The URL can be used to link to this page

Home My WebLink AboutAGENDA REPORT 1986 0218 CC REG ITEM 10B MOORPARK ITEM I ®' JAMES D. WEAK STEVEN KUENY Mayor /�� City Manager THOMAS C. FERGUSON �� CHERYL J. KANE Mayor Proro Tern Tern City Attorney ALBERT PRIETO .1�f��`m� RICHARD MORTON CN A.lmemberWOOLA r� : Director it DANNY A.WOOLARD �� Community Councilmember Development LETA YANCY-SUTTON R. DENNIS DELZEIT Councilmember City Engineer DORIS D. BANKUS JOHN V. GILLESPIE City Clerk MEMORANDUM Chief of Police THOMAS P. GENOVESE City Treasurer TO : The Honorable City Council P'R OM : Steven Kueny, City Manager ch— DATE : February 14, 1986 SUBJECT : Employee Health/Medical Program Premium Payment BACKGROUND: In recent interview for several position, it was apparent that the City needs to consider a policy concerning payment of the dependent (family) protion of the Health Program premium in order to successfully attract good candidates. We have found that many other public agencies are paying a large portion or all of the dependent's premium. The type and quality of the health plan, in addition to portion of the cost paid by the employer (City) is just as important as salary and working conditions to many employees. We surveyed six (6) other cities concerning the portion of the health plan dependent premium paid by the City, with the results summarized below. The cities. surveyed have a number of different plans at varying costs. If the City had a Blue Cross it was used, or if not, the most comparable plan was used. CITY PORTION OF DEPENDENT PREMIUM PAID BY CITY 1. Agoura Hills 100% for employee groups 2. Camarillo 100% for all employee groups 3. Santa Paula An average of 50% for general employees and 67% for management, depending upon family size 4. Simi Valley 100% for management and an average of 74% for general employees, depending upon family size 799 Moorpark Avenue Moorpark, California 93021 (805)529-6864 The Honorable City Council February 14, 1986 Page 2 PORTION OF DEPENDENT_ PREMIUM CITY (Continued) _ PAID BY CITY 5. Thousand Oaks Average of 60% for both management and general employee groups, depending upon family size 6. Ventura City pays 100% of cost for all groups to a maximum of $179.00. This covers the entire premium for the basic plan; employees may pay additional cost for higher benefit plans Moorpark contracts with the City of Simi Valley for its Health Plan coverage. The type and level of coverage is determined by the employee's group. Moorpark utilizes two groups - management and general. The City has been operating under the practice or informal policy as follows: 1. Management - All positions exempt from overtime 100% of costs paid by City 2. General - All other City pay only for employee Health, Dental, full time positions Vision Care and Life premium, but no City contribution for dependents (The dental . premium includes dependents without additional cost and the visual program does not provide for dependent coverage regardless of cost.) During research of this matter it was discovered that on April 4, 1984, the City Council adopted "Schedules of Employee Benefits for : Management and General Employees". A copy of the Schedules and minutes is attached. The Schedules provided for 100% of the costs to be wild for Management, the same as the practice that has been in effect. With the General employees, however, the practice differs from the approved Schedule. The Schedule called for the 1) Partial payment of the dependent health premium of 83% for one dependent and 72% for more than one covered dependent of the then premium. 2) Choke of either the dental or vision care plans at no cost to the employee. (Note that the vision care plan listed on the General Unit Schedule turned out to not be available and the lesser plan at a cost of $5.00/mo. is provided to the employee only.) 3) Payment by City of term life insurance premium. Following the previously mentioned practice, newly hired employees have been placed in one group or another. The one exception has been the Recreation Coordinator position, which, according to that practice as an overtime exempt position, should have been placed on the Management Plan. The position was placed on the The Honorable City Council February 14, 1986 Page 3 General Plan, but with 100% of the dependent medical premiums paid by the City. This resulted in a savings to the City thatn if the position had been placed in the Management Plan. The rationale behind the compromise for that position applies to other positions as well, in that professional