HomeMy WebLinkAboutCC Res 6332 2012-12-10 RESOLUTION NUMBER 6332
A RESOLUTION OF THE SEAL BEACH CITY COUNCIL
APPROVING THE TERMS AND CONDITIONS OF
EMPLOYMENT FOR EXECUTIVE/MID-MANAGEMENT
EMPLOYEES EFFECTIVE JANUARY 1, 2013
WHEREAS, the City of Seal Beach ("City") affirms the dignity and worth of the
services rendered by its employees.
NOW THEREFORE, the Seal Beach City Council hereby resolves:
Section 1. The City Council hereby approves the terms and conditions of
employment for executive/mid-management employees set forth in Exhibit A
attached hereto and incorporated by this reference.
PASSED, APPROVED and ADOPTED by the Seal Beach City Council at a
regular meeting held on the 10th day of December , 2012 by the following vote: p�
AYES: Council Members , ,i�;/ia /1L.Ef 14 Slid/I C1ey0-7
NOES: Council Members vX
ABSENT: Council Members 7/ c 1'/U/�n D
ABSTAIN: Council Members din ,�
J 9 o_ Mayor
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ATTEST: IQ';
as.1./ i.../✓i. A '0UIjfi t%1
City Clerk .--
STATE OF CALIFORNIA }
COUNTY OF ORANGE } SS
CITY OF SEAL BEACH }
I, Linda Devine, City Clerk of the City of Seal Beach, do hereby certify that the
foregoing resolution is the original copy of Resolution Number 6332 on file in
the office of the City Clerk, passed, approved, and adopted by the City Council at
a regular meeting held on the 10th day of December , 2012.
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City/Clerk
Adopted by Resolution No. 6332
EXHIBIT A
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EXECUTIVE MANAGEMENT
MID-MANAGEMENT
TERMS & CONDITIONS OF EMPLOYMENT
EFFECTIVE: December 10, 2012
EXPIRES: JUNE 30, 2016
1
Exhibit A to Resolution Number 6332 Executive/Mid Management
TABLE OF CONTENTS
SECTION 1: MANAGEMENT RIGHTS 4
SECTION 2: HEALTH INSURANCE COVERAGE: LIFE & DISABILITY
INSURANCE
A. Health Insurance Coverage 4
B. Life Insurance 5
C. Income Continuation 5
SECTION 3: RETIREE HEALTH INSURANCE 5
SECTION 4: SICK LEAVE 7
SECTION 5: LEAVES OF ABSENCE
A. Authorized Leave of Absence without Pay 7
B. Bereavement Leave 7
C. Military Leave of Absence 7
D. Pregnancy Disability Leave of Absence 8
E. Family Leave 8
F. Catastrophic Leave 8
SECTION 6: VACATION 9
SECTION 7: HOLIDAYS
A. Holidays 10
B. Holiday Closures 11
SECTION 8: RETIREMENT SYSTEM 11
SECTION 9: PROVISIONAL APPOINTMENTS 12
SECTION 10: SENIORITY BONUS 12
SECTION 11: AUTOMOBILES AND MILEAGE 12
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Exhibit A to Resolution Number 6332 Executive/Mid Management
SECTION 12: (RESERVED)
SECTION 13: ADMINISTRATIVE LEAVE 12
SECTION 14: LIMITATIONS 12
I . SECTION 15: DEFERRED COMPENSATION 13
SECTION 16: BILINGUAL COMPENSATION 13
SECTION 17: WORK SCHEDULE 13
SECTION 18: SALARIES 13
SECTION 19: TUITION REIMBURSEMENT 14
EFFECTIVE DATE 15
I
I
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Exhibit A to Resolution Number 6332 Executive/Mid Management
TERMS & CONDITIONS OF EMPLOYMENT
BETWEEN
THE CITY OF SEAL BEACH
AND
EXECUTIVE MANAGEMENT
AND MID-MANAGEMENT EMPLOYEES
SECTION 1: MANAGEMENT RIGHTS
The City reserves, retains and is vested, solely and exclusively, with all rights of
Management which have not been expressly abridged by specific provisions of
this Resolution of Compensation, as such rights existed prior to the execution of
this Resolution.
