HomeMy WebLinkAbout2021 042 CC RESO RESOLUTION NO. 2021-042
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BALDWIN PARK,
APPROVING THE CITY OF BALDWIN PARK AND BALDWIN PARK EXECUTIVE
AND UNCLASSIFIED EMPLOYEES BENEFIT MATRIX
YEARS 2021-2024
WHEREAS, the Baldwin Park Executive and Unclassified Employees are
receiving equitable adjustments to wages and other terms and conditions of employment;
and
WHEREAS, the Executive and Unclassified Benefits Matrix has been prepared
by said representatives and is reflective of appropriate cost of living increases, and other
applicable benefits, and has been prepared to the City Council for consideration and
approval; and
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF BALDWIN PARK
DOES HEREBY RESOLVE AND ORDER AS FOLLOWS:
SECTION 1. That this City Council does hereby approve and authorize the
Mayor of the City of Baldwin Park to approve the Executive and Unclassified Employees
Benefit Matrix, hereby effective for the period from July 1, 2021 through June 30th, 2024.
SECTION 2. Resolutions or portions thereof in conflict are hereby repealed.
SECTION 3. That the City Clerk shall certify to the adoption of this Resolution
and shall cause the Resolution to become in full effect upon approval. The City Clerk
shall forward a certified copy of this adopted Resolution to each Department Head
and Human Resources Manager upon execution.
PASSED, APPROVED, AND ADOPTED this 15th day of December 2021.
EMMA ItT :STRADA
MAYOR
Resolution No. 2021-042
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ATTEST:
STATE OF CALIFORNIA
COUNTY OF LOS ANGELES SS:
CITY OF BALDWIN PARK
I, Shirley Quinones, Chief Deputy City Clerk of the City of Baldwin Park do hereby certify
that the foregoing Resolution No. 2021-042 was duly adopted by the City Council of the
City of Baldwin Park at a regular meeting thereof held on December 15, 2021 and that the
same was adopted by the following vote to wit:
AYES: Garcia, Hernandez, Estrada, Damian, Avila
NOES: N/A
ABSENT: N/A
ABSTAIN: N/A
--6
hir y uin nes
ief De City Clerk
Resolution No. 2021-042
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Executive&Unclassified Managers Benefit Matrix
Effective July 1,2021
EXECUTIVE EMPLOYEES
BENEFIT MATRIX
ATTACHMENT A
COST OF LIVING ADJUSTMENTS
The following unadjusted base salary shall receive the following:
COLA
Effective July 1, 2021 - 2% COLA plus - $5,000 premium
Effective July 1, 2022—3% COLA
Effective July 1, 2023 - 3%COLA
INSURANCES/SUPPLEMENTAL WAGE PAYMENTS
Benefits Plan
Effective the first full pay period commencing on or after January 12, 2020, the City will
contribute a sum not to exceed $1,625per month for each Executive employee towards benefits as
detailed below:
The employee is required to maintain a minimum coverage for himself/herself in a plan of
his or her choice, unless the employee can show proof of adequate health insurance coverage
through another source. In instances where the employee's medical insurance premium is less than
the City's monthly contribution, such employee will have an option to have the excess monies
placed toward an existing benefit program. These options include:
1. Placement in a City provided health insurance plan for self, two (2) party or family
coverage.
2. Placement in a City provided dental insurance plan for self, two (2) party or family
coverage.
