HomeMy WebLinkAboutCC Resolution 26-13444 - Compensation and Working Conditions for Unrepresented Classified ManagementRESOLUTION NO, 26-13444
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CAMPBELL AMENDING THE
COMPENSATION AND WORKING CONDITIONS FOR UNREPRESENTED CLASSIFIED
MANAGEMENT EMPLOYEES AS DEFINED IN RESOLUTION 10016 AND AS
DESIGNATED IN RESOLUTION 8563
WHEREAS, the City Council of the City of Campbell desires to establish certain salaries and
benefits for unrepresented Classified Management personnel not covered by a Memorandum
of Understanding, and
WHEREAS, the provisions of Title 4, Section 36506 of the Government Code of the State of
California provide that the salaries of employees of General Law cities may be fixed or
increased by resolution; and
WHEREAS, Title 2, Section 2.16.020 of the Campbell Municipal Code provides that the City
Council may, from time to time, by resolution, change the compensation of employees of said
City, and may, by resolution, adopt salary and wage scales; and
WHEREAS, the City Council of the City of Campbell desires to establish certain salaries and
benefits for unrepresented Classified Management personnel not covered by a Memorandum
of Understanding consistent with City Council Resolution No. 8553;
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Campbell does
hereby amend the compensation and working conditions for unrepresented Classified
Management employees to provide that effective the first pay period in July 2026 (unless a
different effective date is stated herein), the salaries, hours, employee benefits, definitions and
other terms and conditions of employment for unrepresented Classified Management
employees shall be as follows:
SECTION 1. GENERAL CONDITIONS
A. Personnel Rules and Regulations
Additional terms and conditions of employment are set forth in the City of Campbell
Personnel Rules and Regulations, hereinafter referred to as, "Rules and Regulations."
For convenience, the Rules and Regulations can be found at:
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and -Re, Lfl`1601 +S. Unless otherwise set forth herein, this resolution does not modify or
change the provisions of the Rules and Regulations.
B. Classified Management Employees
The City's Classified Management employees include the following positions:
• Administrative Analyst 11
• Assistant Finance Director
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• Building: Official
• Building Maintenance Supervisor
• City Clerk
• Assistant Public Works Director - City Engineer
• Community Center Manager
• Finance Manager
• Human Resources Manager
• Information Technology Manager
• Parks Maintenance Supervisor
• Planning Manager
Police Captain
• Police Lieutenant
• Public Works Superintendent
Recreation! Services Manager
Senior Civil Engineer
Senior Public Works Project Manager
• Street and Fleet Maintenance Supervisor
• Support Services Manager
Traffic Engineer
C. Definitions
Management Employee: An employee having responsibility for formulating,
administering, or managing the implementation of City policies and programs
consistent with City Council Resolution 10016.
2. Appointing Authority/Power: The City Manager and/or Department Head who has
the authority to make appointment to the position to be filled.
3. CaIPERSIPERS- California Public Employees' Retirement System.
SECTION 2, COMPENSATION
A. Fiscal Year 2025-2026 Retroactive Cost of Living Adjustment (COLA)
Effective retroactive to the first pay period in July 2025, the base salaries of all Classified
Management employees shall be increased by three percent (3%). All Classified
Management employees shall also receive a one-time lump sum payment reflecting a
retroactive 'three percent (3%) COLA for the period covering the first pay period in July
2025 through the last pay period in June 2026.
B. Salary
Effective the first pay period in July 2026, the salaries of all Classified Management
employees shall be increased by three percent (3%). All Classified Management
employees shall also receive a one-time lump sum payment reflecting a retroactive
three percent (3%) COLA for the period covering the first pay period in July 2026
through the date of implementation of this three percent (3%) COLA.
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2. Effective the first pay period in July 2027, the salaries of all Classified Management
employees shall be increased by three percent (3%).
SECTION 3. HEALTH & WELFARE BENEFIT PROGRAMS
A. Medical Insurance / Cafeteria Plan Allowance
1. Medical Insurance Benefit Program
The City's maximum monthly contribution for each Classified Management
employee for the purchase of medical insurance will be equal to the minimum
monthly employer contribution required under the Public Employees Medical and
Hospital Care Act (PEMHCA). The City's contribution will come out of the amount
the City currently contributes to employees as part of the Cafeteria Plan Allowance,
provided below. The cost of the City's participation in CalPERS will not require the
City to expend additional funds toward health insurance beyond what is already
provided through the Cafeteria Plan Allowance. Any cost increase to the minimum
monthly employer contribution required under PEMCHA will be borne by employees.
2. Cafeteria Plan Allowance
Classified Management employees electing medical coverage in the City's plans will
receive a health flex allowance and shall purchase such coverage through the City's
Cafeteria Plan.
