HomeMy WebLinkAboutResolution No. 8455RESOLUTION NO. 84P
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF AZUSA REGARDING THE CLASSIFIED
EXECUTIVE AND MIDDLE MANAGEMENT EMPLOYEES
f EFFECTIVE JULY 1, 1988.
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", and "B", attached hereto.
THE CITY CLERK SHALL CERTIFY TO THE ADOPTION OF THIS RESOLUTION.
ADOPTED AND APPROVED this 5th day of July, 1988.
1
MAYOR
I HEREBY CERTIFY that the foregoing Resolution was duly
adopted by the City Council of the City of Azusa at a regular
meeting thereof held on the 5th day of July, 1988.
AYES: COUNCILMEMBERS: AVILA, STEMRICH, NARANJO,
LATTA, MOSES
NOES: COUNCILMEMBERS: NONE
ABSENT: COUNCILMEMBERS: NONE
ACITY
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T A B L E O F C O N T E N T S
1. SALARY.....................................................1
2. CAR ALLOWANCE..............................................1
3. LIFE INSURANCE..........................................2
3.A. Executive Management..................................2
3.B. Middle Management.....................................2
3.C. Travel Insurance......................................3
4. RETIREMENT.................................................3
S. CAFETERIA BENEFIT PLAN(CBP)...............................3
S.A. Eligibility...........................................3
S.B. Amount..............................................3
S.C. Termination...........................................4
6. EMPLOYEE ASSISTANCE PLAN...................................4
7. HOLIDAYS... • .....................................4
7.A. Designated Holidays ...................................4
7.B. Floating Holidays.....................................4
S. VACATION.. •........ ....................................5
S.A. Required usage and Carryover ..........................5
B.B. Cash -In Policy........................................5
S.C. Accrual...............................................5
9. ADMINISTRATIVE LEAVE......................................5
9.A. Executive Management..................................5
9.B. Middle Management.....................................6
9.C. Police Lieutenants....................................6
10. WORK WEER AND TIMEKEEPING INTERVAL .........................6
10.A. Work Week.... .. ................................6
10.B. Timekeeping Interval.................................6
11. OVERTIME/COMPENSATORY TIME.................................6
12. SICK LEAVE..............................................7
12.A. One -Fourth Conversion................................7
12.B. One -Third Conversion.................................7
12.C. Employees hired prior to December 31, 1985...........7
12.D. Conversion Deadline..................................8
13. BEREAVEMENT LEAVE..........................................8
14. EDUCATION INCENTIVE........................................8
15. TUITION REIMBURSEMENT......................................9
i
16. LICENSE RENEWAL............................................9
17. DAMAGE TO PERSONAL EFFECTS.................................9
18. DIFFERENTIAL PAY PERCENTAGES..............................10
19. INDUSTRIAL LEAVE..........................................10
20. TITLE CHANGE..............................................11
21. MAINTENANCE OF EXISTING BENEFITS ..........................11
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CITY OF AZUSA
EXECUTIVE AND MIDDLE MANAGEMENT
BENEFITS & COMPENSATION
JULY 1, 1988
(Exhibit A)
1. SALARY
Effective July 1, 1988, the base monthly salary of each
employee shall be increased according to the information
contained in Exhibit "B" of this document. If the Survivor
Benefit Amendment indicated in Section 4 results in a sufficient
savings to the City, as expected, the City will grant an
additional 1% salary increase effective January 1, 1989.
2. CAR ALLOWANCE
2.A
2.B
2.0
The City Administrator and all other Executive
Management employees are eligible for a car
allowance of two -hundred eighty-eight dollars ($288)
per month. The City Administrator and the Chief of
Police may opt, on an annual basis, to forfeit the car
allowance in favor of the City providing and maintaining
a suitable vehicle for the employee's use for
City business and for transportation to and from his or
her respective domicile.