SECTION 2: HEALTH INSURANCE COVERAGE: LIFE & DISABILITY
INSURANCE
A. Health Insurance Coverage
The City shall provide for full-time employees and eligible retired
employees a group hospital, medical and dental insurance plan.
2. The City shall contribute to the cost of medical coverage for each
eligible employee and his/her dependents, an amount not to exceed the
California Public Employees' Medical and Hospital Care Act (PEMHCA) minimum
contribution. The City shall contribute an equal amount towards the cost of
medical coverage under PEMHCA for both active eligible employees and eligible
retirees.
3. The City shall implement a full flex cafeteria plan for eligible
employees in accordance with the criteria provided to the employees during
negotiations. For employees participating in the City's full flex cafeteria plan,
each employee shall receive a monthly flex dollar allowance to be used for the
purchase of benefits under the full flex cafeteria plan. Beginning January 1,
2013, the monthly flex dollar allowance shall be:
For Single Employees $705.10/month
For Employee and 1 dependent $1,089.60/month
For Employee and 2 or more dependents $1,409.06/month
4. A portion of the monthly flex dollar allowance is identified as the
City's contribution towards PEMHCA. Thus, for example, in calendar year 2013,
a single employee's monthly flex dollar allowance is $705.10, of that $705.10;
$115has been designated by the City as its required PEMHCA contribution to
CaIPERS. The monthly flex dollar allowance may only be used in accordance
with the terms of the full flex cafeteria plan.
5. Effective January 1, 2014, and every January 1st during the term of
this agreement, the City shall increase the contribution amounts above by the
average percentage of increase for basic plans published by CaIPERS which
sets health insurance premiums for the coverage year.
6. Employees enrolled in the plan are required to pay any premium
amounts in excess of the above City contribution. Such amounts will be
deducted from the affected employee's payroll check on the 1st 2 pay periods for
each month.
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Exhibit A to Resolution Number 6332 Executive/Mid Management
7. Beginning January 2014, the minimum employer contribution for
participating in the PEMHCA will be adjusted annually to reflect any change in
the health care component of the Consumer Price Index. Effective January 1,
2013, the minimum employer contribution is $115 per month per
employee/retiree.
8. Employees meeting the waiver criteria and electing to waive
enrollment in the City's full flex cafeteria plan are eligible to receive $310 per
month (upon showing proof of medical insurance coverage under an alternative
plan). Election forms are available in the Human Resources.
9. Part-time, seasonal, provisional and/or hourly employees shall not
be eligible for participation in this program.
10. Full-time employees by these Terms and Conditions who have
completed 30 days of uninterrupted service shall be enrolled in the full flex
cafeteria plan on the 1st day of the next succeeding month.
11. Employees who change classification from full-time to part-time
provisional, hourly, or seasonal shall not be eligible for participation in the full flex
cafeteria plan.
12. The City shall not contribute a flex dollar amount for any employee
during any month the employee is on leave of absence without pay or who is
absent from regular duties without authorization, for a full calendar month. .City
shall contribute to the cafeteria plan for eligible employees receiving temporary
payments from Workers' Compensation Insurance.
B. Life Insurance
1. All employees incumbent in position classifications listed in Section
18 shall receive a $50,000 term life insurance policy paid by the City.
2. Said insurance shall become effective after the employee has
completed 30 days of uninterrupted service with said employee to be enrolled in
the program on the 1st day of the next succeeding month.
C. Income Continuation
1. Employees incumbent in position classifications listed in Section 18
shall receive an income continuation policy to provide for income continuation of
66.67% of the employee's monthly salary, up to a maximum of $5,000 per month,
whichever is lesser.
