Loading...
HomeMy WebLinkAboutReso 1981-10512 RESOLUTION NO. 10512 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA ESTABLISHING EXECUTIVE AND MIDDLE MANAGEMENT FRINGE BENEFITS FOR FISCAL YEAR 1981-82 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 1981-82 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 1981-82 as set forth in Exhibit "A" attached hereto. Presented by Approved as to form by ~~e~~er ~ George D. Lindberg, City Attorney CHULA 198 1 ADOPTED AND APPROVED VISTA, CALIFORNIA, this , by the following vote, by the CITY 23rd day of to-wi t: COUNCIL of the CITY OF June AYES: Councilmen Gi 11 ow, Cox, McCand1 i 55, Scott NAYES: Councilmen None ABSENT: Councilmen Mayor Hyde ATTES ()/Jt~u_tJ?l ~h ~ City Clerk STATE OF CALIFORNIA) COUNTY OF SAN DIEGO) ss. CITY OF CHULA VISTA) 1~ Mayor of the City of Chula Vista pro Tempore I, ' City Clerk of the City of Chula Vista, California, DO HEREBY CERTIFY that the above is a full, true and correct copy of Resolution No. , and that the same has not been amended or repealed. DATED City Clerk EXECUTIVE & MIDDLE ~1ANAGEMEn Fringe Benefit Compensation I. Executive Group A. t1embership Ci ty Attorney Ci ty r~anager Assistant City Manager Chief of Police City Cl erk Ci ty Engi neer City Librari an Deputy City Manager/Development Services Administrator Director of Building and Housing Director of Community Development Director of Finance Director of Parks and Recreation Director of Personnel Director of Planning Director of Policy Analysis & Program Evaluation Director of Public Safety Director of Public Works Operations Fire Chief B. Fringe Benefits 1) All fringe benefits applicable to the full-time Unclassified Service shall aoply except as modified below. 2) 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 option of applying their normal contribution to the Public Employee's Retirement System as "deferred compensation" which is not subject to tax until with- drawal. Effective the pay period July 14, 1978 - July 27, 1978, said amount will be forwarded by the City to the Public Employees' Retire- ment 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 and penalties on amounts previously deferred. ATTACHMENT A I O~/.,t -2- 3) Cafeteria Style Benefit Plan A. Description of Program - Effective October 1, 1981, the Executive Group will receive $1,800 each during FY 1981-82 to be used for employee benefits. With a cafeteria system, employees select or "purchase" benefits from a group of available optional programs. Each benefit has a dollar cost and employees purchase the desired benefits until the allocated benefit allowance ($1,800) has been expended. Benefit selections will be made once per year. Payroll deductions can only be made to purchase benefits in excess of the total benefit allowance for employee dependents' coverage. (For example, if the employee utilizes the entire $1,800 for employee health, dental and eye coverage, the cost of dependent coverage or any part thereof could be in payroll deduction.) If the desired benefit options are selected, and the employee has not utilized the entire benefit allowance ($1,800), there will be no cash pay-out of the remaining allowance. B. Content of Program - The Cafeteria Benefit Plan will consist of one mandatory selection and additional optional selections, subject to the limitations in A, above. 1. Mandatory Selection - a. Hospital and Medical and Life Benefits (Employee) Each member of the Executive Group must select one of the two medical plans (designated Travelers Comprehensive Medical Expense Benefit Plan or the approved Kaiser Plan) offered by the City for health protection. Employee coverage includes a $3,000 group term life policy. 2. Optional Selections (Subject to Limitations in A) - a. Hospital/Medical Care Benefits (Dependents) Each member of the Executive Group may select either the designated Travelers Comprehensive Medical Expense Benefit Plan or the approved Kaiser Plan to provide dependents' medical insurance coverage. b. Dental Care Benefits Each member of the Executive Group may select the designated Group Dental Care Program (to be determined prior to October 1, 1981) for the employee and dependents, if any. c. Eye Care Benefits Each member of the Executive Group may purchase the designated Group Eye Care Program (to be determined prior to October 1, 1981) for the employee and dependents, if any. /6I/jJ'Z -3- d. Supplemental Life Insurance Each member of the Executive Group may purchase additional group life insurance in addition to the $3,000 group term life insurance policy provided by the City. e. Reimbursable Programs A member of the Executive Group may select to receive reimbursement for the following expenditures. The reimbursements, however, will be calculated as a portion of the $1,800 allocation. (1) Tuition Reimbursement Employees may select to receive reimbursement for orofessional or technical courses directly related to career development. (2) Professional Enrichment Employees may select to receive reimbursement for professional and technical activities (seminars, conferences, books, etc.) that will contribute to the employee's professional growth. (3) Physcial Exam Employees may select to receive reimbursement for a voluntary physical examination from the physician of their choice. 4) Long Term Disability Insurance - The City assumes payment of the full cost of long term disability insurance for Executive positions. 5) Sick Leave Reimbursement - Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules, Chapter 2.0Q, Section 2.02. 