HomeMy WebLinkAboutCC Res 5853 2009-04-13RESOLUTION NUMBER 5853
A RESOLUTION OF THE SEAL BEACH CITY COUNCIL
ESTABLISHING THE TERMS & CONDITIONS OF EMPLOYMENT
FOR EXECUTIVE/MID-MANAGEMENT EMPLOYEES AND THE
2009 PAY STRUCTURE FOR REGULAR FULL-TIME EMPLOYEES
WHEREAS, the City of Seal Beach ("City") affirms the dignity and worth of the
services rendered by its employees.
NOW THEREFORE, the City Council of the City of Seal Beach hereby resolves:
Section 1. In August 2008, the City Council commissioned independent
consultant Creative Management Solutions, Inc. ("CMS") to review City class
specifications and internal salary range and conduct market survey data.
Thereafter, CMS prepared a classification study ("Study") containing a number of
findings and recommendations.
Section 2. The City Council has reviewed the Study, and received input from
City staff and CMS concerning the Study's findings and conclusions.
Section 3. Based upon the foregoing, the Council hereby establishes:
A. The "Terms & Conditions of Employment with the
Executive/Mid-Management Employees" (attached) and incorporated by this
reference; and
B. The 2009 City of Seal Beach Pay Structure for regular full-
time employees attached hereto as Exhibit "1" and incorporated by this
reference.
Section 4. The effective date of this Resolution is April 13, 2009.
PASSED, APPROVED AND ADOPTED by the City Council of the City of Seal
Beach on this 13th day of April , 2009 by the following vote:
AYES: Councilmembers L~
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NOES: ~.,
Councilmembers /p r c I~ ~~,(~,
ABSENT: Councilmembers
ABSTAIN: Councilmembers / ~~
ATT ST:
ity Jerk
STATE OF CALIFORNIA }
COUNTY OF ORANGE } SS
CITY OF SEAL BEACH }
I, Linda Devine, City Clerk of Seal Beach, California, do hereby certify that the
foregoing resolution is the original copy of Resolution Number 5853 on file in
the office of the City Clerk, passed, approved, and adopted by the City Council of
the City of Seal Beach, at a regular meeting thereof held on the 13th day
of April , 2009.
ity~Clerk
Adopted by Resolution No. 5853
EXECUTIVE MANAGEMENT
MID-MANAGEMENT
TERMS & CONDITIONS OF EMPLOYMENT
AND
1
REGULAR EMPLOYEES PAY STRUCTURE '
ADOPTED: April 13, 2009
EXPIRES: JUNE 30, 2012 ,
Resolution Number 5853
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 ........................................................................8
D. Pregnancy Disability Leave of Absence ...................................................8
E. Family Leave ............................................................................................8
F. Catastrophic Leave ................................................................................... 9
SECTION 6: VACATION ........................................................................................9
SECTION 7: HOLIDAYS
A. Holidays ..................................................................................................10
B. Holiday Closures .....................................................................................11
SECTION 8: RETIREMENT SYSTEM ...................................................................11
SECTION 9: PROVISIONAL APPOINTMENTS ...................................................11
SECTION 10: SENIORITY BONUS ......................................................................12
SECTION 11: AUTOMOBILES AND MILEAGE ...................................................12
SECTION 12: MOBILE PHONE ALLOWANCE ...................................................12
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Resolution Number 5853
Executive/Mid Management
SECTION 13: ADMINISTRATIVE LEAVE ............................................................12
SECTION 14: LIMITATIONS .................................................................................13
SECTION 15: DEFERRED COMPENSATION .....................................................13
SECTION 16: BILINGUAL COMPENSATION ......................................................13
SECTION 17: WORK SCHEDULE ........................................................................13
SECTION 18: SALARIES ......................................................................................13
SECTION 19: TUITION REIMBURSEMENT ........................................................14
SECTION 20: TERM ..............................................................................................14
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Resolution Number 5853
Executive/Mid Management
TERMS & CONDITIONS OF EMPLOYMENT
BETWEEN
THE CITY OF SEAL BEACH
AND
EXECUTIVE MANAGEMENT
AND MID-MANAGEMENT EMPLOYEES
f
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
I. 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 and equal amount towards the cost of
medical coverage under PEMHCA for both active eligible employees and eligible
retirees.