2. Said insurance shall become effective after the employee has
completed 30 days of uninterrupted service with said employee to be enrolled in
the program on the 1st day of the next succeeding month.
3. Said income continuation shall commence on the 31st day of
sickness or other bona fide absence or upon expiration of sick leave, whichever
occurs later, and continuing thereafter while the employee is absent from work
for a period of up to age 65.
SECTION 3: RETIREE HEALTH INSURANCE
A. Employees covered by these Terms and Conditions shall have the option
upon retirement, to continue participation in the City's health insurance program
at the employee's expense.
B. All incumbents in the Executive Management classification who retire on
or before December 31, 2009, with 20 or more combined years of employment
with the City shall, upon retirement, be provided with individual and eligible
5 of 15
Exhibit A to Resolution Number 6332 Executive/Mid Management
dependent medical insurance coverage. The City shall contribute monthly to the
cost of the selected coverage consistent with the appropriate level as specified in
Section 2 - A in these Terms and Conditions.
C. Employees covered by these Terms and Conditions and in the Executive
Management classifications who were hired before January 1, 2008, and who
retire after December 31, 2009, have 20 or more combined years of employment
with the City shall, upon retirement, be provided with individual medical insurance
coverage. If said employee has 30 or more combined years of employment with
the City upon retirement, eligible dependent medical insurance coverage shall
also be provided at the rate of (a) the average of the 2 lowest cost medical care
plans offered by CaIPERS, or (b) the CaIPERS Kaiser HMO, whichever is
greater. When the retired employee becomes Medicare eligible, the City's
contribution will be capped at the rate of (a) the average of the 2 lowest costs
Medicare supplement plans offered by CaIPERS, or (b) the CaIPERS Kaiser
HMO Medicare supplement plan, whichever is greater.
D. Employees in the Mid-Management classification who retire after
December 31, 2007, and on or before December 31, 2009, with 20 or more
combined years of employment with the City shall, upon retirement, be provided
with individual and eligible dependent medical insurance coverage. The City
shall contribute monthly to the cost of the selected coverage consistent with the
appropriate level as specified in Section 2 - A in these Terms and Conditions.
E. Employees in the Mid-Management classification who were hired before
January 1, 2008, and who retire after December 31, 2009, with 20 or more
combined years of employment with the City shall, upon retirement, be provided
with individual medical insurance coverage. If said employee has 30 or more
combined years of employment with the City upon retirement, eligible dependent
medical insurance coverage shall also be provided at the rate of (a) the average
of the 2 lowest costs medical care plans offered by CaIPERS, or (b) the
CaIPERS Kaiser HMO, whichever is greater. When the retired employee
becomes Medicare eligible, the City's contribution will be capped at the rate of (a)
the average of the 2 lowest costs Medicare supplement plans offered by
CaIPERS, or (b) the CaIPERS Kaiser HMO Medicare supplement plan,
whichever is greater.
F. Employees who were hired on or after January 1, 2008, and who retire
from the City, shall be eligible to receive a City contribution not to exceed the
PEMHCA minimum employer contribution towards health coverage under
CaIPERS, as determined by CaIPERS from time to time.
G. An employee with a service retirement and who is eligible to receive
retiree medical insurance per Section 3, B & C of this exhibit, may also receive
an increase to the medical insurance cap in effect at the time of his/her
retirement (not to exceed $175 per month in additional contributions), until
Medicare begins at age 65 with lower supplemental insurance rates. This
additional contribution to the cap will accommodate increases in medical
insurance plans over the term of the employee's retirement.
H. Sworn police personnel identified in Section 18 shall be subject to the
retiree medical plan contained in the Memorandum of Understanding with the
Seal Beach Police Officer's Association.
I. In all cases, the City's contribution for eligible dependent coverage for
retirees shall terminate with the death of the retiree.
J. In the event an eligible retired employee resides in an area where the
medical plans provided by the City are not in effect, that retired employee shall
be entitled to receive in cash each month an amount equal to the City flex
contribution at time of retirement.
