HomeMy WebLinkAboutAGENDA REPORT 2004 0721 CC SPC ITEM 04CITEM `}• G •
CITY OF MOORPARK, CALIFORW
City Council Meeting
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ACTION: ,a4
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MOORPARK CITY COUNCIL BY._ o
AGENDA REPORT
TO: Honorable City Council
FROM: Deborah S. Traffenstedt, ATCM /City Clerk
DATE: July 19, 2004 (CC Special Meeting of 7/21/04)
SUBJECT: Consider Approval of Resolution Adopting a Revised
Benefit Program for Management Employees and Rescinding
Resolution No. 2004 -2218
BACKGROUND AND DISCUSSION
Attached is a draft resolution that revises the City's management
benefits. The current Management Benefits Resolution No. 2004 -2218
was adopted by the City Council on July 7, 2004. The proposed
revisions to the Management Benefits Resolution are shown through
the use of legislative format in the attached draft resolution. In
addition to editorial corrections, revisions were made to the
Management Benefits Resolution that are related to further
negotiation of benefits for Competitive Service Employees (a revised
Memorandum of Agreement for Competitive Service Employees is a
separate item on the July 21 special meeting agenda).
If approved, the final resolution will be printed with the
legislative format deleted.
STAFF RECOMMENDATION
Adopt Resolution No. 2004-
Attachment: Draft Management Benefits Resolution
000i2s
RESOLUTION NO. 2004-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF MOORPARK, CALIFORNIA, ADOPTING A REVISED
BENEFIT PROGRAM FOR MANAGEMENT EMPLOYEES AND
RESCINDING RESOLUTION NO. 2004 -2218
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. 2004 -2218 adopted on July 7, 2004,
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employees and is now proposed to be rescinded and a revised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. DEPARTMENT HEAD DEFINITION. 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,
City Engineer, 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. MANAGEMENT EMPLOYEE DEFINITION. When used in
this Resolution, the term "Management Employee" shall include
the classification positions of Accountant I and II, Assistant
City Clerk, 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 Manager, 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. 2004 -
Page 2
SECTION 3. ADMINISTRATIVE LEAVE. The Department Heads and
the Management Employees of the City shall be entitled to the
following Administrative Leave benefits:
Department Heads: Department Heads shall be granted
administrative leave at the rate of ninety -six (96) hours per
fiscal year, accrued at the rate of 3.6923 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. Any unused
administrative leave balance at the end of a fiscal year may be
approved by the City Manager to be converted to cash per the
above provision; may be converted to annual leave or vacation
leave, if the Department Head has used at least forty (40) hours
of paid leave time in the prior fiscal year and if the maximum
accumulated annual leave or vacation leave balance will not be
exceeded; or the administrative leave may be extended for a
period of up to four (4) months. Department Heads who terminate
employment shall be paid for accumulated Administrative Leave
based upon their then regular rate of pay.
Management Employees: Management Employees shall be granted
administrative leave at the rate of forty -eight (48) hours per
fiscal year, accrued at the rate of 1.8461 hours per pay period.
The amount of administrative leave earned will be prorated if
service is less than one year. Administrative leave must be
taken by the end of the fiscal year. It is the responsibility of
the Management Employee to not permit the accumulated leave to
remain after June 30 of any fiscal year. Any unused
administrative leave balance at the end of a fiscal year may be
approved by the City Manager to be converted to annual leave or
vacation leave, if the Management Employee has used at least
forty (40) hours of paid leave time in the prior fiscal year and
if the maximum accumulated annual leave or vacation leave
balance will not be exceeded; or the administrative leave may be
extended for a period of up to four (4) months. Management
Employees who terminate employment shall be paid for accumulated
Administrative Leave based upon their then regular rate of pay.
On July 1 of each year, following completion of one full year of
service, the Management Employee may 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
Resolution No. 2004 -
Page 3
has spent an inordinate amount of additional work hours in
performance of service to the City during the prior fiscal year.
SECTION 4. ANNUAL LEAVE. Effective with the first pay
period in July 2004, all Department Heads and Management
Employees with less than four years of service and with four or
more years of service but less than 240 hours of accumulated
sick leave will have their current, separate accumulated
vacation and sick leave converted to a combined annual leave.