Employees occupying the following positions on June
30, 1988, and as long as they are employed in these
classifications, respectively, shall receive the sum
of one -hundred seventy-three dollars ($173) as
monthly base pay, in addition to the amount listed on
"Exhibit All, in lieu of a car allowance. This
special compensation shall be eliminated when the
employee for any reason permanently vacates his or
her position, respectively:
Assistant Director of Community Services
Consumer Services Manager
Human Resources Manager
Police Captain
Utilities Engineer
Employees occupying the following positions on June
30, 1988, and as long as they are employed in these
classifications, respectively, shall receive the sum
of one -hundred fifteen dollars ($115) as base pay, in
addition to the amount listed on "Exhibit B", in lieu
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2.D
2.E
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of a car allowance. This special compensation shall
be eliminated when the employee for any reason perma-
nently vacates his or her position, respectively:
Assistant Director for Engineering & Public Works
Water Utility Superintendent
Employees occupying the above positions on June
30, 1988, and as long as they are employed in
these classifications, respectively, shall have
the use, for City business, of a suitable
vehicle provided and maintained by the City.
Such vehicles shall not be used for
transportation to and from the employee's
domicile unless approved in advance by the
employee's department head or the City
Administrator. The provision of this vehicle
shall be eliminated when the employee for any
reason permanently vacates his or her position,
respectively.
Middle Management employee occupying the following
position on June 30, 1988, and as long as they are
employed in this classification, respectively,
shall have the use for City business and for
transportation to and from his/her respective
domiciles, of a suitable vehicle provided and
maintained by the City. The provision of this
vehicle shall be eliminated when the employee for
any reason permanently vacates his or her position,
respectively.
Electric Operations Superintendent
All of the above notwithstanding, City business trips
of fifty (50) miles or more, round-trip, may be made
in a City vehicle at City expense or may be claimed
for mileage reimbursement if employee uses his or her
own transportation, pursuant to the City's travel and
meetings policy.
LIFE INSURANCE
3.A. Executive Management
The City shall provide term life insurance equal to annual
salary plus $50,000.
3.B. Middle Management
The City shall provide term life insurance equal to one and
one-half (1 1/2 ) times annual salary.
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3.C. Travel Insurance
The City shall purchase and maintain a $500,000 special
insurance policy covering all Executive and Middle
Management employees in the event of death or dismemberment
while traveling within the United States and Canada due to
matters relating to City business.
4. RETIREMENT
The City shall continue its contract with the Public
Employees' Retirement System (PERS) under the 112% @ 60 full
formula" plan,,te
The City agrees to amend its contract with PERS to upgrade
to the increased level of the 1959 Survivor Benefit. The
City will expeditiously proceed with the amendment, and it
shall be implemented according to the rules of the Retirement
System. The City shall continue to pay both the "employee"
and "employer" share of the cost of this benefit.
5. CAFETERIA BENEFIT PLAN (CBP)
S.A. Eligibility
In order for an employee to be eligible for the CBP in any
given month, he/she must be on payroll for fifteen days
within that month.
If an employee does not meet the qualifying work time,
arrangements must be made with the Finance Department to
reimburse the City for any benefits that have already been
paid out on the employee's behalf for that month. The
Finance Department will notify the employee if he/she has not
worked sufficient days to qualify for the CBP.
New employees will be eligible for the full CBP Plan applicable
to their particular bargaining unit if they begin work prior to
the 16th of the month. Employees whose date of hire is on the
16th or after will not be eligible for CBP.
5.B. Amount
The CBP shall be provided by the City for each Executive
Management employee at the rate of four hundred twenty-one
($421) per month; and for each Middle Management employee
at the rate of three hundred ninety-five ($395) per month.
This figure includes and replaces the safety employees'
"Uniform Allowance."
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 contribu-
tions to a retirement plan other than Deferred Compensation; for
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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.
S.C. Termination
It is agreed that the City will not be responsible for
payment of any insurance premium(s) on behalf of an
employee following the month of termination. If an
employee wishes to continue his or her benefits, advance
payment for such premium(s) will be deducted from this plan
for the employee, or if he or she is not eligible for this
plan, then the deduction shall be made from the employee's
final paycheck.
6. EMPLOYEE ASSISTANCE PLAN
The City shall make a concerted effort to establish an
employee assistance plan as soon as possible.
