HomeMy WebLinkAboutResolution No. 94-C10. RESOLUTION NO. 94-C10 •
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
AZUSA APPROVING THE COMPENSATION AND BENEFITS
MEMORANDUM COVERING THE CITY AND THE
EXECUTIVE MANAGEMENT EMPLOYEES EFFECTIVE JULY
1, 1993.
THE CITY COUNCIL OF THE CITY OF AZUSA DOES RESOLVE AS
FOLLOWS:
WHEREAS, it is customary for the Management of the City of Azusa to
receive, on a periodic basis, proposals for amendments to the memoranda and/or
Resolutions that govern the compensation, benefits and working conditions of City
employees, based upon changes in the consumer price index and other factors, and
WHEREAS, the Executive Management employees of the City of Azusa
are not covered by a meet -and -confer process; and
WHEREAS, the City Council acknowledged the Executive Management
employees within the various departments of the City of Azusa, and occupying the
classifications as listed in Exhibits "A," "B" and "C" attached hereto; and
WHEREAS, the City of Azusa has received the proposals for amendment
and updating of compensation and benefits for the upcoming 3 fiscal years for those
employees who are represented by formally recognized associations and a union,
WHEREAS, the City of Azusa and the represented employees have met
on numerous occasions during thelast 3 months and have discussed the issues
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between them and have bargained n good faith, and
WHEREAS, the City and the represented employees have come to an
agreement with regard to every issue, and
WHEREAS, it is appropriate to consider how these same issues apply to
the Executive Management employees, and
WHEREAS, the new Compensation and Benefits Memorandum between
the City of Azusa and the Executive Management employees covering the period of
July 1, 1993 through July 31, 1996, is attached hereto,
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City
of Azusa does hereby approve the Compensation and Benefits Memorandum attached
hereto, and directs the representatives of Management to affix their signatures theron.
The City Clerk shall certify the passage of this Resolution.
APPROVED AND PASSED this 4th day of January, 1994.
MAYC)R
I HEREBY CERTIFY that the foregoing Resolution was dulypassed by the
City Council of the City of Azusa at a regular meeting thereof held on the 4th day of
January, 1994.
AYES: COUNCILMEMBERS
NOES: COUNCILMEMBERS:
ABSENT: COUNCILMEMBERS
DANGLEIS, MADRID, NARANJO, ALEXANDER,
MOSES
NONE
NONE
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COMPENSATION AND BENEFITS MEMORANDUM
COVERING THE CITY OF AZUSA
EXECUTIVE MANAGEMENT EMPLOYEES
7-1-93
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TABLE OF CONTENTS
1. TERM OF COMPENSATION AND BENEFITS MEMORANDUM ........ 1
2. TOTAL COMPENSATION ................................ 1
3. NON-DISCRIMINATION ................................. 2
3.1. Protection of Rights ............................... 2
3.2. Anti -Discrimination ................................. 2
•4. CITY RIGHTS ........................................ 2
4.1. Management Rights ............................... 2
4.2. Conformance with Rules ............................ 4
5. SEPARABILITY ....................................... 4
6. MAINTENANCE OF EXISTING BENEFITS ...................... 4
7. WORKWEEK AND TIMEKEEPING INTERVAL ................... 4
7.1. Workweek ...................................... 4
7.2. Workday ....................................... 5
7.3. Timekeeping Interval ............................... 5
8. SALARY ............................................ 5
9. ADDITIONAL COMPENSATION ............................ 5
9.1. Automobiles ..................................... 5
9.2. Educational Incentive Pay ........................... 6
9.3. Retirement ...................................... 6
9.4. Longevity Pay ................................... 7
10. FLEXIBLE BENEFIT PLAN ................................ 7
10.1. Definition ...................................... 7
10.2. Amount of Monthly Benefit .......................... 7
10.2.1. Yearly Increase ..................... 7
10.3. Eligibility ....................................... 7
10.4. Termination ..................................... 8
11. TYPES OF LEAVE/DAYS OFF 8
11.1. Administrative Leave .:............................. 8
11.2. Bereavement Leave ................................ 9 1.
11.3. Holidays ....................................... 9
4
12. DAMAGE TO PERSONAL EFFECTS ......................... 14
13. EMPLOYEE ASSISTANCE PLAN ............................ 14
14. HEALTH INSURANCE DURING RETIREMENT ................... 14
15. LAYOFF OR RECLASSIFICATION ........................... 15
16. LICENSE RENEWAL .................................... 15
17. LIFE INSURANCE ...................................... 15
18. TUITION REIMBURSEMENT ............................... 15
18.1. Objective ....................................... 15
18.2. Eligibility ....................................... 15
18.3. Courses may be eligible if they: ....................... 16
18.4. Reimbursement .................................. 17
19. COMPUTER LOAN PROGRAM ............................. 18
20. CITY -PAID DEFERRED COMPENSATION ...................... 19
11.3.1.
