HomeMy WebLinkAboutResolution No. 8270IL
• RESOLUTION NO. • 8270
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF AZUSA REGARDING THE CLASSIFIED
EXECUTIVE AND MIDDLE MANAGEMENT EMPLOYEES
EFFECTIVE JUNE 28, 1987.
THE CITY COUNCIL OF THE CITY OF AZUSA DOES RESOLVE
AS FOLLOWS:
SECTION 1. Whereas, the Executive and Middle
Management employees of the City of Azusa are not covered by a
meet -and -confer process; and
SECTION 2. Whereas, it is appropriate at this time to
make adjustment in compensation due to the increases in the cost -
of -living and benefits for all City employees; and
SECTION 3. Whereas, representatives of those employees
covered by a meet -and -confer process with respect to wages,
benefits, compensation and terms and conditions of employment
have completed their meet -and -confer process.
SECTION 4. Now, therefore, be it resolved that the
City Council of the City of Azusa does hereby grant salary and
compensation benefits to Classified Executive and Middle
Management employees of the City of Azusa as indicated in
Exhibits "A", "B", and "C" attached hereto.
THE CITY CLERK SHALL CERTIFY TO THE ADOPTION OF THIS RESOLUTION.
ADOPTED AND APPROVED this 29th day of June, 1987.
MAYOR
I HEREBY CERTIFY that the foregoing Resolution was duly
adopted by the City Council of the City of Azusa at an adjourned
regular meeting thereof held on the 29th day of June, 1987.
AYES: COUNCILMEMBERS: AVILA, COOK, CRUZ, LATTA, MOSES
NOES: COUNCILMEMBERS: NONE
ABSENT: COUNCILMEMBERS: NONE
CITY OF AZUSA
EXECUTIVE AND MIDDLE MANAGEMENT
BENEFITS & COMPENSATION
JUNE 28, 1987
(Exhibit "A")
1. The "cafeteria" plan shall be provided by the City for each
Executive Management employee at the rate of three hundred ninety
six dollars ($396) per month; and to Middle Management employees at
the rate of three hundred seventy dollars ($370) per month.
The employee will be permitted to use this plan and expend it for
deductibles for medical insurance plans, actual cost of dental
work or for the medical portion of car insurance; for contributions
to a retirement plan other than Deferred Compensation; for
bonifide expenses of education and/or training seminars and the
like; or receive these funds as taxable income. This is an
addition to the uses of this plan prior to June 28, 1987.
2. The City will pay the actual cost of the 1959 Survivor
Benefit.
3. There will be two "floating" holidays, one of which is in
lieu of Martin Luther King, Jr., holiday. However, these
holidays are to be used before June 30, 1988, or they will be
forfeited.
4. The Tuition Reimbursement program shall be two thousand
dollars ($2,000) for each employee during the fiscal year. A
Scholarship Committee will be established and appointed for the
purpose of reviewing all requests for the use of this program.
Additional criteria for this program will also be established by
administrative memorandum.
5. Beginning on the first payday on or after January 1, 1986, a
yearly evaluation period for use of sick leave will be
established. At the end of this time period, the Finance
Department will analyze and report to each employee the amount
of sick leave earned, less the amount used, and the net accrued
during the calendar year.
If the employee has used more than three, but not more than six
days of sick leave, including time spent on personal business or
bereavement, he or she would have the following options:
(a) Carry over the accrual and add it to his or her sick
leave balance.
(b) Convert one fourth of the accrual to vacation or
convert one fourth to cash (but no combination of these two);
unused, unconverted leave would then be added to employee's sick
leave balance.
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CITY OF AZUSA
EXECUTIVE MANAGEMENT BENEFITS & COMPENSATION
June 28, 1987
If the employee has used no more than three days of sick leave,
including time spent on personal business or bereavement, he or
she would have the following options:
(a) Carry over the accrual and add it to his or her sick
leave balance.
(b) Convert one third of the accrual to vacation or convert
one third of it to cash (but no combination of these two); unused
or unconverted leave would then be added to the employee's sick
leave balance.
Any employee who began his or her employment with the city on or
before December 31, 1985, would be permitted to be
"grandpersoned" in under the sick leave policy heretofore in
effect, which is as follows:
The employee may convert fifty percent (50%) of his or her
accrued sick leave balance to cash upon death (if he or she has
attained permanent status); disability retirement (if he or she
has been employed by the city a minimum of five (5) years); or
voluntary retirement (if he or she has been employed by the City
a minimum of ten (10) years.
The employee may convert fifty percent (50%) of his or her
accrued sick leave balance to cash/for hours in excess of three
hundred twenty (320) hours to a maximum payment of two hundred
forty (240) hours.
An employee may be permitted to take up to five (5) days of
bereavement leave in the event of the death of a member of his or
her immediate family. "Immediate family" member is herewith
defined as a mother, father, brother, sister, spouse, child,
mother-in-law, father-in-law, or relative living within the
employee's household. Persons in loco parentis may also be
considered under certain circumstances. Such leave shall not be
charged against the employee's sick leave or vacation.
