HomeMy WebLinkAboutReso 1984-11793
RESOLUTION NO.
11793
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA
VISTA ESTABLISHING EXECUTIVE AND MIDDLE MANAGEMENT
FRINGE BENEFITS FOR FISCAL YEAR 1984-85
The City Council of the City of Chula Vista does hereþy
resolve as follows:
WHEREAS, the City Manager has recamœnded that a program
of executive and middle management fringe benefits be established
for fiscal year 1984-85 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 1984-85 as set forth in Exhibit "A" attached hereto.
Presented by
Approved as to form by
Manager
ADOPTED AND APPROVED BY THE CITY COUNCIL OF THE CITY OF
;HULA VISTA, CALIFORNIA, this 23rd day of October
9 84 , by the following vote, to_it:
Moore, Cox, Malcolm, McCand1iss, Scott
None
IYES: Councilmen
IAYES: Councilmen
IBSTAIN: Cot.ncilmen
IBSENT: Councilmen
None
None
Mayor
<TTE~~ 1lJ~~
City Clerk
Ill!-
City of Chula Vista
;TATE OF CALIFORNIA )
:OUNTY OF SAN DIEGO ) s s.
ITY OF CHULA VISTA )
I, JENNIE M. FULASZ, CMC, CITY CLERK of the City of Chula Vista, California,
>0 HEREBY CERTIFY that the above and foregoing is a full, true and correct copy of
RESOLUTION NO. 11793
,and that the same has not been amended or repealed.
ATED
( sea )
City Clerk
;C-660
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EXECUTIVE AND MIDDLE MANAGEMENT
Fringe Benefit Compensation
I. Executive Group
A. Membership
City ~'anager*
City Attorney*
City C1 erk*
Assistant City Manager
Oeputy City Mana(1er/Deve10pment Servi.ces Administrator
Director of Building and Housi'ng
Director of Community Deve10pment*
Director of Finance*
Director of Management Services *
Director of Parks and Recreation
Di rector of Personnel *
Director of P1anning*
Director of Public Safety
Director of Public Works/City Engi'neer*
Li brary Di rector *
B. Fringe Benefits
1) 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. Employees in the Executive Group may have the ootion of app1yina
their normal contribution to the Public Employees Retirement System
as "deferred comoensation" which is not subject to tax until
withdrawal. Effective the nay 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 alan 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.
2) Cafeteria Style Benefit Plan
Effective 7/6/84, the Executive Group, with the exception of the City
Attorney and City Manager, will receive $2,700 each annually to be used
for the purchase of employee benefits as specified in the CVEA Memorandum
o~ Underst~nding for.FY 1984-85, and any additional uses approved by
C,ty Counc,l. The C,ty Attorney shall receive $3,200. The City Manager
shall receive $4,880. .
*City pays employee contribution to Public Employees Retirement System (7%).
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EXECUTIVE MANAGEMENT
3) Long Term Disability Insurance - The City assumes payment of
the full cost of long-term disability insurance for executive
positi ons.
4) City pays for life insurance oolicy 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 accrue and be reimbursed
as designated in the Civil Service Rules, Chapter 2.00, Section 2.02.
7) Vacati on
vacation
service.
Vacation
- Executive positions shall earn a minimum of three weeks (15 days)
oer year during first through fifteenth year of continuous
After sixteen years of continuous service, 20 days per year.
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 and W¡shington's birthdays, Admission
Day 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 Day.
9) Mileage Reimbursement - as specified in CVEA Memorandum of Understanding.
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II. Middle Management Group
A. Membership
Assistant City Attorney
Assistant Director of Finance
Battalion Chief
Deputy City Clerk
Deputy Director of Public 'Iorks Operations
Equipment Maintenance Superintendent
Fi re Marshal
Housing Coordinator
Landscape Architect
Park Maintenance Supervisor II
Park Superintendent'
Po 1 ice Caota i n
Principal' Administrative Analyst
Principal Community Development Specialist
Principal Librarian
Principal Personnel Analyst
Principal Planner
Public Works Supervisor II
Purchasing Agent
Recreation Superintendent
Redevelopment Coordinator
Senior Administrative Analyst
Senior Civil Engineer
Senior Community Development Specialist
Senior Recreation Supervisor
Street Maintenance Superintendent
Traffic Engineer
Transit Coordinator
Public Information Coordinator
B. Fringe Benefits
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1) Effective the first period in July 19.84 (July 6, 1984) the City
will pay 2% of the employee's contribution to the Public Employees
Retirement System.
2) Deferred Compensation Plans -
a. Employees i,n the Middle Management Group may participate in th.e
Deferred Comoensation Plan with Great Hestern Savings and Loan
Association as designated in Resolution No. 7641.
b. Employees 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 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 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.
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MIDDLE MANAGEMENT
3) Cafeteria Style Benefit Plan
Effective 7/6/84, the Middle Management Group will receive $2,300 each
annually to be used for the purchase of employee benefits as specified
in the CVEA Memorandum of Understanding for FY 1984-85, and any additional
uses approved by City Council.
4) Long Term Disability or POPAC - 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 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 Management 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 credit€d 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/month if eligible.
11) Mileage Reimbursement - as specified in CVEA Memorandum of Understanding.
Exceptions to the above apply to certain Public Safety 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 Chief
will receive 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 filling 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 1984-1987 Memorandum of
Understanding with the International Association of Fire Fighters.
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