Designated Holidays ..................
9
11.3.2.
Floating Holidays ....................
10
11.4.
Industrial Leave
..................................
10
11.5:
Sick Leave ......................................
11
11.5.1.
Accrual and Use ....................
11
11.5.2.
One -Fourth Conversion ................
11
11.5.3.
One -Third Conversion .................
12
11.5.4.
Conversion to Cash upon Retirement or
Separation
.................................
12
11.6.
Vacation Leave
..................................
13
11.6.1.
Required Usage and Carryover ...........
13
11.6.2.
Cash -In Policy ......................
13
11.6.3.
Accrual ..........................
13
12. DAMAGE TO PERSONAL EFFECTS ......................... 14
13. EMPLOYEE ASSISTANCE PLAN ............................ 14
14. HEALTH INSURANCE DURING RETIREMENT ................... 14
15. LAYOFF OR RECLASSIFICATION ........................... 15
16. LICENSE RENEWAL .................................... 15
17. LIFE INSURANCE ...................................... 15
18. TUITION REIMBURSEMENT ............................... 15
18.1. Objective ....................................... 15
18.2. Eligibility ....................................... 15
18.3. Courses may be eligible if they: ....................... 16
18.4. Reimbursement .................................. 17
19. COMPUTER LOAN PROGRAM ............................. 18
20. CITY -PAID DEFERRED COMPENSATION ...................... 19
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CITY OF AZUSA
EXECUTIVE MANAGEMENT EMPLOYEES
COMPENSATION AND BENEFITS MEMORANDUM
JULY 1, 1993
This Compensation and Benefits Memorandum is with reference to the
following facts:
(1) The Azusa Executive Management Employees are those personnel
(hereinafter referred to as "employees") employed by the City of Azusa (hereinafter
referred to as "City"), and occupying classifications in Exhibits "A," "B" and "C."
(2) In the .interest of maintaining harmonious relations between the
City and the employees, authorized representatives of the City and the have met and
discussed wages, hours and other terms and conditions of employment of affected
employees.
(3) The authorized representatives of the City and the employees have
reached an understanding as to certain changes in wages, hours and other terms and
conditions of employment of the affected employees which shall be submitted to the
City Council of the City of Azusa for approval and implementation of these changes
by appropriate ordinance, resolution, or other lawful action.
Therefore, subject to the approval and implementation by the City
Council of the City, the wages, hours, and other terms and conditions of employment
for all affected employees shall be as follows:
1. TERM OF COMPENSATION AND BENEFITS MEMORANDUM
The term of this Compensation and Benefits Memorandum (Memorandum) shall
commence July 1, 1993 and shall continue in full force and effect until July 31,
1996.
2. TOTAL COMPENSATION
As a matter of philosophy, the City recognizes that compensation consists of terms
and conditions of employment other than those represented solely by salary. Further,
the City recognizes that the changes in wages, hours and other terms and conditions
of employment as set forth in this Compensation and Benefits Memorandum
constitute additions to the total compensation received by affected employees.
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3. NON-DISCRIMINATION
3.1. Protection of Rights
The parties mutually recognize and agree to protect the rights of all employees
hereby to join and/or participate in protected activities or to refrain from joining
or participating in protected activities in accordance with Government Code
Section 3500, et sea.
3.2. Anti -Discrimination
The City shall not discriminate against any employee because of race, color,
sex, age, national origin, political or religious opinions or affiliations. The City
shall comply with any final order of the federal or state agency or court of
competent jurisdiction requiring a modification or change in any provision or
provisions of this Memorandum in compliance with state or federal anti-
discrimination laws.
4. CITY RIGHTS
4.1. Management Rights
The City reserves, retains and is vested with, solely and exclusively, all rights
of Management which have not been expressly abridged by specific provision(s)
of this Compensation and Benefits Memorandum or by law to manage the City,
as such rights existed prior to the execution of this Compensation and Benefits
Memorandum. The sole and exclusive rights of Management, as they are not
abridged by this Compensation and Benefits Memorandum or by law, shall
include, but not be limited to, the following:
(1) To manage the City generally and to determine the issues of
policy.
