HomeMy WebLinkAbout2017 212 CC RESO RESOLUTION NO. 2017-212
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
BALDWIN PARK, APPROVING AMENDMENTS TO THE '
EXECUTIVE EMPLOYEE BENEFITS MATRIX AND
UNCLASSIFIED MANAGERS BENEFITS MATRIX
WHEREAS, on April 6, 2016, the City Council adopted Resolution No. 2016-120
approving the Executive Employee Benefits Matrix and the Unclassified Managers
Benefits Matrix; and
WHEREAS, the City is desirous of amending specified benefits in both the
Executive Employee Benefits Matrix and the Unclassified Managers Benefits Matrix.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF BALDWIN PARK
DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. That this City Council does hereby approve the Executive
Employee Benefits Matrix attached hereto as Exhibit A.
SECTION 2. That this City Council does hereby approve the Unclassified
Managers Benefits Matrix attached hereto as Exhibit B.
SECTION 3. That all Resolutions or portions thereof, or any previous contract
or agreement, in conflict are hereby repealed and superseded by the attached Exhibits
A and B.
SECTION 4. That the City Clerk shall certify to the adoption of this Resolution
and shall cause this Resolution to become in full effect upon approval. The City Clerk
shall forward a certified copy of this adopted Resolution to the Chief Executive Officer
and Human Resources Manager upon execution.
PASSED, APPROVED, AND ADOPTED this 6th d.:y of December, 2017.
1111
MANUEL LO ANO
MAYOR
Resolution No. 2017-212
Executive and Unclassified
Managers Benefits Matrices
Page 2
ATTEST:
STATE OF CALIFORNIA
COUNTY OF LOS ANGELES ss. .
CITY OF BALDWIN PARK
I, ALEJANDRA AVILA, City Clerk of the City of Baldwin Park, do hereby certify
that the foregoing Resolution No. 2017-212 was duly and regularly approved and
adopted by the City Council of the City of Baldwin Park at a regular meeting of the City
Council held on December 6, 2017, by the following vote:
AYES: COUNCIL MEMBERS: Baca, Lozano, Pacheco, Rubio
NOES: COUNCIL MEMBERS: None
•
ABSENT: COUNCIL MEMBERS: Garcia
•
ABSTAIN: COUNCIL MEMBE : None
ALE AN RA AVILA, '
CITY CLERK
EXECUTIVE EMPLOYEES
BENEFIT MATRIX
ATTACHMENT "A"
Cost of Living Adjustments
The following unadjusted base salary increases shall be provided to all Executive
Employees:
+2% retroactive to the first full pay period of Fiscal Year 2017-18
+2% effective the first full pay period of Fiscal Year 2018-19
+2% effective the first full pay period of Fiscal Year 2019-20
Insurances/Supplemental Wage Payments
Benefits Plan
Effective April 6, 2016, the City will contribute a sum not to exceed $1,700.00 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 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.
Vision Plan
Effective January 1, 2014, the City will provide a vision plan, and will contribute up to a
maximum premium cost of$32.12 per month.
•
Dental Plan Enhancement
Effective June 1, 1993, the City will provide for the dental plan enhancement of
orthodontics to the"Reimbursable Plan Choice"of the City's dual choice dental plan.Additional
cost for this enhancement will be paid for by the City. Those affected individuals currently
enrolled in the "Pre-paid Plan Choice" presently receive this benefit.
Resolution 2017-213
Executive and Managers Matrix
Page 2
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 (CaIPERS). 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 (CaIPERS). All such employee contributions shall be deposited in the
member's retirement account.
Retiree Health Care
For all Unclassified Employees, if upon retirement the employee enrolls in the City's
CaIPERS medical care plan, the City will pay the minimum employer contribution to CaIPERS
that is required by Government Code section 22892. In addition, the City will also pay into the
retiree's individual health reimbursement account, or similar reimbursement plan, an amount
equal to the difference of the City's minimum employer contribution required by Government
Code section 22892 and the premium cost for retiree-only coverage in the retiree's chosen
medical plan.
VehicleNehicle Allowance
Effective April 6, 2016, the City will provide an Executive employee the choice to receive
a City-owned vehicle or will provide an amount of $400.00 per month vehicle allowance for
those Executive employees who choose to utilize their own personal vehicle for City business.
Monthly Phone Allowance •
Effective April 6, 2016, the City will provide an Executive employee an amount of
$100.00 per month for use of a personal cell phone for City business.
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.
Resolution 2017-213
Executive and Managers Matrix
Page 3
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 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 their workweekper 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
Resolution 2017-213
Executive and Managers Matrix
Page 4
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.
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.
Resolution 2017-213
Executive and Managers Matrix
Page 5
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.
City Hall One-Time Closure
One-time City Hall closure: December 26 - 29, 2017; City to provide 20 hours of holiday
time for December 27 and 28, 2017.
Deferred Compensation
Effective April 6, 2016, the City will contribute$100.00 per month to each employee into
a City sponsored 457 Plan on a pre-tax basis.
UNCLASSIFIED MANAGERS BENEFIT MATRIX
EFFECTIVE JULY 1, 2017
Page 1
UNCLASSIFIED MANAGERS'
BENEFITS MATRIX
ATTACHMENT B
Cost of Living Adjustments
The following unadjusted base salary increases shall be provided to all
Unclassified Managers:
• +2% retroactive to the first full pay period of Fiscal Year 2017-18
+2% effective the first full pay period of Fiscal Year 2018-19
+2% effective the first full pay period of Fiscal Year 2019-20
Insurances/Supplemental Wane Payments
Benefits Plan
Effective the first pay period that includes January 1, 2018, the maximum amount
of monies that are eligible for cash out shall be capped at $1,000 per month.