7. HOLIDAYS
7.A. Designated Holidays
The employee shall receive time off with pay for the following
holidays but only if the employee is paid for the workday that
precedes or follows the holiday:
July 4
Independence Day
September
5
Labor Day
October 10
Columbus Day
November
11
Veteran's Day
November
24
Thanksgiving Day
November
25
Day after Thanksgiving
December
26
Monday after Christmas
January 2
Monday after New Year's
February
13
Lincoln's Birthday
February
20
Washington's Birthday
May 29
Memorial Day
7.B. Floating Holidays
Day
Day
The employee is entitled to two floating holidays, including
one in lieu of Martin Luther King, Jr., day. All floating
holidays shall be requested in advance from the appropriate
administrative authority or department head. Enough
employees shall remain at work during floating holidays so
that the City's business may be conducted.
Floating holidays shall accrue on July 1 and must be taken by
the following June 30, or the hours will be forfeited.
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S. VACATION
B.A. Required Usage and Carryover
Employee shall be required to use one half (1/2) of his/her
annual vacation accrual yearly and shall be able to carry
over one-half (1/2) of one year's vacation accrual from
one year to the next, cumulatively, up to a maximum of fifty
two (52) times the then -current pay period rate of vacation
accrual. This maximum is waived, however, until June 30,
1989, in order to provide a smooth transition to the new
computer system installed in 1987. At that time, if the
employee's balance is at or above its minimum, no further
vacation shall be accrued until the employee's balance drops
below the minimum.
B.H. Cash -In Policy
Employees covered by this resolution may convert vacation
time to cash with administrative approval.
S.C. Accrual
Vacation leave shall accrue as follows:
Through
the
5th year
of employment .....
15
Through
the
6th year
of employment .....
16
Through
the
7th year
of employment .....
17
Through
the
8th year
of employment .....
18
Through
the
9th year
of employment .....
19
Through
the
10th year
of employment....
20
Through
the
11th year
of employment....
21
Through
the
12th year
of employment....
22
Through
the
13th year
of employment....
23
Through
the
14th year
of employment....
24
Through
the
15th year
of employment....
25
Through
the
16th year
of employment....
26
9. ADMINISTRATIVE LEAVE
days/year
days/year
days/year
days/year
days/year
days/year
days/year
days/year
days/year
days/year
days/year
days/year
An Employee Leave Request must be approved by the
appropriate department head prior to the use of
administrative leave and such leave may not be carried over
into the next fiscal year or cashed in if not used.
Administrative leave shall be granted with due regard for
the employee's wishes and the operational needs of the
department.
9.A. Executive Management
Executive Management employees shall receive eight (8) days
per year of Administrative Leave beginning on July 1.
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9.B. Middle Management
Mid -Management employees shall receive five (5) days of
Administrative leave beginning on July 1.
9.C. Police Lieutenants
Individuals with the classification of Police Lieutenant
have the option of receiving administrative leave or overtime
pay/compensatory leave in accordance with City policy and the
Federal Labor Standards Act (FLSA). (See Compensatory Leave)
10. WORK WEER AND TIMEKEEPING INTERVAL
10.A. Work Week
The regular work week for all employees covered by this
agreement shall be forty (40) hours for a seven (7) day
period beginning at 12:01 a.m. each Sunday and consists
of five (5) days a week and eight (8) hours per day.
Daily hours of work or shifts for employees within
departments shall be assigned by the department head,
as required to meet the needs of the department.
10.B. Timekeeping Interval
In keeping with FLSA, the minimum timekeeping interval,
except for Police Lieutenants, shall be one (1) eight (8)
hour day.
11. OVERTIME/COMPENSATORY TIME
The classification of Police Lieutenant shall not be exempt
from the provisions of FLSA . The minimum timekeeping
interval shall be fifteen (15) minutes. Periods of time of
seven (7) minutes or less shall be rounded down and periods
of time of eight (8) minutes or more shall be rounded up.