Effective January 1, 2026, the monthly Cafeteria Plan Allowance is based on
selected level of coverage as follows-,
Employee Only Coverage: $1,151.05
Employee Plus One Coverage: $2,302.10
Employee Plus Family Coverage- $2,992.72
Effective January 1, 2027, the monthly Cafeteria Plan Allowance will be set at the
Kaiser Permanente Region 1 rates for 2027 at the employee's selected level of
coverage, unless the 2027 rates are more than eight percent (8%) higher than the
City's 2026 contribution. If the year -over -year rate increase exceeds 8% of the City's
2026 contribution, the City's Cafeteria Plan Allowance shall be capped at eight
percent (8%) higher than the City's 2026 contribution. Employees who select a plan
with rates higher than the City's Allowance will be required to make up the difference
through salary redirection.
Effective January 1, 2028, the monthly Cafeteria Plan Allowance will be set at the
Kaiser Permanente Region 1 rates for 2028 at the employee's selected level of
coverage, unless the 2028 rates are more than eight percent (8%) higher than the
City's 2027 contribution. If the year -over -year rate increase exceeds 8% of the City's
2027 contribution, the City's Cafeteria Plan Allowance shall be capped at eight
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percent (8%) higher than the City's 2027 contribution. Employees who select a plan
with rates higher than the City's Allowance will be required to make up the difference
through salary redirection.
Employees who elect a medical insurance plan with a lower monthly premium than the
amount of the City's medical contribution may apply their unused contribution amount
toward other benefit options that are available under the Cafeteria Plan, such as flexible
spending accounts for out-of-pocket medical expenses and dependent care, accident
insurance, cancer insurance, heart and stroke insurance, long term care insurance and
life insurance benefits.
Employees who do not spend all their Cafeteria Plan Allowance on Cafeteria Plan
benefits will not receive any cash benefit.
3. Conditional Opt -Out
Employees who at initial enrollment or during the annual open enrollment period,
complete an affidavit and provide proof of other minimum essential coverage for
themselves under an exchange/marketplace or an individual plan, will be allowed to
waive medical coverage for themselves and their qualified dependents (tax family). The
monthly conditional opt -out incentive is $750.
The conditional opt -out incentive shall be paid in cash (taxable income) to the employee.
The employee must notify the City within 30 days of the logs of other minimum essential
coverage. The conditional opt -out payment shall -no longer be payable if the employee
and family members cease to be enrolled in other minimum essential coverage,
4. Flexible Spending Account
The City will contribute to each employee's Flexible Spending Account (FSA) a total
of $80,76 per pay period.
B. Benefit Cost Adjustments
1. Dental Insurance
The City shall cover the premium for dental coverage. The annual maximum per
patient benefit, not including orthodontia, shall be equal to $2,500. The maximum
lifetime per patient benefit for orthodontia coverage shall be equal to two thousand
five hundred dollars ($2,500).
2. Vision Care
The City shall cover the premium for vision coverage for employees and their eligible
dependents.
3. Life Insurance
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The City shall provide fifty thousand dollars ($50,000) in life insurance coverage per
employee and shall cover the premium. Employees, depending on pre -qualification,
may purchase supplemental life insurance in multiples of ten thousand dollars
($10,000) for up to a maximum of three hundred thousand dollars ($300,000).
4. Accidental Death and Dismemberment Insurance
The City shall pay the premium for fifty thousand dollars ($50,000) accidental death
and dismemberment insurance coverage.
5. Long Term Disability Insurance
The City shall pay the premium for Long Term Disability Insurance. Employees shall
receive two-thirds of their monthly base salary, up to a salary maximum of six
thousand dollars ($6,0010) per month, with a maximum benefit of four thousand
dollars ($4,000) per month.
6. Voluntary Employees Beneficiary Association Plan (VEBA)
Classified Management employees will participate in the City's established VEBA
program. During an employee's active employment with the City, the City will
contribute eighty-six dollars and sixteen cents ($86.16) per pay period to that
employee's California Government VEBA account.
Consistent with City Council Resolution No. 13147, upon termination, retirement, or
death, employees in the following subgroups will have the value of their unused sick
leave automatically deposited into their respective individual VEBA accounts:
• Classified Management employees who have completed 0 — 4 years of service;
• Classified Management employees who have completed 5 — 10 years of service;
and
• Classified Management employees who have completed at least 21 years of
service.
Employees in these subgroups have voted to waive any option they currently have
to designate the use of their unused sick leave upon termination, retirement, or
death, including opting to cash out their unused sick leave or opting to use the value
of their unused sick leave towards the purchase of years of service.