3. Placement spread over a combination of the options listed above.
4. Elect to receive any excess monies in cash, which will be considered as taxable income, or
5. Elect to place the excess cash monies in a City provided deferred compensation program.
Benefits Plan for Elected Officials
Effective the first full pay period commencing on or after January 20, 2021, the City will
contribute a sum not to exceed $1,625 per month for each Elected Official towards benefits as
detailed below:
The employee is required to maintain a minimum coverage for himself/herself in a plan of
his or her choice, unless the employee can show proof of adequate health insurance coverage
through another source. In instances where the employee's medical insurance premium is less than
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Executive&Unclassified Managers Benefit Matrix
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the City's monthly contribution, such employee will have an option to have the excess monies
placed toward an existing benefit program. These options include:
1) Use funds to purchase City sponsored Health dental and/or vision insurance
2)Be reimbursed for purchasing Health, Dental, vision insurance on the open market(not
through the city) and/or
3) Deposit funds into the City sponsored Retirement Plan
*Special Note for Elected Officials: COLA's, Premium bonuses or any other Cash out of
benefits as taxable income is not permitted under the law
Vision Plan
Effective the first full pay period commencing on or after July 1,2017,the City will provide
a vision plan, and will contribute up to a maximum premium cost of$37.55 per month.
Life Insurance
The City will provide term life insurance in the face amount of$100,000.
Long-Term Disability and Short Term Disability
The City will provide long-term and short-term disability insurance coverage as set forth
in the plan on file in the Personnel Services Office.
RETIREMENT
Retirement—Miscellaneous Employees
In accordance with City Resolution 2015-094, effective October 25, 2015, employees will
pay 100% of the employee's membership contribution to the California Public Employees
Retirement System (CalPERS). All such employee contributions shall be deposited in the
member's retirement.
Retirement— Sworn Employees
In accordance with City Resolution 2015-094, effective October 25, 2015, employees will
pay 100% of the employee's membership contribution to the California Public Employees
Retirement System (CalPERS). All such employee contributions shall be deposited in the
member's retirement account.
Retiree Health Benefit Plan for Employees Hired Before July 1, 2020:
For all employees hired prior to July 1, 2020, if upon retirement from the City, the employee
enrolls in the City's CalPERS medical care plan, the City will pay the minimum employer
contribution to CalPERS that is required by Government Code Section 22892(b). In addition, the
City will also pay the premium cost for retiree-only coverage in the retiree's chosen medical plan.
Effective the first full pay period following the date of MOU approval by City Council the
Health reimbursement Account (HRA) will be terminated.
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Executive&Unclassified Managers Benefit Matrix
Effective July 1,2021
Retiree Health Benefit Plan for Employees Hired on or After July 1, 2020:
For all employees hired on or after July 1, 2020, if upon retirement from the City, the
employee enrolls in the City's CalPERS medical care plan, the City will pay only the minimum
employer contribution to CalPERS that is required by Government Code section 22892(b).
TRANSPORTATION ALLOWANCE
Effective the first full pay period commencing on or after July 1,2017,the City will provide
an Executive employee an amount of$500.00 per month transportation allowance except for the
Police Chief who may choose a take-home, City-owned vehicle. Included is the use of a City
provided take home vehicle so that employee may respond to emergencies. The use of a City
vehicle does not include personal vacations and does not include personal travel a distance more
than a 50 mile radius from the City. Transportation allowance may be used for public or alternative
transportation.
ELECTRONIC DEVICE MONTHLY ALLOWANCE
Effective the first full pay period commencing on or after July 1,2017,the City will provide
an Executive employee an amount of$150.00 per month to obtain and maintain access to personal
electronic communication devices(smart phones,tablets, laptops, etc.) also used for City business.
LONGEVITY PAY
Effective the first full pay period following the date of MOU approval by City Council the City agrees to
provide a monthly longevity premium to each eligible employee as follows:
Years of Service Monthly Premium
Five(5)—Nine(9)Years $50
Ten(10)—Fourteen(14)Years $100
Fifteen(15)—Nineteen(19) Years $150
Twenty(20)—Twenty-four(24)Years $200
Twenty-five (25)Years or more $250
Part-time longevity will be applied at fifty percent(50%). For example, one year of part-time work cannot
count for more than one half year of longevity.Employees hired full-time after July 1,2020 will not receive
part-time credit for longevity. This section is effective upon ratification and shall not result in back pay or
retro pay.
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Executive&Unclassified Managers Benefit Matrix
Effective July 1,2021
ATTENDANCE AND LEAVES
Sick Leave
The general policy for sick leave will be as set forth,for all full-time employees, in Section
11.4 of the Personnel Rules.