(2) To determine the existence or nonexistence of facts which are the
basis of the Management decision.
(3) To determine the necessity and organization of any service or
activity conducted by the City and expand or diminish services.
(4) To determine the nature, manner, means, and technology, and
extent of services to be provided to the public.
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(5) To determine methods of financing.
(6) To determine types of equipment or technology to be used.
(7) To determine and/or change the facilities, methods, technology,
means, and size of the work force by which the City operations
are to be conducted.
(S) To determine and change the number of locations, relocations,
and types of operations, processes and materials to be used in
carrying out all City functions including, but not limited to, the
right to contract for or subcontract any work or operations of the
City.
(9) To assign work to and schedule employees in accordance with
requirements as determined by the City and to establish and
change work schedules and assignments.
(10) To relieve employees from duties for lack of funds or lack of work
or similar nondisciplinary reasons
(11) To establish and modify productivity and performance programs
and standards.
(12) To discharge, suspend, demote or otherwise discipline employees
for proper cause.
(13) To determine job classification and to reclassify employees.
(14) To hire, transfer, promote or demote employees for
nondisciplinary reasons in accordance with this Compensation and
Benefits Memorandum and applicable Resolutions and Codes of
the City.
(15) To determine policies, procedures and standards for selection,
training and promotion of employees.
(16) To establish employee performance standards including, but not
limited to, quality and quantity standards and to require
compliance therewith.
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AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
(17) To maintain order and efficiency in its facilities and operation.
(18) To establish and promulgate and/or modify rules and regulations
to maintain order and safety in the City which are not in
contravention with this Agreement.
(19) To take any and all necessary action to carry out the mission of
the City in emergencies.
4.2. Conformance with Rules
The City shall have the right to exercise the rights provided in sections "9"
through "16" of the Management rights clause, in accordance with the City of
Azusa Rules of the Civil Service System and exercise these rights in
conformance with the Civil Service rules.
5. SEPARABILITY
Should any provisions of this Compensation and Benefits Memorandum be found to
be inoperative, void, or invalid by a court of competent jurisdiction, all other provisions
of this Compensation and Benefits Memorandum shall remain in full force and effect
for the duration of this Compensation and Benefits Memorandum.
6. MAINTENANCE OF EXISTING BENEFITS
Except as provided herein, all wages, hours and economic terms and conditions of
employment presently enjoyed by employees shall remain in full force and effect
during the entire term of this Compensation and Benefits Memorandum.
7. WORKWEEK AND TIMEKEEPING INTERVAL
7.1. 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 shall consist of four (4)"days a week and ten (10) hours per day
Monday through Thursday.
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7.2. Workday
The workday will consist of ten and one half (10 1/2) hours with lunch and
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.
7.3. Timekeeping Interval
In compliance with FLSA, the minimum timekeeping interval shall be one (1) ten
(10) hour day.
8. SALARY
The base monthly salary of each employee shall be according to the information
contained in Exhibits "A," "B" and "C" of this Compensation and Benefits
Memorandum. However, the administrative approval for Acting Pay, required under
Section 4.2.9 of the Ru/es of the Civil Service System of the City of Azusa, shall not
be granted to Executive Management position classifications.
9. ADDITIONAL COMPENSATION
9.1. Automobiles
Employees can take a City vehicle home when it must be used either
before or after the commute for attendance at a meeting or other City -
related function. No personal trips are allowed in any case.
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AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
9.2. Educational Incentive Pay
All employees who possess a master's degree from an accredited college or
university in an academic subject, or a numbered certificate issued by a State
or professional organization, appropriate to his/her job description, and not a
simple membership in a professional organization, shall receive one -hundred
dollars ($100) per month effective July 1, 1993; one -hundred four dollars
($104) per month effective July 1, 1994 and one -hundred nine dollars ($109)
per month effective July 1, 1995 as education incentive pay. The Chief of
Police shall be entitled to five per -cent (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 education incentive pay
regardless of the number of qualifying degrees or certificates he or she
possesses.
9.3. Retirement
The City shall continue its contract with the Public Employees Retirement
System (PERS) under the "two percent (2%) at age 60 full formula" and
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.
The City shall amend its contract with the Public Employees' Retirement
System (PERS) to add an additional benefit of Service Credit for Unused Sick
Leave.
The City shall also amend its contract with the Public Employees' Retirement
System (PERS) to participate in the two-year Golden Handshake program as
authorized by the State Legislature.