All new Department Heads and Management Employees will accrue
annual leave versus separate vacation and sick leave accruals.
Department Heads and Management Employees that have four or more
years of service and the required minimum number of hours of
accumulated sick leave may elect by the first pay period in July
2004 to maintain their current system of separate vacation and
sick leave accruals, but cannot then change to annual leave in
the future.
Department Heads: For those current Department Heads to be
converted to an annual leave system, effective with the first
pay period in July 2004, accumulated vacation leave will be
converted to annual leave on an hour - for -hour basis, accumulated
sick leave will be converted to the new annual leave at a ratio
of sixty percent (60%), and the 16 hours previously accrued as
floating holiday leave will be added, resulting in annual leave
accrual rates as follows:
1 to 60 Months - 7.0769 hours per pay period (equivalent to
23 eight -hour days per year);
61 to 72 Months - 7.3846 hours per pay period (equivalent
to 24 eight -hour days per year);
73 to 84 Months - 7.6923 hours per pay period (equivalent
to 25 eight -hour days per year);
85 to 96 Months - 8.0000 hours per pay period (equivalent
to 26 eight -hour days per year);
97 to 108 Months - 8.3076 hours per pay period (equivalent
to 27 eight -hour days per year);
109 to 120 Months - 8.6153 hours per pay period (equivalent
to 28 eight -hour days per year);
121 to 132 Months - 8.9230 hours per pay period (equivalent
to 29 eight -hour days per year);
0001.31
Resolution No. 2004 -
Page 4
133 and above Months - 9.2307 hours per pay period
(equivalent to 30 eight -hour days per year, the maximum
accrual rate).
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 may be offered at the time of appointment rha=l —ae e an
annual leave accrual rate that is subject to the following
restrictions: The annual leave rate must be at generally the
same rate he /she was accruing annual leave at the other agency,
or will be based on s pai=at annual vacation leave accrual
combined wither 60 percent (600) of annual sick leave accrual
at the time he /she left that prior position, not to exceed the
accrual rates listed herein above, and not to exceed a maximum
of 8.6153 hours per pay period (equivalent to 28 eight -hour days
per year), but in no event less than 7.0769 hours per pay period
(equivalent to 23 eight -hour days per year). He /she will
continue to accrue annual leave at that rate until such time as
he /she would be eligible for the next increase in accrual rate
based on cumulative years of service with the City of Moorpark,
consistent with rates listed herein above. All accrual rates
shall be calculated based on an eight -hour day.
Department Heads converting to annual leave may accrue up to a
maximum of six hundred and twenty (620) hours of annual leave
through June 30, 2006, and after that date, the maximum
accumulated annual leave will then become five hundred sixteen
(516) hours. After July 1, 2006, when a Department Head's
accumulated annual leave balance reaches the maximum of 516
hours, accrual of annual leave shall cease. The Department Head
shall not accrue further annual leave until such time as their
accumulated annual leave balance again falls below the maximum.
The City Manager may approve in writing the accrual of an
additional one hundred twenty (120) hours of annual 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 annual 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 accumulated
vacation leave for the Department Heads shall be increased by
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Resolution No. 2004 -
Page 5
the eighty (80) hours until such time as said restriction is
lifted. Unless the restriction is retroactively lifted, the
maximum accumulated vacation leave for the Department Heads
shall remain at the new maximum accumulated rate. If the
restriction is retroactively lifted, the maximum accumulated
balance shall revert to the 516 hours. 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
accumulated leave balance shall be reduced only by that amount
of time for which the restriction is lifted.