6) Vacation - Executive positions shall earn a minimum of three (3) weeks vacation per year. Effective June 26, 1973, such positions shall be required to use all but one week (40 hours) of their annual earned vacation each year as determined by their employment anniversary date. The remaining one-week carryover may be accumulated to a maximum of six weeks (240 hours) for those incumbents earning three weeks annual vacation, and eight weeks (320 hours) for those earning four weeks annual vacation. Thereafter, new individuals in these positions and those current incumbents whose annual vacation increases from three weeks to four weeks will be limited to a maximum accumulation of six weeks (240 hours) regardless of their annual vacation earning rate. 10 r:J/ ."'2..- -4- II. Middle Management Group A. Membership Assistant City Attorney Assistant Street Maintenance Superintendent Battalion Chief Building Maintenance Supervisor Chief Accountant Chief Building Inspector Deputy City Clerk Equipment Maintenance Superintendent Fire Marshal Housing Coordinator Landscape Architect Park Maintenance Supervisor II Park Superintendent Personnel Assistant police Captain Principal Administrative Analyst Principal Community Development Specialist Principal Librarian Principal Planner Public Works Supervisor II Purchasing Agent Recreation Superintendent Redevelopment Coordinator Senior Administrative Analyst Senior Civil Engineer Senior Community Development Specialist Senior Personnel Analyst Senior Recreation Supervisor Street Maintenance Superintendent Traffic Engineer Transit Coordinator B. Fringe Benefits 1) All fringe benefits applicable to the full-time Classified Service shall apply except as modified below. 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. 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 IOl7/ "Z -5- such a plan and may have to pay taxes and penalties on amounts previously deferred. 3) Cafeteria Style Benefit Plan - A. Description of Program - Effective October 1, 1981, employees in the Middle Management Group will receive $1,300 during FY 1981-82 to be used for employee benefits. With a cafeteria system, employees select or "purchase" benefits from a group of avail ab 1 e opti ona 1 programs. Each benefit has a dollar cost and employees purchase the desired benefits until the allocated benefit allowance ($1,300) has been expended. Benefit selections will be made once per year. Payroll deductions can only be made to purchase benefits in excess of the total benefit allowance for employee dependents' coverage. (For example, if the employee utilizes the entire $1,300 for employee health, dental and eye coverage, the cost of dependent coverage or any part thereof could be in payroll deduction). If the desired benefit options are selected, and the employee has not utilized the entire benefit allowance ($1,300), there will be no cash pay-out of the remaining allowance. B. Content of Program - The Cafeteria Benefit Plan will consist of one mandatory selection and additional optional selections, subject to the limitations in A, above. 1. Mandatory Selection - a. Hospital and Medical and Life Benefits (Employee) Each member of the Middle Management Group must select one of the two medical plans (designated Travelers Comprehensive Medical Expense Benefit Plan or the approved Kaiser Plan) offered by the City for health protection. Employee coverage includes a $3,000 group term life policy. 2. Optional Selections (Subject to Limitations in A) - a. Hospital/Medical Care Benefits (Dependents) Each member of the Middle Management Group may select either the designated Travelers Comprehensive Medical Expense Benefit Plan or the approved Kaiser Plan to provide dependents' medical insurance coverage. b. Dental Care Benefits Each member of the Middle Management Group may select the designated Group Dental Care Program (to be determined-prior to October 1, 1981) for the employee and dependents, if any. c. Eye Care Benefits Each member of the Middle Management Group ~ay purchase the designated Group Eye Care Program (to be determined prlor to October 1, 1981) for the employee and dependents, if any. IOVif'2- -6- d. Supplemental Life Insurance Each member of the Middle Management Group may purchase additional group life insurance in addition to the $3,000 group term life insurance policy provided by the City. e. Reimbursable Programs Each member of the Middle Management Group may select to receive reimbursement for the following expenditure~ The reimbursements, however, will be calculated as a portion of the $1,300 allocation. (1) Tuition Reimbursement Each member of the Middle Management Group may select to receive reimbursement for professional or technical courses directly related to career development. Employees must obtain approval of the department head and the Director of Personnel prior to enrollment in the desired course. (2) Professional Enrichment Each member of the Middle Management Group may select to receive reimbursement for professional and technical activities (seminars, conferences, books, etc.) that will contribute to the employee's professional growth. Employees must receive prior approval of the department head and the Director of Personnel. (3) physical Exam Each member of the t1iddle t1anagement Group may select to receive reimbursement for a voluntary physicaT exam from the physician of their choice. 4) Floating Holidays - Middle Management positions shall receive two (2) additional floating holidays which results in a total of six (6) regular holidays and seven (7) floating holidays. Time off shall be administered in accordance with Resolution No. 7073 except that the two (2) additional holidays will accrue each July first. Battalion Chiefs shall receive seventy-two (72) hours of holiday pay in lieu of all holidays. Fire Marshal shall receive five (5) floating holidays but receives overtime pay for call-outs in the evenings. 5) Long Term Disability Insurance - The City assumes payment of the full cost of long term disability insurance for Middle Management positions. 6) Sick Leave Reimbursement - Sick leave shall accrue and be reimbursed as designated in Civil Service Rules, Chapter 2.00, Section 2.02. 1611) 7