The automatic transfer of unused sick leave shall follow the formula below:
YEARS OF SERVICE
NET'% OF UNUSED SICK
LEAVE TO VEBA
Under 5 Years of Service
0%
5 years completed through 10 years
20% at terminal pay rate
completed service
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Start of year 11 through completion
30% at terminal pay rate
of year 15
Start of year 16 though completion
40% at terminal pay rate
ofyear 20
Start of year 21 and thereafter
50% at terminal pay rate
C. Miscellaneous Benefits
1. Tuition Reimbursement
The City will continue the tuition reimbursement program as specified in the Rules
and Regulations, Section 18.3.A, with a maximum reimbursement of $3,000 per year
per employee.
2. Auto Allowance
The City will provide an auto allowance for the following employees:
Job Classification
Assistant Finance Director
Auto Allowance Amount
$160/month
Assistant Public Works Director - City
Engineer
$160/month
Building Official
$160/month
City Clerk
$160/month
Finance Manager
$160/month
Human Resources Manager
$160/month
IT Manager
$160/month
Planning Manager
$160/month
Recreation Services Manager
$160/month
Senior Civil Engineer
$160/month
Senior Public Works Project Manager
$160/month
Support Services Manager
$160/month
Traffic Engineer
$160/month
3. Uniform Allowance
The City will provide a uniform allowance of One Thousand One Hundred Dollars
($1,100, 00) to Sworn Safety Management classifications.
SECTION 4. RETIREMENT BENEFITS AND FORMULAS
This section applies to Classified Management employees in both miscellaneous and safety
retirement systems. Upon submission of enrollment information, the California Public
Employees' Retirement System (CalPERS) shall determine whether a new employee is a
`classic member" or "new member" in accordance with the Public Employees' Pension Reform
Act (PEPRA).
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A. Miscellaneous Retirement Benefit Formulas / Benefits
1. Employees Hired prior to March 7, 2011
For Classic Miscellaneous Members hired prior to March 7, 2011, the City contracts
the following PERS options: 2.5% at age 55, highest 36-month salary, military
service buy back option, 1959 survivor benefit (Level 3, One-half continuance),
Credit for unused sick leave (Credit for Peace Corps, AmeriCorps VISTA,
AmeriCorps Service). Employee contribution 8%.
2. Employees Hired after March 6, 2011
For Classic Miscellaneous Members hired after March 6, 2011, the City contracts
the following PERS options: 2% at age 60, highest 36-month salary, military service
buy back option, 1959 survivor benefit (Level 3, One-half continuance), Credit for
unused sick leave (Credit for Peace Corps, AmeriCorps VISTA, AmeriCorps
Service). Employee, contribution 7%.
3. Employees Hired after December 31, 2012
For New Miscellaneous Members hired after December 31, 2012 (Classic
Miscellaneous Members hired after December 31, 2012, are under the Classic
Miscellaneous Members hired after March 6, 2011 plan.), the City contracts the
following PERS options: 2% at age 62, highest 36-month salary, military service buy
back option, 1959 survivor benefit (Level 3, One-half continuance), Credit for unused
sick leave (Credit for Peace Corps, AmeriCorps VISTA, AmeriCorps Service),
Employee contribution 7.75%.
B. Safety Members' Retirement Benefit Form ulas/Benefits
1. Safety Members Hired prior to October 18, 2010
For Classic Safety Members hired prior to October 18, 2010, the City contracts the
following PERS options: 3% at age 50, highest 12-month salary, 1959 Survivor
Benefit (Level 4, one-half continuance), Credit for unused sick leave. Employee
contribution 9%.
2. Safety Members hired after October 17, 2010
For Classic Safety Members hired after October 17, 2010, the City contracts the
following PERS options: 2% at age 50, highest 36-month salary, 1959 Survivor
Benefit (Level 4, one-half continuance), Credit for unused sick leave. Employee
contribution 9%.
3. Safety Members hired after December 31, 2012
For New Safety Members hired after December 31, 2012, (Classic Safety Members
hired after December 31, 2012, are under the Classic Safety Members hired after
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October 17, 2010 plan, To be eligible for service retirement, the employee must be
least age 50 and have five years of PERS credited service), the City contracts the
following PERS options: 2.7% at age 57, highest 36-month salary, 1959 Survivor
Benefit (Level 4, one-half continuance), Credit for unused sick leave. Employee
contribution 13%.
C. Retiree Award Program
For retirees from the City of Campbell who were hired prior to July 1, 2017, have at least
17 years of service, and have reached a minimum age of 50, the City will continue the
existing Retiree Award Program as follows:
The City will award out-of-pocket costs for retirees to cover medical and dental
premiums on a reimbursement basis, as follows:
A maximum of $325 per month.