Management Employees: For those current Management Employees to
be converted to an annual leave system, effective with the first
pay period in July 2004, accumulated vacation leave will be
converted to annual leave on an hour - for -hour basis, accumulated
sick leave will be converted to the new annual leave at a ratio
of sixty percent (60 %), and the 16 hours previously accrued as
floating holiday leave will be added, resulting in annual leave
accrual rates as follows:
1 to 60 Months - 6.1538 hours per pay period (equivalent to
20 eight -hour days per year);
61 to 72 Months - 7.3846 hours per pay period (equivalent
to 24 eight -hour days per year);
73 to 84 Months - 7.6923 hours per pay period (equivalent
to 25 eight -hour days per year);
85 to 96 Months - 8.0000 hours per pay period (equivalent
to 26 eight -hour days per year);
97 to 108 Months - 8.3076 hours per pay period (equivalent
to 27 eight -hour days per year);
109 to 120 Months - 8.6153 hours per pay period (equivalent
to 28 eight -hour days per year);
121 to 132 Months - 8.9230 hours per pay period (equivalent
to 29 eight -hour days per year);
133 and above Months - 9.2307 hours per pay period
(equivalent to 30 eight -hour days per year, the maximum
accrual rate).
In the event a Management Employee was employed by another
public agency (city, county, or special district) at the time or
610014,13
Resolution No. 2004 -
Page 6
within one year of his /her appointment with the City, the
Management Employee may be offered at the time of appointment
shall ae e an annual leave accrual rate that is subject to the
following restrictions: The annual leave rate must be at
generally the same rate he /she was accruing annual leave at the
other agency, or will be based on separate— annual vacation leave
accrual combined with Ord 60 percent (60%) of annual sick leave
accrual at the time he /she left that prior position, not to
exceed a maximum of 7.0769 hours per pay period (equivalent to
23 eight -hour days per year), but in no event less than 6.1538
hours per pay period (equivalent to 20 eight -hour days per
year). He /she will continue to accrue annual leave at that rate
until such time as he /she would be eligible for the next
increase in accrual rate based on cumulative years of service
with the City of Moorpark, consistent with rates listed herein
above. All accrual rates shall be calculated based on an eight -
hour day.
Management Employees converting to annual leave may accrue up to
a maximum of five hundred (500) hours of annual leave through
June 30, 2006, and after that date, the maximum accumulated
annual leave will then become three hundred ninety -six (396)
hours. After July 1, 2006, when a Management Employee's
accumulated annual leave balance reaches the maximum of 396
hours, accrual of annual leave shall cease. The Management
Employee shall not accrue further annual leave until such time
as their accumulated annual leave balance again falls below the
maximum. The City Manager may approve in writing the accrual of
an additional eighty (80) hours of annual leave based on City
needs.
SECTION 5. VACATION LEAVE AND SICK LEAVE. For those
Department Heads and Management Employees that meet the criteria
listed in Section 4 to continue separate vacation and sick leave
accruals in lieu of annual leave, the following vacation leave
and sick leave accrual rates and provisions shall be applicable:
Vacation Leave
Department Heads: Eligible 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 generally the same rate he /she was accruing
at the time he /she left that prior position, not to exceed the a
maximum of 6.7692 hours per pay period (equivalent to 22 eight-
0 a 01 1 Iq
Resolution No. 2004 -
Page 7
hour days per year) , but in no event less than 5.2307 hours per
pay period (equivalent to 17 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 cumulative years of service with the City
of Moorpark. All accrual rates shall be calculated based on an
eight -hour day. The following vacation leave accrual rates are
inclusive of the 16 hours previously granted as floating holiday
leave.
1 to 60 Months - 5.2307 hours per pay period (equivalent to
17 eight -hour days per year);
61 to 72 Months - 5.5384 hours per pay period (equivalent
to 18 eight -hour days per year);
73 to 84 Months - 5.8461 hours per pay period (equivalent
to 19 eight -hour days per year);
85 to 96 Months - 6.1538 hours per pay period (equivalent
to 20 eight -hour days per year);
97 to 108 Months - 6.4615 hours per pay period (equivalent
to 21 eight -hour days per year);
109 to 120 Months - 6.7692 hours per pay period (equivalent
to 22 eight -hour days per year);
121 to 132 Months - 7.0769 hours per pay period (equivalent
to 23 eight -hour days per year);
133 and above Months - 7.3846 hours per pay period
(equivalent to 24 eight -hour days per year, the maximum
accrual rate).