3. The City shall
employees in accordance wi
negotiations. For employees
each employee shall receive
purchase of benefits under t
allowance shall be:
implement a full flex cafeteria plan for eligible
th the criteria provided to the employees during
participating in the City's full flex cafeteria plan,
a monthly flex dollar allowance to be used for the
he full flex cafeteria plan. The monthly flex dollar
For Sin le Em to ees $550/month
For Em to ee and 1 de endent $850/month
For Em to ee and 2 or more de endents $1,100/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 2009,
a single employee's monthly flex dollar allowance is $550, of that $550; $101 has
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, 2010, and every January 1st during the term of
this agreement, the City shall increase the contribution amounts above by the
percentage of increase for basic plans published in the CaIPERS circular letter
setting 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.
7. Beginning January 2009, the minimum employer contribution for
participating in the PEMHCA will be adjusted annually to reflect any change in
the medical care component of the Consumer Price Index. Effective January 1,
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2009, the minimum employer contribution is $101 per month per
employee/retiree and $105 per month per employee/retiree by calendar year
2010.
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 health insurance coverage under an alternative
plan). Election forms are available in the Personnel Office.
9. Part-time, seasonal, provisional and/or hourly employees shall not
be eligible for participation in this program.
10. No person who is eligible to receive Worker's Compensation
benefits is eligible to receive benefits from the City's group medical insurance.
11. Full-time employees of the City 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.
12. 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.
13. 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 a flex dollar amount 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 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. All 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 this agreement 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
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Resolution Number 5853 Executive/Mid Management
with the City shall, upon retirement, be provided with individual and eligible
dependent health insurance coverage. The City shall contribute monthly to the
cost of the selected coverage consistent with the appropriate level as specified in
Section 2 -Ain this resolution.
C. All incumbents in the Executive Management classifications 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 health insurance coverage. If said employee has 20 or
more combined years of employment with the City upon retirement, eligible
dependent health insurance coverage shall also be provided at the rate of (a) the
average of the 2 lowest cost health 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 medicate supplement plans offered by
CaIPERS, or (b) the CaIPERS Kaiser HMO Medicare supplement plan,
whichever is greater.
D. All incumbents 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 health insurance coverage. The City shall
contribute monthly to the cost of the selected coverage consistent with the
appropriate level as specified in Section 2 -Ain this memorandum.
E. All incumbents 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 health insurance coverage. 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 at the rate of (a) the average of
the 2 lowest costs health 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 medicate supplement plans offered by CaIPERS,
or (b) the CaIPERS Kaiser HMO Medicare supplement plan, whichever is
greater.
F. All full-time 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 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.
H. 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.
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
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
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Resolution Number 5853 Executive/Mid Management
contribution the City would otherwise have contributed to that retired employee
toward health and dental insurance premiums.
SECTION 4: SICK LEAVE
A. All full-time employees covered by this memorandum 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 level 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 per Government
Code.
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 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 as
specifically provided for in this resolution, except that the City shall contribute to
an employee's medical and dental health plan, disability insurance plan, and life
insurance plan for the first 30 days of leave of absence.
B. Bereavement Leave
1. In case of death within the immediate family of an employee, such
employee shall be entitled to remain absent from duty with pay in order to attend
the funeral or memorial service for a maximum of 24 consecutive work hours.
For employees on a conventional 8 hour shift, this will provide for up to 3
consecutive work days. For employees working an alternate work week, they
can apply these hours to their consecutive work shifts. Vacation, comp time or
other leaves, as available, may be used to supplement Bereavement Leave to
allow to absence to span 3 shifts. The bereavement leave shall not be
chargeable to or accumulate as sick time.
2. If the funeral or memorial services are outside the state of
California, the employee will be allowed up to 16 additional hours leave with pay.
