executive Group A. Membership City ~anager* City Attorney~ City Clerk~ Assistant City ~nager Assistant to the City Manager* Director of Building and Housing Director of Community Development* Director of Finance* Director of Management Services* Director of Parks and Recreation* Director of Personnel* Director of Planning* Director of Public Safety Director of Public Works/City Engineer~ Library Director* B. Fringe Benefits 1) Peferred Compensation Plans - a. Employees in the Fxecutive Group may participate in the deferred Compensation Plan with Great Western Savings and Loan Association as designated in Resolution Mo. 7641. b. 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. Effective the pay period July 14, 1978 - July 27, 1978, said amount will be forwarded by the City to the Public Employees Retirement System to be credited to the employee's individual account. Employees who select this plan are advised that there may be some question as to the practicability of such a plan and they could, as a result of an advers I.R.S. or judicial ruling, be ineligible for such a plan and they could, as a result of an adverse I.R.S. or judicial ruling, be ineligible for such a plan and may have to pay taxes or penalties on amounts previously deferred. *City pays employee contribution to Public Employees Retirement System (7%). 2) Cafeteria Style Benefit Plan Effective 7/5/85, the Executive Group, with the exception of the City Attorney and the City Manager, will receive $2,750 each annually to be used for the purchase of employee benefits as specified in the CVF~A~morandum of Understanding for FY 1985-86, and any additional uses approved by City Council. The City Attorney shall receive $3,200. The City Manager shall receive $4,880. 3) Long Term Disability Insurance - The City assumes payment of the full cost of long-term disability insurance for executive positions. 4) City pays for life insurance policy in the amount of $40,000 each. 5) The PERS 1959 Survivors Benefit employee premium cost per month will be paid by the City. 6) Sick Leave Reimbursement - Sick leave shall accrne and be reimbursed as designated 5n 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 ~ashington's birthdays, Admission Day and Veterans Day), and the City will be closed on the follow,inA holidays: Independence Day, Labor Day, Thanksgiving, Pay After Thanksgiving, Christmas, New Year's Day, l'Mmorial Day. 9) Mileage Reimbursement - as specified in CVFAMemorandum of Understanding. II. Middle ~nagement Group A. Membership /'~ ~ f'~ Assistant City Attorney Assistant Director of Community Development Assistant Director of Finance Battalion Chief Deputy City Clerk Deputy Director/Engineering, Equipment Maintenance Superintendent Fire Marshal Landscape Architect Park Maintenance Supervisor II Park Superintendent Police Captain Principal Management Analyst Principal Management Assistant Principal Community Development Specialist Principal Librarian Principal Personnel Analyst Principal Planner Public Information Coordinator Public Services Director* Public Works Supervisor II Purchasing Agent~ Recreation Superintendent Redevelopment Coordinator Senior Administrative Analyst Senior Civil Engineer Senior Community Development Specialist Senior Librarian Senior Recreation Supervisort Street Maintenance Superintendent Traffic Engineer Transit Coordinator B. Fringe Benefits 1) Effective the first pay period in July 1985 (July 5, 1985), the City will pay 5% of the employee's contribution to the Public Employees Retirement System. 2) Deferred Compensation Plans - a. Employees in the Middle Management Group may participate in the deferred Compensation Plan ~ith Great Western Savings and Loan Association as designated in Resolution No. 7641. *Optional executive management benefits ~Lncumbent receives exacutivemanager~nt fringe benefits b. ~mployees in the Middle 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. Effective the pay period July 14, 1978 - July 27, 1978, said amount will be £o~arded by the City to the Public Employees Retirement System to be credited to the employee's individual account. Fmployees who select this plan are advised that there may be some question as to the practicability of such a plan and they could, as a result of an advers I.R.S. or judicial ruling, he ineligible for such a plan and they could, as a result of an adverse I.R.S. or judicial ruling, be ineligible for such a plan and may have to pay taxes or penalties on amounts previously deferred. 3) Cafeteria Style Benefit Plan Effective 7/5/85, the Middle ~lanagement Group will receive $2,300 each annually be be used for the purchase of employee benefits as specified in the CVFA ~morandum of Understanding for 1985-86, and any additional uses approved by the City Council. Long Term Disability or PORAC - The City assumes pa)anent 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 1959 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 ~nagement positions will earn ten days vacation per year in the first through fourth year of continuous employment, fifteen days 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) Holidays -The Middle Management Group will be credited with 48 hours annually for floating holidays. The City will be closed on the following holidays: Independence Day, Labor Day, Thanksgiving, Day After Thanksgiving, Christmas, New Year's Day, Memorial Day. 10) Bilingual Pay - $25 per month if eligible. 11) Mileage Reimbursement - as specified in CVFAMemorandum of Understanding. Exceptions the the above apply to certain Middle Managers, as £ollows: 1. Suppression Battalion Chiefs will receive 88 hours holiday pay in lieu of all holidays. Fire ~rshal and Non-Suppression Battalion Chief will receive the same floating holiday and hard holiday benefits as other Middle Managers. 2. Overtime ~ Suppression Battalion Chiefs will earn straight time for actual time worked. The Non-Suppression Battalion Chief Will earn straight time for overtime worked when £illing in for a Suppression Battalion Chief on holidays or weekends. The Fire Marshal will earn straight time for emergency call-outs only. 3. Sick Leave and Vacation Accruals for the Suppression Battalion Chiefs will be in accordance with the 1984-87 ~morandum of Understanding with the International Association o£ Firefighters Local 2180.