CC Resolution 10557
RESOLUTION
10557
A RESOLUTION AMENDING THE COMPENSATION AND WORKING CONDITIONS
FOR CERTAIN MANAGEMENT EMPLOYEES AS DEFINED IN RESOLUTION 6647
AND AS DESIGNATED IN RESOLUTION 8553
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, Title 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; and;
WHEREAS, the City Council and the City of Campbell desires to adopt such
salary increases and approve benefit and working condition amendments.
NOW, THEREFORE, BE IT RESOLVED that the City Council does approve and
ratify the Amendment 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 1,2005 through June 30,2007, unless otherwise
denoted in any provision in this Resolution.
PASSED AND ADOPTED, THIS 6th DAY OF September 2005, by the following
roll call vote:
AYES:
Councilmembers:
Burr, Hernandez, Furtado, Watson
NOES:
Councilmembers:
None
ABSENT:
Councilmembers:
Kennedy
APPROVED:
ATTEST:
~~v-
Anne Bybee, City Clerk
Mgt Resolution
July 2005-June 2007
I.
COMPENSATION ADJUSTMENTS FOR MANAGEMENT
EMPLOYEES IDENTIFIED BELOW
A. July 2005
Effective the first pay period containing July 1, 2005, Miscellaneous
and Safety Classified Management salary ranges shall be increased
by zero percent (0%).
B. July 2006
A salary adjustment based on Consumer Price Index (CPI) for Urban
Wage Earners and Clerical Workers for San Francisco, Oakland, San
Jose (Bay Area) for the February 2005 to February 2006 period will
be made effective the first day of the pay period in which July 1,
2006 occurs, providing said salary adjustment is not less than one
percent (1 %) and not more than three percent (3%).
II.
OTHER PROVISIONS APPLICABLE TO ALL MANAGEMENT
EMPLOYEES, INCLUDING THE CITY MANAGER
A. Health Insurance Contribution
Effective January 2006, the City will provide a maximum of $64.60
per month for health insurance and $700.40 per month in an
additional Section 125 allotment for health and other optional benefits
($765 per month total). Any unused portion of the City's contribution
will be rebated to the employee.
Effective January 2007, the City will provide a maximum of $80.80
per month for health insurance and $784.20 per month in an
additional Section 125 allotment for health and other optional benefits
($865 per month total). Any unused portion of the City's contribution
will be rebated to the employee.
B. Benefit Cost Adjustments - July 2005
The City will be responsible for any increase to the PERS employer
contribution rate for the PERS plan in effect July 1, 2005. The
current rate is 7.671 %; the rate as of July 1, 2005 is 12.302%.
The City will provide $132.94 per month for the current dental
coverage, including an annual maximum per patient benefit of
$2,000, and orthodontia coverage with a $2,000 per patient lifetime
(increase of $9.68 per month).
Mgt Resolution
July 2005-June 2007
The City will continue to provide $23.25 per month for life insurance.
The City will provide $5.95 per month for the Employee Assistance
Program.
The City will provide up to $66.00 per month for Long Term Disability
Insurance. The maximum insured salary is $6,000 per month and
the maximum benefit is $4,000 per month.
The City will provide $23.89 for the vision plan coverage - VSP, Plan
B, $10 co-pay.
C. Benefit Cost Adjustments- July 2006
The City will be responsible for any increase to the PERS employer
contribution rate.
The City will be responsible for any increase in monthly contribution
to provide the current dental plan.
The City will be responsible for any increase to the monthly
Employee Assistance Program cost.
The City will be responsible for any increase in the life insurance
monthly cost.
The City will be responsible for any increase in the current long term
disability plan.
The City will be responsible for any increase in the current vision
plan.
D. Deferred Compensation
Effective July 2005, the City will continue to contribute $40 per pay
period to each Management employee's ICMA Deferred
Compensation Account. (Participating Executive Staff receive a City
contribution of $30 per pay period to the 401(a) and $10 per pay
period to the 457 plan. All other management employees receive a
City contribution of $40 per pay period to the 457 plan. Effective
September 2005, Management employees are eligible to participate
in the 401 (a) plan with no city contribution.
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Mgt Resolution
July 2005-June 2007
E. Retiree Award Proaram
The City will continue the existing Retiree Award Program continuing
the following criteria and features and increase the benefits 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 coverage for the retiree
only (not dependents) on a reimbursement basis, as follows:
For employees who have completed at least 17 years of
service with the City of Campbell, award will be a maximum
of $220 per month.
Effective January 2006, the maximum reimbursement will be
increased to $250 per month. All other provisions of the
Retiree Award Program will remain unchanged.
F. Compensation Survey
A compensation survey for classified management shall be
conducted in the spring of 2007.
III.
PERSONNEL RULES AND REGULATIONS MODIFICATIONS
A. Compensation for Unused Sick Leave
Personnel Rules and Regulations 16.11 will be amended as follows:
Upon termination, retirement, or death of an employee, the City shall pay for
unused sick leave as follows:
5 years completed through 10 years
completed service:
Start of year 11 through completion of year 15:
20% at terminal pay rate
30% at terminal pay rate
40% at terminal pay rate
Start of year 16 through completion of year 20:
Start of year 21 and thereafter:
50% at terminal pay rate
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Mgt Resolution
July 2005-June 2007
B. Holidays- Section 16.21
Four (4) hours of holiday pay for December 24th (Christmas Eve).
Christmas Eve will be observed the last workday prior to Christmas day.
C. Personnel Rules and Reaulations Section 16.1 & 16.3 will be
amended as follows:
16.1 Purpose of Annual Vacation Leave: The purpose of annual vacation
leave is to enable each eligible employee to return to his work mentally
refreshed. All employees shall be entitled to annual vacation leave with
pay except the following:
A. Employees who work on a provisional basis, temporary basis,
and all employees who work less than 1040 hours a year.
16.3 Use of Vacation in Lieu of Sick Leave: Accrued vacation leave may
be used in lieu of sick leave, when the accrued sick leave of an employee
is not enough to provide leave with pay during an illness. Such use of
vacation time as sick leave shall be computed on the basis of one sick day
leave equaling one working day of vacation.
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