Eligible Department Heads may accrue up to a maximum of four
hundred ninety -six (496) hours of vacation leave before accruals
cease. The City Manager may approve a Department Head to accrue
an additional one hundred twenty (120) hours of vacation leave
based on City needs. Additional vacation leave accrual beyond
496 hours shall require the written approval of the City
Manager. 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.
00014L 5
Resolution No. 2004 -
Page 8
The City Council may unilaterally restrict the cash out for any
single fiscal year. In such case, the maximum accumulated
vacation leave 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 accumulated leave for the Department Heads shall remain
at the new maximum accumulated leave rate. If the restriction is
retroactively lifted, the maximum accumulated leave shall revert
to the 496 hours 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
accumulated leave shall be reduced only by that amount of time
for which the restriction is lifted.
Management Employees: Eligible Management Employees shall
accrue vacation leave 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 generally the rate he /she was accruing at the
time he /she left that prior position, not to exceed the
equivalent of 5.2307 hours per pay period (equivalent to 17
eight -hour days per year), but in no event less than 4.3076
hours per pay period (equivalent to 14 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 cumulative years of service
with the City of Moorpark. All accrual rates shall be calculated
based on an eight -hour day. The following vacation leave
accrual rates are inclusive of the 16 hours previously granted
as floating holiday leave.
1 to 60 Months - 4.3076 hours per pay period (equivalent to
14 eight -hour days per year);
61 to 72 Months - 5.5384 hours per pay period (equivalent
to 18 eight -hour days per year);
73 to 84 Months - 5.8461 hours per pay period (equivalent
to 19 eight -hour days per year);
85 to 96 Months - 6.1538 hours per pay period (equivalent
to 20 eight -hour days per year);
97 to 108 Months - 6.4615 hours per pay period (equivalent
to 21 eight -hour days per year);
0001421
Resolution No. 2004 -
Page 9
109 and above Months - 6.7692 hours per pay period
(equivalent to 22 eight -hour days per year, the maximum
accrual rate).
Eligible Management Employees may accrue up to a maximum of
three hundred seventy -six (376) hours of vacation leave 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. Additional vacation accrual beyond
376 hours shall not be permitted unless written approval is
received from the City Manager.
Sick Leave
Eligible Department Heads and 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. SALARY. The Department Heads and the Management
Employees of the City shall be entitled to the following Salary
Adjustment benefits:
Department Heads and Management Employees shall be subject to
the Salary Plan adopted by the City Council resolution for
Competitive Service and Non - Competitive Service employees.
Department Heads and 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 Department Heads and Management Employees adjustments
above those granted to the Competitive Service employees.
SECTION 7. INSURANCE AND HEALTH BENEFITS. Department Heads
and Management Employees of the City shall be entitled to the
following insurance and health benefits:
A. Dental and vision Insurance:
City shall continue to pay one hundred percent (100 %) of
premiums for Department Head and Management Employees and
eligible dependents' coverage for the dental and vision
insurance programs, consistent with that coverage provided
to Competitive Service employees.
B. Medical Insurance and Health Benefits:
000137
Resolution No. 2004 -
Page 10
The City's obligation for medical insurance and health
benefits for Department Heads shall be as follows:
Department Heads:
1. July 1, 2004, through December 31, 2004 Medical
Insurance and Payment in Lieu of Dependent Coverage:
This section shall only be valid for the time period
from July 1, 2004, through December 31, 2004, and
shall terminate upon implementation of a cafeteria
medical insurance program on January 1, 2005.. City
agrees to continue to pay 100 percent of the cost for
the CalPERS monthly medical insurance premium for
Department Head and eligible dependent(s). Payment in
lieu of dependent coverage for this time period shall
be as follows.
Any Department Head who does not subscribe to
dependent coverages for medical insurance 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. If an eligible employee has chosen not to
be covered under the City's u<<edical, dental, or
vision plans, the in -lieu payment referenced above
shall be based on the least costly plan. City agrees
to provide this option only so long as provider does
not object and this action is consistent with
applicable federal and state laws. Once the employee
has selected an option, he /she may not change their
selected option until the renewal date of the medical
insurance, except as is permitted by law. For
Department Heads electing to waive medical insurance
coverage for employee and /or dependents, proof of
alternative medical insurance coverage shall be
provided at the time of open enrollment, and the
Department Head shall certify he /she will continue
such alternative coverage so long as he /she receives
an in -lieu payment.
