HomeMy WebLinkAboutAGENDA REPORT 2002 0306 CC REG ITEM 11HTO:
FROM:
DATE:
MOORPARK CITY COUNCIL
AGENDA REPORT
Honorable City Council
1 TE -A 14- ,
CITY OF mno'RPAi2K. CALIFORNIA
City Council Meeting
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ACTION: _
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Deborah S. Traffenstedt, ATOM /City Clerk
February 28, 2002 (CC Meeting of 3/6/02)
SUBJECT: Consider Approval of Resolution Adopting a Revised
Benefit Program for Management Employees and Rescinding
Resolution No. 2001 -1884
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 revise
administrative leave and vacation accrual language. Staff is
recommending approval of the revised language to facilitate
recruitment of experienced management staff. If approved, the final
resolution will be printed with the legislative format deleted.
STAFF RECOMMENDATION
Adopt Resolution No. 2002-
Attachment: Draft Management Benefits Resolution
RESOLUTION NO. 2002-
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 -1884
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 -1884 adopted on September 5,
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employees and is now proposed to be rescinded and a revised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.
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Resolution No. 2002 -
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
following completion of one full year of service, 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, e3Eeept as further
2001. The amount of administrative leave earned will be prorated
if service is less than one year. On June 1 of each year,
following completion of one full year of service, the Management
Employee shall be granted up to 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, e3Eeept as further defined hei-ein
Management FfRple-fees hired en er after May 1, . 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.
Resolution No. 2002 -
Page 3
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 as
described herein. In the event a Department Head was employed
by another public agency (city, county, or special district) at
the time or within one year of his /her appointment with the
City, the Department Head shall accrue vacation at the same rate
he /she was accruing at the time he /she left that prior position,
not to exceed the equivalent of 6.1538 hours per pay period
(equivalent to 20 eight -hour days per year) , but in no event
less than 4.6154 hours per pay period (equivalent to 15 eight -
hour days per year). He /she will continue to _accrue annual
vacation at that rate until such time as he /she would be
eligible for the next increase in accrual rate based on years of
service with the City of Moorpark as follows: in the afaeunt of
twelve (!2) —days fe r the firs is year o f serviee arrd fifteen (IS)
with the siiEth year ef serviee (after- eempletien ef f ive years
of service) —xnarth the —G3 , the -yxa-eatien are�oLe -- bide —ene
Years One to Five - 4.6154 hours per pay period
(equivalent to 15 eight -hour days per year);
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Resolution No. 2002 -
Page 4
Year Six - 4.9231 hours per pay period (equivalent to
16 eight -hour days per year);
Year Seven - 5.2308 hours per pay period (equivalent
to 17 eight -hour days per year);
Year Eight - 5.5385 hours per pay period (equivalent
to 18 eight -hour days per year);
Year Nine - 5.8462 hours per pay period (equivalent to
19 eight -hour days per year);
Year 10 - 6.1538 hours per pay period (equivalent to
20 eight -hour days per year);
Year 11 - 6.4616 hours per pay period (equivalent to
21 eight -hour days per year);
Year 12 - 6.7693 hours per pay period (equivalent to
22 eight -hour days per year, the maximum accrual
rate) .
Department Heads may accrue up to a ma
eighty (480) hours of vacation before ac
Manager may permit a Department Head to ai
hundred twenty (120) hours of vacation
needs. At any time during the period of
15 of each year, the Department Head may
(80) hours of accumulated vacation leave,
has taken ten (10) days of paid leave
twelve (12) month period.
ximum of four hundred
cruals cease. The City
;c rue an additional one
leave based on City
January 1 through June
cash out up to eighty
if the Department Head
time within the prior
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
restriction is lifted, the maximum accrual shall be reduced only
by that amount of time for which the restriction is lifted.
Resolution No. 2002 -
Page 5
Management Employees shall accrue vacation leave
r 1 f r Gempeti ive Gerviee efnpleyees. as described herein.
