CC Resolution 9410
RESOLUTION NO. 9410
A RESOLUTION AMENDING THE COMPENSATION AND WORKING CONDITIONS FOR
EMPLOYEES IN CONFIDENTIAL CLASSES 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 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, 1998 through June 30, 2000, unless otherwise denoted in any provision in this
Resolution.
PASSED AND ADOPTED, this 21st day of July, 1998, by the following roll call vote:
AYES:
Councilmembers:
Conant, Furtado, Dougherty, Dean, Watson
NOES:
Councilmembers:
None
ABSENT:
Councilmembers:
None
APPROVED:
ATTEST:
-
t2&v-
Anne Bybee, City Clerk
I. COMPENSATION ADJUSTMENTS FOR CONFIDENTIAL EMPLOYEES
A. Julv 13. 1998
Salary ranges shall be increased by four percent (4.0%)
B. Julv 12. 1999
Salary ranges shall be increased by four percent (4%).
II. OTHER PROVISIONS APPLICABLE TO CONFIDENTIAL EMPLOYEES
A. Health Insurance Contribution
Effective July 1998, the City's contribution to health insurance will
increase to $395 per month. Any unused portion of the monthly health
allocation will be rebated to the employee, up to a maximum of $225
per month.
Effective July 1999, the City's contribution to health insurance will
increase to $405 per month. Any unused portion of the monthly health
allocation will be rebated to the employee, up to a maximum of $225
per month.
B. Benefit Cost Adiustments - Julv 1998
1. The City will be responsible for any increase in the PERS employer
contribution rate.
2. The City will contribute $78.65 per month for the current dental
coverage, including an annual maximum per patient benefit of
$1,500 and orthodontia coverage.
3. The City will continue to contribute $7.40 per month for life
insurance.
4. The City will contribute $6.95 per month for the Employee
Assistance Program.
5. The City will contribute a maximum of $43.50 per month for lon9-
term disability insurance.
C. Benefit Cost Adiustments - July 1999
1. The City will be responsible for any increase to the PERS employer
contribution rate.
2. The City will be responsible for any increase in dental insurance
costs.
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BENEFIT COST ADJUSTMENTS - JULY 1999 (continued)
3. The City will be responsible for any increase in life insurance costs.
4. The City will be responsible for any increase in Employee
Assistance Program costs.
5. The City will be responsible for any increase in long- term disability
insurance costs.
D. Tuition Reimbursement
Effective July 1998, the current tuition reimbursement program will be
modified to increase the maximum fiscal year reimbursement to $725, per
the terms defined in Section 18.3.A.1 of the Personnel Rules and
Regulations.
E. Deferred Compensation
Effective July 1998, the City will contribute $20.00 per pay period to each
Confidential employee's ICMA Deferred Compensation account. The
contribution for permanent part-time employees will be prorated
accordingly.
Effective July 1999, the City will increase its contribution to $30.00 per pay
period. The contribution for permanent part-time employees will be
prorated accordingly.
F. Retiree Medical Program
Effective July 1998, the City's Retiree Medical Program will contain the
following eligibility requirements and benefits:
· 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 and July of each year for
reimbursement for the prior six months' costs.
· Payment for medical coverage for the retiree only (not dependents) on
a reimbursement basis, as follows:
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Retiree Medical Proaram (continued)
. For employees who have completed at least 25 years of service
with the City of Campbell, reimbursement will be a maximum of
$100 per month.
. For employees who have completed at least 20 years of service
with the City of Campbell, but less than 25 years of service,
reimbursement will be a maximum of $80 per month.
G. PERS 1959 Survivor's Benefit
The City proposes to increase the 1959 Survivor Benefit for
Miscellaneous employees from Level 1 to Level 3. If accepted by all
three bargaining units that represent Miscellaneous employees, the
City will begin the PERS contract amendment process to modify this
benefit, upon approval of Memorandum of Understanding with the
bargaining units representing Miscellaneous employees.
