HomeMy WebLinkAboutItem M PPP 8z1
tio
MANAGEMENT/MID-MANAGEMENT
BENEFITS
7/1/200 - 6/30/2001'
XHIBIT A
TERMS / CONDITI I NS OF PLOYMENT
FOR MANA !, EMENT AN 1 ID-
MANAGE ENT EMPLOY ' S
WITH THE I ITY OF SEAL BEA H
Mid midmanagement2000:0I
TERMS /CONDITIONS OF EMPLOYMENT
FOR MANAGEMENT AND MID-MANAGEMENT EMPLOYEES
WITH THE CITY OF SEAL BEACH
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. INSURANCE PROGRAMS
A. Health and Dental
1. 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 each medicaUdental plan for each eligible
employee and their dependents, up to the following amounts:
Effective January 1, 2001:
- For single employees $275/month
- For employee and 1 dependent $459/month
- For employee and 2 or more dependents $600/month
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 first two pay periods for each month.
3. To be effective January, 1994, and included in the contributions listed above, a
maximum of$16 per employee per month is paid by the City of Seal Beach to the Public
Employees Retirement System Health Program premium on behalf of the employee.
4. Part-time, seasonal, provisional and/or hourly employees shall not be eligible for
participation in this program.
5. No person who is eligible to receive Worker's Compensation benefits is eligible to
receive benefits from the City's group medical insurance.
6. Full-time employees of the City who have completed thirty(30) days of
uninterrupted service shall be enrolled in this insurance program on the first day of the next
succeeding month.
7. Employees who change classification from full-time to part-time provisional,
hourly or seasonal shall not be eligible for this benefit.
Mgmt/Mid-Management 2000/01 2
8. City shall not pay premiums for any employee on leave of absence without pay,
who is absent from regular duties without authorization during the month and/or for any
employee who has terminated from City employment for any reason. City shall pay premiums
for employees receiving temporary payments from Worker's Compensation Insurance.
B. Life Insurance
All employees incumbent in position classifications listed in Section 18 shall receive a
$50,000 life insurance policy paid by the City. Said insurance shall become effective after the
employee has completed thirty (30) days of uninterrupted service with said employee to be
enrolled in the program on the first day of the next succeeding month.
C. Income Continuation
All employees incumbent in position classifications listed in Section 18 shall receive an
income continuation policy to provide for income continuation of Sixty-Six and Two-Thirds
Percent (66.67%) of the employee's monthly salary, up to a maximum of Five Thousand Dollars
($5,000) per month, whichever is lesser. Said insurance shall become effective after the
employee has completed thirty (30) days of uninterrupted service with said employee to be
enrolled in the program on the first day of the next succeeding month. Said income continuation
shall commence on the thirty-first (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 PLAN
A. All full-time employees incumbent in position classifications specified in Section 18.A of
this Resolution shall have the option upon retirement, through the Public Employees Retirement
System Health Program (PERS), to continue participation in the City's health insurance program
at the employee's expense.
B. All full-time incumbents in Executive Management position classifications with 20 or
more years of combined employment with the City, shall upon retirement be provided with
individual and eligible dependent health insurance coverage through the Public Employees
Retirement System Health Program. The City shall contribute to the cost of the selected
coverage consistent with the appropriate level as specified in Section 2.A.2 of this Resolution.
C. All full-time incumbents in Mid-Management classifications with 20 or more combined
years of employment with the City shall, upon retirement, be provided with individual health
insurance coverage through the Public Employees Retirement System Health Program (PERS).
If said employee has 30 or more combined years of employment with the City upon retirement,
eligible dependent health insurance coverage shall also be provided through the Public
Employees Retirement System Health Program. The City shall contribute to the cost of the
selected coverage consistent with the appropriate level as specified in Section 2-A.2. of this
Resolution.
Mgmt/Mid-Management 2000/01 3
D. An employee with a service retirement and who is eligible to receive retiree health
insurance per Section 3, B & C of this exhibit, may also receive an increase to the health
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 health insurance
plans over the term of the employee's retirement.
