HomeMy WebLinkAboutAGENDA REPORT 2001 0905 CC REG ITEM 11KSOS SCt�
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MOORPARK CITY COUNCIL
AGENDA REPORT
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TO: Honorable City Council
FROM: Deborah S. Traffenstedt, ATCM /City Clerk
DATE: August 30, 2001 (CC Meeting of 9/5/01)
SUBJECT: Consider Approval of Resolution Adopting a Revised
Benefit Program for Management Employees and Rescinding
Resolution No. 2001 -1863
BACKGROUND
Attached is a draft resolution that shows proposed revisions to the
Management Benefits Program (reference legislative format for
revised language). The proposed revisions are to add new Management
position titles in Section 2, to revise separation benefit language
in Section 8, delete former Section 9 to be consistent with what is
allowed by the Public Employees Retirement System (PERS), to revise
floating holiday leave language in Section 15 to be consistent with
updated Personnel Rules language, and other edits required for
internal consistency. If approved, the final resolution will be
printed with the legislative format deleted.
STAFF RECOMMENDATION
Adopt Resolution No. 2001-
Attachment: Draft Management Benefits Resolution
0 03
RESOLUTION NO. 2001-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF MOORPARK, CALIFORNIA, ADOPTING A REVISED
BENEFIT PROGRAM FOR MANAGEMENT EMPLOYEES AND
RESCINDING RESOLUTION NO. 2001 -1863
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; and
WHEREAS, Resolution No. 2001 -1863 adopted on June 20, 2001,
previously established a benefit program for management
employees and is now proposed to be rescinded and a revised
benefit program adopted.
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
Administrative Services Director, Assistant City Manager,
Assistant to City Manager /City Clerk, Community Development
Director, Community Services Director, Deputy City Manager, and
Public Works Director, 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
"Management Employee" shall include the classification positions
of Accountant I and II, Administrative Services Manager, Budget
and Finance Manager, Finance /Accounting Manager, Information
Systems Manager, Information Systems Supervisor, Management
Analyst, Planning Manager, Principal Planner, Public Works
Supervisor, Recreation Superintendent, Redevelopment Manager,
Senior Management Analyst, and such other classifications as the
City Council may from time to time designate by resolution as
being management positions.
0 (
Resolution No. 2001 -
Page 2
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 ninety -six (96) hours per fiscal year, accrued at
the rate of 3.69 hours per pay period. On June 1 of each year
the Department Head may, at his /her option, convert forty (40)
hours of the annual administrative leave to cash, if a rating of
"commendable" or higher was received on the most recent
performance evaluation in the fiscal year. The amount of
administrative leave earned and the amount that may be converted
to cash will be prorated if service is less than a year. 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 -eight (48) hours per fiscal year, accrued
at the rate of 1.85 hours per pay period, except as further
defined herein for Management Employees hired on or after May 1,
2001. On June l of each year, the Management Employee shall be
granted an additional twenty -four (24) 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, except as further defined
herein for Management Employees hired on or after May 1, 2001.
Up to a maximum of sixteen (16) 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 sixteen (16) 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.
Management Employees hired on or after May 1, 2001, shall
be granted administrative leave at the rate of forty -eight (48)
hours per fiscal year, accrued at the rate of 1.85 hours per pay
period, upon completion of one year of service with the City and
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Resolution No. 2001 -
Page 3
a rating of at least "satisfactory" on their one -year
performance evaluation. On the first June l occurring after a
minimum of six (6) months of employment as a Management Employee
with the City, a Management Employee shall be granted an
additional twenty -four (24) hours of administrative leave, upon
receiving a rating of "commendable" or higher on their six (6)-
month performance evaluation, 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.
Following their first year of service with the City, Management
Employees- hired on or after May 1, 2001, shall be granted
administrative leave per pay period and on June 1, in accordance
with the provisions of this section.
SECTION
Employees of
Vacation Leave
4. The
the City
benefits:
Department Heads and the Management
shall be entitled to the following
Department Heads shall accrue vacation leave with pay in
the amount of twelve (12) days for the first year of service and
fifteen (15) days for the second through fifth years of service.
Commencing with the sixth year of service (after completion of
five years of service) with the City, the vacation leave shall
include one additional day of accrual per year for each
additional year of service to a maximum accrual of twenty (20)
days per year. 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. At any time during the period of January 1
through June 15 of each year, the Department Head may cash out
up to eighty (80) hours of accumulated 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 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
000a;
Resolution No. 2001 -
Page 4
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.