2. Beginning with Calendar Year 2005, Medical Insurance
Cafeteria Plan: This section shall be valid beginning
January 1, 2005, at which time a cafeteria plan will
be implemented for medical insurance. The City's
00() 1 118
Resolution No. 2004 -
Page 11
contribution for each Department Head shall consist of
a medical insurance cafeteria plan allowance of up to
a maximum of the Ca1PERS Care insurance family rate,
and shall be inclusive of the minimum Ca1PERS medical
insurance payment amount as specified in Section 22825
of the Government Code ($48.40 in calendar year 2005).
The medical insurance cafeteria plan payment is
intended to pay for medical insurance for the
Department Head and eligible dependents; however, a
Department Head may convert up to a maximum of
$2-54275.00 of the medical insurance cafeteria plan
payment to cash or a deferred compensation payment
each month, if not used for payment of CalPERS medical
insurance costs for employee and /or eligible
dependents (hereinafter referred to as in -lieu
payment). For Department Heads electing to waive
medical insurance coverage for employee and /or
dependents, proof of alternative medical insurance
coverage shall be provided at the time of open
enrollment each year, and the Department Head shall
certify he /she will continue such alternative coverage
so long as he /she receives an in -lieu payment. City
agrees to provide this in -lieu payment option only so
long as provider does not object and this action is
consistent with applicable federal and state laws.
Once the Department Head has selected an option for
insurance coverage and /or in -lieu payment that would
begin January 1, 2005, he /she may not change the
selected option until the next open enrollment date of
the medical insurance plan, except as is permitted by
law.
After completion of the first year of service with the
City, Department Heads are eligible for a City -paid
comprehensive physical examination every two (2) years,
with a maximum, cumulative City contribution of seven
hundred and fifty dollars ($750.00) for each pre- approved
comprehensive physical examination, as a supplement for
costs not covered or funded by medical insurance (including
any specialized examinations, tests, and laboratory costs).
To be eligible for the benefit, the Department Head shall
obtain the prior written approval of the City Manager.
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
of either enrolling in the Medicare Program (if allowed by
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Resolution No. 2004 -
Page 12
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: 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. For the time period from July 1, 2004,
through December 31, 2004, 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. If an eligible
Management Employee has chosen not to be covered under
the City's medical, dental, or vision plans, the in-
lieu payment referenced above shall be based on the
least costly plan. City agrees to provide this option
only so long as provider does not object and this
action is consistent with applicable federal and state
laws. Once the Management Employee has selected an
option, he /she may not change the selected option
until the renewal date of the medical insurance,
except as is permitted by law. For Management
Employees electing to waive medical insurance coverage
for employee and /or dependents, proof of alternative
medical insurance coverage shall be provided at the
time of open enrollment, and the Management Employee
shall certify he /she will continue such alternative
coverage so long as he /she receives an in-lieu
payment.
Beginning January 1, 2005, Management Employees shall be
provided the same medical insurance cafeteria plan benefit
as is made available to Competitive Service employees.
C. Life Insurance:
Department Heads: Department Heads shall be provided term
life insurance policies at one hundred thousand dollar
($100,000) face value, with the exception that Department
000140
Resolution No. 2004 -
Page 13
Heads hired prior to July 1, 2004, who were issued life
insurance policies totaling $125,000, shall retain such
coverage until termination of employment with the City of
Moorpark or Council action to revise this benefit.
Department Heads hired on or after July 1, 2004, shall
receive a $100,000 face value life insurance policy. Life
insurance coverage for dependents of Department Heads shall
be the same as that provided for Competitive Service
employees.
Management Employees: Life insurance coverage for
Management Employees and their dependents shall be the same
as that provided for Competitive Service employees.