Effective the first pay period that includes December 1, 2017, the City's
contribution to medical and dental premiums shall be increased to $1,050 per month.
Effective the first pay period that includes December 1, 2018, the City's
contribution to medical and dental premiums shall be increased to $1,100 per month.
Effective the first pay period that includes December 1, 2019, the City's
contribution to medical and dental premiums shall be increased to $1,200 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.
UNCLASSIFIED MANAGERS BENEFIT MATRIX
EFFECTIVE JULY 1, 2017
Page 2
Vision Plan
The City will provide a vision plan to all affected employees, and will contribute up
to a maximum premium cost of $34.05 per month. If the premium exceeds the amount,
then the employee shall be responsible to pay the difference in excess of$34.05.
Dental Plan Enhancement
Effective June 1, 1993, the City will provide for the dental plan enhancement of
orthodontics to the "Reimbursable Plan Choice" of the City's dual choice dental plan.
Additional cost for this enhancement will be paid for by the City. Those affected individuals
currently enrolled in the "Pre-paid Plan Choice" presently receive this benefit.
Life Insurance
The City will provide term 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 31st 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$5,000 per month.
Retirement
Employees Hired Before January 1, 2013
The City contracts with the State of California Public Employees Retirement
System (CaIPERS) for the classifications contained in this agreement. The plan shall
include the following options:
1. 2.7% @ 55 retirement formula (Government Code §21354.4);
2. Single highest year final compensation (Government Code §20042);
3. Military service credit as public service option (Government Code §21024);
4. 1959 Survivors Benefit Level I for which each employee contributes ninety-three
cents ($.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 CaIPERS to include 1959 Survivors Benefit Level
IV; and
8. $500 Retired Death Benefits.
In accordance with City Resolution 2015-094, effective October 25, 2015,
employees will pay 100% of the employee's membership contribution to the California
UNCLASSIFIED MANAGERS BENEFIT MATRIX
EFFECTIVE JULY 1,2017
Page 3
Public Employees Retirement System (CaIPERS). All such employee contributions shall
be deposited in the member's retirement account.
New.CaIPERS Members Hired On or After January 1, 2013
The City contracts with the State of California Public Employees Retirement
System (CaIPERS) for the classifications contained in this agreement. The plan shall
include the following options:
1. 2% at 62 formula (Government Code §7522.20);
2. Three (3) year average final compensation period (Government Code §20037);
3. . Pre-Retirement Death Benefits to continue after remarriage of. survivor
(Government Code §21551);
4. Military Service Credit as Public Service (Government Code §21024);
5. 1959 Survivors Benefit Level I for which each employee contributes ninety-three
cents ($.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 6.25% member contribution
to CaIPERS;
8. The City agrees to contract with CaIPERS to include 1959 Survivors Benefit Level
IV; and
9. $500 Retired Death Benefits.
Retiree Health Care
For all Unclassified Employees, if upon retirement the employee enrolls in the
City's CaIPERS medical care plan, the City will pay the minimum employer contribution
to CaIPERS that is required by Government Code section 22892. In addition, the City will
also pay into the retiree's individual health reimbursement account, or similar
reimbursement plan, an amount equal to the difference of the City's minimum employer
contribution required by Government Code section 22892 and the premium cost for
retiree-only coverage in the retiree's chosen medical plan.
Bilingual Pay ,
Effective July 5, 2005, the City agrees to increase the bilingual pay amount from
•
seventy-five dollars ($75.00)to one hundred dollars ($100.00) per month to a person who
is capable of speaking, reading, writing and/or interpreting the language of Spanish,
Chinese, Japanese, Vietnamese, Tagalog and Signing. Qualifying tests 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 Bi-lingual pay.
•
Monthly Phone Allowance
Effective April 6, 2016, the City agrees to implement a monthly cellular telephone
allowance of$50.00 per month.
UNCLASSIFIED MANAGERS BENEFIT MATRIX
EFFECTIVE JULY 1,2017
Page 4
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 paynient 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.
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.
UNCLASSIFIED MANAGERS BENEFIT MATRIX
EFFECTIVE JULY 1,2017
Page 5
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.
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.
Employees will be entitled to utilize accrued vacation leave after completion of(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.
UNCLASSIFIED MANAGERS BENEFIT MATRIX
EFFECTIVE JULY 1, 2017
Page 6
The times during which an employee may take his/her vacation leave shall be
determined by the appointing authority with due regard for the wishes of the employee
and for the needs of the service.
Employees will be notified on a quarterly basis of their current and potential
maximum vacation hours accrual for the calendar year to assist them in the reduction of
excess accrued vacation hours.
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 sixty (60) 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 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.
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
1
UNCLASSIFIED MANAGERS BENEFIT MATRIX
EFFECTIVE JULY 1,2017
Page 7
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.
City Hall One-Time Closure
One-time City Hall closure: December 26 - 29, 2017; City to provide 20 hours of
holiday time for December 27 and 28, 2017.
Deferred Compensation
• Effective April 6, 2016, the City will contribute $100 per month to each employee
into a City sponsored 457 plan on a pre-tax basis.