SECTION 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 the 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 the Salary Plan
adopted by the City Council resolution for Competitive Service
and Non - Competitive Service 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
Resolution No. 2001 -
Page 5
the City Council from granting Management employees adjustments
above those granted to the Competitive Service employees.
SECTION 7. The City Manager, Department Heads and the
Management employees of the City shall be entitled to the
following Medical Program benefits:
The City Manager and 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. Any Department Head who does not subscribe to
dependent coverages for medical, vision, and dental plans, shall
be paid one -half of the premium cost for dependent coverage
waived at the employee- plus -one dependent rate, calculated using
the cost of the plan the employee is enrolled in for his /her own
coverage. The in -lieu payment shall not exceed a total of
$175.00 per month. 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.
Those Department Heads and /or City Manager hired prior to
April 1, 1986, that were exempted from payment of the Medicare
portion of Social Security, shall have the option as of June 30,
2001, of either enrolling in the Medicare Program (if allowed by
the Social Security Administration) with the City paying the
employer's share of such costs, or the eligible employee may
choose not to enroll in Medicare and the City shall pay the
equivalent amount of the employer's share as deferred
compensation.
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. Any Management Employee who does not subscribe to
dependent coverages for medical, vision, and dental plans, shall
be paid one -half of the premium cost for dependent coverage
waived at the employee- plus -one dependent rate, calculated using
the cost of the plan the employee is enrolled in for his /her own
0 4130n.;
Resolution No. 2001 -
Page 6
coverage. The in -lieu payment shall not
$175.00 per month.
SECTION 8
exceed a total of
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 involuntarily separated from service with the City
of Moorpark for any reason other than her—vi=e, Retirement er —if
separated from service due to convictedion of any misdemeanor
concerning an act related to their official duties or moral
turpitude or convicted of any felony. 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 as a Department Head with the City, to a maximum of
ninety (90) days (seven hundred twenty [720] hours) of paid
severance. If employed as a Department Head 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,
a-eeriiedaccumulated as of the effective date of the separation.
The requirement to be employed as a Department Head for five (5)
or more years to be eligible to receive in cash payment twenty -
five percent (25 %) of his /her sick leave balance
tee=- aedaccumulated as of the effective date of the separation,
shall not apply to an employee appointed as a Department Head as
of January 1998, who also had five (5) or more years of service
with the City when appointed to a Department Head position. The
cash payment shall also be paid to any qualified beneficiaries,
if the separation is due to the death of the employee.
In cases of voluntary separation from service with the
City, including retirement under the City's retirement system
( "Service Retirement "), or death of the employee, Department
Heads shall 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. In addition, in the case of Service
Retirement, Department Heads shall be eligible to receive in
Dash payment fifty percent (50 %) of his /her sick leave balance
accumulated as of the effective date of the separation, if
employed with the City of Moorpark for sixteen (16) or more
years. -
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Resolution No. 2001 -
Page 7
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 if
separated from service due to conviction of any misdemeanor
concerning an act related to their official duties or moral
turpitude or convicted of any felony. If employed as a
Management Employee 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 (250) of his /her sick leave
balance, in addition to his /her vacation leave and
administrative leave balances, accumulated as of the
effective date of the separation. The cash payment shall also
be paid to any qualified beneficiaries, if the separation is due
to the death of the employee. In addition, in the case of
Service Retirement, Management Employees shall be eligible to
receive in cash payment fifty percent (50a) of his /her sick
leave balance accumulated as of the effective date of the
separation, if employed with the City of Moorpark for sixteen
(16) or more years.
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Resolution No. 2001 -
Page 8
Geune I--.
SECTION
Employees of
Reimbursement
3-49. The Department Heads
the City shall be entitled to
benefits:
and the Management
the following Tuition
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 _ 4-44.
Management Employees 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- 1
SECTION 1�0. After completion of five (5) full years of
service, Department Heads and Management Employees shall be
entitled to longevity pay benefits to be paid each pay period
based on the gross base salary for that pay period, so long as
the employee's performance evaluation is at least at a
eatg=z -e commendable level (7.0 or higher score), -ae
felle and the employee is not on unpaid leave. Longevity pay
shall be calculated based on years of service as follows:
Department Heads
6 -10 years of service - one -half percent (.5 %)
11 -15 years of service - one percent (1 %)
16 -20 years of service - one and one -half percent (1.5 %)
21 or more years of service - two percent (2 %)
Management Employees
11 -15 years of service one -half percent (.5 %)
16 -20 years of service - one percent (1 %)
21 or more years of service - one and one -half percent
(1.5 %)
SECTION 1-22-1. At the time of employment, as determined by
the City Manager, a Department Head may receive thirty (30) days
of supplemental sick leave, which may be used only for a
catastrophic illness or injury to the employee. The leave
provided by this Section shall have no cash value at the time of
separation of service from the City. Use of this leave shall be
Resolution No. 2001 -
Page 9
at the City Manager's sole discretion
of all eer+ie accumulated sick leave,
vacation leave and until the Department
City's long -term disability benefits o
employment, whichever comes first.