Sick leave will accrue at the rate of 3.6923 hours on a biweekly basis and shall be debited
on an hourly basis.
Effective September 7, 1994, each eligible employee shall elect their maximum sick leave
hours accrual. Dependent upon the total number of currently accrued sick leave hours, the
maximum sick leave hours accrual may be set at 300 hours, 600 hours or 900 hours. If an eligible
employee wishes to elect a maximum sick leave accrual level that is at a higher level than their
closest currently accrued sick leave hours, they may do so. The maximum accrual elected by the
eligible employee will be irrevocable.
When an employee's service with the City is terminated for any reason, no compensation
shall be paid for the unused sick leave hours accrual bank.
Annual Sick Leave Incentive
Sick leave shall accrue on hourly basis of eight (8) hours per month and shall be debited
on an hourly usage basis. Each January 1, eligible employees will commence to accrue sick leave
hours above their prior elected sick leave hours bank (300, 600 or 900).
At the close of the calendar year, each eligible employee will receive 75% of the unused
portion of sick leave hours as compensation, calculated at their then straight time hourly rate.
Payment will be made at the next closest pay period.
Vacation
All Executive employees shall accrue vacation leave in accordance with the following:
a. Employees having less than five (5) years of service with the City: 3.6923 hours on a
biweekly basis for time actually worked.
b. Employees having more than five (5) years of service but less than ten (10) years of
service with the City: 4.6154 hours on a biweekly basis for time actually worked.
c. Employees having more than ten (10) years but less than fifteen (15) years of service
with the City: 5.5385 hours on a biweekly basis for time actually worked.
d. Employees having more than fifteen (15) years but less than twenty (20) years of
service with the City: 6.4615 hours on a biweekly basis for time actually worked.
e. Employees having over twenty (20) years of service with the City: 7.3846 hours on a
biweekly basis for time actually worked.
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Executive&Unclassified Managers Benefit Matrix
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Employees will be entitled to utilize accrued vacation leave after completion of six (6)
months continuous employment with the City.
Executive Employees will be allowed to bank excess vacation accrual time for business necessity
reasons only. Business necessity is defined as an urgent operational need requiring the
employee's presence, as determined by the City Manager.
Human Resources will send out an email reminder on a semi-annual basis reminding employees
to routinely check their vacation balances online to determine if they are at a use or lose status.
Bereavement Leave
Each Executive employee shall receive the equivalent of their workweek per incident, as
needed, for a death in his or her immediate family. Immediate family shall mean and include only
the employee's spouse, children, step-children, parents, spouse's parents, grandparents, spouse's
grandparents,brothers and sisters. Said time will not be cumulative from one twelve month period
to another nor will pay in lieu of unused leave for bereavement be provided.
Administrative Leave
Effective July 1,2017,the CEO shall receive a maximum of one hundred twenty-five(125)
hours of administrative leave. Payouts for unused time is discretionary and can be paid out at any
time during each fiscal year. All other Executive employees shall receive a maximum of one
hundred twenty (120) hours of administrative leave each fiscal year. For all other Executive
employees,unused time at the end of each fiscal year, June 30th,will be paid during the following
month of July with said time being calculated at their then straight time hourly rate.
Holidays
All Executive employees are currently working on an alternate work schedule of four(4)
days, ten (10)hours. While assigned to such work schedule, the following days shall be observed
as holidays:
January 1st, the third Monday in February; the last Monday in May; July 4th; the first
Monday in September;November l l th;the fourth Thursday in November;December 24th;
December 25th; and such other days as may be designated as holidays by motion of the
City Council.
If any of the foregoing holidays falls on a Friday and/or Saturday, the holiday will not be
observed on the preceding Wednesday or Thursday. If any of the holidays fall on a Sunday, the
Monday following is the holiday in lieu thereof.
