HomeMy WebLinkAboutAGENDA REPORT 2005 0706 CC REG ITEM 10RTO:
FROM:
DATE:
MOORPARK CITY COUNCIL
AGENDA REPORT
Honorable City Council
ITEM 1 O
CITY OF MOOKPARK, CALIFORNIA
City Council Meeting
o► '1- (P - A005
AC110N:. -d Alter
,d�� -- .✓ . t �DQ �� wed
BY:
�l
Deborah S. Traffenstedt, ✓ ✓Adm ✓ ✓inistrative Services Director
June 30, 2005 (CC Meeting of 7/6/05)
SUBJECT: Consider Approval of Resolution Adopting a Revised
Benefit Program for Management Employees and Rescinding
Resolution No. 2004 -2220
BACKGROUND AND DISCUSSION
Attached is a draft resolution that revises the City's management
benefits. The current Management Benefits Resolution No. 2004 -2220
was adopted by the City Council on July 21, 2004. The proposed
revisions to the Management Benefits Resolution are shown through
the use of legislative format in the attached draft resolution.
Editorial corrections were made to add new positions in Sections 1
and 2 and delete language that is no longer applicable in the
Annual Leave and Vacation Leave sections (Sections 4 and 5).
Revisions were made to the medical insurance discussion in Section
7 to update the time period for the medical insurance benefit (July
1, 2005 through June 30, 2006). The car allowances described in
Section 12 were increased for designated Department Heads and the
City Manager. A new Retirement Health Savings Account (RHSA)
benefit for Department Heads was included in Section 8 and for the
City Manager was included in Section 15, and requires no less than
15 years (180 months) of cumulative service with the City of
Moorpark at the time of retirement from the City of Moorpark.
If approved, the final resolution will be printed with the
legislative format deleted.
STAFF RECOMMENDATION
Adopt Resolution No. 2005-
Attachment: Draft Management Benefits Resolution
0002'71
RESOLUTION NO. 2005-
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 -2220
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 -2220 adopted on July 21, 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 /Public Works Director; Community Development
Director; Parks, Recreation and Community Services Director;
Deputy City Manager; Finance Director; and 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
--he classification positions of Accountant I and II, Active
Adult Center Supervisor, Assistant City Clerk, Assistant City
Engineer, Administrative Services Manager, Budget and Finance
Manager, Finance /Accounting Manager, Information Systems
Manager, Information Systems Supervisor, Management Analyst,
Parks and Facilities Superintendent, Planning Manager, Principal
Planner, Public Works Superintendent, Public Works Supervisor,
Recreation Manager, Redevelopment Manager, Senior Management
Analyst, and such other classifications as the City Council may
000272
Resolution No. 2005 -
Page 2
from time to time designate by resolution as being management
positions.
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
0002'73
Resolution No. 2005 -
Page 3
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 during the prior fiscal year.
SECTION 4. ANNUAL LEAVE. Ef€eetive with the first pay
pefied in 41-11 y 2904, all Depaftfnent= Heads and HanageRie
Empleyees with less #=han fe�_ii= years ef sei=viee and with feur e-r-
5ie;E Leave w i 11 have —t-h e i r =uff„t,s e pile aeeemelat-eei
All new Department Heads and Management Employees will accrue
Annual Leave versus separate vacation and Sick Leave accruals.
9epaftment Heads and Management Effipleyees that have feuic ef me
ele La may - let by the in --dam1y
2004— t-e-- maintain — tore -,_-r event system of separate— vaeat- iems-apd
TG�l Leave aeer-aals, bet eL'nn'e" C- LTS'en -e . v .. y e te ' Anneal Leave ip
Department Heads:
e e n =v=ezzeCit-e —a n—A nn u a l i ea role -j y s teffi, —e f f e et i y e with t h f; t
S�c-i �Leave -will be e6nve cc- t-6— th e�1-en rc-crx Leave at= c—rcjc'
&
c
fle g heliday leave wilz be-,d added, icy }1t aAnnua1 Leave
accrual rates for Department Heads shall be 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);
0002'74
Resolution No. 2005 -
rage 4
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 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 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
annual Vacation Leave accrual combined with 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 receiving 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.
