Loading...
HomeMy WebLinkAboutAGENDA REPORT 1998 0701 CC REG ITEM 11E705, 5 ' x%ITl �. - - - -- CITY OF MOORPARK, CALIFORNIA City Council Meeting ACTION: �GX rrd x LULL f "1 Oh CITY COUNCIL AGENDA REPORT BY. ,�_ TO: The Honorable City Council FROM: John E. Nowak, Assistant City Manager DATE: 23 June 1998 (Council meeting of 07 - 01 - 98) SUBJECT: Consider Resolution No. 98- Adopting a Benefit Program for Management Employees Discussion: The City Council has indicated that management employees in the City are required to perform additional services to the City within the scope of their assignments. To promote a longevity of service and in recognition of the additional requirements placed upon department heads and senior management staff, benefits in addition to those provided to regular employees are proposed. The elements of this resolution were presented to the Council's Classification and Compensation Ad Hoc Committee for its review. The resolution would provide the following additional benefits: Department heads would have the opportunity to covert the additional 40 hours of administrative leave they earn to cash or to convert any unused balance to vacation leave at the end of the fiscal year. Management employees would be eligible for an additional 16 hours of administrative leave and could convert up to 10 unused hours to vacation leave at the end of the fiscal year. 2. Department heads would be able to accrue a maximum of 480 hours of vacation leave (an increase from the current 240 hours), and an additional 120 hours based on City needs. They would also be able to cash out up to 80 hours a fiscal year if at least 10 days of paid leave had been taken in the previous twelve month period. The City Council would be able to restrict the cash out for a single fiscal year based on budget needs. If this is done, the maximum accrued amount would increase by 80 hours. Management employees would be able to accrue a maximum of 360 hours of vacation leave. Both department heads and management employees would accrue vacation leave at the same rate as other employees. 3. Department heads would be eligible for the same medical programs as are available to other employees with the City paying 100% of the cost of employee and 000IL37 Resolution -Management Benefits Meeting of July 1, 1998 Page 02 family coverage. They would also receive a $100,000 term life insurance policy (possible from cost savings from a new carrier) and receive up to $750 toward a comprehensive physical examination every two years. 4. If separated from service with the City, except for service retirement, department heads would receive 10 days of paid severance for each full year of employment with the City, with a maximum of 90 days of paid severance. If employed with the City for five or more years they would also be eligible to receive in cash 25% of their sick leave balance, in addition to vacation and administrative leave balances. If it is a voluntary separation from service there would be no severance pay. Under similar situations, management employees would receive 25% of their sick leave balance after eight years of employment with the City. 5. Department heads and management employees would be eligible to receive up to one year of vacation, administrative and sick leave accrued in their final year of employment as credit toward salary for retirement. Also, if employed for eleven years but less than sixteen years, they would receive 25% of their accrued sick leave balance in cash payment upon retirement. If employed for 16 or more years, they would be able to receive cash payment for 50% of their sick leave balance. 6. Department heads and management employees would be eligible to receive tuition reimbursement, sick leave benefits and salary adjustments as are provided for other City employees. 7. The City Manager would also accrue the same benefits as department heads where not already addressed in the Municipal Code or Council policy, except that a $200,000 term life insurance policy would be provided and vacation leave could be accrued up to a maximum of 600 hours. Recommendation: That the City Council adopt Resolution No. 98- establishing a benefit program for management employees, and that the City Council defer the vacation leave cash out provision for fiscal year 1998 -99. Attachments: Resolution No. 98 000135 RESOLUTION NO. 98- A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MOORPARK, CALIFORNIA ADOPTING A BENEFIT PROGRAM FOR MANAGEMENT EMPLOYEES WHEREAS, the City Council recognizes that the management employees of the City are required to perform additional services to the City within the scope of their assignments; and WHEREAS, in recognition of the additional time management employees devote in their service to the City without additional compensation, the City Council finds that it is appropriate to provide management employees benefits in addition to those provided to the competitive service employees of the City NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MOORPARK DOES HEREBY RESOLVE AS FOLLOWS: SECTION 1. When used in this Resolution the term "Department Head" shall include the classification positions of Assistant City Manager, Community Development Director, Community Services Director, Public Works Director and City Clerk, and such other classifications as the City Council may from time to time designate by resolution as being department head positions. SECTION-2. When used in this Resolution the term uManagement Employee" shall include the classification positions of Administrative Services Manager, Finance /Accounting Manager, Planning Manager, Recreation Superintendent, Principal Planner, Senior Management Analyst, Management Analyst, Redevelopment Manager and Assistant to the City Manager, and such other classifications as the City Council may from time to time designate by resolution as being management positions. SECTION 3. The Department Heads and the Management Employees of the City shall be entitled to the following Administrative Leave benefits: Department Heads shall be granted administrative leave at the rate of forty (40) hours per fiscal year, accrued at the rate of 1.54 hours per pay period. On June 1 of each year the Department Head shall be granted an additional forty (40) hours of administrative leave, prorated if service is less than one year, based on the most recent performance evaluation in the fiscal year by the City Manager if he /she () 0b2. 