CC Resolution 10068
RESOLUTION NO.
10068
A RESOLUTION AMENDING THE COMPENSATION FOR MANAGEMENT EMPLOYEES AS
DEFINED IN RESOLUTION 10016 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, 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; and
WHEREAS, the City Council and the City of Campbell desires to adopt such salary
increases.
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, 2002 through June 30, 2004 unless otherwise denoted in any provision in this
Resolution.
PASSED AND ADOPTED, this 6th
day of August, 2002, by the following roll call vote:
AYES:
Councilmembers: Dean, Burr, Kennedy, Furtado, Watson
NOES:
Councilmembers: None
ABSENT:
Councilmembers: None
APPROVED:
~~
J~ette Watson, Mayor
ATTEST:
)
"7
J/ . / /
C~<:Pl4A-
Anne Bybee, City Clerk
Mgt Resolution
July 2002-June 2004
I. COMPENSATION ADJUSTMENTS FOR MANAGEMENT EMPLOYEES
IDENTIFIED BELOW
A. July 08, 2002
Miscellaneous and Safety Classified Management: Salary ranges shall be
increased by five percent (5.0%).
B. January 6, 2003
Safety Classified Management classifications will receive a special adjustment
of three percent (3.0%).
The following Miscellaneous Classified Management classifications will receive a
special adjustment offive percent (5.0%):
Accounting Manager
Administrative Analyst II
Building Maintenance Supervisor
City Clerk
City Engineer
Land Development/Environmental Program Manager
Park Maintenance Supervisor
Public Works Superintendent
Senior Civil Engineer
Street Maintenance Supervisor
Traffic Engineer
The following Miscellaneous Classified Management classifications will receive
a special adjustment of five percent (5.0%). Additionally, salary ranges of the
following classifications will be adjusted to align these ranges with existing
classified management ranges as follows:
Building Division Manager/Building Official
Human Resources Manager
Redevelopment Manager
Senior Planner
Community Center Manager
Assistant to the City Manager
1.5% (to align with Sr. Civil, etc.)
2.4% (to align with Acct Mgr., CC Mgr)
3.5% (to align with Sr. Civil, etc.)
3.5% (to align with Sr. Civil, etc.)
0.3% (to align with Acct Mgr)
2.4% (to align with Acctg. Mgr/HR Mgr)
c. July 2003
Miscellaneous and Safety Classified Management: Effective the first day of the
first pay period of July, 2003, salary ranges shall be increased by five percent
(5.0%).
Mgt Resolution
July 2002-June 2004
,
D. First Day of the First Pay Period of January 2004
The classification of City Engineer will receive a special adjustment of one and
one half percent (1.5%). All other Miscellaneous classified management
classes will receive a special adjustment offive percent (5.0%).
II. OTHER PROVISIONS APPLICABLE TO ALL MANAGEMENT EMPLOYEES,
INCLUDING THE CITY MANAGER
A. Health Insurance Contribution
Effective January 2003, the City will provide a maximum of $16 per month for
health insurance and $574 per month in an additional Section 125 allotment for
health and other optional benefits ($590 per month total). Any unused portion of
the allotment will be rebated to the employee, up to a maximum of $240 per
month.
Effective January 2004, the City will provide a maximum of $16 per month for
health insurance and $649 per month in an additional Section 125 allotment for
health and other optional benefits ($665 per month total). Any unused portion of
the allotment will be rebated to the employee, up to a maximum of $240 per
month.
B. Benefit Cost Adjustments - July 2002
The City will be responsible for any increase to the PERS employer contribution
rate for the PERS plan in effect July 1, 2002. The City will amend its
Miscellaneous PERS contract to provide 2.5% @ 55 with no change in the final
compensation formula once the 2002 meet and confer process is complete with
the Miscellaneous bargaining units and MOU's are approved by the City Council.
The 2% @ 55 PERS benefit formula contract amendment requires a member
contribution of 8% and the PERS contract amendment process includes a vote of
all of the City's Miscellaneous PERS members. In order for the amendment
process to proceed, a majority of the Miscellaneous members must vote for the
8% member contribution.
The City will provide $110.26 per month for dental coverage, including an annual
maximum per patient benefit of $2,000, and orthodontia coverage with a $2,000
per patient lifetime.
The City will provide $18.50 per month for life insurance.
The City will provide $5.25 per month for the Employee Assistance Program.
The City will provide up to $67.80 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.