Floating Holidays
For each Executive employee working the 4/10 plan such employee will receive two (2)
ten (10) hour days of floating leave, for a total of 20 hours.
Holiday Bank
At the beginning of each calendar year, the City will determine how many of the set
holidays fall on a Friday and/or Saturday.An employee will be credited with an equivalent number
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Executive&Unclassified Managers Benefit Matrix
Effective July 1,2021
of hours of holiday time ("Holiday Bank"). Each affected employee will also be credited with the
above floating holidays.For Executive Employees working the four(4)day,ten(10)hour alternate
work schedule, the holiday bank will be calculated at ten (10)hours per holiday.
Employees may accumulate up to a maximum of one hundred(100)hours of holiday bank
time. Each January 1, such excess hours will be removed from the employee's holiday bank hours
accrual, calculated at their then straight time hourly rate and placed in a holiday hours bank to be
paid no later than June 30 of the same year.
If an employee separates employment from the City, and has used holiday bank time prior
to the occurrence of the actual holiday,he/she will have his/her vacation bank,administrative leave
and/or final paycheck reduced to reflect the excess holiday bank time used.
If an employee separates employment from the City, and has not used any eligible accrued
holiday bank time, he/she will be paid for such eligible holiday bank time at his/her straight time
rate.
Compensation for Accrued Leave Time
Notwithstanding the maximum accruals established for vacation, administrative leave and
holiday bank,Executive employees may accrue up to a maximum of three(3)months of additional
paid leave time composed of a combination of vacation, administrative leave and/or holiday bank
time.
DEFERRED COMPENSATION
Effective the first full pay period commencing on or after January 12, 2020, the City will
contribute $750.00 per month to each employee into a City sponsored defined contribution
retirement plan.
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Executive&Unclassified Managers Benefit Matrix
Effective July 1,2021
UNCLASSIFIED MANAGERS
BENEFITS MATRIX
ATTACHMENT B
COST OF LIVING ADJUSTMENTS
The following unadjusted base salary shall receive the following:
COLA
Effective July 1,2021 - 2%COLA plus-$5,000 premium
Effective July 1,2022—3%COLA
Effective July 1,2023 - 3%COLA
INSURANCES/SUPPLEMENTAL WANE PAYMENTS
Benefits Plan
Effective the first full pay period commencing on or after July 1, 2017, the maximum
amount of monies that are eligible for cash out shall be capped at $1,200 per month.
Effective the first full pay period commencing on or after July 1, 2017, the City's
contribution to medical and dental premiums shall be increased to $1,400 per month.
The employee is required to maintain a minimum coverage for himself/herself in a plan of
their choice unless the employee can show proof they have adequate health insurance coverage
through another source. In instances where the employee's medical insurance premium is less than
the City's monthly contribution, such employee will have an option to have the excess monies
placed toward an existing benefit program. These options include:
1. Placement in a City provided health insurance plan for self, two (2) party or family
coverage;
2. Placement in a City provided dental insurance plan for self, two (2) party or family
coverage;
3. Placement spread over a combination of the options listed above;
4. Elect to receive any excess monies in cash, which will be considered as taxable income; or
5. Elect to place the excess cash monies in a City provided deferred compensation program.
Vision Plan
Effective the first full pay period commencing on or after July 1,2017,the City will provide
a vision plan to all affected employees, and will contribute up to a maximum premium cost of
$37.55 per month. If the premium exceeds the amount, then the employee shall be responsible to
pay the difference in excess of$37.55.
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Executive&Unclassified Managers Benefit Matrix
Effective July 1,2021
Life Insurance
The City will provide teiiu life insurance in the face amount of$60,000 effective April 6,
2016.
The City will provide a supplemental life insurance program to enable employees to
purchase additional life insurance at the employee's cost and no contribution from the City.
Long-Term Disability and Short Term Disability
The City will provide each employee with long-term disability insurance coverage as set
forth in the plan on file in the Human Resources Office.Effective June 1, 1993,affected employees
will be eligible to receive benefits commencing on the 31 st day of non-work related injury or
illness, and employees will be eligible to receive a maximum benefit of 66 2/3% of their current
base salary up to a maximum of$5,000 per month.
