CC Resolution 9700
RESOLUTION NO.
9700
A RESOLUTION AMENDING THE COMPENSATION AND WORKING CONDITIONS FOR
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, 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 of 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 of the City of Campbell
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, 2000 through June 30, 2002, unless otherwise denoted in any provision
in this Resolution.
PASSED AND ADOPTED, this 5th day of July 2000, by the following roll call vote:
AYES: Councilmembers: Dougherty, Furtado, Watson, Dean, Kennedy
NOES: Councilmembers: None
ABSENT: Councilmembers: None
APPROVED:
ATTEST:
tL~
Anne Bybee, City Clerk
Mgt Resolution
July 2000-June 2002
I. COMPENSATION ADJUSTMENTS FOR MANAGEMENT EMPLOYEES EXCEPT
THE CITY MANAGER
A. July 10. 2000
Miscellaneous and Safety Classified Management: Salary ranges shall be
increased by five percent (5.0%).
B. July. 2001
Miscellaneous Classified Management: Effective the first day of the first pay
period of July, 2001, salary ranges shall be increased by four percent (4.0%).
II. OTHER PROVISIONS APPLICABLE TO ALL MANAGEMENT EMPLOYEES,
INCLUDING THE CITY MANAGER
A. Health Insurance Contribution
Effective July 2000, the City will contribute $450 per month for health insurance for
Management employees. Any unused portion of the health insurance allotment
will be rebated to the employee, up to a maximum of $240 per month.
Effective January 2001, the City will provide a maximum of $16 per month for
health insurance and $449 per month in an additional Section 125 allotment for
health and other optional benefits ($465 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 2002, the City will provide a maximum of $16 per month for
health insurance and $484 per month in an additional Section 125 allotment for
health and other optional benefits ($500 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 Adiustments - July 2000
The City will be responsible for any increase to the PERS employer contribution
rate.
The City will provide $88.57 per month for the current dental coverage, including
an annual maximum per patient benefit of $1 ,500, and orthodontia coverage with a
$1,000 per patient lifetime (increase of $5.93 per month).
The City will provide $18.50 per month for life insurance.
The City will provide $7.37 per month for the Employee Assistance Program.
The City will provide up to $93.00 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.
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Mgt Resolution
July 2000-June 2002
C. Benefit Cost Adiustments - July 2001
The City will be responsible for any increase to the PERS employer contribution
rate.
The City will provide an additional $8.87 per month (as well as any July 2001
increase) in dental insurance to increase the annual maximum patient benefit to
$2,000 and orthodontia coverage with a $1,500 per patient lifetime benefit.
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. PERS Health Insurance ProQram
The City plans to implement the CalPERS Health Program in January 2001.
E. Section 125 Flexible Benefits Plan
The City plans to implement a Section 125 Flexible Benefits Program in January
2001.
F. Deferred Compensation
Effective July 2000, the City will contribute $35 per pay period to each
Management employee's ICMA Deferred Compensation Account.
Effective July 20001, the City will contribute $40 per pay period to each
Management employee's ICMA Deferred Compensation Account.
G. Tuition Reimbursement
Effective July 2000, City proposes to modify Personnel Rules and Regulations,
Section 18.3.A to increase tuition reimbursement for accredited college courses to
a maximum of $1,000 per fiscal year. Additionally, City proposes to remove the
distinction between reimbursement for "courses directly related to a departmental
function and/or leading to a job related degree:, and "not directly related but of
general value" (formerly 100% vs. 50% reimbursement).
Effective July 2001, the maximum reimbursement will be increased to $1,500 per
year. All other provisions of Section 18.3.A will remain unchanged.
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Mgt Resolution
July 2000-June 2002
H. Retiree Award ProQram
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.
· Employees who become Medicare eligible will no longer be eligible for benefits.
· Bills must be submitted to the City in January c:;,d 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 $120 per month.
I. Catastrophic IIIness/EmerQency Transfer of Sick Leave or Vacation
The City will amend the Personnel Rules and Regulations to provide for the
emergency transfer of sick Leave or Vacation for CMEA represented employees
and Management and Confidential employees, as follows.
The purpose of this section is to provide a means for employees to donate:
1. Sick Leave or Vacation hours to another employee who, because of a
serious injury or illness has exhausted all his/her leave time, or
2. Vacation hours to another employee who is the primary caregiver for a
seriously ill or injured family member and has exhausted all his/her leave
time to care for the individual.
Sick Leave or Vacation hours will only be transferred in the case of very serious
illness or injury, and under emergency or unusual circumstances where an
individual has exhausted all applicable leave time and where circumstances
have prevented the employee from reasonably accumulating sufficient sick
leave for his/her own illness or vacation hours in the case of illness of a family
member.
Sick Leave or Vacation will only be transferred to cover the period of time from
the exhaustion of leave by the employee to a maximum of six months later.
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Mgt Resolution
July 2000-June 2002
Any request for the transfer of hours from Management employees to another
employee will include the names of all Management employees who wish to
transfer Sick or Vacation hours and each member's sick or vacation hours
donation amounts.
Any request for emergency transfer of Sick Leave or Vacation hours will be
submitted to the City Manager who will make the final determination concerning
the transfer of sick leave or vacation hours.
Sick Leave or Vacation hours that are transferred to another employee will not
be reimbursed to Management employees.
J. PERS Miscellaneous Employees Contract Amendment - Military Service
Credit
Following completion of the 2000 meet and confer process with Miscellaneous
bargaining units, and during the 2000/01 fiscal year, City will amend its
Miscellaneous PERS contract to provide Military Service Credit as Public Service,
per Government Code Section 21024.
K. Compensation for Unused Sick Leave
City proposes to modify Personnel Rules Section 16.11 to add the following
provision, in addition to the current provision for compensation of unused Sick
Leave at termination:
"Once each year, between February 1 st and 15th, employees may request to be
compensated for unused Sick Leave, according to the same service length
formulas listed above, applied to current hourly salary. Employees must retain a
minimum balance of 288 hours of Sick Leave. Any payout of Sick Leave hours
above the minimum balance will remove the remaining balance from the
employee's Sick Leave accrual account. (Example: Employee has 488 hours of
Sick Leave and 16 years of service. Employee could request compensation for 200
hours of Sick Leave and would be paid his/her current hourly rate for 35% of the
hours or 70 hours. Once compensated, Employee's Sick Leave balance would be
288 hours.)"
L. Automobile Allowance
Effective July 2000, the automobile allowance will be increased to $220 per month
for the following Unclassified Management positions: Administrative Services
Director; Community Development Director; Finance Director; Public Works
Director; and Recreation and Community Services Director.
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.. . . .
Mgt Resolution
July 2000-June 2002
Effective July 2000, the automobile allowance will be increased to $160 per month
for the following Classified Management positions: Accounting Manager;
Administrative Analyst II; Building Division Manager/Building Official; City Clerk;
City Engineer; Community Center Manager; Land Development/Environmental
Program Manager; Personnel Manager; Public Works Superintendent;
Redevelopment Manager; Senior Civil Engineer; Senior Planner; and Traffic
Engineer.
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