H. Vision Plan
Effective August 1998, the City will provide $14.55 per month, per
employee, to add a vision plan for employees only, consisting of Vision
Services Plan, Plan S, with a $10.00 co-payment. Effective July 1999,
the City will be responsible for any increase in the vision plan.
I. December 24TH City Hall Half-Day Closure
Effective December 1998, City Hall (with the exception of the Police
Department) and Community Center Offices will close at 12:00 Noon
on December 24, when December 24 falls on a Monday through
Friday. All Confidential employees will charge four (4) hours of time to
one of the following of their accrued time banks to provide for the four
(4) hours oftime off: Vacation, Floating Holiday or Compensatory
Time Off.
Permanent Part-Time employees will charge an amount of time to one
of these accrued time banks to appropriately correspond with their
normal work schedule. If an employee has no accrued time balances
to charge, he/she will use leave of absence without pay to provide for
the time off.
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III. PERSONNEL RULES MODIFICATIONS
The City's Personnel Rules and Regulations will be amended as follows:
1. Section 9.4 Extension of Probationary Period
Section 9.4 will be modified to read:
"The Personnel Officer may grant an extension of the probationary
period, if the probationary employee has been absent from his/her job
for a consecutive period of four weeks or more. If extended, the
probationary period will be extended an amount equal to the length of
the absence."
2. Section 10.1 Evaluation of Emplovee Performance
Section 10.1 of the Personnel Rules and Regulations will be amended
to read:
It is the responsibility of department heads and/or supervisors to
prepare periodic evaluations of performance results to measure
and record the employee's actual performance. Strengths and
weaknesses will be documented and recommended courses of
corrective action outlined for correction and improvement. Such
service rating plans shall measure, as objectively as possible, both
quantity and quality of work, the manner in which the service is
rendered, and the observance of regulations and procedures
properly governing the performance of duties.
A. Performance ratings shall accompany all requests for merit
increases. Employees at the "E" step shall have their
performance evaluated annually, with the exception of
those departments that require regular performance rating
throughout the year.
B. Performance evaluations shall be based upon forms
prescribed by the Personnel Officer. Service ratings shall be
based upon the independent judgment of one or more
supervisory personnel, including the immediate supervisor of
the employee being rated. The completed performance
report shall be presented to the employee for review and
signature, and then forwarded to the Personnel Officer for
review and any appropriate action.
C. Employees shall have the right to appeal a performance
evaluation when they believe performance ratings received
are unfair. Appeals will be processed through the grievance
procedure provided for in Section 20.0 of these rules.
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Section 10.1 - Evaluation of Emplovee Performance (continued)
D. Performance ratings shall be taken into consideration for
purposes of rejection, discharge, demotion, promotion,
transfer, permanent status, and merit increases.
3. Section 16.9 - Bereavement Leave
Section 16.9 (Bereavement Leave) will be modified to read:
Section 16.9 - Bereavement Leave (continued)
"Bereavement leave with pay shall be granted to all probationary,
provisional, permanent, part-time and regular full-time employees.
Bereavement leave will not be charged against the employee's sick
leave account. Employees working a 40-hour workweek shall be
granted five (5) days for each immediate family occurrence and three
(3) days for each other family occurrence. Immediate family shall be
defined as spouse, children, parent, brothers and sisters, or other
individuals whose relationship to the employee is that of a dependent
or near dependent. Other family members shall be defined as the
employee's grandparents, step-children, father-in-law and mother-in-
law."
4. Section 20.0 Grievance Procedures
Section 20.0 (Definition, Scope and Right to File) will be modified as
follows:
· Remove Section 20.2.C, thereby eliminating administrative
procedures from the definitions of grievance.
. Add"... ... ... .excluding, however any provision that specifically
provides that the decision of the City Manager or other City Official
shall be final" to Section 20.2.8.
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