000275
Resolution No. 2005 -
Page 5
The City Council may unilaterally restrict the lump -sum 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 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: Fer these —eur -fen lc H efRent Effigy ewes te
_e— eenveft- -ed-to an Annual 1,eaye cyst -em, feEtiye —bdith tz=rc.-�ii�z.
pay p er-i e ei in 2004, aeeuffia lated -- -`ac -a t i en :6eave will
Siek Leave will be eenver-:�eei ice the new Annual Leave at- a i-atie
(60;), and the 16 heur-s pr-evieusly aeer-ueei as,
fleating heliday leave will: be added, icesulting in Annual Leave
accrual rates for Management Employees shall be 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).
0002'76
Resolution No. 2005 -
Page 6
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 may be offered at the time of appointment 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 annual Vacation Leave accrual combined with
60 percent (600) 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 eenvefting te Anneal 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 S. VACATION LEAVE AND SICK LEAVE. For those
Department Heads and Management Employees that mee}:zhe- e= - }r_,
lis�ced ig Seet -}ems -4 te- continue to receive separate vacation and
Sick Leave accruals in lieu of Annual Leave, based on
grandfathered benefits, 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 d-eseribed hefeinfollows -: in
(eity, eey, -er speeisl distiet) ate - the - me-eic within epe
year e€ - his /her ap`pe±ntfreRt -asith the Gity, t=he- Department Head
000277
Resolution No. 2005 -
Page 7
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
000278
Resolution No. 2005 -
Page 8
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
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 deseribed-- h-ei�e-i-nfollows. in the z
ei-t y, ee is n t y, -e r s p ee i a l distfiet ) at the - -t=irne —er within -ate
shall '
to -1 :� eight - #etrL - days pei -year) , buc 1n n event less than
e. e;'-#e --will ee��n u e t e- aeeride annbial vaeatien
at-
that- icalce- unr}j -su e h t- if =-as- he/she w 8 u l ei be eligible f er-, -e
F
s ryiee— by-ith with Gity of Meerpai=k —All leerea-lrates shall is
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);
0002'79
Resolution No. 2005 -
Page 9
97 to 108 Months - 6.4615 hours per pay period (equivalent
to 21 eight -hour days per year);
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 (1000) of
premiums for Department Head and Management Employees and
eligible dependents` coverage for the dental and vision.
111 :1
Resolution No. 2005-
Page 10
insurance programs, consistent with that coverage provided
to Competitive Service employees.
B. Medical Insurance and Health Benefits
The City's obligation for medical insurance and health
benefits for Department Heads shall be as follows:
Department Heads:
Any Departffient
dependent eeverages
Head
fe
wh e
de e
i
s-- n ez --ipserib
e-- t o
r
Fa
ed ems-
-ins uranee
-shall 6e
EVEM
in l i e i:i
shall
r-em
- - - -
- - -
- - - - • •
- - - - -
-a 4- eta!
e f $1 5 :-PG
be e e v e r eel a x-d-e
f tyre -rte
-erfrp
'
ey=ee
d i
- -
e k e s en --rye 4� t- e
plans, the in-li
eta-
s
fn e
ea denial,
l -e f v i s i e n
payment
- r--Teien
eed
a b e v e-shall b-e
Any Departffient
dependent eeverages
Head
fe
wh e
de e
i
s-- n ez --ipserib
e-- t o
r
Fa
ed ems-
-ins uranee
-shall 6e
in l i e i:i
shall
r-em
payaent:
per Faenlch. if
n
an eligible
e
eeed
l
-a 4- eta!