6 of 15
Exhibit A to Resolution Number 6332 Executive/Mid Management
SECTION 4: SICK LEAVE
A. All full-time employees covered by these Terms and Conditions shall
accrue sick leave at the rate of 1 day per month (8 hours). The maximum
accrual of sick leave hours shall be 520 hours.
B. Existing sick leave balances which have remained intact and have not
been converted to leave time may be utilized by the employee for sick leave
purposes only.
C. Upon termination of employment with the City, all compensable leave
hours will be paid to the employee at the employee's base rate of pay. Sick
leave balances which have not been converted to leave time will be paid to the
employee upon termination at 25% of the employee's base rate of pay.
D. Employees who are on authorized leaves of absence, without pay, shall
not accrue sick leave hours during said leaves of absence.
SECTION 5: LEAVES OF ABSENCE
A. Authorized Leave of Absence Without Pay
1. Upon the Department Head's recommendation and approval of the
City Manager, an employee may be granted a leave of absence without pay in
cases of an emergency or where such absence would not be contrary to the best
interest of the City, for a period not to exceed 180 working days.
2. Upon written request of the employee, the City Council may grant a
leave of absence, with or without pay, for a period not to exceed one (1) year.
3. At the expiration of the approved leave, after notice to return to
duty, the employee shall be reinstated to the position held at the time leave was
granted. Failure on the part of the employee to report promptly at such leave's
expiration and receipt of notice to return to duty shall be cause for discharge.
4. During any authorized leave of absence without pay, an employee
shall not be eligible to accumulate or receive fringe benefits, except an employee
shall receive their monthly flex dollar allowance and the City, as specifically
provided for in these Terms and Conditions, shall contribute to the employee's
disability insurance plan, and life insurance plan for the first 30 days of leave of
absence.
B. Bereavement Leave
The City agrees to provide 40 hours bereavement leave with pay for death in the
immediate family. The bereavement leave shall not be chargeable to or
accumulated as sick time or leave time. "Immediate family" is defined as spouse,
registered domestic partner, father, mother, son, daughter, brother, sister,
grandparent, grandchild, step-mother, step-father, step-child, mother-in-law,
father-in-law, domestic partner-in-law or dependent relative living with the
employee.
C. Military Leave of Absence
1. Military leave shall be granted in accordance with the provisions of
Federal and State law. All employees entitled to military leave shall give the
Department Head an opportunity within the limits of military regulations to
determine when such leave shall be taken. Whenever possible, the employee
involved shall notify the Department Head of such leave request 10 working days
in advance of the beginning of the leave.
7 of 15
Exhibit A to Resolution Number 6332 Executive/Mid Management
2. In addition to the provisions of State law, the City shall continue to
provide eligible employees on military leave, the monthly flex dollar allowance
under the cafeteria plan and disability and life insurance and retirement, (if
applicable)) for the first three (3) months of military leave. During said period, the
employee shall be required to pay to the City the amount that exceeds the
monthly flex dollar allowance (if applicable).
3. After the first (three) 3 months of military leave, the employee may
continue said benefits at their cost.
D. Pregnancy Disability Leave of Absence
1. An employee who is disabled due to pregnancy shall be granted a
pregnancy disability leave as provided by the State of California and the Federal
Family Medical Leave Act. The employee may elect to take a lesser period of
leave.
2. Disabilities arising out of pregnancy shall be treated the same as
other temporary disabilities in terms of eligibility for, or entitlement to, leave with
or without pay.
E. Family Leave - Upon a demonstration of need and subject to the following
conditions, an employee may take leave or unpaid leave to care for his newborn
infant, whether through parentage or adoption, or to care for a seriously ill or
injured member of the employees "immediate family" as defined in Section 5 - B.
1. Proof of the birth or adoption of a newborn infant or the serious
illness/injury of the family member must be submitted to the City.
