HomeMy WebLinkAboutResolution No. 92-C1410 6
RESOLUTION NO. 92-C141
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF AZUSA REGARDING THE CLASSIFIED EXECUTIVE
MANAGEMENT EMPLOYEES EFFECTIVE JULY 1, 1992
THE CITY COUNCIL OF THE CITY OF AZUSA DOES RESOLVE AS
FOLLOWS:
SECTION 1. Whereas, the Executive 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
benefits to certain employees and to restate certain existing wages and benefits for
administrative convenience; 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 Management employees of the City of Azusa as indicated in Exhibits
"A", and "B", attached hereto.
SECTION 5. The City Clerk shall certify the adoption of this resolution.
ADOPTED AND APPROVED this 19th day of October, 1992.
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 19th
day of October, 1992.
AYES: /J COUNCILMEMBERS: DANGLEIS, MADRID, NARANJO, ALEXANDER,
/ MOSES
NOES:
CITYXLERK
NONE
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CITY OF AZUSA
EXECUTIVE
BENEFITS AND COMPENSATION
EFFECTIVE 7-1-92
T A B L E O F C O N T E N T S
1. WORKWEEK AND TIMEKEEPING INTERVAL ..........................1
I.A. Workweek.............................................i
I.B. Workday...............................................i
2. SALARY... o ................................................. I
3. ADDITIONAL COMPENSATION....................................1
3.A. Car Allowance.........................................1
3.B. Education Incentive...................................1
3.C. Retirement.............................................2
4. CAFETERIA BENEFIT PLAN (CHP)...............................2
4.A. Eligibility...........................................2
4.B. Amount................................................2
4.C. Termination...........................................3
5. TYPES OF LEAVE/DAYS OFF....................................3
S.A. Administrative Leave..................................3
S.B. Bereavement Leave.....................................3
S.C. Holidays..............................................4
5.C.1. Designated Holidays ............................4
5.C.2. Floating Holidays ..............................4
S.D. Industrial Leave......................................4
5.E. Sick Leave............................................6
5.E.1. Accrual and Use.. ...........................6
5.E.2. One -Fourth Conversion ..........................6
5.E.3. One -Third Conversion ...........................6
5.E.4. Conversion Deadline ............................6
5.E.5. Employees hired prior to December 31, 1985.....6
S.F. Vacation..............................................7
5.G. Required Usage and Carryover ..........................7
5.G.1. Cash -In Policy.................................7
5.G.2. Accrual........................................7
6. DAMAGE TO PERSONAL EFFECTS.................................7
7. DIFFERENTIAL PAY PERCENTAGES...............................8
S. EMPLOYEE ASSISTANCE PLAN...................................8
9. LAYOFF OR RECLASSIFICATION.................................8
10. LICENSE RENEWAL............................................8
11. LIFE INSURANCE.............................................8
12. REIMBURSEMENT FUND.........................................8
12.A. Tuition Reimbursement................................8
12.8. Dependent Care Reimbursement .........................8
12.C. Additional Categories................................8
12.D. Taxable Income.......................................9
i
to
13. MAINTENANCE OF EXISTING BENEFITS ...........................9
ii
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CITY OF AZUSA
EXECUTIVE MANAGEMENT
BENEFITS & COMPENSATION
JULY 1, 1992
1. WORKWEEK AND TIMEKEEPING INTERVAL
I.A. Workweek
The regular workweek 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 four (4) days a week and
ten (10) hours per day Monday through Thursday. 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.
I.B. Workday
The workday will consist of ten and one half (10 1/2) hours with
one-half (1/2) hour for lunch and 40 minutes of breaks to be
scheduled in light of the departmental policy. The City reserves
the right to determine the beginning and ending times of the work
day.
2. SALARY
The base monthly salary of each employee shall be according to
the information contained in Exhibit "B" of this document. No
increase is reflected over the salaries that were in effect for
the 1991-92 fiscal year.
3.
3.A. Car Allowance
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.
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.
3.B. Education Incentive
An employee who possesses a master's degree from an accredited
college or university in an academic subject appropriate to
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his/her job description, and not a simple membership in a profes-
sional organization, shall receive one -hundred dollars ($100) per
mouth as education incentive pay.
The Chief of Police shall be entitled to (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 for
possession of 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.
An employee shall be entitled -to only one (1) increment of educa-
tion incentive pay regardless of the number of qualifying degrees
or certificates he or she possesses.
3.C. Retirement
The City shall continue its contract with the Public Employees'
Retirement System (PERS) under the 112% @ 60 full formula" plan
"
for non -safety employees; and 2% @ 50 full formula" plan for
safety employees and to continue the highest level of the 1959
survivor benefit. The City shall continue to pay both the
employee's and employer's share of the cost of this benefit.