3. For the purpose of this section, immediate family is defined as
husband, wife, domestic partner as defined by that State of California, father,
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Resolution Number 5853 Executive/Mid Management
mother, grandfather, grandmother, sister, brother, son, daughter, mother-in-law,
father-in-law, stepchild, stepmother, stepfather, or such person who has served
in the place of the employee's parent.
4. Such leave shall not be charged against the employee's sick leave
accrual.
C. Military Leave of Absence
1. Military leave shall be granted in accordance with the provisions of
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.
2. In addition to provision of State law, the City shall continue to
provide eligible employees on military leave, the current health benefits (medical,
dental, disability and life insurance and retirement, (if applicable) for the first 3
months of military leave. During said period, the employee shall be required to
pay to the City the same co-payments as required of other employees. After the
first 3 months of military leave, the employee may continue said benefits at his
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.
6. A maximum of 400 working hours of family leave in any
combination of sick leave and unpaid leave may be taken during any 2 year
period unless a greater amount is prescribed by state or federal law.
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Resolution Number 5853 Executive/Mid Management
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 for catastrophic leave.
4. Employees receiving Long-Term Disability payments are excluded
from 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.
7. Donating employees must sign an authorization, including
specifying the specific employee to be a 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 8 additional hours of vacation for
each year of full-time continuous service each year thereafter.
6. 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.
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 3 years of
continuous service shall be entitled to 8 additional hours of vacation for each
year of full-time continuous service in excess of 3 years. The vacation accrual
schedule for mid-management employees is as follows:
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Resolution Number 5853 Executive/Mid Management
Years
Service Vacation
Hours
Earned Maximum Hourly
Accrual Rate /Pay
Period Bi-Weekl Annual
Vacation
Hours Maximum
Vacation
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 4.3076 112 200
8 120 4.6153 120 200
9 128 4.9230 128 240
10 136 5.2307 136 240
11 144 5.5384 144 240
12 152 5.8461 152 240
13 160 6.1538 160 240
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.
I. 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 50 hours of accrued vacation time provided that the
employee has taken an equal amount of 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:
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Holida Date
New Year's Da Janua 1st
Martin Luther Kind Da 3rd Monda in Janua
President's Da 3rd Monda in Februa
Memorial Da Last Monda in Ma
Independence Da Jul 4th
Labor Da First Monda in Se tember
Veteran's Da November 11th
Thanks ivin Da Fourth Thursda in November
Calendar da followin Thanks ivin Da
Christmas Eve December 24th
Christmas Day December 25th
*Floatin Holida discretion of em to ee
Total of 12 holidays annually
'`Floating Holiday musf be taken during each fiscal year (July 1st through June 30th)
and may not be carried forward beyond fhe term of fhis agreement.
'J
B. Holiday Closures -The City Manager may designate up to 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 20024.2 -One Year Final Compensation
Section 20862.9 -Credit of Unused Sick Leave
Section 20930.0 -Military Service Credit
B. The City shall pay that portion of the affected employee's retirement
contribution that is equal to 7% of the affected employee's base salary.
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 CaIPERS Section
21251.32 - 2% @ 55 for miscellaneous members.
E. City agrees to study the enhancement of retirement benefits to the current
CaIPERS 2% at 55 program either through CaIPERS 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.
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
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it
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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.
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 IOth anniversary
of their employment. Sworn police personnel are exempt from this section.
SECTION 11: AUTOMOBILES AND MILEAGE
A. Officers and employees of
automobiles for City business on
reimbursement for costs incurred at
Service (IRS).
the City, utilizing their privately-owned
anon-regular basis, shall be entitled to
the rate established by Internal Revenue
B. Incumbents in the following positions will receive a monthly automobile
allowance of $350 dollars in lieu of the above-stated mileage reimbursement:
Assistant to the City Manager, Director of Public Works, Director of
Administrative Services, City Clerk, and Director of Development Services. The
City Manager position will receive a monthly automobile allowance as defined by
contract [currently $500]. The City Manager, Maintenance Services Manager,
Marine Safety Chief and Chief of Police positions will receive a monthly
automobile allowance or the use of a City vehicle.
