CC Resolution 12187RESOLUTION N0.12187
A RESOLUTION AMENDING THE COMPENSATION FOR MANAGEMENT EMPLOYEES
AS DEFINED IN RESOLUTION 10016 AND AS DESIGNATED IN RESOLUTION 8553
IWHEREAS, 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
IWHEREAS, 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
IWHEREAS, Title 2, Section 2.12.030(7) of the Campbell Municipal Code requires the City
(Manager to prepare and submit an annual salary plan to the City Council for its approval;
hand
WHEREAS, the City Council and the City of Campbell desires to adopt such salary
!increases and approve benefit and working condition amendments.
SNOW, THEREFORE, BE IT RESOLVED that the City Council does approve and ratify the
!Amendments attached hereto, and made a part hereof.
BE IT FURTHER RESOLVED that all other supplemental benefits and working conditions
shall remain as previously established and that the provisions of this Resolution shall be in
'effect from July 1, 2017 through June 30, 2019, unless otherwise denoted in any provision
din this Resolution.
;PASSED AND ADOPTED, this 20th day of June, 2017 by the following roll call vote:
AYES: Councilmembers: Waterman, Cristina, Landry, Resnikoff, Gibbons
NOES: Councilmembers: None
ABSENT: Councilmembers: None
ATTEST:
I
I
!Wendy od, City Clerk
APPROVED:
~~~Y~
' b h "Liz" Gibbons, Mayor
i~~
Mgt Resolution
July 2017-June 2019
AMENDMENT TO RESOLUTION NO. 11436
COMPENSATION ADJUSTMENTS FOR MANAGEMENT
EMPLOYEES IDENTIFIED BELOW
A. July 2017 and July 2018
A salary adjustment based on the Consumer Price Index (CPI-W) for
Urban Wage Earners and Clerical Workers for San Francisco, Oakland,
San Jose (Bay Area) for the October to October period will be made
effective the first day of the pay period in which July 1, 2017 and July 1,
2018 occurs, providing said salary adjustment is not less than one percent
(1 %) and not more than three percent (3%) for all Miscellaneous
Classified Management and Safety Classified Management classifications.
B. Effective the pay period containing September 1, 2018, a special
adjustment will be provided, based on completion of a Total
Compensation analysis for the Classified Management benchmark
classifications. It will be calculated as follows: City will prepare a Total
Compensation analysis for the Classified Management and Safety
benchmark classifications, using the established benchmark agencies and
compensation components. City will calculate a special adjustment that
would bring all Classified Management classifications' Total
Compensation to the mean of the Total Compensation array as it exists on
August 15, 2018.
Benchmarks
Building Maintenance Supervisor
City Clerk
City Engineer
Finance Manager
IT Manager
Police Captain
Senior Civil Engineer
Any special compensation adjustment for a benchmark classification will
also be provided to classifications related to the benchmark as set forth
below:
Mgt Resolution
July 2017-June 2019
Building Maintenance Supervisor
Park Maintenance Supervisor
Street Maintenance Supervisor
Finance Manager
Deputy City Manager
Recreation Manager
IT Manager
Human Resources Manager
Police Captain
Support Services Manager
Senior Civil Engineer
Building Division Manager/
Building Official
PW Superintendent
Traffic Engineer
II. OTHER PROVISIONS APPLICABLE TO ALL MANAGEMENT
EMPLOYEES
A. Benefit Cost Adjustments
The City will be responsible for any increase to the PERS employer
contribution rate for the PERS plan.
The City will continue to provide for the current dental coverage, including
an annual maximum per patient benefit of $2,500, and orthodontia
coverage with a $2,500 per patient lifetime.
The City will provide for life insurance.
The City will provide for the Employee Assistance Program.
The City will provide for Long Term Disability Insurance. The maximum
benefit is $4,000 per month:
The City will continue to provide for Vision Service Plan (VSP) coverage
which includes Progressive Lens coverage.
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Mgt Resolution
July 2017-June 2019
B. Health Insurance Benefit Program
Effective January 2018, for classified mid-management employees the
City will provide a maximum of $133.00 per month for health insurance
and $1177.00 per month for a Cafeteria Plan Allowance in an additional
Section 125 allotment for health and other optional benefits. ($1310 per
month total). The maximum cash rebate of the City's contribution will be
$945 per month.
Effective January 2018, for unclassified management employees, the City
will provide a maximum of $133 per month for health insurance and $1227
per month for a Cafeteria Plan Allowance in an additional Section 125
allotment for health and other optional benefits. ($1360 per month total).
The maximum cash rebate of the City's contribution will be $945 per
month.
Effective January 2019, the City will provide an additional $50 per month
for health insurance for classified and unclassified management
employees.
The City will continue to contract with the California Public Employees
Retirement System (CaIPERS) for the purpose of providing employees
with medical insurance benefits.
The City's maximum monthly contribution for each eligible active
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).
C. Cafeteria Plan Allowance
The City will maintain a Cafeteria Plan, pursuant to Section 125 of the
Internal Revenue Code, for the purpose of providing employees with
access to various health and welfare benefits. Benefits available through
the Cafeteria Plan include, but are not limited to, medical insurance,
flexible spending accounts for out-of-pocket medical expenses and
dependent care, long term disability insurance, long term care insurance,
cancer insurance and life insurance benefits. The City agrees to provide a
Cafeteria Plan Allowance to all employees eligible to participate in City-
sponsored health benefits under Section B(1) of this Article. Any tax
consequences resulting from City contributions to the Cafeteria Plan are
the sole responsibility of the employee.
Any increase to minimum monthly employer contribution under PEMHCA
will result in a corresponding decrease in the employee's Cafeteria Plan
Allowance.
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Mgt Resolution
July 2017-June 2019
E. Retiree Award Program
The City will continue the existing Retiree Award Program continuing
the following criteria and features as follows:
• Minimum retirement age of 50 and retired from the City of
Campbell.
• Bills must be submitted to the City in January and July of each
year for reimbursement for the prior six months' costs.
• Award will not exceed cost for medical and dental coverage for
the retiree only (not dependents) on a reimbursement basis, as
follows:
i. For employees who have completed at least 17 years of
service with the City of Campbell, award will be a
maximum of $325 per month.
ii. All other provisions of the Retiree Award Program will
remain unchanged.
iii. Employees hired on or after July 1, 2017, will not be eligible for
the Retiree Award Program.
H. Administrative Leave
At the end of the calendar year, a maximum of 80 hours of administrative leave
may be carried over.
VEBA
The City will continue to contribute $40 per pay period to each Classified
and Unclassified Management employee's VEBA account. Effective the
pay period including July 1, 2017 and July 1, 2018, the City will contribute
an additional $11.54 per pay period to the VEBA account.
a