35 resolution No. 98- Paqe 2 of 6 received a rating of "commendable" or higher. The Department head may, at his /her option, convert the additional administrative leave to cash. Any unused administrative leave balance at the end of a fiscal year may be extended for a period of up to four (4) months by the City Manager, or the Department Head may convert the unused balance to vacation leave if the Department Head has used at least forty (40) hours of paid leave time in the prior fiscal year. This last requirement may be waived in writing by the City Manager in recognition of extenuating circumstances. Management Employees shall be granted administrative leave at the rate of forty (40) hours per fiscal year, accrued at the rate of 1.54 hours per pay period, On June 1 of each year the Management employee shall be granted an additional sixteen (16) hours of administrative leave based on the most recent performance evaluation by his /her Department Head if he/she received a rating of "commendable" or higher and the employee's Department Head has indicated that the employee has spent an inordinate amount of additional work hours in performance of service to the City. Up to a maximum of ten (10) hours of unused administrative leave balance at the end of a fiscal year may be extended for a period of up to four (4) months by the City Manager, or the Management employee may convert up to ten (10) hours of the unused balance to vacation leave if the Management employee has used at least forty (40) hours of leave time in the prior fiscal year. This last requirement may be waived in writing by the City Manager in recognition of extenuating circumstances SECTION 4. The Department Heads and the Management Employees of the City shall be entitled to the following Vacation Leave benefits: Department Heads shall accrue vacation leave in accordance with the same schedule as approved by the City Council for Competitive Service employees. Department Heads may accrue up to a maximum of four hundred eighty (480) hours of vacation before accruals cease. The City Manager may permit a Department Head to accrue an additional one hundred twenty (120) hours of vacation leave based on City needs. In June of each year, the Department Head may cash out up to eighty (80) hours of accrued vacation leave if the Department Head has taken ten (10) days of paid leave time within the prior twelve (12) month period. The City Council may unilaterally restrict the cash out for any single fiscal year. In such case the maximum vacation accrual for the Department Heads shall be increased by the eighty (80) hours until such time as said restriction is lifted. Unless the restriction is retroactively lifted, the maximum accrual for the Department Resolution No. 98- Page 3 of 6 Heads shall remain at the new maximum accrual rate, if the restriction is retroactively lifted, the maximum accrual shall revert to the four hundred eighty (480) hour maximum. Should the Council impose a restriction for more than one consecutive year, and less than the full term of the restriction is lifted, the maximum accrual shall be reduced only by that amount of time for which the restriction is lifted. Management Employees shall accrue vacation leave in accordance with the same schedule as approved by the City Council for Competitive Service employees. Management employees may accrue up to a maximum of three hundred sixty (360) hours of vacation before accruals cease. The City Manager may permit a Management employee to accrue an additional eighty (80) hours of vacation leave based on City needs. SEQTION 5. The Department Heads and the Management Employees of the City shall be entitled to the following Sick Leave benefits: Department Heads shall accrue sick leave in accordance with the program approved by the City Council for Competitive Service employees, and shall be subject to such other rules and regulations pertaining to sick leave use and accrual as approved for Competitive Service employees. Management Employees shall accrue sick leave in accordance with the program approved by the City Council for Competitive Service employees, and shall be subject to such other rules and regulations pertaining to sick leave use and accrual as approved for Competitive Service employees. SECTION 6. The Department Heads and the Management Employees of the City shall be entitled to the following Salary Adjustment benefits: Department Heads shall be subject to Salary Plan adopted by the City Council resolution for Competitive Service and Non - Competitive Service employees. Department Heads shall be eligible for the same "cost of living" adjustments as may be granted from time to time by the City Council to Competitive Service employees. Nothing herein shall preclude the City Council from granting Department Heads adjustments above those granted to the Competitive Service employees. Management Employees shall be subject to Salary Plan adopted by the City Council resolution for Competitive Service and Non - Competitive Service 00C A 41 Resolution No. 98- Page 4 of 6 employees. Management employees shall be eligible for the same "cost of living" adjustments as may be granted from time to time by the City Council to Competitive Service employees. Nothing herein shall preclude the City Council from granting Management employees adjustments above those granted to the Competitive Service employees. SECTION 7. The Department Heads