and/or supervisory positions, while exempt from overtime, are not necessarily a management position. It appears that a category between the Management and General units for supervisory/professional and overtime exempt should be considered. My original concern in investigating the matter (% of the premium paid by the City for overtime exempt positions) has been partially mitigated by the discovery of the City's existing policy. I feel, however, that the overtime exempt positions should receive a greater benefit than those non-exempt positions. We also have a concern of how to bring the current situation into line with the previously adopted and still current policy. Related concerns include any retroactive provisions and the 23% increase in medical premiums for the General Unit since April, 1984. The situation is further complicated by not knowing what each employee would have done had the adopted schedules been in practice and the different time periods each employee has been with the City. The adopted 1985/86 budget includes 100% of the current premium cost for the Management Group and 100% of the employee portion for the General Unit. If the two proposals recommended below are approved by the City Council, an additional budget appropriation to implement same would not be needed. I. In consideration of the above, I propose the following compromise for the General Unit, consisting of Account Clerk, Administrative Clerk, Administrative Secretary, Clerk Typist/Receptionist, Facilities Coordinator and Maintenance Worker classifications: 1. The same percentage of the premiums to be paid by the City as was set by the 4-4-84 Schedule, but not to exceed the dollar amounts in columns 4, 5, 6 and 7 on attached Exhibit "A". 2. The City would pay for both Dental and Vision care, not to exceed the amounts in Columns •5 and 6 of Exhibit "A". II. The creation of a Supervisory/Professional Unit, consisting of the Associate Planner , Recreation Coordinator and Senior Planner classifications. This unit would receive the General Unit plan, but it is proposed that 100% of the Health care premium be paid, not to exceed the amounts listed in Columns 2, 5, 6 and 7 of Exhibit "B". III. Continuation of 100% payment for the Management Unit of the -premiums in Exhibit "C" not to exceed the amount of current premiums contained said Exhibit "C". The Adminis- trative Assistant, City Clerk, City Manager and Director of Community Development positions are included in this Unit. (Note that the current incumbent of the Associate Planner classification is covered by this plan and should be grandfathered in. New hires in that classification would be placed in the proposed Supervisory/Professional Unit). IV. The above proposals to be effective March 1, 1986 and in effect until June 30, 1986 to coincide with the City's budget adoption and the traditional time for public agencies The Honorable City Council February 14, 1986 Page 4 to determine their contribution on such matters. RECOMMENDED ACTION Approve the recommended proposal for modification of the existing Schedule of Employee Benefits and direct that a Resolution approving said Employee Benefits Policy be prepared for adoption. SK:ddb attachments ( Per ance and Payment Bond in the amount of $60,000 to guarantee the sat -factory removal of all fencing and other improvements associate. ith the model home complex. 2. That ' - Mayor and City Clerk be authorized to sign all three copies of th- agreement to Defer Construction of Subdivision Improvements in Tract . TR-3096-3 (Marlborough) and that the City Clerk be directed t• etain the bonds and the original agree- ment and send two copies o e agreement to the Real Property Services Department of the Cou Public Works Agency for trans- mittal to the developer and Buret, ompany. 3. That the developer of Tract • TR-2723 be advised that the street improvements within said Tract - not be accepted at this time due to the significant amount of co -truction which remains to be performed. 4. That it be declared to be the policy of the . 