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AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
9.4. Longevity Pay
Employees shall receive Longevity Pay as follows:
After 15 years of continuous Azusa service,
3% of base salary
After 20 years of continuous Azusa service,
5% of base salary
10. FLEXIBLE BENEFIT PLAN
10.1. Definition
Effective August 1, 1993, the City's existing Cafeteria Benefit Plan (CBP) shall
be converted to an IRS Section 125 Flexible Benefit Plan (FBP) administered by
either the City or its designee.
10.2. Amount of Monthly Benefit
Effective August 1, 1993, the City will maintain the Flexible Benefit Plan at five
hundred forty-five dollars ($545.00) per month for each employee. This plan
can be used by the employee to pay, to the extent available, for qualified
benefits as determined by the IRS. The employee understands that, in the
event the total premiums and/or expenses for qualified benefits selected by
him/her exceed the amount of the FBP, the excess shall be deducted from pre-
tax wages of the employee.
10.2.1. Yearly Increase
Effective August 1, 1994, the City will maintain the Flexible Benefit Plan
at five hundred seventy dollars ($570.00) per month for each employee.
Effective August 1, 1995, the City will maintain the Flexible Benefit Plan
at five hundred ninety-five dollars ($595.00) per month for each
employee.
10.3. Eligibility
In order for an employee to be eligible for the FBP in any given month, he/she
must be on payroll on the first work day (excluding recognized paid City
holidays) of that month.
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A new employee will be eligible for the full FBP applicable to his/her bargaining
unit if he/she begins work on the first work day (excluding recognized paid City
holidays) of the month. An employee whose date of hire is on the second work
day (excluding recognized paid City holidays) of the month or thereafter will not
be eligible for the FBP for that month.
If an employee does not meet the qualifying work time in any given month,
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
met the qualifying work time for eligibility for the FBP.
10.4. Termination
The City will not be responsible for payment of any qualified benefits on behalf
of the employee following the month of termination. If an employee
represented by the Association wishes to continue his/her qualified benefits,
advance payment for such qualified benefits will be deducted 'from the
employee's final pay.
11. TYPES OF LEAVE/DAYS OFF
11.1. Administrative Leave
Employees shall receive seventy (70) hours per year of Administrative Leave
beginning on July 1.
An Employee Leave Request must be approved by the appropriate City
Administrator 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 any time before June 15
of the desired conversion. For the duration of this Memorandum, unused
accrued Administrative Leave will be carried over.
Administrative leave shall be granted with due regard for the employee's wishes
and the operational needs of the City.
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11.2. 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.
11.3. Holidays
11.3.1. 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 are listed below:
Holiday Schedule:
Month
93-94
94-95
95-96 96
Independence Day
July
5
4
4 4
Labor Day
September
6
5
4
Columbus Day
October
11
10
9
Veteran's Day
November
11
14
13
Thanksgiving Day
November
25
24
23
Christmas Day
December
27
26
25
New Year's Day
January
3
2
1
Martin Luther King Day
January
17
16
15
President's Day
February
21
20
19
Memorial Day
May
30
29
27
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AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
11.3.2. Floating Holidays
The City shall provide two floating holidays of ten (10) hours each. All
floating holidays shall be requested in advance from the City
Administrator. 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. For the 1993-94 Fiscal
Year only, unused Floating Holidays accrued in the 1993-94 Fiscal Year
will be carried over to the 1994-95 Fiscal Year.
11.4. Industrial Leave
A regular employee who is temporarily or permanently incapacitated 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:
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 an 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 (1) 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 (2) 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.
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AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
5. Industrial leave shall expire when one of the following conditions occurs:
a. Employee is able to return to work to his/her 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 permanent or
of an extended duration.
(2) The degree of disability precludes continued employment by
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.)
11.5. Sick Leave
11.5.1. Accrual and Use
Employees shall accrue sick leave at the rate of ten hours per month for
each calendar month of paid employment, with unlimited accumulation.
Sick leave shall not be taken in units of less than one day. Sick leave
taken as personal business is not to exceed a maximum of forty (40)
hours during any one (1) year. "Personal business" means those items
of personal business that can only be taken care of during regular
working hours of the employee. Personal business leave shall be
approved or disapproved by the City Administrator in accordance with
this section.
11.5.2. ane -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:
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AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
a. Carry over the accrual and add it to his or her sick 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.
11.5.3. 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:
a. Carry over the accrual and add it to his or her sick leave balance.
b. 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.
A decision to convert sick leave according to the policies stated shall be made by
March 31.
11.5.4. Conversion to Cash upon Retirement or Separation
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).