2. Requests for family leave must be submitted in writing to the
employee's supervisor at the earliest possible date proceeding the time when the
leave is to begin.
3. Operational needs of the City shall be relevant in determinations
regarding the granting of family leave in accordance with the provisions of State
and Federal Family Leave laws.
4. In the event of an extended family leave, the employee may be
required to periodically report on the status of the situation giving rise to the
leave.
5. Family leave may be granted only upon the recommendation of the
Department Head and approval of the City Manager consistent with the
provisions of State and Federal Family Leave laws.
F. Catastrophic Leave - The purpose of the Catastrophic Leave Pool is to
enable full time employees to receive and donate vacation, administrative leave,
and Compensatory Time Off (CTO) leave credits on an hour for hour basis to
assist employees who have no leave and who will suffer a financial hardship due
to prolonged illness or injury to themselves or a member of their immediate
family. Sick Leave is excluded from this program. The following conditions shall
apply to Catastrophic Leave:
1. Catastrophic Leave will be available only to employees who have
exhausted their own paid leave through bona fide serious illness or accident.
2. The leave pool shall be administered by the Finance Department.
3. Employees must be in regular full-time appointed positions to be
eligible to receive catastrophic leave.
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Exhibit A to Resolution Number 6332 Executive/Mid Management
4. Employees receiving Long-Term Disability payments are excluded
from receiving catastrophic leave under this program.
5. All donations are to be confidential, between the donating
employee and the Finance Department.
6. Employees donating to the pool must have 40 hours of paid leave
available after making a donation.
U 7. Donating employees must sign an authorization, including
specifying the specific employee to be the recipient of the donation.
8. Donations will be subject to applicable tax laws.
9. The availability of Catastrophic Leave shall not delay or prevent the
City from taking action to medically separate or disability retire an employee.
10. Catastrophic Leave due to illness or injury of an immediate family
member may require medical justification as evidenced by a Physician's
Statement that the presence of the employee is necessary.
11. Catastrophic Leave due to the illness or injury of the employee will
require medical justification as evidenced by a Physician's Statement as to the
employee's condition.
SECTION 6: VACATION
A. Executive Management employees who shall have at least one year's
continuous service as a full time employee immediately preceding shall be given
a vacation of approximately 120 hours with pay each year. Executive
Management employees shall be entitled to eight (8) additional hours of vacation
for each year of full-time continuous service each year thereafter.
B. All mid-management employees who shall have at least one year's
continuous service as a full-time employee immediately preceding shall be given
a vacation of 80 hours with pay each year.
C. All Executive Management employees shall only be allowed to accrue a
maximum of 320 hours of vacation. This maximum can only be exceeded with
approval of the City Manager.
D. All mid-management employees, who shall have at least three (3) years of
continuous service shall be entitled to eight (8) additional hours of vacation for
each year of full-time continuous service in excess of three (3) years. The
vacation accrual schedule for mid-management employees is as follows:
Years Vacation Maximum Hourly Annual Maximum
Service Hours Accrual Rate/ Pay Vacation Vacation
Earned Period Bi-Weekly Hours Accrual
1 80 3.0769 80 160
2 80 3.0769 80 160
3 80 3.0769 80 160
4 88 3.3846 88 200
5 96 3.6923 96 200
6 104 4.0000 104 200
7 112 4.3044 112 200
8 120 4.6154 120 200
9 128 4.9231 128 240
10 136 5.2308 136 240
11 144 5.5385 144 240
12 152 5.8462 152 240
13 160 6.1538 160 240
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Exhibit A to Resolution Number 6332 Executive/Mid Management
E. Employees of the City considered as hourly, part-time and/or seasonal
employees shall not be eligible for paid vacations.
F. Employees who have authorized leaves of absence without pay shall not
accumulate vacation credits or pay during said leave of absence.