Police Lieutenants shall be entitled to overtime pay or
compensatory time off for all hours worked in excess of
eight (8) hours in one work day or forty (40) hours within
the employee's regular work week. For the purposes of this
agreement, holiday pay, sick leave, and other compensated
time off shall count for the hours. overtime pay or
compensatory time off for overtime shall be accumulated in
no less than fifteen minutes per day increments. When an
employee works less than fifteen minutes per day of
overtime, the employee shall not receive compensatory
time for such overtime.
In order to be entitled to any compensation for overtime
hours worked, such overtime work must have been authorized
by the department head or the City Administrator.
Accumulated compensatory time not taken off in the pay period
in which it was earned, may be carried over to a maximum of
two hundred forty (240) hours (160 hours worked at time -
and -one-half would equal 240 hours) for miscellaneous
employees; and 480 hours (320 hours worked at time -
and -one-half would equal 480 hours) for sworn safety employees.
12. SICK LEAVE
Beginning on the first payday on or after January 1, 1986,
a yearly evaluation period for use of sick leave was
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.
12.A. One -Fourth Conversion
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:
(1) Carry over the accrual and add it to his or
her sick leave balance.
(2) Convert, only to the extent that his/her balance is
more than zero at the beginning of the new year, 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 the
employee's sick leave balance.
12.8. One -Third Conversion
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:
(1) Carry over the accrual and add it to his or her
sick leave balance.
(2) Convert, only to the extent that his/her balance is
more than zero at the beginning of the new year,
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.
12.C. Employees hired prior to December 31, 1985
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:
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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.
12.D. Conversion Deadline
A decision to convert sick leave according to the policy above
shall be made by March 31.
13. BEREAVEMENT LEAVE
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, grandparents,
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.
14. EDUCATION INCENTIVE
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/her
job description, and not a simple membership in a professional
organization, shall receive one -hundred dollars ($100) per
month as education incentive pay.
Any Police Executive Management employee or Captain
who possesses a master's degree from an accredited college
or university in an academic subject appropriate to law
enforcement administration, and not a simple membership in a
professional organization, shall receive five percent (5%)
per month of the top step of the salary range assigned to
Police Sergeant in addition to his/her base salary as
education incentive pay.
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Any Police Executive Management employee or Captain who, on
or before June 30, 1988, was hired or promoted to a safety
position covered by this Resolution who possesses a master's
degree from an accredited college or university in an
academic subject appropriate to law enforcement administration,
and not a simple membership in a professional organization,
shall receive five percent (5%) per month of his/her base
salary in addition to his or her base salary as education
incentive pay. This special compensation shall be eliminated
when the employee for any reason permanently vacates his or her
position.
Any Police Lieutenant who possesses a bachelor's degree from
an accredited college or university in an academic subject
appropriate to law enforcement administration, and not a
simple membership in a professional organization, may receive
five percent (5$) per month of the top step of the salary
range assigned to Police Sergeant in addition to his/her
base salary as education incentive pay, based on department
and administrative approval.
Any Police Lieutenant who was hired or promoted to his or
her position on or before June 30, 1988 who possesses a
bachelor's degree from an accredited college or university
in an academic subject appropriate to his or her job classi-
fication, and not a simple membership in a professional
organization, shall receive five percent (5%) per month of
his/her base salary salary as education incentive pay. This
special compensation shall be eliminated when the employee
for any reason permanently vacates his or her position.
An employee shall be entitled to only one (1) increment of
education incentive pay regardless of the number of
qualifying degrees or certificates he or she possesses.
15. TUITION RE
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.
16. LICENSE RENEWAL
The City agrees to pay the cost of maintaining certifications
and licenses that are necessary to maintain the minimum
requirements for the licensee's job.
17. DAMAGE TO PERSONAL EFFECTS
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
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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 Administrator for his or her consideration.
18. DIFFERENTIAL PAY
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%) above the position of Electric
Operations Superintendent.
19. INDUSTRIAL LEAVE
A regular employee who is temporarily or permanently incapaci-
tated as a result of injury or illness determined to be
compensable under the Workers' Compensation Act shall be
granted industrial leave under the following terms and conditions:
A. An employee granted industrial leave shall continue to
be compensated at his regular rate of pay in lieu of
temporary disability payments.