RETIREMENT
Employees Hired Before January 1, 2013
The City contracts with the State of California Public Employees Retirement System
(CalPERS)for the classifications contained in this agreement. The plan shall include the following
options:
1. 2.7% @ 55 retirement formula(Government Code §21354.4);
2. Single highest year final compensation (Government Code §20042);
3. Military service credit as public service option(Government Code §21024);
4. 1959 Survivors Benefit Level I for which each employee contributes ninety-three cents
($.93)per pay period (Government Code §21571);
5. Pre-Retirement Death Benefits to continue after remarriage of survivor(Government Code
§21551);
6. 2%Annual Cost of Living Allowance (Government Code §21329);
7. The City agrees to contract with CalPERS to include 1959 Survivors Benefit Level IV; and
8. $500 Retired Death Benefits.
In accordance with City Resolution 2015-094, effective October 25, 2015, employees will pay
100% of the employee's membership contribution to the California Public Employees
Retirement System (CalPERS). All such employee contributions shall be deposited in the
member's retirement account.
New CalPERS Members Hired On or After January 1, 2013
The City contracts with the State of California Public Employees Retirement System
(CalPERS)for the classifications contained in this agreement. The plan shall include the following
options:
1. 2% at 62 formula(Government Code §7522.20);
2. Three (3) year average final compensation period (Government Code §20037);
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Executive&Unclassified Managers Benefit Matrix
Effective July 1,2021
3. Pre-Retirement Death Benefits to continue after remarriage of survivor(Government Code
§21551);
4. Military Service Credit as Public Service (Government Code §21024);
5. 1959 Survivors Benefit Level I for which each employee contributes ninety-three cent
($.93)per pay period (Government Code §21571);
6. 2% Annual Cost of Living Allowance (Government Code §21329);
7. Employees will pay 50% of the normal cost, currently 5.5% member contribution to
CalPERS;
8. The City agrees to contract with CalPERS to include 1959 Survivors Benefit Level IV; and
9. $500 Retired Death Benefits
Retiree Health Benefit Plan for Employees Hired Before July 1, 2020:
For all employees hired prior to July 1, 2020, if upon retirement from the City, the employee
enrolls in the City's CalPERS medical care plan, the City will pay the minimum employer
contribution to CaIPERS that is required by Government Code Section 22892(b). In addition, the
City will cover the premium cost for retiree-only coverage in the retiree's chosen medical plan.
Effective the first full pay period following the date of MOU approval by City Council the
Health reimbursement Account(HRA) will be terminated.
Retiree Health Benefit Plan for Employees Hired on or After July 1, 2020:
For all employees hired on or after July 1, 2020, if upon retirement from the City, the employee
enrolls in the City's CalPERS medical care plan, the City will pay only the minimum employer
contribution to CalPERS that is required by Government Code section 22892(b).
BILINGUAL PAY
Effective the first full pay period commencing on or after July 1, 2017, the City agrees to increase
the bilingual pay amount from one hundred dollars ($100.00) to one hundred fifty dollars
($150.00) per month to a persona who is capable of speaking, reading, writing and/or interpreting
the language of Spanish, Chinese, Japanese, Vietnamese, Tagalog, and Signing. Qualifying test
established by the City shall make determination of capability. Re-testing of individuals will be
required to determine bilingual capability in the above stated languages. Only those individuals
who score at the level of"Good" or better will be eligible for bilingual pay.
ELECTRONIC DEVICE MONTHLY ALLOWANCE
Effective the first full pay period commencing on or after July 1, 2017, the City will provide an
Executive employee an amount of$100.00 per month to obtain and maintain access to personal
electronic communication devices (smart phones,tablets, laptops,etc.)also used for City business.