In addition to bereavement leave, an employee may request up to
two (2) days of sick leave in the event of the death of an
immediate family member. Such leave shall be charged against the
employee's accrued sick leave balance and shall be considered in
calculating his or her ability to convert the balance.
6. Employees shall accrue vacation leave as follows:
Through
the
5th
year
of
employment
15
days/year
Through
the
6th
year
of
employment
16
days/year
Through
the
7th
year
of
employment
17
days/year
Through
the
8th
year
of
employment
18
days/year
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CITY OF AZUSA
EXECUTIVE AND MIDDLE MANAGEMENT BENEFITS & COMPENSATION
JUNE 28, 1987
Through
the
9th year
of employment
19
days/year
Through
the
10th
year
of employment
20
days/year
Through
the
11th
year
of employment
21
days/year
Through
the
12th
year
of employment
22
days/year
Through
the
13th
year
of employment
23
days/year
Through
the
14th
year
of employment
24
days/year
Through
the
15th
year
of employment
25
days/year
Through
the
16th
year
of employment
26
days/year
7. Executive Management employees shall receive eight (8) days
per year of Administrative Leave beginning on July 1. Middle
Management employees shall receive five (5) days of Administrative
leave beginning on July 1.
8. Any Executive and Middle Management employee, except Police,
who possesses a master's degree from an accredited college or
university in an academic subject appropriate to his or her job
classification or a recognized license or professional
certification not in his or her job description shall receive
one hundred dollars ($100) per month as an educational incentive.
Any Executive Management employee or Captain in the Police
Department who possesses a master's degree from an accredited
college or university in an academic subject appropriate to law
enforcement administration shall receive five percent (5%) per
month in addition to his or her base salary as an education
incentive. Any Lieutenant in the Police Department who possesses
a bachelor's degree from an accredited college or university in
an academic subject appropriate to his or job classification
shall receive five percent (5%) per month in addition to his or
her base salary as an educational incentive.
9. If, in the course of business, an Executive or Middle Management
employee's personal clothing or effects are accidentally damaged or
destroyed, the employee may submit a claim for reimbursement for up
to one hundred dollars ($100). Executive Management employees will
submit their claim to the City Administrator for his or her consider-
ation. Middle Management employees will submit their claim to their
department head for his or her recommendation to the City Adminis-
trator for his or her consideration.
10. Any Executive Management employee, except the Director of
Utilities, will have his or her salary established at a monthly
base salary which represents at least a thirty percent (30%)
differential in comparison with the highest paid Middle
Management employee in his or her department. The Director of
Utilities will have a differential of at least twenty percent
(20%) than the position of Electric Operations Superintendent.
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CITY OF AZUSA
EXECUTIVE MANAGEMENT BENEFITS & COMPENSATION
June 28, 1987
11. Any benefits, terms and conditions of employment applicable
to Executive and Middle management employees by prior resolution,
policies, or administrative guidelines and procedures not
specifically enumerated or altered by this resolution and its
exhibits is incorporated herein by reference.
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CITY OF AZUSA
EXECUTIVE MANAGEMENT AND MIDDLE MANAGEMENT
SALARY SCHEDULE EFFECTIVE JUNE 28.
1987
(Exhibit "B")
EXECUTIVE MANAGEMENT
MONTHLY SALARY
City Administrator
$6,517
Chief of Police
5,925
Director of Utilities
5,643
Director of Community Development
4,970
Director of Finance
4,725
Director of Community Services
4,368
City Librarian
4,228
Assistant City Administrator
3,938
MIDDLE MANAGEMENT
Electric Operations Superintendent
$4,674
Police Captain
4,450
Utilities Engineer
4,222
Human Resources Manager
3,887
Asst Director for Engr. & Public Works 3,874
Police Lieutenant
3,870
Water Utility Superintendent
3,550
Civil Engineering Associate
31453
Computer Services Manager
3,416
Consumer Services Manager
3,380
Asst Director of Community Services
3,342
Accounting Services Supervisor
3,153
Police Administrative Assistant
2,626
Purchasing Officer
2,597
Code Enforcement Officer
2,534
Emergency Services Coordinator
2,481
Assistant to the City Clerk
2,169
CITY OF AZUSA
EXECUTIVE AND MIDDLE MANAGEMENT
VEHICLE ALLOWANCE
JUNE 28, 1987
(Exhibit "C")
EXECUTIVE MANAGEMENT
All Executive Management employees, except the Chief of Police,
shall receive the sum of two hundred eighty-eight dollars ($288)
per month. The Chief of Police shall have a vehicle for his or
her official use provided by the City.
MIDDLE MANAGEMENT
The following Middle Management employees shall receive the sum
of one hundred seventy-three dollars ($173) per month:
J. Broderick
R. Day
P. Russo
H. Sadler
G. Wolf
The following Middle Management employees shall receive the sum
of one hundred fifteen dollars ($115) per month:
K. Ali
R. DeLoach
W. Redcay