'ty of Moorpark not to accept streets and other public improvem- . s in subdivisions in which construction, in the opinion of the D -ctor .11:ROTC.P. Employee Benefits (continued from March 21 , 1984) Recommended action approved as follows: ( That the Schedules of Employee Benefits for Management and General Employees , as revised 4-4-84 , be adopted, that said benefits be extended to all full-time employees and elected officials, as appropriate, and that the City Manager be directed to make the necessary arrangements for said benefits with the City of Simi Valley. • Claeei..iet�.,...,/G..l.,,. r R,,., .... G..,mt....and Teem 21 , 1901) Recomme - -d action approved as follows: 1. That Class Specifications for Administrative Clerk and Clerk Typist/Recep nist, both dated March 1984, be adopted, as amended; 2. That the Salary - ge for Administrative Clerk be approved as follows : $1 , 032 ,089 - 1 ,138 - 1 ,195 - 1 , 255 ; and that the Salary Range for Cle Typist/Receptionist be approved as follows : $878 - 922 - 9 . : - 1 ,016 - 1,067. 10.E. Area Housing Authority - Reappointmen •f Virginia Hall Recommended action approved as follows : That the Area Housing Authority be advised that the City o Moorpark concurs in the re-appointment of Mrs. Virginia Hall as Tenant - missioner of the Area Housing Authority for a two-year term comme Epnil 1 , 1701 . -8- • -- CITY OF MOORPARK SCHEDULE OF EMPLOYEE BENEFITS GENERAL UNIT EMPLOYEE EMPLOYEE CITY . PORTION PORTION TOTAL PLAN PORTION (Bi-weekly) (Monthly) PREMIUM Blue Cross Employee only $ 72.05 -0- -0- $ 72. 05 Employee + 1 116. 47 12.16 24.32 142.79 Employee + 2 or more 163.30 32. 08 64.16 ' 227. 46 *Pacific Mutual Dental - Employee + Dependent 16.85 -0- -0- 16. 85 *California Life Insurance Vision Care - Employee + Dependants 11.19 -0- -0- 11.19 Philadelphia Life ($.33 per $1,000 life insurance) $4,000 Life - Empl. 1.32 -0- -0- 1.32 $1,000 Life - Depd. .50 -0- -0- .50 *Employee may select either Dental or Vision Care coverage Revised 4-4-84 (;: • ( ,,: CITY OF MOORPARK SCHEDULE OF EMPLOYEE BENEFITS MANAGEMENT CITY EMPLOYEE TOTAL PLAN PORTION PORTION PREMIUM Blue Cross Employee only $ 77.54 -0- $ 77.54 Employee + 1 152. 07 -0- 152:07 Employee + 2 or more 237 . 12 -0- 237.12 Banker' s Life - Dental - Employee + Dependants 35. 67 -0- 35. 67 Standard $1,000 Life & AD&D -0- . 42 Long Term Disability -0- .0118/payroll Philadelphia Life ($. 33 per $1 ,000 life insurance) Department Heads & City Council positions $50 ,000 16. 50 -0- 16.50 All other management positions - $10 ,000 3. 30 -0- 3. 30 $1,000 Dependents .50 California Life Insurance Vision Care - Employee and Dependents 11 . 19 -0- 11. 19 Revised 4-4-84 EX/f/f� �` T �� l r CITY OF MOORPARK SCHEDULE OF EMPLOYEE BENEFITS GENERAL UNIT EMPLOYEE EMPLOYEE CITY PORTION PORTION TOTAL PLAN PORTION (Hi-weekly) (Monthly) PREMIUM Blue Cross I 0 (3 Employee only /46% $ 72T0591 --0= /y//F -0- $ 72. 05 5/9 Employee + 1 (3/ 118. 47 (% J i.2-1 pi/4 24. 32 30-1, 142.79 177 Employee + 2 -72 or more 163. 30 2S02- 32 . 00 .1V 64.16 7k' 3 .227-:462Vd . /Pacific Mutual `_ Dental - Employee \ + Dependent 16.05- 2 S 1-6-;-8-5- .2 /California Life Insurance Vision Care - Employee + Dependants I1;1�T'-� `-&-• -0- 1-1 11} s Philadelphia Life ($. 33 per $1,000 life insurance) 4, o a o $4414eJ Life - Empl. 1.32 -0- 1. 32 x $1,000 Life - Depd. .50 -PO= -0- ' . 50 . So * plo e /./ay elerit eit er 5p to . r V i sion/carte cov 4ge Revised 4-4-84 ( . - I K /// 75 � C (4ROP�E� /'� of ESSio 9� /S6, 1,,So4y c. NiT CITY OF MOORPARK SCHEDULE OF EMPLOYEE BENEFITS GENERAL UNIT EMPLOYEE EMPLOYEE CITY PORTION PORTION TOTAL PLAN PORTION (Bi-weekly) .(Monthly) PREMIUM Blue Cross 62 Employee only ioo/ $ 72. 05 f 8`/ -0- /0/4 -0- A & $ 72.05 If Employee + 1 'ooy, 118. 47 / 77 12. 16. MQ 24.32 ,9: 142. 79 /77 Employee + 2 or more /oaf 163. 30 i 0 32.0E NSA 64. 16 to 227 . 46 d 80 '<Pacific Mutual i/ Dental - Employee (I)+ Dependent 16. 85 -0- -0- 16. 85 a /California Life Insurance Vision Care - Employee 6ro) + Dependants 11. 19 -0- -0- 11. 19 5 Philadelphia Life ($ . 33 per $1,000 life insurance) $4 ,000 Life - Empl. 1. 32 -0- -0- 1. 32 $1, 000 Life - Depd. .50 -0- -0- . 50 . Sq * mpl47 m0y sel4A>h47rr/s7?7 cofer84ge' Revised 4-4-84 r r • ) <, C , /.,i 6i 7- C y; CITY OF MOORPARK ( SCHEDULE OF EMPLOYEE BENEFITS— MANAGEMENT C• MANAGEMENT CITY EMPLOYEE TOTAL PLAN PORTION PORTION PREMIUM /�^� Blue Cross 0 l._J Employee only $ 77 .54 it -0- $ 77.54 96 Employee + 1 152.07 /06 -0- 152:07 /it Employee + 2 or more 237.12 22 , 2 -0- 237. 12 .2) 9 1 Banker's Life 3 O Dental - Employee + Dependants 35 . 67 it* -0- 35. 67 4L 4 Standard <, „-,' $1 ,000 Life & AD&D -0- .42 Long Term Disability -0- .0118/payroll r - Philadelphia Life ($ . 33 per $1,000 life insurance) Department Heads & City Council positions $50 ,000 16 . 50 -0- 16. 50 /7 , op All other management positions - $10,000 3. 30 -0- 3.30 V.0 0 $1,000 Dependents .50 -0- .50 , CO California Life Insurance Vision Care - Employee and Dependents 11 . 19 -0- 11. 19 / 2 Revised 4-4-84