B. Should it be determined that and employee's illness or
injury did not arise in the course of the employee's
employment with the City or that the employee is not
temporarily or permanently incapacitated or disabled as
a result of the injury or illness, then the employee's
accrued or, if insufficient, future sick leave shall be
charged to reimburse the City for any payments made to
the employee pursuant to (A) above.
C. An industrial leave of up to ninety (90) calendar days
shall be authorized for each injury or illness
determined to be compensable under the Workers'
Compensation Act. Paid leave may be continued subject
to review by the City Council at the end of such ninety
(90) calendar day period to a maximum of one (1)
calendar year. Supporting medical documentation must
accompany such requests for leave and be submitted
thirty (30) days prior to expiration date.
D. Except as provided in (B) above, no employee shall have
accrued sick leave deducted while on industrial leave.
Vacation and sick leave shall accrue for an employee on
industrial leave.
E. Industrial leave shall expire when one of the following
conditions occurs:
10
(1) employee is able to return to work to his regular
position.
(2) The day before the employee is retired or
separated for disability. The employee's
"retirement date" shall be the first of the month
after all of the following occur and are
determined by the Public Employees' Retirement
System:
(a) The employee's condition is determined to be
permanent or of an extended duration.
(b) The degree of disability precludes continued
employment of the employee in his present
position.
(3) After fifty-two (52) weeks of industrial disabil-
ity payments.
F. Physicians may be assigned in compliance with the
Health and Safety Code and the Workers' Compensation
Laws of the State of California (Ref.: Section 4600 -
Labor Code.)
20. TITLE CHANGE
The "Assistant to the City Clerk" shall be retitled
"Assistant City Clerk" with no change in job description or
responsibilities.
21. MAINTENANCE OF EXISTING BENEFITS
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 JULY 1, 1988
(Exhibit B)
EXECUTIVE MANAGEMENT
MONTHLY SALARY
City Administrator $6842.85
Chief of Police/Ass't City Administrator 6221.25
Director
of Utilities
5925.54
Director
of Community Development
5308.96
Director
of Finance
4960.73
Director
of Community Services
4586.40
City Librarian
4449.18
Assistant City Administrator
4135.59
MIDDLE MANAGEMENT
Electric Operations Superintendent
$4908.00
Police Captain
4671.87
Utilities Engineer
4433.47
Human Resources Manager
4081.13
Asst Director for Engr. & Public Works
4068.13
Police Lieutenant
4064.13
Water Utility Superintendent
3726.81
Civil Engineering Associate
3626.34
Computer Services Manager
3587.60
Consumer Services Manager
3549.87
Asst Director of Community Services
3508.41
Accounting Services Supervisor
3411.93
Senior Planner
3255.00
Police Administrative Assistant
2757.73
Purchasing Officer
2727.00
Code Enforcement Officer
2660.53
Emergency Services Coordinator
2605.81
Assistant City Clerk
2278.21
12
Ll
A
Administrative
Executive Management, 5
Middle Management, 6
Police Lieutenants, 6
Administrative Leave, 5
C
Cafeteria Benefit Plan, 3
amount, 3
eligibility, 3
Termination of, 4
Car Allowance, 1
Compensatory Time, 6
Authorization, 6
Maximum allowed, 6
E
Education Incentive, 8
F
FLSA, 6
E
Holidays, 4
designated, 4
floating, 4
L
License Renewal, 9
Life Insurance, 2
O
Overtime, 6
Authorization, 6
R
Retirement, 3
0
8
Salary, 1
Sick Leave, 7
Conversion Deadline, 8
Employees hired prior to Dec. 31, 1985, 7
one-fourth conversion, 7
one-third conversion, 7
T
Title Change
Assistant to the City Clerk, 11
1
V
Vacation, 5
Accrual, 5
Carryover, 5
Cash -In Policy,
Required Usage,
A
Work Week and Timekeeping Interval, 6