E Sworn police personnel identified in Section 18 shall be subject to the retiree health plan
contained in the Memorandum of Understanding with the Seal Beach Police Officer's
Association.
F In all cases, the City's contribution for eligible dependent coverage for retirees shall
terminate with the death of the retiree.
G In the event an eligible retired employee resides in an area where the health 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 monthly contribution the City would otherwise have
contributed to that retired employee toward health and dental insurance premiums.
SECTION 4. SICK LEAVE
A. Effective July 1, 1997, all full-time employees covered by this resolution shall accrue
sick leave at the rate of one day per month (8 hours). Effective July 1, 1999, maximum accrual
of sick leave hours shall be 520 hours.
2. Individuals with existing leave hour balances in excess of 240 hours, shall convert 160
leave hours to sick leave, effective July 1, 1997. Those with between 160 and 240 leave hours
shall balance vacation with sick leave days. Individuals with existing leave hour balances below
160 hours may convert any portion of those hours to sick leave, if desired, or retain them for
vacation leave.
3. 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.
4. Upon termination of employment with the City, all leave hours will be paid to the
employee at the employee's base rate of pay. Existing sick leave balances, which have remained
intact and have not been converted to leave time, will be paid to the employee upon termination
at one-quarter (25%) of the employee's base rate of pay.
5. Employees who are on authorized leaves of absence, without pay, shall not accrue sick
leave hours during said leaves of absence.
SECTION 5. BEREAVEMENT LEAVE
Mgmt/Mid-Management 2000/01 4
t
The City agrees to provide forty hours (40) bereavement leave with pay for a death to a member
in the employee's immediate family. The bereavement leave shall not be chargeable to or
accumulate as sick time or leave time. "Immediate family" is defined as spouse, father, mother,
son, daughter, brother, sister, grandparent, grandchild, step-mother, step-father, step-children,
mother-in-law, father-in-law or dependent relative living with the employee.
SECTION 6. VACATION
A. 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 approximately 80 hours
with pay each year.
B. 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.
C. All mid-management employees, who shall have at least five 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 five years.
The vacation accrual schedule for mid-management employees is as follows:
Years Vacation Hourly Accrual Annual Maximum
Service Hours Rate Per 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 80 3.0769 80 160
5 80 3.0769 80 160
6 88 3.3846 88 200
7 96 3.6923 96 200
8 104 4.0000 104 200
9 112 4.3076 112 200
10 120 4.6153 120 200
11 128 4.9230 128 240
12 136 5.2307 136 240
13 144 5.5384 144 240
14 152 5.8461 152 240
15 160 6.1538 160 240
C. Employees of the City considered as hourly, part-time and/or seasonal employees shall
not be eligible for paid vacations.
Mgmt/Mid-Management 2000/01 5
D. Employees who have authorized leaves of absence without pay shall not accumulate
vacation credits or pay during said leave of absence.
E. All full-time employees shall only be allowed to accrue a maximum of 240 hours of
vacation. This maximum can only be exceeded with approval of the City Manager.
F. 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.
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.
G. Not more than once in each fiscal year, an employee who has completed at least one (1)
year of continuous service shall, upon request, receive compensation for up to fifty (50) hours of
accrued vacation time provided that the employee has taken an equal amount of vacation time off
within that calendar year.
SECTION 7. HOLIDAYS
All employees incumbent in position classifications listed in Section 18 shall be granted the
following holidays with pay:
New Year's Day (January 1)
Martin Luther King Day (3rd Monday in January)
Washington's Birthday (Third Monday in February)
Memorial Day (Last Monday in May)
Independence Day (July 4)
Labor Day (First Monday in September)
Veteran's Day (November 11)
Thanksgiving Day (Fourth Thursday in November)
The Calendar Day following Thanksgiving Day
Christmas Eve (December 24)
Mgmt/Mid-Management 2000/01
Christmas Day (December 25)
Floating Holiday
A total of 12 holidays annually.