Upon separation for other reasons, 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.
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AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
11.6. Vacation Leave
11.6.1. Required Usage and Carryover
Leave will be credited on a "per -pay -period" basis. Employees shall be
required to use one-half (1/2) of their annual, vacation accrual yearly.
Employees may accrue up to a maximum of fifty two (52) times the
current pay period rate of vacation accrual plus 100 hours. This
maximum is waived, however, until June 30, 1996. At that time, if the
employee's balance is at or above its maximum, no further vacation shall
be accrued until the employee's balance drops below the maximum.
11.6.2. Cash -In Policy
Employees covered by this Compensation and Benefits Memorandum
may convert vacation time to cash with administrative approval.
11.6.3. 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
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12. 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 for
reimbursement for up to one hundred dollars ($100).
Employee will submit claim to their department head for his or her recommendation
to the City Administrator for his or her consideration.
13. EMPLOYEE ASSISTANCE PLAN
The City will continue to maintain the Employee Assistance Plan.
14. HEALTH INSURANCE DURING RETIREMENT
Effective July 1, 1993, the City shall establish a Medical Premium Retirement Benefit
Plan (MPRBP) under the Internal Revenue Code of 1986, as a member of, under the
regulations of, and administered by the Joint Powers Employee Benefit Authority.
Executive employees can defer income to this plan. In addition, beginning with the
first month after retirement, for Executive employees who, at the time of retirement
from the City of Azusa, have attained the age of fifty (50) and have at least fifteen
(15) cumulative years of service with the City of Azusa, the City will contribute
monthly to the Plan, in the employee's behalf, until the employee passes away, an
amount equal to thirty three and one-third percent (33-1/3%) of the single -coverage
premium in the employee's comprehensive health insurance plan. For Executive
employees who, at the time of retirement from the City of Azusa, have attained the
age of fifty (50) and have at least twenty (20) cumulative years of service with the
City of Azusa, the City contribution shall be an amount equal to fifty per -cent (50%)
of the single -coverage premium in the employee's comprehensive health insurance
plan. For Association employees who, at the time of retirement from the City of
Azusa, have attained the age of fifty (50) and have at least twenty five (25)
cumulative years of service with the City of Azusa, the City contribution shall be an
amount equal to one hundred per -cent (100%) of the single -coverage premium in the
employee's comprehensive health insurance plan. The amount of the City's
contribution shall vary, up or down, depending upon the employee's choice of health
insurance carrier and its periodic changes in its rates. The minimum contribution
(currently $16 per month) that the City pays directly to PERS shall be considered to
be part of that portion paid by the City.
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AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
15. LAYOFF OR RECLASSIFICATION
The City agrees that in the event Executive employees 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 the City Administrator.
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. LIFE INSURANCE
The City shall provide term life insurance equal to annual salary plus $50,000.
18. TUITION REIMBURSEMENT
18.1. Objective
The tuition reimbursement program is designed to encourage employees to
continue their self -development by enrolling in approved classroom courses
which will:
18.1.1. Educate them in new concepts and methods in their
occupational field and prepare them to meet the changing
demands of their job.
18.1.2. Help prepare them for advancement to positions of greater
responsibility in the City of Azusa.
18.2. Eligibility
Tuition Reimbursement
18.2.1. All regularly appointed employees are eligible to receive
tuition reimbursement. Courses must commence after
appointment and be in excess of the educational standards
for the position. An example of this would be job-related
college or university courses when the specification for the
classification calls for high school graduation.
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AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
18.2.2. Courses must be (except where noted below in paragraphs
18.3.3. and 18.3.4.) traditional classroom courses taken at
colleges or universities and approved by the Western
Association of Schools and Colleges. Credits given for non -
classroom assignments such as life experience, military
training, and professional training are not reimbursable.
18.2.3. Coursework must be related to the employee's current
occupation or to a City classification to which the employee
may resonably expect promotion within the next five years.
18.3. Courses may be eligible if they:
18.3.1. Are above the educational requirements of the position as
noted in the position specification and are not taken to
acquire skills, knowledge and abilities which the employee
was deemed to have when appointed the position.
18.3.2. Do not duplicate training which the employee has already
had or which is to be provided in-house.
18.3.3. Do not duplicate previously taken courses unless special
approval has been granted by the Human Resources
Division and the City Administator.
18.3.4. Are required for the completion of the pre -approved job-
related major. An example would be general education or
elective requirements for the major as stated in the school
catalog. Remedial courses or those taken as required for a
non -approved major shall be eligible.