and only after exhaustion
administrative leave, and
Head is eligible for the
r is terminated from City
SECTION 13-2. A monthly car allowance shall be provided for .I
the positions listed and for the amount listed as follows:
Assistant City Manager $250
City Manager $415
Deputy City Manager $250
Director of Community Development $250
Director of Community Services $250
Director of Public Works $250
SECTION 143. The City Manager, Department Heads and
Management Employees shall be entitled to the following deferred
compensation payment:
The City Manager, Department Heads, and Management
Employees shall be entitled to a deferred compensation
contribution made by the City into an approved deferred
compensation program, as follows: City Manager - Three percent
(3.00) of gross base salary, Department Head positions - Two and
one -half percent (2.50) of gross base salary, and Management
Employees - Two percent (2.0o) of gross base salary.
SECTION 1�4. The City Manager, Department Heads and
Management Employees shall be, entitled to the following Floating
Holiday benefits:
All Department Heads and Management Employees shall accrue
eight (8) hours Floating Holiday Leave on july 4: and January 1
and July 1 of each s-ea! year "^�-� Tuyy 1-and erA-i- i�- a��C}i
J
Department Heads and Management employees
utilizing their f seal —yew Floating Holiday-a Leave must use a
full eight hours of Floating Holiday -ILeave at any one time. An
employee may not accumulate Floating Holiday Leave in excess of
the number of hours of Floating Holiday Leave he /she would
accrue in a one -year period. When an employee's accumulated
Floating Holiday Leave balance reaches the maximum, accrual of
Floating Holiday Leave shall cease. The employee shall not
accrue further Floating Holiday Leave until such time as the
employee's accumulated Floating Holiday Leave balance again
000104�-� .
._
Resolution No. 2001 -
Page 10
falls below the maximum on the next accrual date (January 1 and
July 1) . Department Heads and Management employees must provide
a minimum of 48 hours notice prior to requesting approval of
Floating Holiday leave. The City reserves the right to approve
or deny requested use of -a Floating Holiday Leave based upon the
service needs of the City. Plead ng Hel ' —et a by the end-
ef the end-
e fiseal yeas -en —June 3 shall. he forfeited. Employees
terminating their employment with the City shall be paid for
aeer-aedaccumulated Floating Holiday-s Leave based upon their then
regular rate of pay.
SECTION 1{9.5. In addition to applicable provisions of the
Municipal Code, or other Council policy, the provisions of
Sections 3, 4, 5, 6, 7, 9, 10, and 11 ad —1:2 of this resolution
pertaining to Department Heads and Sections 13-2, 143, and 1-FD-4
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; he /she may cash out up to one
hundred twenty (120) hours of aeeraedaccumulated leave so long
as he /she has taken ten (10) days of paid leave in the prior
twelve (12) -month period; as long as at least 240 hours of
vacation leave are aeeruedaccumulated, 40 hours of such accrual
may be cashed out as deferred compensation. in January of each
year; 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
(250) of his /her sick leave balance a:eeicQedaccumul.ated as of the
effective date of his /her voluntary or involuntary separation
from City service or upon his /her death, and if employed for
fifteen (15) or more years, he /she shall be eligible to receive
in cash payment fifty percent (50 %) of his /her sick leave
balance aeei-uedaccumulated as of the effective date of his /her
voluntary or involuntary separation from City service or upon
his /her death.
SECTION 146. Resolution No. 2001 -1863 is hereby rescinded
and the implementation of this new resolution shall be
applicable to the payroll period beginning on September 8, 2001.
SECTION 147. The City Clerk shall certify to the adoption
of this resolution and shall cause a certified resolution to be
filed in the book of original Resolutions.
Resolution No. 2001 -
Page 11
PASSED AND ADOPTED this 5th day of September, 2001.
Patrick Hunter, Mayor
ATTEST:
Deborah S. Traffenstedt, City Clerk