SECTION 12: MOBILE PHONE ALLOWANCE
Incumbents in the following positions will receive a monthly mobile phone
allowance in accordance with City Policy 200-19 [currently $75] per month:
Assistant to the City Manager
Associate Engineer
Chief of Police
City Clerk
City Engineer
City Manager
Director of Administrative Services/City Treasurer
Director of Development Services
Director of Public Works
Maintenance Services Manager
Marine Safety Chief
Marine Safety Lieutenant
SECTION 13: ADMINISTRATIVE LEAVE
Effective the 1st payroll period in April, 2009, 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 96 hours of administrative leave each fiscal year.
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Resolution Number 5853 Executive/Mid Management
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 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
The City shall contribute the equivalent to 3.5% of base salary per payroll period
into a deferred compensation program for each incumbent 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 April 13, 2009:
Executive Management
Grade Job Classifications
65 City Manager
59 Chief of Police
55 Director of Administrative Services
55 Director of Public Works
51 Director of Development Services
51 Assistant to City Manager
39 Marine Safety Chief
Elected Official
Grade ~. Job Classifications
40 City Clerk
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Executive/Mid Management
Mid-Management
1
Grade Job Classifications
47 City Engineer
39 Maintenance Services Manager
36 Senior Planner
36 Associate Engineer
33 Senior Accountant
31 Marine Safety Lieutenant
29 Emergency Services Coordinator
25 Accountant
*See "Exhibit 1 "for complete list of Regular Emp/oyees Pav Structure
B. Effective the first payroll period in July, 2010, a CPI (April -March Orange
County, Los Angeles & Riverside Counties) adjustment capped at 4% for
Executive Management, Elected Official, and Mid-Management.
C. Effective the first payroll period in July, 2011, a CPI (April -March Orange
County, Los Angeles & Riverside Counties) adjustment capped at 4% for
Executive Management, Elected Official, and Mid-Management.
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 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.
Example: Employee A attends California State University, Long
Beach, for the Spring 2009 semester and completes 2
(3-unit) undergraduate courses with a grade of "C" or
better. The tuition reimbursement would be calculated
as follows:
2008/2009 State University Tuition $ 885.00 (0-6 units)
Required University Fees $ 172.00 (approx.)
Parking $ 123.00
Books $ 300.00 (approx.)
TOTAL $1,480.00
SECTION 20: TERM
The term of these provisions shall commence on April 13, 2009, and shall
continue through June 30, 2011.
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City of Seal Beach
Exhibit 1-Regular Employees Pay Structure
April 13, 2009
Grade Job Classifications Step 1 Step 2 Step 3 Step 4 Step 5
1 $2,937 $3,084 $3,238 $3,400 $3,570
2 $3,011 $3,161 $3,319 $3,485 $3,660
3 $3,086 $3,240 $3,402 $3,573 $3,751
4 $3,163 $3,321 $3,488 $3,662 $3,845
5 $3,242 $3,404 $3,575 $3,753 $3,941
6 $3,323 $3,490 $3,664 $3,847 $4,040
7 $3,406 $3,577 $3,756 $3,943 $4,141
8 Communit Services Officer $3,492 $3,666 $3,850 $4,042 $4,244