18.3.5. Include completed engineering review courses taken at
accredited institutions for which an academic grade or units
of academic credit are not given. These courses must
prepare candidates for a certificate, license or registration
issued by the California Board of Registration for
Professional Engineers. The employee must receive the
certificate or license from this Board to be eligible for
reimbursement, which will be granted for a maximum of 2
courses per certificate, license or registration.
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AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
18.3.6. Lead to a City -approved certificate, license or registration.
Reimbursement may be made for any examination fees
required to seccessfully obtain the certificate, license or
registration. Reimbursement for eligible expenses will be
made after obtaining the license, certificate or registration.
18.3.7. Are not taken on City time and must be certified that they
are taken on the employee's off-duty time.
18.3.8. Are part of a bona -fide curriculum of the study of the
Spanish language.
18.3.9. Have been approved by the City Administrator or his/her
designee before commencement of the class.
18.4. Reimbursement
18.4.1. The City shall reimburse employees for tuition, registration
fees and texts required for the eligible courses. Expenses
for parking, travel, meals, processing fees, transcript fees,
materials and any other costs are not reimbursable.
18.4.2. Employees shall be reimbursed up to the dollar amount
charged for the same number of units per term by California
State University system.
18.4.3. In order to be reviewed, each application must state exactly
which units or credits the employee is applying for and
whether the courses submitted are core courses or
recommended electives for the approved major.
18.4.4. Reimbursement shall be made upon completion of the
course with a minimum final grade of "C" or its equivalent,
i.e., a pass in a pass/fail course will be considered
equivalent to a "C". No reimbursement shall be made for
audited or incomplete courses.
18.4.5. Employees must submit from the attendant institution an
original certification of fees paid and grade acheived in
order to have their application considered for
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AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
reimbursement. These documents must accompany the
reimbursement application form in order to be processed.
18.4.6. Application for reimbursement must be submitted within
three months of the completion of the approved course in
order to be considered for reimbursement.
18.4.7. Upon termination from employment, employees shall be
required to reimburse the City for any funds received under
.this program for courses completed during the last 12
months of employment. This payback provision does not
•apply to employees laid off by the City or who separate as
a result of a City/departmental reorganization.
19. COMPUTER LOAN PROGRAM
19.1. The Computer Loan Plan described below shall be made available to full
time regular employees. Eligibility is limited to employees who have
completed their initial probation period with the City.
19.2. The equipment configuration shall be appropriate to the employee's
position and career with the City.
19.3. The City will recommend a vendor who has agreed to provide discount
pricing.
19.4. It is the employee's responsibility to negotiate the price for the
equipment and to bring a copy of the order/quote to the City for approval
aria[ to purchase.
19.5. The employee shall apply for a loan with the City on a City provided loan
application. If the employee qualifies, the City will fund the loan on an
interest free basis. Loan payments must be by payroll deduction. Each
loan payment period shall not exceed two years and the aggregate value
of all loan(s) shall not exceed $5,000 per employee. In order for an
employee to receive a loan under the Plan for equipment upgrades for
purchase of equipment components which are part of the City approved
minimum configuration, the employee must certify that he/she already
owns the remaining components required to meet the minimum
equipment configuration.
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AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
19.6. The plan will not apply to any equipment purchased prior to November
1, 1993.
19.7. Any remaining loan balance must be paid in full at time of separation of
employment. Payment will be made directly and/or by deduction from
the last paycheck. In the event an outstanding balance remains, the
employee is responsible for making payment arrangements. The failure
to make full payment will obligate the employee to pay the City's
attorneys fees in any restitution process.
20. CITY -PAID DEFERRED COMPENSATION
The City shall provide $80 per month in deferred compensation to each employee.
The employee may opt, once annually on August 1, as to the investment option to be
credited. The Medical Premium Retirement Benefit Plan (MPRBP) shall be considered
to be one of the options.
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AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
CITY OF AZUSA
EXECUTIVE MANAGERS
SALARY SCHEDULE EFFECTIVE JULY 1, 1993
MONTHLY SALARY
EXHIBIT "A" -- 1993-1994
Classification Range
1
2
3
4
5
II 6
7
Assistant City Administrator 2497
4873.59
5122.27
5383.38
5657.55
5945.43Iul
6126.79
6247.70
Ass't City Admin. + Ed. Incentive 2498
4973.59
5222.27
5483.38
5757.55
6045.43
6226.79
6347.70
.