and the Management Employees of the City shall be entitled to the following Medical Program benefits: Department Heads shall be eligible to participate in the same medical programs as are made available to Competitive Service employees with the same contributions from the City except that the City shall pay one hundred percent (100 %) of the cost for employee and family coverage premiums. Also, Department Heads shall be provided term life insurance policies at one hundred thousand dollar ($100,000) face value. Beginning with the fiscal year 1998 -99, Department Heads are eligible for a City paid comprehensive physical examination every two (2) years, with a maximum City contribution of seven hundred and fifty dollars ($750.00) per examination as a supplement for costs not covered by City funded insurance. Management Employees shall be eligible to participate in the same medical programs as are made available to Competitive Service employees with the same contributions from the City toward the program premiums as provided to Competitive Service employees. SECTION-8, The Department Heads and the Management Employees of the City shall be entitled to the following Separation benefits: Department Heads shall be eligible to receive the following benefits if separated from service with the City of Moorpark for any reason other than Service Retirement. The Department Heads shall receive ten (10) days (eighty (80) hours) of paid severance at his /her then current salary rate for each full year of employment with the City, to a maximum of ninety (90) days (seven hundred twenty (720) hours) of paid severance. If a Department Head has been employed with the City of Moorpark for five (5) or more years, the Department Head shall also be eligible to receive in cash payment twenty -five percent (25 %) of his/her sick leave balance, in addition to his /her vacation leave and administrative leave balances, accrued as of the effective date of the separation. In cases of voluntary separation from service with the City, Department Heads shall 0004142 Resolution No. 98- Page 5 of 6 not be eligible for the severance pay provided for in this Section, but shall be eligible for the cash payment for sick leave, vacation leave and administrative leave as provided for in this Section. Management Employees shall be eligible to receive the following benefits if voluntarily or involuntarily separated from service with the City Moorpark for any reason other than Service Retirement. If a Management employee has been employed with the City of Moorpark for eight (8) or more years, the Management employee shall be eligible to receive in cash payment twenty -five percent (25° %) of his /her sick leave balance, in addition to his /her vacation leave and administrative leave balances, accrued as of the effective date of the separation. SECTION 9, The Department Heads and the Management Employees of the City shall be entitled to the following Service Retirement benefits: Department Heads shall be eligible upon service retirement from the City of Moorpark to have up to one year of accrued vacation leave, administrative and accrued sick leave to which he /she is then eligible to receive transferred to cash payment and credited as final year salary for purposes of retirement benefits. The Department Head shall be eligible to cash in all vacation leave and administrative leave balances accrued as of the effective date of the service retirement. If employed with the City of Moorpark for eleven (11) years but less than sixteen (16) years, the Department Head shall be eligible to receive in cash payment twenty -five percent (25° %) of his/her sick leave balance accrued as of the effective date of the service retirement. If employed with the City of Moorpark for sixteen (16) or more years, the Department head shall be eligible to receive in cash payment fifty percent (50° %) of his /her sick leave balance accrued as of the effective date of the service retirement Management Employees shall be eligible upon service retirement from the City of Moorpark to receive the same benefits as are approved for Department Heads by the City Council. SECTION 10. The Department Heads and the Management Employees of the City shall be entitled to the following Tuition Reimbursement benefits: Department Heads shall be eligible to receive tuition reimbursement for courses approved by the City Manager at the same rate as is approved by the City Council for Competitive Service employees commencing with fiscal year 1998 -99. 0'0013 Resolution No. 98- Page 6 of 6 Management Employee-.s shall be eligible to receive tuition reimbursement for courses approved by the City Manager at the same rate as is approved by the City Council for Competitive Service employees commencing with fiscal year 1998 -99. SECTION 11: In addition to applicable provisions of the Municipal Code, or other Council policy, the provisions of Sections 3, 4, 5, 6, 7 and 9 of this resolution pertaining to Department Heads shall also apply to the position of City Manager, except that in Section 4 herein the maximum accrual for vacation leave shall be six hundred (600) hours, and in Section 7 herein the amount of the term life insurance policy shall be two hundred thousand dollars ($200,000). In addition, if the City Manager has been employed with the City of Moorpark for five (5) or more years, he /she shall be eligible to receive in cash payment twenty -five percent (25 %) of his/her sick leave balance accrued as of the effective date of his /her separation from City service. SECTION 12; This Resolution shall supercede all other resolutions and all other rules, regulations, procedures and offers pertaining to the benefits indicted in this Resolution for Department Heads and Management Employees in effect at the time of adoption of this Resolution. PASSED, APPROVED AND ADOPTED this day of July 1998. Patrick Hunter, Mayor ATTEST: Deborah S. Traffenstedt, City Clerk