G. Employees are encouraged to use at least the amount of vacation hours
earned each fiscal year. Those employees who have been credited in excess of
the maximum vacation accrual allowed are expected to use a portion of the
excess as leave time, in addition to other vacation time, each year until the
maximum accrual is met. The City recognizes that a number of long-term
employees have accrued substantially more leave time than shorter-term
employees, and that it will likely take them significantly longer to achieve the
maximum accrual level. It is the intent of this section to balance the personal
interests of the employee with the financial concerns of the City; as such,
significant progress toward reaching the maximum accrual amounts may be
deemed a success.
H. Vacation leave time shall not be approved until such time as it has been
earned, unless prior, special arrangements have been made with the City
Manager. The time at which an employee shall take vacation leave shall be
requested by the employee prior to the start of the vacation leave period. Such
vacation leave to be taken shall be subject to the prior approval of the
Department Head, or designee, subsequent to consideration of the departmental
workload and other staffing considerations, such as but not limited to, the
previously approved vacation schedule of other employees, sick leave and
position vacancies.
Not more than once in each fiscal year, an employee who has completed
at least one year of continuous service shall, upon request, receive
compensation for up to 80 hours of accrued vacation time provided that the
employee has taken 50 hours of vacation time off within that fiscal year. An
employee shall also, upon request, receive compensation for up to 120 hours of
accrued vacation time provided that the employee has taken 80 hours of accrued
vacation time off within that fiscal year.
SECTION 7: HOLIDAYS
A. All employees incumbent in position classifications listed in Section 18
shall be granted the following holidays with pay:
Holiday Date
New Year's Day January 1st
Martin Luther King Day 3rd Monday in January
Presidents' Day 3rd Monday in February
Memorial Day Last Monday in May
Independence Day July 4th
Labor Day First Monday in September
Veteran's Day November 11th
Thanksgiving Day Fourth Thursday in November
Calendar day following Thanksgiving Day
Christmas Eve December 24th
Christmas Day December 25th
*Floating Holiday (discretion of employee)
Total of 12 holidays annually
*Floating Holiday must be taken during each fiscal year(July 1st through June 30th).
10 of 15
Exhibit A to Resolution Number 6332 Executive/Mid Management
B. Holiday Closures — The City Manager may designate up to five (5) specific
work days in each calendar year between Christmas Day and New Year's Day
during which employees may be required to take time off, charged to leave without
pay, the employee's accumulated compensatory time, vacation, floating holidays, or
a combination thereof, as determined by the affected employee. The days must be
consecutive for the employee, but may differ between employees. Employees who
do not have sufficient accumulated time off in their account to cover the required
time off may request, and will be granted, sufficient advance on their vacation
accrual to cover the uncovered balance. This advance will be recovered with the
next vacation accruals earned by the employee. Time off of work under this
provision shall not be deemed a layoff.
SECTION 8: RETIREMENT SYSTEM
A. The retirement program provided by the City shall consist of a pooled
Public Employee's Retirement System (PERS) plan which includes the following
provisions:
Section 20042 - One Year Final Compensation
Section 20965 - Credit of Unused Sick Leave
Section 21024 - Military Service Credit
B. Miscellaneous and Marine Safety Employees
1. The City shall pay the following amounts toward the Miscellaneous
employees CaIPERS required contribution of 7% of their compensation earnable:
a. Effective first pay period on or following January 1, 2013: 5%
(Employees pay 2%)
b. Effective first pay period on or following July 1, 2013: 3%
(Employees pay 4%)
c. Effective first pay period on or following July 1, 2014: 1%
(Employees pay 6%)
d. Effective first pay period on or following July 1, 2015: 0%
(Employees pay 7%)
2. The City shall pay the following amounts toward the Marine Safety position
employees CaIPERS required contribution of 7% of their compensation earnable:
a. Effective first pay period on or following January 1, 2013: 7%
(Employees pay 2%)
b. Effective first pay period on or following July 1, 2013: 5%
Employees pay 4%)
c. Effective first pay period on or following July 1, 2014: 3%
Employees pay 6%)
d. Effective first pay period on or following July 1, 2015: 2%
(Employees pay 7%)
C. All employees incumbent in Police and Marine Safety position
classifications listed in Section 18 shall participate in the 3% @ 50 formula plan
for Local Safety Members.