City Administrator 2807
7933.92
8335.62
8757.40
9200.27
9665.28
II9958.24
10153.54
City Administrator+Ed. Incent. 2808
8033.92
8435.62
8857.40
9300.27
9765.28
10058.24
10253.54
City Librarian 2487
4774.51
5018.24
5274.15
5542.86
5825.00
II 6002.75
6121.25
City Librarian + Ed. Incentive 2488
4874.51
5118.24
5374.15
5642.86
5925.00
6102.75
6221.25
Director Of Community Develop. 2573
5626.55
5912.88
6213.52
6529.20
6860.66
7069.48
7208.69
Dir. -Community Dev.+Ed. Incent2574
5726.55
6012.88
6313.52
6629.20
6960.66
II 7169.48
7308.69
Director Of Community Services 2507
4965.47
5218.74
5484.68
5763.91
6057.11
6364.97
Dir. -Community Svices+Ed.Incen4508
5065.47
5318.74
5584.68
5863.91
6157.11
II6241.82
6341.82
6464.97
Director Of Finance 2539
5291.28
5560.85
5843.89
6141.09
6453.14
6649.73
6780.80
Director Of Finance+Ed. Incent. 2540
5391.28
5660.85
5943.89
6241.09
6553.14
II 6749.73
6880.80
Director Of Utilities 2722
7122.14
7483.25
7862.41
8260.53
8678.56
6941.92
9117.49
Director Of Utilities+Ed. Incent. 2723
7222.14
7583.25
7962.41
8360.53
8778.56
II 9041.92
9217.49
•
Police Chief 2622
6217.09
6527.94
6854.34
7197.06
7556.91
II 7783.62
7934.76
Police Chief+Education Incentive2623
'6317.09
6627.94
6954.34
7297.06
7656.91
u 7883.62
8034.76
Superintendent Of Public Works 2401
4010.23
4210.74
4421.28
4642.34
4874.46
5020.69
5118.18
Super. -Public Works+Ed. Incent.2402
4110.23
4310.74
4521.28
4742.34
4974.46
II 5120.69
5218.18
*Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places.
0
20
AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
EXHIBIT "B" - 1994-1995
Classification Range
1
2
3
4
5
6
7
Assistant City Administrator 2497
5068.53
5327.16
5598.72
5883.85
6183.25
6371.86
6497.61
Asst City Admin. + Ed. Incentive 2498
5172.53
5431.16
5702.72
5987.85
6287.25
6475.86
6601.61
City Administrator 2807
8251.28
8669.04
9107.69
9568.28
10051.89
10356.57
10559.69
City Administrator+Ed. Incent. 2808
8355.28
8773.04
9211.69
9672.28
10155.89
10460.57
10663.69
City Librarian 2487
4965.49
5218.97
5485.12
5764.57
6058.00
6242.86
6366.10
City Librarian + Ed. Incentive 2488
5069.49
5322.97
5589.12
5868.57
6162.00
6346.86
6470.10
Director Of Community Develop. 2573
5851.61
6149.40
6462.06
6790.37
7135.09
7352.26
7497.04
Dir. -Community Dev.+Ed. Incent2574
5955.61
6253.40
6566.06
6894.37
7239.09
7456.26
7601.04 •
Director Of Community Services 2507
5164.09
5427.49
5704.07
5994.47
6299.39
6491.50
6619.56
Dir. -Community Svices+Ed.Incen2508
5268.09
5531.49
5808.07
6098.47
6403.39
6595.50
6723.56
Director Of Finance 2539
5502.94
5783.28
6077.65
6386.73
6711.27
6915.72
7052.03
Director Of Finance+Ed. Incent. 2540
5606.94
5887.28
6181.65
6490.73
6815.27
7019.72
7156.03
Director Of Utilities 2722
7407.03
7782.58
8176.91
8590.95
9025.70
9299.59
9482.19
Director Of Utilities+Ed. Incent. 2723
7511.03
7886.58
8280.91
8694.95
9129.70
9403.59
9586.19
Police Chief 2622
6465.77
6789.06
7128.51
7484.94
7859.19
8094.96
8252.15
Police Chief+ Education Incentive2623
6569.77
6893.06
7232.51
7588.94
7963.19
8198.96
8356.15
Superintendent Of Public Works 2401
4170.64
4379.17
4598.13
4828.04
5069.44
5221.52
5322.91
Super. -Public Works+Ed. Incent. 2402
4274.64
4483.17
4702.13
4932.04
5173.44
5325.52
5426.91
*Due to rounding of figures, they may vary slightly -from payroll computer figures, which are carried to 4 decimal places.