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Executive&Unclassified Managers Benefit Matrix
Effective July 1,2021
LONGEVITY PAY
Effective the first full pay period following the date of MOU approval by City Council the City agrees to
provide a monthly longevity premium to each eligible employee as follows:
Years of Service Monthly Premium
Five(5)—Nine(9)Years $50
Ten(10)—Fourteen(14)Years $100
Fifteen(15)—Nineteen(19) Years $150
Twenty(20)—Twenty-four(24)Years $200
Twenty-five (25)Years or more $250
Part-time longevity will be applied at fifty percent(50%). For example, one year of part-time work cannot
count for more than one half year of longevity. Employees hired full-time after July 1,2020 will not receive
part-time credit for longevity. This section is effective upon ratification and shall not result in back pay or
retro pay.
ATTENDANCE AND LEAVES
Sick Leave
The general policy for sick leave will be as set forth,for all full-time employees, in Section
11.4 of the Personnel Rules.
Sick leave will accrue at the rate of 3.6923 hours on a biweekly basis and shall be debited
on an hourly basis.
Each eligible employee shall elect his/her maximum sick leave hours accrual. Dependent
upon the total number of currently accrued sick leave hours,the maximum sick leave hours accrual
may be set at 300 hours,600 hours or 900 hours. If an eligible employee wishes to elect a maximum
sick leave accrual level that is at a higher level than their closest currently accrued sick leave hours,
they may do so. The maximum accrual elected by the eligible employee will be irrevocable. Once
the election is made by the employee, such excess hours will be removed from the employee's sick
leave hours accrual, calculated at their then straight time hourly rate and placed into a sick leave
hours bank to be paid at 75% of the total value, with the timing and method of payment to be
determined by the City.
When an employee's service with the City is terminated for any reason, no compensation
shall be paid for the unused sick leave.
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Executive&Unclassified Managers Benefit Matrix
Effective July 1,2021
Annual Sick Leave Incentive
Sick leave shall accrue on hourly basis of eight (8) hours per month and shall be debited
on an hourly usage basis. Each January 1, eligible employees will commence to accrue sick leave
hours above their prior elected sick leave hours bank(300, 600 or 900).At the close of the calendar
year, each eligible employee will receive 75% of the unused portion of sick leave hours as
compensation, calculated at their then straight time hourly rate. Payment will be made at the next
closest pay period.
Bereavement Leave
Each classification represented by the Association shall receive the equivalent of their
workweek per incident, as needed, for a death in their immediate family. Immediate family shall
mean and include only the employee's spouse, children, stepchildren, foster children,
grandchildren, parents, grandparents, brothers, sisters, State Registered Domestic Partner and
spouse's Parents and spouse's grandparents. Said time will not be cumulative from one twelve
month period to another nor will pay in lieu of unused leave for bereavement is provided.
Vacation
Employees will be entitled to utilize accrued vacation leave after completion of six (6)
months continuous employment with the City. Employees may be eligible to utilize accrued
vacation leave at an earlier time, upon written request to and approval of their department head.
The times during which an employee may take his/her vacation leave shall be determined
by the department head with due regard for the wishes of the employee and for the needs of the
service.
Employees shall, each calendar year, be required to take a minimum of forty(40)
consecutive hours vacation leave. In addition, an employee may, with approval of the appointing
authority,use vacation leave in lesser increments during the calendar year.
Employees may accumulate up to a maximum of two (2) vacation periods in any one
calendar year for the purpose of a vacation leave. A vacation period is defined as the maximum
amount of vacation leave accrued by an employee in any calendar year, in accordance with
Subsections (a), (b), (c), (d) and(e), as stated below.
a. Employees having less than five (5) years of employment(vacation accrual = 96 hours
per year) the maximum amount of vacation that may be accumulated shall be 192 hours.
b. Employees having more than five (5) years of service but less than ten(10)years of
employment(vacation accrual= 120 hours per year),the maximum amount of vacation
that may be accumulated shall be 240 hours.
c. Employees having more than ten(10) years but less than fifteen (15) years of
employment (vacation accrual= 144 hours per year), the maximum amount of vacation
that may be accumulated shall be 288 hours.