Retiree dependents are not eligible for the Retiree Award Program.
Employees hired on or after July 1, 2017 will not be eligible for the Retiree
Award Program,
SECTION 5. OTHER PROVISIONS APPLICABLE TO ALL CLASSIFIED MANAGEMENT
EMPLOYEES
A. Public Employees` Retirement System (PERS)
The City will be responsible for any increase to the PERS employer contribution rate for
the PERS plan.
B. Vacation
Classified Management employees shall be entitled to vacation with pay in accordance
with the following schedule. Vacation accrual shall be as follows:
Start of year I through completion of year 4, vacation will be accrued at the rate of
3.38 hours per biweekly pay period worked. (11 eight -hour days per year)
2. Start of year 5 through completion of year 10, vacation will be accrued at the rate of
4.92 hours per biweekly pay period worked. (16 eight -hour days per year)
3. Start of year 11 through completion of year 15, vacation will be accrued at the rate
of 5.85 hours per biweekly pay period worked. (19 eight -hour days per year)
4. Start of year 16 and thereafter, vacation will be accrued at the rate of 6.46 hours per
biweekly pay period worked. (21 eight -hour days per year)
Classified Management employees may accumulate and retain their vacation leave to
a maximum of 520 hours as of December 31 of each calendar year. This limitation may
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be temporarily waived by approval of the City Manager when special circumstances
exist. Use of continuous vacation leave beyond 240 hours shall require approval of the
Appointing Authority.
In the case of employees who work a 40-hour week, when one or more holidays fall
within an annual vacation leave, such holidays shall not be charged as vacation leave
and the vacation leave shall be extended accordingly.
C. Holidays
Classified Management employees shall be entitled to take all authorized holidays at
full pay, not to exceed eight (8) hours for any one (1) day.
The holidays for the City are:
• January 1: New Year's Day
• Third Monday in January: Martin Luther King, Jr. Day
• Third Monday in February: President's Day
• Last Monday in May: Memorial Day
• July 4: Independence Day
• First Monday in September-, Labor Day
• Fourth Thursday in November and day after: Thanksgiving Day and Day After
• December 24: Christmas Eve Day
• December 25: Christmas Day
D. Administrative/Management Leave Time
1. Classified Management employees shall be entitled to sixty (60) hours of
administrative leave per calendar year and will receive the appropriate prorated
portion of this entitlement upon hire and termination.
At the end of the calendar year, a maximum of sixty (60) hours of administrative
leave may be carried over to the next calendar year.
2. Classified Management employee classifications listed below who are also
members of the Executive Team will receive eighty (80) hours of administrative leave
pay per calendar year and will receive the appropriate prorated portion of this
entitlement upon hire and termination.
• City Clerk
• Human Resources Manager
• Information Technology Manager
At the end of the calendar year, a maximum of eighty (80) hours of administrative
leave may be carried over to the next calendar year.
E. Sick Leave
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Classified Management employees accrue 3.69 hours of sick leave per pay period.
Accumulation is unlimited. Upon an employee's termination, retirement, or death, the
City shall automatically transfer the value of the employee's unused sick leave to the
employee's California Government VEBA account, in accordance with Section 3.13.6 of
this resolution.
F. Floating Holidays
Five (5) Floating Holidays (40 hours) shall be incorporated into the Employee Leave
Bank. Employees receive the appropriate prorated portion of this entitlement upon hire
and termination. Floating Holidays must be used during the calendar year in which they
are granted. Unused Floating Holiday time may not be carried over to the next calendar
year. Floating Holiday time shall have no monetary value upon termination of
employment.
BE IT FURTHER RESOLVED that the City Council of the City of Campbell hereby rescinds
City Council Resolution Nos, 12881, 13147, and 13312 and replaces them with this
resolution establishing the above compensation, benefits and working conditions for
unrepresented Classified Management employees not covered by a Memorandum of
Understanding agreement.
BE IT FUTHER RESOLVED that it is not the intent of this City Council in approving this
resolution to change, modify, or repeal in any way any of the existing provisions of the
Rules and Regulations; and
FINALLY, BE IT FURTHER RESOLVED that the City Appointing Power and the Human
Resources Manager have the authority to take any necessary administrative actions to
implement the provisions of this resolution.
PASSED AND ADOPTED this 6th day of October 2026 by the following roll call vote:
AYES: Councilmembers: Lopez, Hines, Bybee, Furtado
NOES: Councilmembers: None
ABSENT- Councilmembers: Scozzola
ATTEST:
Andrea Sand0s, City Clerk
"TAnjoi-X971"s
Daniel E. urtado, or
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