SECTION 8. RETIREMENT SYSTEM
A. The retirement program provided by the City shall consist of a depooled Public
Employee's Retirement System (PERS) plan which includes the following provisions:
1. Section 20024.2 One Year Final Compensation
2. Section 20862.9 Credit of Unused Sick Leave
3. Section 20930.0 Military Service Credit
B. The City shall pay that portion of the affected employee's retirement contribution that is
equal to seven percent (7%) of the affected employees' base salary.
C. All employees incumbent in Police and Lifeguard position classifications listed in
Section 18 shall participate in the 2% at 50 formula plan for Local Safety Members.
D. Effective November 1, 1995, the City shall include PERS Section 21251.32 - 2% @ 55
for miscellaneous members.
SECTION 9. PROVISIONAL APPOINTMENTS
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 120
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.
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 ten years of uninterrupted employment with the City shall receive
a five percent (5%) increase in base salary effective on the 10th anniversary of their employment.
Sworn police personnel are exempt from this section.
Mgmt/Mid-Management 2000/01 7
SECTION 11. AUTOMOBILES AND MILEAGE
A. Officers and employees of the City, utilizing their privately-owned automobiles for City
business on a non-regular basis, shall be entitled to reimbursement for costs incurred at the rate
established by Internal Revenue Service (IRS).
B. Incumbents in the following positions will receive a monthly automobile allowance of
$150 in lieu of the above-stated mileage reimbursement: Assistant to City Manager, Director of
Public Works/City Engineer, Director of Administrative Services, City Clerk, Director of Parks,
Recreation, & Community Services, Director of Development Services and Lifeguard Chief.
The Maintenance Services Manager position will receive a monthly automobile allowance of
$150 or the use of a City vehicle, as approved by the Department Head.
SECTION 13. ADMINISTRATIVE LEAVE
A. All incumbents in Executive Management and Management position classifications,
unless otherwise specified, shall be entitled to three (3) days of administrative leave during the
twelve month period from July 1, 2000 through June 30, 2001.
B. 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 workman's compensation is eligible to receive
overlapping benefits (except life insurance) stated in this resolution.
B. City shall not make any monthly payments for premiums for any insurance benefit listed
in this resolution, 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 said month or for
any employee who has terminated for any reasons whatsoever or who is on leave of absence
without pay of who is suspended from duties without pay.
SECTION 15. DEFERRED COMPENSATION
A. The City shall contribute the equivalent to 2.5% of base salary per payroll period into a
deferred compensation program for each incumbent in the Executive Management and Mid-
Management position classifications.
Mgmt/Mid-Management 2000/01 8
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 to include shifts of four
nine-hour days each week and one additional eight-hour day on alternate weeks (9/80 plan) or
four ten hour days (4/10 plan).
SECTION 18. SALARIES
Salary ranges will become effective as specified in attached Exhibit B.
SECTION 19. TERM
The term of this Resolution shall commence on July 1, 2000 and shall continue through June 30,
2001.
Mgmt/Mid-Management 2000/01 9
EXHIBIT B
Effective July 1, 2000, salary increases for the following positions:
Management Range A B C D E
Chief of Police 69B 7369 7737 8124 8530 8957
Director of Public Works/City Engineer 64D 6578 6907 7252 7615 7996
Director of Development Services 63E 6450 6772 7111 7467 7840
Director of Administrative Services 61C 6079 6383 6702 7037 7388
Assistant to City Manager 61C 6079 6383 6702 7037 7388
Director of Parks, Rec. & Com. Serv. 58C 5645 5927 6223 6534 6861
Lifeguard Chief 52C 4867 5110 5366 5634 5916
Mid-Management Range A B C D E
Assistant City Engineer 58A 5590 5869 6162 6470 6793
Maintenance Services Manager 54A 5062 5315 5581 5860 6153
Administrative Assistant 43B 3878 4072 4276 4490 4714
**Executive Management package includes an additional 1% equivalent to be placed in the Pay
for Performance fund. Eligible employees may receive performance pay of 1%-7%, payable over
a 3-month period, as recognition for outstanding achievement in the area of efficiency,
innovation, cost saving ideas or other performance criteria. Any portion of the performance fund
not awarded may be carried over to the next fiscal year for the same purpose.
MgmUMid-Management 2000/01 10