HomeMy WebLinkAbout2020 049 CC RESO RESOLUTION NO. 2020-049
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BALDWIN
PARK, APPROVING THE EXECUTIVE & UNCLASSIFIED BENEFITS
MATRIX
YEARS 2020 - 2021
WHEREAS, the Executive & Unclassified Benefits Matrix has been revised in
accordance with all applicable laws and regulations; and
WHEREAS, the Executive & Unclassified Benefits Matrix was prepared by said
representatives and has been presented to the City Council for consideration and
approval; and
WHEREAS, attached said report to this resolution as with the date, October 7,
2020 referred to as Exhibit C.
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
execution of the Executive & Unclassified Benefits Matrix to be effective July 1, 2020
through June 30, 2020.
PASSED, APPROVED, AND ADOPTED this 7th day of October, 2020.
d _
MAN O NO
MAYOR
ATTEST:
STATE OF CALIFORNIA
COUNTY OF LOS ANGELES SS:
CITY OF BALDWIN PARK
I, Lourdes Morales, Chief Deputy City Clerk of the City of Baldwin Park do hereby certify
that the foregoing Resolution No. 2020-049 was duly adopted by the City Council of the
City of Baldwin Park at a regular meeting thereof held on October 7, 2020 and that the
same was adopted by the following vote to wit:
AYES: COUNCIL MEMBERS: Ayala, Garcia, Hernandez, Lozano
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: Avila
ABSTAIN: COUNCIL MEMBERS: None
443
Lourdes Morales
CHIEF DEPUTY CITY CLERK
Executive&Unclassified Managers Benefit Matrix
Effective October 7,2020
EXECUTIVE EMPLOYEES
BENEFIT MATRIX
ATTACHMENT A
COST OF LIVING ADJUSTMENTS
The following unadjusted base salary shall remain unchanged. No salary increases will be
provided to Executive Employees for Fiscal Year 2020-21.
0% retroactive to the first full pay period of Fiscal Year 2020-21
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.
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.
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.
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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 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(b) and the premium cost for retiree-
only coverage in the retiree's chosen medical plan.
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).
VEHICLE 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 vehicle allowance except for
the Police Chief who may choose a take-home, City-owned vehicle.
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
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to personal electronic communication devices (smart phones, tablets, laptops, etc.) also used 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.
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.
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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.
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 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.
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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 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 afterJanuary 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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UNCLASSIFIED MANAGERS
BENEFITS MATRIX
ATTACHMENT B
COST OF LIVING ADJUSTMENTS
The following unadjusted base salary shall remain unchanged. No salary increases will be
provided to Unclassified Managers for Fiscal Year 2020-21.
0% retroactive to the first full pay period of Fiscal Year 2020-21
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
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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.
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$5,000 per month.
RETIREMENT
Employees Hired Before January 1, 2013
The City contracts with the State of California Public Employees Retirement System
(CalPERS) for the classifications contained in this agreement. The plan shall include the
following options:
1. 2.7% @ 55 retirement formula(Government Code §21354.4);
2. Single highest year final compensation (Government Code §20042);
3. Military service credit as public service option (Government Code §21024);
4. 1959 Survivors Benefit Level I for which each employee contributes ninety-three cents
($.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. $500 Retired Death Benefits.
In accordance with City Resolution 2015-094, effective October 25, 2015, employees will
pay 100% of the employee's membership contribution to the California Public Employees
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Retirement System (CalPERS). All such employee contributions shall be deposited in the
member's retirement account.
New CalPERS Members Hired On or After January 1, 2013
The City contracts with the State of California Public Employees Retirement System
(CalPERS) for the classifications contained in this agreement. The plan shall include the
following options:
1. 2% at 62 formula(Government Code §7522.20);
2. Three (3) year average final compensation period (Government Code §20037);
3. Pre-Retirement Death Benefits to continue after remarriage of survivor (Government
Code §21551);
4. Military Service Credit as Public Service (Government Code §21024);
5. 1959 Survivors Benefit Level I for which each employee contributes ninety-three cent
($.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 CalPERS that is required by Government Code Section 22892(b). 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(b) and the premium cost for retiree-
only coverage in the retiree's chosen medical plan.
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
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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.
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.
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
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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.
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.
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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 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 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.
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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 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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