HomeMy WebLinkAboutReso 1988-13778A RESOLUTION NO. 13778 A
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CHULA VISTA ESTABLISHING EXECUTIVE AND MIDDLE
MANAGEMENT FRINGE BENEFITS FOR FISCAL YEAR 1988-89
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 1988-89 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 1988-89 as set forth in Exhibit "A" attached hereto.
Presented by Approved as to form by
ADOPTED AND APPROVED BY THE CITY COUNCIL OF THE CITY OF
CHULA VISTA, CALIFORNIA, this 20th doy of. September
19 88 , by the following vote, to--wit:
AYES: Councilmembers Malcolm, Cox, Moore, McCandliss, Nader
NAYES: Council members None
ABSTAIN: Counci lmembers None
ABSENT: Counci ] members None
f the City of Chulo Visfo
STATE OF CALIFORNIA )
COUNTY OF SAN DIEGO ) ss.
CITY OF CHULA VISTA )
I, JENNIE M. FULASZ, CMC, CITY CLERK of the City of Chulo Visto, Colifornio,
DO HEREBY CERTIFY thor the obove ond foregoing is 0 full, true ond correct copy of
RESOLUTION N0. 13778 A ,ond thor the some hos not been oreended or repeoled.
DATED
City Clerk
\
EXECUTIVE AND MIDDLE MANAGEMENT
Fringe Benefit Compensation
I. Executive Group
A. Membership
City Manager*
City Attorney*
City Clerk
Assistant City Attorney*
Assistant City Manager
Assistant to the City Manager*
Deputy City Manager*
Deputy Director of Engineering*
Deputy Director of Public Works Operations*
Director of Building & Housing*
Director of Community Development*
Director of Finance*
Director of Management Services*
Director of Parks & Recreation*
Director of Personnel*
Director of Planning*
Director of Public Safety
Director of Public Works/City Engineer*
Library Director*
B. Fringe Benefits
1) Deferred Compensation Plans -
a. Employees in the Executive Group may participate in the City's
approved deferred compensation plans.
b. In accordance with Resolution No. 12647 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%).
EXECUTIVE MANAGEMENT
2) Cafeteria Style Benefit Plan
Effective 7/1/88, the Executive Group, with the exception of the
City Clerk, City Attorney and the City Manager, will receive
$3,667 each annually to be used for the purchase of employee
benefits as specified ~n the CVEA Memorandum of Understanding for
FY 1987-90, and any additional uses approved by City Council.
3) Long Term Disability Insurance - The City assumes payment of the
full cost of long-term disability insurance for executive
positions. The plan language will remain the same, but management
intends to recommend changes in benefits offered at no increase in
cost to the City.
4) City pays for life insurance policy in the amount of $47,000 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) 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 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.
lO) Administrative Leave - The executive group, including the City
Manager, City Attorney and City Clerk, will receive 56 hours of
administrative leave each fiscal year. Administrative leave may
not be acccumulated from year to year.
MIDDLE MANAGEMENT GROUP
A. Membership
Assistant Director of Community Development
Assistant Director of Finance
Assistant Director of Management Services
Assistant Director of Personnel
Assistant Fire Chief
Assistant Library Director
Battalion Chief
Budget Officer
Building Maintenance Superintendent
Business Office Manager
Communications Systems Manager
Computer Operations Manager
Deputy City Attorney
Deputy Director of Building & Housing
Environmental Review Coordinator
Equipment Maintenance Superintendent
Executive Director, Bayfront Conservancy Trust**
Fire Marshal
Housing Coordinator
Landscape Architect
Library Automation Manager
Open Space Coordinator
Park Maintenance Supervisor II
Park Superintendent
Police Captain
Principal Librarian
Principal Management Analyst
Principal Management Assistant
Principal Planner
Principal Community Development Specialist
Public Information Coordinator
Public Works Supervisor II
Purchasing Agent*
Recreation Superintendent
Redevelopment Coordinator
Risk Manager
Senior Civil Engineer
Senior Community Development Specialist
Senior Librarian
Senior Management Assistant
Senior Personnel Analyst
Senior Recreation Supervisor
Street Maintenance Superintendent
Systems Analyst
Traffic Engineer
Transit Coordinator
Transit Specialist***
*Incumbent receives executive management fringe benefits, with the exception
of the 7% PERS payment.
**The Executive Director of the Bayfront Conservancy Trust will receive all
executive management benefits, including the 7% PERS payment.
***The City will continue to p~y.the 7% employee contribution to PERS for this
positions, as he had been receiving as a member of CVEA.
B. Fringe Benefits
l) Effective the first pay period in July, 1988 (july l, 1988), the
City will pay 5.5% of the employee's contribution to the Public
Employees Retirement System, and effective the first pay period in
January, 1989, the City will pay the full 7% 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
City's approved deferred compensation plans.
b. In accordance with Resolution No. 12647 adopted on 8/5/86,
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.
3) Cafeteria Style Benefit Plan
Effective 7/1/88, the Middle Management Group will receive $3,467
each annually to be used for the purchase of employee benefits as
specified in the CVEA Memorandum of Understanding for FY 1987-90,
and any additional uses approved by City Council. $6,000 will be
set aside, outside the market basket, for professional enrichment,
such as extra conferences and training, for the exclusive use of
middle managers.
4) Long Term Disability Insurance or PORAC - The City assumes payment
of the full cost of long-term disability insurance for middle
management positions. The LTD plan language will remain the same,
but management intends to recommend changes in benefits offered at
no increase in cost to the City.
5) City pays for life insurance policy in the amount of $30,000 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 - M~ddle 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 receive 40
hours administrative leave each fiscal year. Administrative leave
may not be accumulated from year to year.
10) Holidays - The Middle Management group will be credited 32 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.
11) 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 managers.
2. Overtime - Suppression Battalion Chiefs will earn straight time 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.
3. Sick Leave and Vacation Accruals for the Suppression Battalion Chiefs
will be in accordance with the 1987-90 Memorandum of Understanding
with the International Association of Firefighters Local 2180.
C. Miscellaneous- The following provisions of the FY 1987-90 CVEA Memorandum
of Understanding shall apply to the Middle Management group:
Section 2.01C - Deep Class
Section 2.OLD - job Sharing
Section 2.22 - Career Advancement
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