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Effective July 1,2021
d. Employees having more than fifteen (15) years but less than twenty(20) years of
employment (vacation accrual= 168 hours per year), the maximum amount of vacation
that may be accumulated shall be 336 hours.
e. Employees having over twenty(20) years of employment (vacation accrual — 192 hours
per year). The maximum amount of vacation that may be accumulated shall be 384 hours.
If the employee, because of business necessity, is not able to utilize excess accrued vacation
hours, upon written request to and approval of the Department Head, an employee will be given
an extension in order to take his/her vacation. In cases where the employee forfeits vacation
leave time at the request of the City,upon approval of the Chief Executive Officer or designated
representative(s), said employee shall be compensated for forfeited vacation leave time at the
employee's current rate of pay. It is the employee's responsibility to schedule vacation time well
in advance to avoid forfeiting his/her vacation or to avoid any conflicts.
Business necessity is defined as an urgent operational need requiring the employee's presence,
as determined by the Department Head, Human Resources Manager and City Manager.
Human Resources will send out an email reminder on a semi-annual basis reminding employees
to routinely check their vacation balances online to determine if they are at a use or lose status.
In the event a legal holiday falls during a vacation leave, such holiday shall not be charged
as vacation leave, and the vacation leave shall be extended or accredited accordingly.
Employees who separate from the service of the City shall be eligible to receive
compensation for all unused, accrued vacation leave.
Administrative Leave
Effective the first pay period including July 1, 2017, each employee shall receive a
maximum of eighty (80) hours of administrative leave with pay each fiscal year. The use of such
leave shall be at the reasonable discretion of the employee.
Unused time at the end of each fiscal year,June 30,will be paid during the following month
of July with said time being calculated at their then straight time hourly rate.
Holidays
For employees working a 4/10 plan, the following days shall be observed as holidays:
January 1st, the third Monday in February; the last Monday in May; July 4th; the first
Monday in September;November 11 th;the fourth Thursday in November;December 24th;
December 25th; and such other days as may be designated as holidays by motion of the
City Council.
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If any of the foregoing holidays falls on a Friday and/or Saturday, the holiday will not be
observed on the preceding Wednesday or Thursday. If any of the holidays fall on a Sunday, the
Monday following is the holiday in lieu thereof
Floating Holidays
Employees working a 4/10 plan will receive two (2) ten (10) hour days of floating leave,
for a total of twenty(20) hours.
Holiday Bank
At the beginning of each calendar year, the City will determine how many of the set
holidays fall on a Friday and/or Saturday.An employee will be credited with an equivalent number
of hours of holiday time ("holiday bank"). Each affected employee will also be credited with the
above floating holidays. The actual date for the use of such leave shall be subject to the approval
of the Chief Executive Officer. This holiday bank leave can be used in hourly increments and
combined with other leave. Employees may accumulate up to a maximum of one hundred (100)
hours of holiday bank time.
If an employee, because of business necessity, is not able to utilize accrued holiday bank
hours, upon written request to, and approval of the Chief Executive Officer, the employee will be
paid for any excess hours over his/her maximum holiday bank hours accrual. Each January 1, such
excess hours will be removed from the employee's holiday bank hours accrual, calculated at their
then straight time hourly rate and placed in a holiday hours bank to be paid not later than June 30
of the same year.
If an employee separates employment from the City, and has used holiday bank time prior
to the occurrence of the actual holiday,he/she will have his/her vacation bank, administrative leave
and/or final paycheck reduced to reflect the excess holiday bank time used.
If an employee separates employment from the City, and has not used any eligible accrued
holiday bank time, he/she will be paid for such eligible holiday bank time at his/her straight time
rate.
DEFERRED COMPENSATION
Effective the first full pay period commencing on or after January 12, 2020, the City will
contribute $150.00 per month to each employee into a City sponsored defined contribution
retirement plan.
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