4. CAFETERIA BENEFIT PLAN (CBP)
4.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, arrange-
ments 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.
4.B. Amount
Effective 8-1-92 the CBP shall be provided by the City for each
Management employee at the rate of five hundred sixteen dollars
($516) 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 bonafide
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CITY OF AZUSA E%ECUT0 MANAGEMENT BENEFITS AND QMPENSATION# 7-1-92
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.
4.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.
S. TYPES OF LEAVE/DAYS OFF
S.A. Administrative Leave
Employees shall receive sixty-four hours per year of Administra-
tive Leave beginning July 1.
An employee leave request must be approved by the City
Administrator or his designee 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. Unused Administrative Leave may,
however, be converted to vacation leave. An employee who wishes
to convert accrued unused Administrative Leave to Vacation Leave
shall notify the Finance Department by June 15 of the desired
conversion.
For the 1992-93 fiscal year only, unused Administrative Leave
accrued in the 1991-92 fiscal year will be carried over to the
1992-93 fiscal year.
Administrative leave shall be granted with due regard for the
employee's wishes and the operational needs of the department.
S.B. Bereavement Leave
An employee may be permitted to take up to,forty (40) hours 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
twenty (20) hours 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.
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CITY OF AZUSA ESECUTP MANAGEMENT BENEFITS AND OMPENSATION, 7-1-92
S.C. Holidays
5.C.1. 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.
If a holiday falls on an employee's scheduled day off, the
employee shall receive the holiday on the next scheduled
business day. The dates upon which these holidays shall be
observed will be determined by City Council.
July 6, 1992
Independence Day
September
7,
1992
Labor Day
October
12,
1992
Columbus Day
November
11,
1992
Veteran's Day
November
26,
1992
Thanksgiving Day
December
24,
1992
Day before Christmas
December
31,
1992
Day before New Year's Day
February
11,
1993
Lincoln's Birthday
February
22,
1993
Washington's Birthday
May 31, 1993
Memorial Day
5.C.2. Floating Holidays
The employee is entitled to two ten (10) hour floating
holidays, including one in lieu of Martin Luther King, Jr.,
day.
All floating holidays shall be requested in advance from
the City Administrator or his designee. 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 if not taken
by June 30, may be converted to vacation days. An employee
who wishes to convert accrued unused Floating Holidays to
Vacation Leave shall notify the Finance Department by June
15 of the desired conversion.
For the 1992-93 fiscal year only, the City shall provide two
additional ten (10) hour floating holiday to be utilized
within the above -listed guidelines. Further, unused
floating holidays accrued in the 1991-92 fiscal year
will be carried over to the 1992-93 fiscal year.
S.D. Industrial Leave
A regular employee who is temporarily or permanently incapaci-
tated as a result of injury or illness determined to be compen-
sable under the Workers' Compensation Act shall be granted indus-
trial leave under the following terms and conditions:
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CITY OF AZUSA ESECUTA MANAGEMENT BENEFITS AND QMPENSATION, 7-1-92
1. An employee granted industrial leave shall continue to be
compensated at his regular rate of pay in lieu of temporary
disability payments.
2. Should it be determined that and employee's illness or
injury did not arise in the course of the employee's employ-
ment 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 insuf-
ficient, future sick leave shall be charged to reimburse the
City for any payments made to the employee pursuant to (A)
above.
3. 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.
4. 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.
5. Industrial leave shall expire when one; of the following
conditions occurs:
a. employee is able to return to work to his regular
position.
b. 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:
1) The employee's condition is determined to be perma-
nent or of an extended duration.
2) The degree of disability precludes continued em-
ployment of the employee in his present position.
C. After fifty-two (52) weeks of industrial disability
payments.
6. 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.)
5
CITY OF AZUSA E%ECUTA
S.E. Sick Leave
5.E.1. Accrual and Use
BENEFITS AND *MPENSATION, 7-1-92
Sick leave with pay shall accrue to employees at the rate of
ten hours per month for each calendar month of paid employ-
ment, with unlimited accumulation.
5.E.2. 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:
a. Carry over the accrual and add it to leave balance.
b. 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.
5.E.3. One -Third Conversion
If the employee has used no more than three days of sick
leave, including time spent on personal business or bereave-
ment, he or she would have the following options:
a. Carry over the accrual and add it to sick leave balance.
b. Convert, only to the extent that the 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.
5.E.4. Conversion Deadline
A decision to convert sick leave according to the policy
above shall be made by March 31.
