CC Resolution 11316RESOLUTION NO. 11316
A RESOLUTION AMENDING THE COMPENSATION FOR MANAGEMENT EMPLOYEES
AND UNCLASSIFIED 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 and approve benefit and working condition amendments.
NOW, 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, 2011 through June 30, 2012, unless otherwise denoted in any provision
in this Resolution.
PASSED AND ADOPTED, this 19th day of July, 2011 by the following roll call vote:
AYES: COUnCllmemberS: Waterman, Low, Cristina, Kotowski, Baker
NOES: Councilmembers: None
ABSENT: Councilmembers: None
ATTEST:
Anne Bybee, City Clerk
APPROVED:
i--~
J son .Baker, ayor
Mgt Resolution
July 2011-June 2012
AMENDMENT TO RESOLUTION NO. 10799
I. COMPENSATION ADJUSTMENTS FOR MANAGEMENT
EMPLOYEES IDENTIFIED BELOW
A. July 2011
Effective the first pay period containing July 1, 2011, Miscellaneous
and Safety Classified Management salary ranges shall be increased
by two percent (2%).
II. OTHER PROVISIONS APPLICABLE TO ALL MANAGEMENT
EMPLOYEES, INCLUDING THE CITY MANAGER
A. Benefit Cost Adjustments -July 2011
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.
B. Health Insurance Benefit Program
Effective January 2012, for classified mid-management employees the
City will provide a maximum of $112.00 per month for health insurance
and $898.00 per month for a Cafeteria Plan Allowance in an additional
Section 125 allotment for health and other optional benefits. ($1010 per
month total). The maximum cash rebate of the City's contribution will be
$945 per month.
For unclassified management employees, the City will provide a maximum
of $112.00 per month for health insurance and $948 per month for a
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Mgt Resolution
July 2011-June 2012
Cafeteria Plan Allowance in an additional Section 125 allotment for health
and other optional benefits. ($1060 per month total). The maximum cash
rebate of the City's contribution will be $995 per month.
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.
D. Furlough
"Work furlough" refers to one or more hours of required unpaid leave
taken on a consecutive or intermittent basis.
All Management employees will be required to take fifty six (56) hours of
furlough during FY 2011/12. Forty eight (48) hours will be taken at the
employee's discretion. Eight (8) hours will be taken during the City
Holiday Closure between December 26t" and December 30t"~ 2011.
The. following terms and conditions apply to the furlough program:
a. Furloughs may be taken in a minimum of one hour increments, with
prior supervisor approval. Exempt employee's pay will be reduced in
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July 2011-June 2012
the same Fair Labor Standards Act (ELBA) work week during which
unpaid furlough time off occurs.
b. Employees may not use paid accrued leave during furlough time.
c. Furlough time will be considered time in paid status for the following:
• Accrual of paid leave
• Seniority
• Time in service for step increases
• Completion of probation
• Eligibility for holidays, and
• Eligibility for health and welfare benefits.
d. Furlough time will be addressed in accordance with CaIPERS
regulations for the purpose of pension.
e. No employee may perform work for the City during furlough time off
unless authorized by management.
f. The period of furlough time off will be unpaid. Furlough time off will be
tracked under a separate unpaid hours code.
g. Employees on an unpaid leave of absence or workers' compensation
leave for more than 30 consecutive days will have their furlough hours
pro-rated.
h. If furlough hours are not taken prior to leaving employment with the
City, management has the authority to require a prorated share of the
furlough hours to be taken.
New hire employees shall have a prorated share of furlough hours.
E. Deferred Compensation
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. Management employees are eligible to
participate in the 401 (a) plan with no city contribution.
F. Retiree Award Program
The City will continue the existing Retiree Award Program continuing
the following criteria and features as follows:
Mgt Resolufiion
July 2011-June 2012
• 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:
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.
G. Auto Allowance
The City will provide an auto allowance as follows:
Mid-Management Classifications: $80 per month
Department Heads: $110 per month
H. Salary Range
Two Salary Ranges shall be established effective July 1, 2011 for
Unclassified Management Employees (Department Heads) as follows:
Top step of $15,500 - Police Chief, Public Works Director
$10,703 - $14,000 -Community Development Director, Finance Director,
Recreation/Community Services Director
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