In the event a Management Employee was employed by another
public agency (city, county, or special district) at the time or
within one year of his /her appointment with the City, the
Management Employee shall accrue vacation at the rate he /she was
accruing at the time he /she left that prior position, not to
exceed the equivalent of 4.6154 hours per pay period (equivalent
to 15 eight -hour days per year) , but in no event less than
3.69_23 hours per pay period (equivalent__ to 12_eight -hour days
per year) . He /she will continue to accrue annual vacation at
that rate until such time as he /she would be eligible for the
next increase in accrual rate based on years of service with the
City of Moorpark as follows:
Years One to Five - 3.6923 hours per pay _per i::�d
(equivalent to 12 eight -hour days per year);
Year Six - 4.9231 hours per pay period (equivalent. to
16 eight -hour days per year);
Year Seven - 5.2308 hours per pay period (equivalent
to 17 eight -hour days per year);
Year Fight - 5.5385 hours per pay period (equivalent
to 18 eight -hour days per year);
Year Pine - 5.8462 hours per pay period ( equivalent to
19 eight -hour days per year);
Year 10 - 6.1538 hours per pay period (equivalent to
20 eight -hour days per year, the maximum accrual
rate) .
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
Resolution No. 2002 -
Page 6
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
Employees
Adjustment
of the City
benefits:
Department Heads and the Management
shall be entitled to the following Salary
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
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
Resolution No. 2002 -
Page 7
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
coverage. The in -lieu payment shall not exceed a total of
$175.00 per month.
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 involuntarily separated from service with the City
of 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. 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
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Resolution No. 2002 -
Page 8
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, accumulated 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
accumulated 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
cash 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.
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 (25 %) 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 (50 %) of his /her sick leave balance
accumulated as of the effective date of the separation, if
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Resolution No. 2002 -
Page 9
employed with the City of Moorpark for sixteen (16) or more
years.
SECTION 9. 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.
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.
SECTION 10. 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
commendable level (7.0 or higher score) 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 (1.50)
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 11. 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. 2002 -
Page 10
at the City Manager's sole discretion and only after exhaustion
of all accumulated sick leave, administrative leave, and
vacation leave and until the Department Head is eligible for the
City's long -term disability benefits or is terminated from City
employment, whichever comes first.
SECTION 12. A monthly car allowance shall be provided for
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 13. 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
(3.0 %) of gross base salary, Department Head positions - Two and
one -half percent (2.5 %) of gross base salary, and Management
Employees - Two percent (2.0 %) of gross base salary.
SECTION 14. 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 January 1 and July 1
of each year. Department Heads and Management employees
utilizing their Floating Holiday Leave must use a full eight
hours of Floating Holiday Leave 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 falls below the
maximum on the next accrual date (January 1 and July 1).
Department Heads and Management employees must provide a minimum
a
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Resolution No. 2002 -
Page 11
of 48 hours notice prior to requesting approval of Floating
Holiday leave. The City reserves the right to approve or deny
requested use of Floating Holiday Leave based upon the service
needs of the City. Employees terminating their employment with
the City shall be paid for accumulated Floating Holiday Leave
based upon their then regular rate of pay.
SECTION 15. 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 of this resolution
pertaining to Department Heads and Sections 12, 13, and 14 shall
also apply to the position of City Manager, except that in
Section 4, herein, the accrual rate for year 13 of City
employment shall be 7.0770 hours per pay period (equivalent to
23 eight -hour days per year) and for year 14 of City employment
shall be 7.3847 hours per pay period (equivalent to 24 eight -
hour days per year); 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 accumulated 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 accumulated, 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 (25 %) of his /her sick leave
balance accumulated 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 accumulated as of
the effective date of his /her voluntary or involuntary
separation from City service or upon his /her death.
SECTION 16. 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 17
The City Clerk shall certify to the adoption
of this resolution and shall
filed in the book of original
cause a certified resolution to be
Resolutions.
PASSED AND ADOPTED this 6th day of March, 2002.
Resolution No. 2002 -
Page 12
Patrick Hunter, Mayor
ATTEST:
Deborah S. Traffenstedt, City Clerk