SECTION 8. SEPARATION BENEFITS. The Department Heads and
the Management Employees of the City shall be entitled to the
following Separation benefits:
Department Heads: Department Heads shall be eligible to receive
the following paid severance benefits at his /her then current
salary rate, for cumulative months of service with the City of
Moorpark (unpaid leave of absence time shall be deducted), 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:
1 to 36 Months of service -
37 to 48 Months of service -
49 to 60 Months of service -
61 to 72 Months of service -
73 to 84 Months of service -
85 or more Months of service -
480 hours
560 hours
640 hours
720 hours
880 hours
960 hours
of paid severance
of paid severance
of paid severance
of paid severance
of paid severance
of paid severance
If employed as a Department Head with the City of Moorpark for
61 -180 cumulative months of service (unpaid leave of absence
time shall be deducted), an eligible Department Head that
accrues sick leave shall also 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. 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 involuntary separation
000141L
Resolution No. 2004 -
Page 14
severance pay described in the preceding paragraphs of this
section; however, Department Heads that accrue sick leave shall
be eligible for a cash payment for accumulated sick leave as
described in the following paragraph.
If employed as a Department Head with the City of Moorpark for
61 to 180 cumulative months of service (unpaid leave of absence
time shall be deducted), an eligible Department Head 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 the separation. If employed by the City of Moorpark for
more than 180 cumulative months of service (unpaid leave of
absence time shall be deducted), an eligible Department Head
shall be eligible to receive in cash payment f€f-yseventy -five
percent ( &G75 %) of his /her sick leave balance, 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.
Management Employees: Management Employees that accrue sick
leave shall be eligible to receive the following benefits if
voluntarily or 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. If employed as a Management Employee with the
City of Moorpark for 97 to 180 cumulative months of service
(unpaid leave of absence time shall be deducted), the Management
Employee shall be eligible to receive in cash payment twenty -
five percent (250) of his /her sick leave balance, accumulated as
of the effective date of the separation. The cash payment shall
also be paid to any qualified beneficiaries, if the involuntary
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 (500) of
his /her sick leave balance, accumulated as of the effective date
of the separation, if employed with the City of Moorpark for
more than 180 cumulative months of service (unpaid leave of
absence time shall be deducted).
SECTION 9. TUITION REIMBURSEMENT. The Department Heads and
the Management Employees of the City shall be entitled to the
following Tuition Reimbursement benefits:
Department Heads and Management Employees shall be eligible to
receive tuition reimbursement for courses pre- approved by the
City Manager and consistent with the rules, including tuition
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Resolution No. 2004 -
Page 15
reimbursement rates, approved by the City Council for
Competitive Service employees.
SECTION 10. LONGEVITY PAY. After completion of sixty (60)
cumulative months 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 cumulative months of service as follows (and
unpaid leave of absence time shall be deducted):
Department Heads:
61 to 120 Months of service - one percent (1.0 %)
121 to 180 Months of service - one and one -half percent
(1.5 %)
181 to 240 Months of service - two percent (2.0 %)
241 to 300 Months of service - two and one -half percent
(2.5 %)
301 or more Months of service - three percent (3.0 %)
Management Employees:
121 to 180 Months of service - one percent (1.0 %)
181 to 240 Months of service - one and one -half percent
(1.5 %)
241 to 300 Months of service - two percent (2.0 %)
301 or more Months of service - two and one -half percent
(2.5 %)
SECTION 11. SUPPLEMENTAL LEAVE. Within the first 36
months of employment with the City, a Department Head may
receive thirty (30) days of supplemental 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 at the City Manager's sole discretion and only
after exhaustion of all accumulated sick leave, administrative
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Resolution No. 2004 -
Page 16
leave, annual 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. CAR ALLOWANCE. A monthly car allowance shall
be provided for the positions listed and for the amount listed
as follows:
Assistant City Manager $250.00
City Engineer $250.00
City Manager $415.00
Community Development Director $250.00
Community Services Director $250.00
Deputy City Manager $250.00
Public Works Director $250.00
The monthly car allowance shall be continued through any
approved and paid leave of absence.