e f $1 5 :-PG
be e e v e r eel a x-d-e
f tyre -rte
-erfrp
'
ey=ee
d i
has
e k e s en --rye 4� t- e
plans, the in-li
eta-
s
fn e
ea denial,
l -e f v i s i e n
payment
- r--Teien
eed
a b e v e-shall b-e
and -this a e teen
±s e e
., t- .o
i
and st-at-e l, w
siste
s 9 n n the
a
l
ter- -applieab
l e f e deia 1
eptien, he/she
may
e rg-
-eytee --has
s e l- cecicd ---�
until t h renewal
net
date
ehange
f
their seleeted--ep-t-�
e
the
ffle di
eal n u i= a n e e
ted e az —ice s wee
-ee r-ag
h l
be
zafne -e f elaen enrellment,
e
s
p
r e v i d ed -a t the
and
the
-Depa
raHead shall
000281
Resolution No. 2005 -
Page 11
2- Beginning i ter- Galendar Year 2005; Medreal ins �
e^ont-rib tale n f e r ea e h B ep artfneR t Head- shall eens i s t of
1 ,
and shall be i nErI- Siye —ef the FHi3n±ffiuRi Ga=PERS nedie3-�
insefanee payFaent ameunt as- -epees € ied - in Seetien228
The m e d i ea l ± n see —eafe t er-ia plan pa ym e ,t is
intended t o —pay fie f --Faedi eal instiranee f- e I= -t =t e
De Head „t" "` ad --iRay een ert up cep-- mamirRum eff $2 % —de
r�
F
net used — few —pcY yfa en t o f G a I P E r'c S ffi ed r e e l ± n ara n e-e
Dejaaz -ten t Heads el -eet -i n g cI e waive - fi e'a- r-ezri n sr iTa n e e
the DepaftfRent- Head shall eefify he/she - will -eentinue
s tie h a l-t c iz i a t i ve—ee y erag e—s e— l e n g zr8— rti're,' h of -ccc ��
lieu payfeent that wetild begin 4anaar-y 1, 2095, heIshe
as is pefmi:�ted by law,
July 1, 2005, through June 30, 2006, Medical Insurance
Cafeteria Plan: The City shall continue a cafeteria
plan for medical insurance. Beginning with the first
full pay period of July 2005, through June 30, 2006,
the City's contribution for each employee shall
consist of a medical insurance allowance of up to a
maximum of the PERS Care insurance Preferred Provider
Organization (PPO) plan family rate, and such
contribution shall be inclusive of the minimum CalPERS
medical insurance payment amount as specified in
Section 22892 et seq. of the Government Code ($48.40
in calendar year 2005 and $64.60 in calendar year
2006). The medical insurance cafeteria clan
000282
Resolution No. 2005 -
Page 12
contribution in 2005 and 2006, as specified above, is
intended to pay for medical insurance for the employee
and eligible dependents. An employee may convert up to
a maximum of $275.00 of the medical insurance
cafeteria plan allowance 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 employees
electing to waive medical insurance coverage for
themselves, proof of alternative medical insurance
coverage shall be provided at the time of open
enrollment each year, and the employee 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
employee has selected an option for insurance coverage
and /or in -lieu payment that would begin January lof
the calendar year, he /she may not change his /her
selected option until the next open enrollment date of
the medical insurance plan, except as is permitted by
law. All medical insurance costs that exceed the
City's maximum allowance for the calendar year shall
be paid by the employee through payroll deduction.
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
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.
7111
Resolution No. 2005 -
Page 13
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. ,
de es net s ub s-efibe -t e dependent e e v e rah e s -€e E ffte d i e-a-1,
visien, anei dental plans, shall be paid ene half ef
e e s t—e f the the —emp l e yee is enfelled =in f e-=-
his /her ewn eeverage. The In leia payment shall net
Managemcam- Empleyee has - ehesen net te- bo- eeveL=ed ende-r-
the Git's --FRed eal, dental, er ya:s±ell- -plans, the H
lieu payfae nt e f e- eneed -bez h l l b e la aseei -ems the
a eti e n ±s een sistentwith a ppl ea b l e- federal anei state
until the feneiPal Elate —ef the iedi a' anee—,
€ems --e ffrp l e y e e --and / e r- -dependents, p r e e f -e f- altei=native
e e y e a g e- -s e -1 e ng- as he/she f ee e i ye s -zrR in -Trccr
payffient.