2
Mgt Resolution
July 2002-June 2004
Effective August 2002, the City will provide a vision plan consisting of the Vision
Services Plan, Plan B, employee and dependent coverage, with a $10 co-
payment (cost of $23.20 per month).
C. Benefit Cost Adjustments - July 2003
The City will be responsible for any increase to the PERS employer contribution
rate. During the 2003/04 fiscal year, the City will modify its Miscellaneous PERS
contract to provide the Sick Leave Credit option.
The City will be responsible for any increase in dental insurance costs.
The City will be responsible for any increase in life insurance costs.
The City will be responsible for any increase in Employee Assistance Program
costs.
The City will be responsible for any increase in Long Term Disability Insurance
costs.
D. Deferred Compensation
Effective July 2002, the City will continue to contribute $40 per pay period to
each Management employee's ICMA Deferred Compensation Account. (For
Executive Staff that elected to participate in the 401 (a) plan, the City contributes
$30 per pay period to the 401(a) and $10 per pay period to the 457 plan; for all
other management employees, the City contributes $40 per pay period to the 457
plan).
E. Retiree Award Program
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 20 years of service with the
City of Campbell, award will be a maximum of $140 per month.
Effective January 2003, the maximum reimbursement will be increased
to $175 per month. All other provisions of the Retiree Award Program
will remain unchanged.
3
Mgt Resolution
July 2002-June 2004
Effective January 2004, the maximum reimbursement will be increased
to $190 per month. All other provisions of the Retiree Award Program
will remain unchanged.
III. PERSONNEL RULES AND REGULATIONS MODIFICATIONS
A. Vacation Hours Retention and Payout of Vacation
City proposes to amend Personnel Rules and Regulations Section 16.4 as
follows:
16.4 Vacation Scheduling! Retention of Unused Vacation, and Payout of
Vacation Hours: The times during a calendar year at which an employee may
take his vacation shall be determined by the department head with due regard
for the wishes of the employee, and particular regard for the needs of the
service. If the requirements of the service are such that an employee cannot
take part or all of this annual vacation in a particular calendar year, such
vacation either shall be taken during the following calendar year, or paid for at
the discretion of the appointing power, subject to the approval of additional
funds by the City Manager. In those years where it is impractical for classified
non-management personnel to schedule a vacation, the vacation as of
December 31 st each year may be retained as follows:
Accrual Rate Per Pay Period
for
Employees on a 40-hour
Workweek
Number of Hours Retainable
3.38 hours
4.92 hours
5.85 hours
6.46 hours
192
232
272
304
Vacation hours which exceed the number of hours retainable on the last day of
the pay period that contains December 31 each year will be paid out during the
following February.
B. Floating Holiday Usage Rules and Exceptions
City will amend Personnel Rules and Regulations Addendum A, II, as follows:
FLOATING HOLIDAY USAGE RULES AND EXCEPTIONS
Floating Holidays must be used during the calendar year in which they are
granted, and may be utilized in conjunction with annual vacation leave. For
these purposes the beginning of the calendar year means the first day of the first
4
Mgt Resolution
July 2002-June 2004
pay period that begins in January and the end of the calendar year means the
last day of the pay period that includes December 31 st. All Floating Holiday
leave time must be scheduled with the employee's supervisor at least 24 hours
in advance and cannot be disruptive of departmental operations.
The remainder of Addendum A, II shall remain unchanged.
c. Administrative Leave - Management Employees Only
The City will amend Personnel Rules and Regulations, Section 16.12,
Administrative Leave - Management Employees Only, as follows:
The purpose of annual administrative leave is to provide authorized short-term
leaves of absences from the job in lieu of the many overtime hours required of
management personnel, for which no monetary compensation is provided. All
management employees shall be entitled to 52 hours of administrative leave with
pay per calendar year.
At the beginning of each calendar year, management personnel will be credited
with a total of 52 hours of administrative leave which they would earn in the
upcoming calendar year. New management employees will be credited with the
appropriate prorated portion of this entitlement upon hire.
At the end of the calendar year, management employees may carry over a
maximum of 52 hours of administrative leave. Terminating management
employees will be compensated for the balance of their earned administrative
leave, after the balance has been reduced by the unearned portion of the
calendar year.
For these purposes, beqinninq of the calendar year means the first day of the
first full pay period that beqins in January and end of the calendar year means
the last day of the pay period that includes December 31 st.
5