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AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
Classification Range
Blank
Assistant City Administrator 2497
Ass't City Admin. + Ed. Incentive 2498
City Administrator 2807
City Administrator+Ed. Incent. 2808
City Librarian 2487
City Librarian + Ed. Incentive 2488
Director Of Community Develop. 2573
Dir. -Community Dev.+Ed. Incent2574
Director Of Community Services 2507
Dir. -Community Svices+Ed.Incen4508
Director Of Finance 2539
Director Of Finance+Ed. Incent. 2540
Director Of Utilities 2722
Director Of Utilities+Ed. Incent. 2723
Police Chief 2622
Police Chief + Education Incentive2623
Superintendent Of Public Works 2401
Super. -Public Works+Ed. Incent. 2402
EXHIBIT "C' - 1995-1996
1
2
3
4
5
6'
7
5271.28
5540.25
5822.67
6119.21
6430.58
6626.74
6757.51
5379.44
5648.41
5930.83
6227.37
6538.74
6734.90
6865.67
8581.33
9015.80
9472.00
9951.01
10453.97
10770.83
10982.07
8689.49
9123.96
9580.16
10059.17
10562.13
10878.99
11090.23
5164.11
542733
5704.52
5995.15
6300.32
6492.57
6620.74
5272.27
5535.89
5812.68
6103.31
6408.48
6600.73
6728.90
6058.68
6395.37
6720.55
7061.98
7420.49
7646.35
7796.92
6193.84
6503.53
6828.71
7170.14
7528.65
7754.51
7905.08
5370.65
5644.59
5932.33
6234.25
6551.37
6751.16
6884.35
5478.81
5752.75
6040.39
6342.41
6659.53
6859.32
6992.51
5723.05
6014.61
6320.75
6642.20
6979.72
7192.35
7334.11
5831.21
6122.77
6428.91
6750.36
7087.88
7300.51
7442.27
7703.31
8093.88
8503.99
'8934.59
9386.73
9671.58
9861.48
7811.47
8202.04
8612.15
9042.75
9494.89
9779.74
9969.64
6724.40
7060.62
7413.65
7784.34
8173.55
8418.76
8582.23
6832.56
7168.78
7521.81
7892.50
8281.71
8526.92
8690.39
4337.47
4554.34
4782.06
5021.16
5272.22
5430.38
5535.83
4445.63
4662.50
4890.22
5129.32
5380.38
5538.54
5643.99
*Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places.
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AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
CITY OF AZUSA
m
m
DATE
DATE
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AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
1
Accrual 11-13
Accrual and Use 11
ADDITIONAL COMPENSATION 5
Administrative Leave 8
Amount of Monthly Benefit 7
Anti -Discrimination 2
Automobiles 5
Bereavement Leave 9
Cash -In Policy 13
CITY RIGHTS 2
CITY -PAID DEFERRED COMPENSATION 19
COMPUTER LOAN PROGRAM 18
Conformance with Rules 4
Conversion to Cash upon Retirement or Separation 12
Courses may be eligible if they: 16
DAMAGE TO. PERSONAL EFFECTS 14
Definition 7
Designated Holidays 9
Educational Incentive Pay 6
Eligibility 7, 8, 15, 18
EMPLOYEE ASSISTANCE PLAN 14
FLEXIBLE. BENEFIT PLAN 7
Floating Holidays 10
HEALTH INSURANCE DURING RETIREMENT 14
Holidays 7-10
Industrial Leave 10, 11
LAYOFF OR RECLASSIFICATION 15
LICENSE RENEWAL 15
LIFE INSURANCE 15
MAINTENANCE OF EXISTING BENEFITS 4
Management Rights 2, 4
NON-DISCRIMINATION 2
Objective 15
One -Fourth Conversion 11
One -Third Conversion 12
Protection of Rights 2
Reimbursement 14-18
Required Usage and Carryover 13
A • •
AZUSA EXECUTIVE MANAGERS, COMPENSATION AND BENEFITS MEMORANDUM 7-1-93
Retirement 6, 11, 12, 14, 19
SALARY 1, 5-7, 15, 20
SEPARABILITY 4
Sick Leave 6, 9-12
Termination 8, 18
Timekeeping Interval 4, 5
TOTAL COMPENSATION 1
TUITION REIMBURSEMENT 15
TYPES OF LEAVE/DAYS OFF 8
Vacation Leave 8, 13
Workday 5, 9
Workweek 4
WORKWEEK AND TIMEKEEPING INTERVAL 4
Yearly Increase 7