D. Effective November 1, 1995, the City shall include PERS Section 21354 -
2% @ 55 for miscellaneous members.
E. City agrees to study the enhancement of retirement benefits to the current
PERS 2% at 55 program either through PERS or other options available through
PARS. The City's commitment to study this issue in no way binds the City to any
type or form of enhancement now or in the future.
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Exhibit A to Resolution Number 6332 Executive/Mid Management
F. New employees/members hired on or after January 1, 2013 as defined by
The Public Employees' Pension Reform Act (PEPRA) will be hired at the
retirement formula in accordance with the PEPRA and other legislation.
SECTION 9: PROVISIONAL APPOINTMENTS
A. An employee, when authorized by the City Manager, may receive a
provisional appointment to a higher classification to fill a temporary vacancy. The
employee, when so appointed, must perform the duties and assume the
responsibilities of the higher classification for 80 consecutive working hours and
shall be paid according to the step in the assigned salary range of the new
position which is next higher than the salary received before the provisional
appointment.
B. When necessary and in the best interest of the City, the City Manager may
provisionally assign an employee to a higher level of duty and responsibility than
provided for in the employee's assigned classification which is not otherwise a
part of an adopted classification. In the case of such an assignment, the
employee must perform the higher level of duties for 80 consecutive working
hours thereafter the employee shall receive additional compensation of 5% so
long as the assignment is authorized by the City Manager.
SECTION 10: SENIORITY BONUS
Employees who have achieved 10 years of uninterrupted employment with the
City shall receive a 5% increase in base salary effective on the 10th anniversary
of their employment. Sworn police personnel are exempt from this section.
SECTION 11: AUTOMOBILES AND MILEAGE
A. Employees covered by these Terms and Conditions, utilizing their
privately-owned automobiles for City business on a non-regular basis, shall be
entitled to reimbursement for costs incurred at the mileage rate established by
Internal Revenue Service (IRS).
B. Employees in the following positions will receive a monthly automobile
allowance of $350 dollars in lieu of the above-stated mileage reimbursement:
Assistant City Manager/Public Works Director. The Deputy Director of Public
Works/Maintenance and Utilities, Marine Safety Chief and Chief of Police
positions will have use of a City vehicle.
SECTION 12: (RESERVED)
SECTION 13: ADMINISTRATIVE LEAVE
Effective the 1st payroll period in July 2013, and every July 1st thereafter:
A. Mid-Management position classifications, unless otherwise specified, shall
be entitled to 40 hours of administrative leave each fiscal year.
B. All incumbents in Executive Management position classifications shall be
entitled to 48 hours of administrative leave each fiscal year.
C. Administrative leave days may not be carried forward to succeeding years
nor may they be turned in for cash value.
SECTION 14: LIMITATIONS
A. No employee who is eligible to receive Workers' Compensation is eligible
to receive overlapping benefits (except life insurance) stated in these Terms and
Conditions.
12 of 15
Exhibit A to Resolution Number 6332 Executive/Mid Management
B. City shall not make any monthly payments for premiums for any insurance
benefit listed in these Terms and Conditions, or uniform allowance, supplemental
pay of any type and/or type of bonus on behalf of, or to, any employee who has
been absent without authorization during entire said month or for any employee
who has terminated for any reasons whatsoever or who is on leave of absence
without pay or who is suspended from duties without pay for the entire said
month.
SECTION 15: DEFERRED COMPENSATION
The City shall contribute the equivalent to 3.5% of base salary per payroll period
into a deferred compensation program for each employee in the Executive
Management and Mid-Management position classifications.