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
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
111 :•
Lw
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
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
111 :•
Resolution No. 2005 -
Page 14
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 -
480
hours
of
paid
severance
37
to
48
Months
of
service -
560
hours
of
paid
severance
49
to
60
Months
of
service -
640
hours
of
paid
severance
61
to
72
Months
of
service -
720
hours
of
paid
severance
73
to
84
Months
of
service -
880
hours
of
paid
severance
85
or
more
Months
of service -
960
hours
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 (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 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
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.
000285
Resolution No. 2005 -
Page 15
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 (250) 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), the Department Head shall be
eligible to receive in cash payment seventy -five percent (750)
of his /her Sick Leave balance, accumulated as of the effective
date of the voluntary or involuntary separation 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 cash payment
shall also be paid to any qualified beneficiaries, if the
separation is due to the death of the employee.
In the case of voluntary separation for retirement under the
City's retirement system ( "Service Retirement "), and after no
less than fifteen (15) years (180 months) of cumulative service
with the City of Moorpark, the City shall pay $100.00 for each
full month of service into the Department Head's Retirement
Health Savinqs Plan (RHSP).
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. If employed by the
City of Moorpark for more than 180 cumulative months of service
(unpaid leave of absence time shall be deducted), the Management
Employee 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. The cash payment shall
also be paid to any qualified beneficiaries, if the separation
is due to the death of the employee.
SECTION 9. TUITION REIMBURSEMENT. The Department Heads and
the Management Employees of the City shall be entitled to the
following Tuition Reimbursement benefits:
111 :.
Resolution No. 2005 -
Page 16
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
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
(1.50)
181 to 240 Months of service - two percent (2.0%)
241 to 300 Months of service - two and one -half percent
(2.5a)
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
(1.50)
241 to 300 Months of service - two percent (2.0%)
301 or more Months of service - two and one -half percent
(2.50)
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.
00028'7
Resolution No. 2005 -
Page 17
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
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 $2-5- 985.00
City Engineer /Public Works Director $2985.00
City Manager $44-75.00
Community Development Director $2-5- 985.00
Parks, Recreation & Community Services Director $2-5- 985.00
Deputy City Manager $2-5- 985.00
Public Works Director $2�- 985.00
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.
Prior to the end of the first pay period in a calendar year, a
Department Head with at least 24 months of service with the City
and 240 hours of accumulated Annual Leave or Vacation Leave may
elect, with the concurrence of the City Manager and consistent
with Sections 3, 4, and 5 of this Resolution, to have the
Administrative Leave, Annual Leave, and /or Vacation Leave cash -
outs, as described in this Resolution, prorated over 26 pay
periods in lieu of a one -time payment. If such option is
selected, the Department Head may designate all or a portion to
be contributed to his /her 401A deferred compensation plan and
such payment shall be considered as an additional emplover
111 ::
Resolution No. 2005 -
Page 18
contribution to such 401A account. Once this option is
selected, it may not be changed until the next calendar year.
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 and each
Management Employee whose duties, as determined by the City
Manager, necessitate access to a cell phone 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, and designated Management Employees 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.
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 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 and 48 hours may be converted to cash. 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
000289
Resolution No. 2005 -
Page 19
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 (Annual Leave or Vacation 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 (or 360 hours of Annual Leave) are
accumulated, forty (40) hours of such accrual may be cashed out
as deferred compensation in January of each year; and in Section
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
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 (250)
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 seventy -five percent
(750) 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.
In the case of voluntary
City's retirement system
less than fifteen (15) yea
with the City of Moorpark,
full month of service into
Savinas Plan (RHSP).
separation for retirement under the
( "Service Retirement "), and af-er no
rs (180 months) of cumulative service
the City shall pay $100.00 for each
the City Manager's Retirement Health
000290
Resolution No. 2005 -
Page 20
SECTION 16. RESCIND PRIOR RESOLUTION. Resolution No.
2004 -22 -1-920 is hereby rescinded, and the implementation of this
new resolution for payroll purposes, shall be applicable —te
2004) beginninq with the paycheck dated July 29, 2005.
SECTION 17. CERTIFICATION. 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.
PASSED AND ADOPTED this 6th day of July, 2005.
Patrick Hunter, Mayor
ATTEST:
Deborah S. Traffenstedt, City Clerk
000291