Maintenance Worker
9 Accountin Technician $3,579 $3,758 $3,946 $4,143 $4,350
10 $3,668 $3,852 $4,044 $4,247 $4,459
11 $3,760 $3,948 $4,146 $4,353 $4,570
12 Senior Communit Services Officer $3,854 $4,047 $4,249 $4,462 $4,685
Senior Maintenance Worker
Water O erator
13 Executive Assistant $3,950 $4,148 $4,355 $4,573 $4,802
Senior Accountin Technician
14 Communit Services Coordinator $4,049 $4,252 $4,464 $4,688 $4,922
15 $4,150 $4,358 $4,576 $4,805 $5,045
16 Senior Water O erator $4,254 $4,467 $4,690 $4,925 $5,171
17 $4,361 $4,579 $4,808 $5,048 $5,300
18 De ut Cit Clerk $4,470 $4,693 $4,928 $5,174 $5,433
Lead Communit Services Officer
19 Electrician $4,581 $4,810 $5,051 $5,303 $5,569
20 E ui ment Services Su ervisor $4,696 $4,931 $5,177 $5,436 $5,708
21 $4,813 $5,054 $5,307 $5,572 $5,851
22 $4,934 $5,180 $5,439 $5,711 $5,997
23 Marine Safet Officer $5,057 $5,310 $5,575 $5,854 $6,147
24 Jail Services Su ervisor $5,183 $5,443 $5,715 $6,000 $6,300
25 Accountant $5,313 $5,579 $5,858 $6,150 $6,458
Maintenance Services Su ervisor
Water Services Su ervisor
26 Communit Services Su ervisor $5,446 $5,718 $6,004 $6,304 $6,619
Mana ement Anal st
27 Police Officer $5,582 $5,861 $6,154 $6,462 $6,785
28 Assistant En ineer $5,721 $6,008 $6,308 $6,623 $6,955
Police Records Su ervisor
29 Emer enc Services Coordinator $5,865 $6,158 $6,466 $6,789 $7,128
Police Cor oral
30 $6,011 $6,312 $6,627 $6,959 $7,307
31 Marine Safet Lieutenant $6,161 $6,469 $6,793 $7,133 $7,489
32 $6,315 $6,631 $6,963 $7,311 $7,676
33 Senior Accountant $6,473 $6,797 $7,137 $7,494 $7,868
34 $6,635 $6,967 $7,315 $7,681 $8,065
35 $6,801 $7,141 $7,498 $7,873 $8,267
36 Associate En ineer $6,971 $7,320 $7,686 $8,070 $8,473
Senior Planner
37 Police Ser eant $7,145 $7,503 $7,878 $8,272 $8,685
38 $7,324 $7,690 $8,075 $8,478 $8,902
39 Maintenance Services Mana er $7,507 $7,882 $8,277 $8,690 $9,125
Marine Safet Chief
40 Cit Clerk $7,695 $8,080 $8,483 $8,908 $9,353
41 $7,887 $8,281 $8,696 $9,130 $9,587
42 $8,084 $8,489 $8,913 $9,359 $9,827
43 $8,286 $8,701 $9,136 $9,593 $10,072
44 Police Lieutenant $8,494 $8,918 $9,364 $9,832 $10,324
45 $8,706 $9,141 $9,598 $10,078 $10,582
46 $8,924 $9,370 $9,838 $10,330 $10,847
47 Cit En ineer $9,147 $9,604 $10,084 $10,588 $11,118
48 $9,375 $9,844 $10,336 $10,853 $11,396
49 $9,610 $10,090 $10,595 $11,124 $11,681
50 Police Ca fain $9,850 $10,342 $10,860 $11,403 $11,973
51 Assistant to the Cit Mana er $10,096 $10,601 $11,131 $11,688 $12,272
Director of Develo ment Services
52 $10,349 $10,866 $11,409 $11,980 $12,579
53 $10,607 $11,138 $11,695 $12,279 $12,893
54 ~ $10,872 $11,416 $11,987 $12,586 $13,216
55 Director of Public Works $11,144 $11,702 $12,287 $12,901 $13,546
Director of Administrative Services/Cit Treasurer
56 $11,423 $11,994 $12,594 $13,223 $13,885
57 $11,708 $12,294 $12,909 $13,554 $14,232
58 $12,001 $12,601 $13,231 $13,893 $14,588
59 Chief of Police $12,301 $12,916 $13,562 $14,240 $14,952
60 $12,609 $13,239 $13,901 $14,596 $15,326
61 $12,924 $13,570 $14,249 $14,961 $15,709
62 $13,247 $13,909 $14,605 $15,335 $16,102
63 $13,578 $14,257 $14,970 $15,719 $16,504
64 $13,918 $14,614 $15,344 $16,111 $16,917
Current
65 City Manager (adjustments per Mgmt COLA) $16,958 Range Maximum= $17,340
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