HomeMy WebLinkAbout2008 062 CC RES02008 062 CC RES0 HÄ—@¸— Í ÿÍ«RESOLUTION NO. 2008 062
A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF BALDWIN PARK AMENDING THE
EXECUTIVE EMPLOYEES BENEFITS MATRIX
WHEREAS, on April 20, 2005, the City Council adopted Resolution 2005-029
approving the Executive Employee benefits matrix.
NOW, THEREFORE, the City Council of the City of Baldwin Park does
hereby RESOLVE, DETERMINE AND ORDER as follows:
SECTION 1. That this City Council does hereby approve the EXECUTIVE
EMPLOYEE BENEFITS MATRIX attached hereto as Exhibit A.
SECTION 2. All Resolutions or portions thereof in conflict hereby are hereby
repealed.
SECTION 3. The City Clerk shall forward a copy of this resolution to the Human
Resources Manager and certify to the adoption of this Resolution.
APPROVED AND ADOPTED THIS 15th day of Oc
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ATTEST:
STATE OF CALIFORNIA
COUNTY OF LOS ANGELES ss.
CITY OF BALDWIN PARK
I, LAURA M NIETO, Deputy City Clerk of the City of Baldwin Park, do hereby certify
that the foregoing Resolution was duly and regularly approved and adopted by the City
Council of the City of Baldwin Park at its regular meeting of the 15th day of October 2008,
by the following vote:
AYES: COUNCIL MEMBERS: Marlen Garcia, Monica Garcia, Ricardo Pacheco,
Mayor Pro Tem Anthony J. Bejarano and Mayor
Manuel Lozano
NOES: COUNCIL MEMBERS: NONE
ABSTAIN: COUNCIL MEMBERS: NONE
ABSENT: COUNCILMEMBERS: NONE
LAURA M. NIETO
DEPUTY CITY CLERK
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EXECUTIVE EMPLOYEES
BENEFIT MATRIX
ATTACHMENT A"
Insurances/Supplemental Wage Payments
Benefits Plan
Effective July 1, 2004, the City will contribute a sum not to exceed $1,200.00 per 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
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 January 1, 2009, the City will provide a vision plan, and will contribute up
to a maximum premium cost of $34.05 per month.
Life Insurance
The City will provide term life insurance in the face amount of $60,000.
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VehicleNehicle Allowance
Effective July 1, 2004, the City will provide an Executive employee the choice to
receive a City-owned vehicle or will provide an amount of $300.00 per month vehicle
allowance for those Executive employees who choose to utilize their own personal vehicle
for City business.
Cell Phone Allowance
Effective July 1, 2004, the City will provide an Executive employee an amount of
$75.00 per month for use of a personal cell phone for City business.
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 Miscellaneous Employees
Effective July 1, 2005, the City will amend the City's contract with the Public
Employees' Retirement System PERS) to provide benefits at the 2.7% at 55 formula for
the Local Miscellaneous Employees and to incorporate employee shared participation
towards the contributions of said retirement benefit.
In order for the City to provide the benefits as stated herein, the City amended its
contract with PERS. Pursuant to the amendments with PERS, the City is obligated to
contribute 4.598% of the employees' base salary as its contributions to PERS. In addition,
the employees are obligated to pay 8% of its base salary as its contribution to PERS.
Effective July 1, 2005, both the employees and the City agree that in order for the
City to provide benefits as stated herein, the employees express agree and hereby enter
into this Addendum to pay the City's cost of 4.598% of the employees' base salary in order
to receive the benefits as agreed to herein. The City expressly agrees to pay 7% of the
8% of the employees' contribution to PERS. Employees expressly agree to pay its
additional cost of 1 % of employees' base salary. Accordingly, the employees agree to a
pay a total cost of 5.598% of the base salary. The employees' cost will be reflected on the
pay period ending date of July 2, 2005, pay date of July 7, 2005.
On July 1, 2006 Employees will pay 5% and the City will pay 1.766% increase
to normal cost difference between 2% 55 and 2.7% 55 retirement formulas) of
their base salary. The employee's cost will be reflected after the pay period ending
date of July 1, 2006.
On June 30, 2007 Employees will pay 3% and the City will pay 3.766%
increase to normal cost difference between 2% 55 and 2.7% 55 retirement
formulas) of their base salary. The employee's cost will be reflected after the pay
period ending date of June 30, 2007.
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All such employee contributions shall be deposited in the member's
retirement account.
The City will continue to pay the current employee's contribution of seven
percent 7%) of the employee's base salary to the Public Employees' Retirement
System in addition to the allocated percentages for the increase to normal cost
difference between 2% 55 and 2.7% 55 retirement formulas).
Retirement Sworn Employees
The City will pay 100% of the employee's contribution to the CaIPERS retirement
program and provide retirement benefits at the 3% at 50 formula as currently specified
under the City's contract with the California Public Employees' Retirement System. All
such employee contributions shall be deposited in the member's retirement account.
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 50% 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.
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2008 062 CC RES0 HÄ—@¸— Í ÿÍ«Vacation
Resolution 2008-062
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All Executive employees shall accrue vacation leave in accordance with the
following:
a. Employees having less than five 5) years service with the City: 3.6923 hours on
a biweekly basis for time actually worked.
b. Employees having more than five 5) years service but less than ten 10) years
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
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
service with the City: 6.4615 hours on a biweekly basis for time actually worked.
e. Employees having over twenty 20) years service with the City: 7.3846 hours on
a biweekly basis for time actually worked.
Employees will be entitled to utilize accrued vacation leave after completion of six
6) months continuous employment with the City.
Bereavement Leave
Each Executive employee shall receive the equivalent of three 3) working days per
incident, as needed, for a death in his or her immediate family. Immediately 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, 2004, each Executive employee shall receive a maximum of
seventy-two 72) hours of administrative leave with pay each fiscal year. 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
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 11th; 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
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 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 form 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.
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