SECTION 16: BILINGUAL COMPENSATION
A. Upon the recommendation of a department director, the City Manager
may award a bilingual compensation bonus of $52.50 per payroll period to those
employees in positions determined to require bilingual skills.
B. The City Manager shall require the taking of competency tests to certify
the employee as eligible for bilingual compensation based on the employee's
proficiency in speaking the language determined to be required. Such
certification shall be a condition precedent to qualifying for bilingual pay.
SECTION 17: WORK SCHEDULE
At the discretion of the City Manager, work schedules may be altered as needed
to meet the service demand levels of the residents of the City of Seal Beach.
SECTION 18: SALARIES
A. Effective the first payroll period following January 1, 2013:
Executive Management
GYrade'3'' . $` OjFJob ,Classifica`tion`s,
59 Chief of Police
57 Assistant City Manager/Director of
Public Works
51 Director of Community Development
39 Marine Safety Chief
Elected Official
tllttl 4,61):: WgJ4'1 t i I4 I!!!!!!!Y
Grade,, , ,Classificationstj lti i i .;i
40 City Clerk
13 of 15
Exhibit A to Resolution Number 6332 Executive/Mid Management
Mid-Management
;Grade,, ,Mt ; Job Classifications, mina
47 Deputy Director of Public Works/City
Engineer
39 Deputy Director of Public
Works/Maintenance and Utilities
36 Administrative Manager
36 Finance Manager
36 Senior Planner
36 Recreation Manager
36 Associate Engineer
31 Marine Safety Lieutenant
29 Emergency Services Coordinator
26 Management Analyst
25 Accountant
Confidential
i'Gra`d'ei! � i�lli3 ,r{lOJob'CI'assifications,Ei,l;,!,� � < r
13 Executive Assistant (Confidential)
B. The salary schedule for each position classification affected is hereby
determined and established upon adoption by City Council. Salary increases are
as follows:
First pay period on or following January 1, 2013: Employees shall receive
1.5% cost of living adjustment.
First pay period on or following July 1, 2013 - CPI adjustment, minimum 1%
up to 3% maximum, as measured utilizing the change in the Los Angeles -
Riverside - Orange County All Urban Consumers Index for the 12 months of
April 2012 - March 2013.
First pay period on or following July 1, 2014 - CPI adjustment, minimum
1% up to 3% maximum, as measured utilizing the change in the Los
Angeles - Riverside - Orange County All Urban Consumers Index for
the 12 months of April 2013 - March 2014.
First pay period on or following July 1, 2015 - CPI adjustment, minimum
1% up to 3% maximum, as measured utilizing the change in the Los
Angeles - Riverside - Orange County All Urban Consumers Index for
the 12 months of April 2014 - March 2015.
SECTION 19: TUITION REIMBURSEMENT
A. Higher Education Degree Programs — Executives and Mid-Managers
attending accredited community colleges, universities, and trade schools for the
purpose of obtaining a higher education degree may apply for reimbursement of
tuition, books, student fees and parking. Reimbursement is capped each
calendar year at the tuition rate of the Cal State University system for up to two
(2) semesters of full-time, undergraduate enrollment.
B. Reimbursement is contingent upon the successful completion of the
course. Successful completion means a grade of "C" or better for undergraduate
courses and a grade of "B" or better for graduate courses. All claims for tuition
reimbursement require prior approval and are subject to verification and approval
by the City Manager.
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Exhibit A to Resolution Number 6332 Executive/Mid Management
Example: Employee A attends California State University, Long
Beach, for the Spring 2013 semester and completes 2
(3-unit) undergraduate courses with a grade of "C" or
better. The tuition reimbursement would be calculated
as follows:
111 2012/2013 State University Tuition $1,587.00 (0-6 units)
Required University Fees $ 384.00 (approx.)
Parking $ 123.00
Books $ 300.00 (approx.)
TOTAL $2,394.00
SECTION 20: EFFECTIVE DATE
These Terms and Conditions shall become effective on December 10, 2013.
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