SECTION 13. DEFERRED COMPENSATION. 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. CELLULAR TELEPHONE ALLOWANCE. A monthly
cellular telephone (cell phone) allowance of $70.00 for the City
Manager and $45.00 for each Department Head position shall be
provided, subject to compliance with cell phone standards to be
approved by the City Manager. Such standards shall include, but
not be limited to, the cell phone company to be used, the
service area, and voice mail and paging capabilities. In
addition to the monthly allowance, the City shall reimburse the
City Manager and Department Heads up to a maximum of $125.00
every two years upon submittal of an invoice showing proof of
payment for a new cell phone that is in compliance with the
established cell phone standards. City Manager approval is
required prior to a Department Head receiving the monthly
allowance and the cell phone acquisition reimbursement. The
monthly cell phone allowance shall be continued through any
approved and paid leave of absence.
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Resolution No. 2004 -
Page 17
SECTION 15. CITY MANAGER. In addition to applicable
provisions of the Municipal Code, or other Council policy, the
provisions of Sections 3, 4, 5, 6, 7, 9, and 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, with
the following exceptions: In Section 3, administrative leave
shall be accrued at the rate of one hundred and twenty (120)
hours per fiscal year, accrued at the rate of 4.6154 hours per
pay period. In Section 4, accrual rates for annual leave shall
be added, and 145 -156 Months (year 13) of City employment shall
be 9.5384 hours per pay period (equivalent to 31 eight -hour days
per year) , the accrual rate for 157 to 168 Months (year 14) of
City employment shall be 9.8461 hours per pay period (equivalent
to 32 eight -hour days per year), the accrual rate for 169 to 180
Months (year 15) of City employment shall be 10.1538 hours per
pay period (equivalent to 33 eight -hour days per year), the
accrual rate for 181 to 192 Months (year 16) of City employment
shall be 10.4615 hours per pay period (equivalent to 34 eight -
hour days per year), and the accrual rate for 193 and above
Months (year 17 and above) of City employment shall be 10.7692
hours per pay period (equivalent to 35 eight -hour days per
year) ; and the maximum accumulated annual leave shall be seven
hundred and eighty -four (784) hours. In Section 5, accrual rates
for vacation leave shall be added, and 145 -156 Months (year 13)
of City employment shall be 7.6923 hours per pay period
(equivalent to 25 eight -hour days per year) , the accrual rate
for 157 to 168 Months (year 14) of City employment shall be
8.0000 hours per pay period (equivalent to 26 eight -hour days
per year) , the accrual rate for 169 to 180 Months (year 15) of
City employment shall be 8.3077 hours per pay period (equivalent
to 27 eight -hour days per year), the accrual rate for 181 to 192
Months (year 16) of City employment shall be 8.6154 hours per
pay period (equivalent to 28 eight -hour days per year) , and the
accrual rate for 193 and above Months (year 17 and above) of
City employment shall be 8.9231 hours per pay period (equivalent
to 29 eight -hour days per year); and the maximum accumulated
vacation leave shall be seven hundred and sixty (760) 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 two hundred forty (240) hours of vacation leave are
accumulated, forty (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), with the exception that
a City Manager hired prior to July 1, 2004, who was issued life
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Resolution No. 2004 -
Page 18
insurance totaling $225,000, shall retain such coverage until
termination of employment with the City of Moorpark or-Council
action to revise this benefit. In addition, if the City Manager
has been employed with the City of Moorpark for more than 60
months (unpaid leave of absence shall be deducted), 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 more than 180
months (unpaid leave of absence shall be deducted), he /she shall
be eligible to receive in cash payment €ift seventy -five percent
(15-975 %) 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. The cash payment shall
also be paid to any qualified beneficiaries, if the separation
is due to the death of the employee.
SECTION 16. RESCIND PRIOR RESOLUTION. Resolution No.
2004 -2218 is hereby rescinded, and the implementation of this
new resolution for payroll purposes, shall be applicable to
first complete payroll period fellewing ade Lien of this
iceselutien in July 2004 (beginning July 9, 2004).
SECTION 17
to the adoption
resolution to be
CERTIFICATION. The City Clerk shall certify
of this resolution and shall cause a certified
filed in the book of original resolutions.
PASSED AND ADOPTED this 21" day of July, 2004.
Patrick Hunter, Mayor
ATTEST:
Deborah S. Traffenstedt, City Clerk
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