5.E.5. 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:
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
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CITY OF AZUSA ESECUTO MANAGEMENT BENEFITS AND IMPENSATION, 7-1-92
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.
Upon separation for other reasons, 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.
S.F. vacation
S.G. 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 plus 100 hours. This maximum is waived, however,
until June 30, 1993. 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.
5.G.1. Cash -In Policy
Employees covered by this resolution may convert vacation
time to cash with administrative approval.
5.G.2. Accrual
Vacation leave shall accrue as follows:
Through
the
5th
year
of
employment
120
hours
Through
the
6th
year
of
employment
128
hours
Through
the
7th
year
of
employment
136
hours
Through
the
8th
year
of
employment
144
hours
Through
the
9th
year
of
employment
152
hours
Through
the
10th
year
of
employment
160
hours
Through
the
11th
year
of
employment
168
hours
Through
the
12th
year
of
employment
176
hours
Through
the
13th
year
of
employment
184
hours
Through
the
14th
year
of
employment
192
hours
Through
the
15th
year
of
employment
200
hours
Through
the
16th
year
of
employment
210
hours
6. DAMAGE TO PERSONAL EFFECTS
If, in the course of business, an employee's personal clothing or
effects are accidentally damaged or destroyed, the employee may submit
a claim to the City Administrator for reimbursement for up to one
hundred dollars ($100).
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CITY OF AZUSA EBECUTRE
7. DIFFERENTIAL PAY PERCENTAGES
BENEFITS ANDOMPENSATION, 7-1-92
Effective July 1, 1992, differential pay established by previous
resolution is deleted and no longer a benefit.
S. EMPLOYEE
PLAN
The City will continue to maintain the Employee Assistance Plan.
9. LAYOFF OR RECLASSIFICATION
The City agrees that in the event employees represented by the
Association are laid off from their employment or are reclassified to
a lesser classification, a minimum of forty-five (45) calendar days
notice will be given to each individual affected employee. Such
notice shall be in writing and signed by an appropriate management
employee.
10. 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.
11. LIFE
The City shall provide term life insurance equal to annual salary plus
$50,000.
12.
The City shall make available to each employee an amount not to
exceed two thousand dollars ($2,000) per fiscal year which may be
utilized for the following:
12.A. Tuition Reimbursement
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.
12.8. Dependent Care Reimbursement
Included as part of the reimbursement fund shall be monies
expended for the purpose of dependent care through any certified
provider. The term "dependent" is defined as in the Bereavement
Leave section of this Memorandum of Understanding.
12.C. Additional Categories
The Finance Department will research additional categories of
the Reimbursement Fund as suggested by employees, shall notify
them of new allowable categories, and shall reimburse employees
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CITY OF A2USA EXECUT* MANAGEMENT BENEFITS AND OMPENSATION, 7-1-92
for their eligible expenses in the new categories as
expeditiously as possible.
12.D. Taxable Income
An employee may elect to receive the funds as taxable
income.
13. 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 AXUSA
EXECUTIVE MANAGEMENT
SALARY SCHEDULE EFFECTIVE JULY 1, 1992
(EXHIBIT "B")
EXECUTIVE MANAGEMENT
--------------------
CITY
DIRECTOR OF UTILITIES
CHIEF OF POLICE
DIRECTOR OF COMMUNITY DEVELOPMENT
DIRECTOR OF FINANCE
DIRECTOR OF COMMUNITY SERVICES
ASSISTANT CITY
CITY LIBRARIAN
10
MONTHLY
SALARY
8,333.00
8,051.76
7,250.00
6,269.51
5,869.97
5,494.39
5,372.23
5,254.16
i
A
Administrative Leave, 3
C
Cafeteria Benefit Plan, 2
amount, 2
eligibility, 2
Termination of, 3
Car Allowance, 1
D
Dependent Care Reimbursement, 8
E
Education Incentive, 1
E
Holidays, 4
designated, 4
floating, 4
L
Lay Off, 8
License Renewal, 8
Life Insurance, 8
R
Reclassification, e
Reimbursement Fund, 8
Taxable Income, 9
Retirement, 2
8
Salary, i
Salary Schedule, 10
Sick Leave, 6
Conversion Deadline, 6
Employees hired prior to Dec. 31, 1985, 6
one-fourth conversion, 6
one-third conversion, 6
T
Tuition Reimbursement, e
V
Vacation, 7
Accrual, 7
Carryover, 7
Cash -In Policy, 7
Required Usage, 7
0
CITY OF AZUSA
EXECUTIVE EXECUTIVE MANAGEMENT
SALARY SCHEDULE EFFECTIVE 7-1-92
(Exhibit B)
10
0
W
Workday, 1
Workweek and Timekeeping Interval, 1