CC Resolution 9409
RESOLUTION NO. 9409
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 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:
a~~
Anne Bybee, City Clerk
I. COMPENSATION ADJUSTMENTS FOR MANAGEMENT EMPLOYEES
EXCEPT THE CITY MANAGER
A. July 13. 1998
Miscellaneous and Safety Classified Management: Salary ranges shall
be increased by four percent (4.0%).
B. Julv 12. 1999
Miscellaneous Classified Management: 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 1998, the City will continue to contribute $420 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.
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 increase the contribution in dental coverage to $78.65
per month. Dental coverage includes an annual maximum per patient
benefit of $1,500. Orthodontia coverage will be effective August
1998.
3. The City will continue to contribute $18.50 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 $87.00 per month for long-term
disability insurance.
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C. Benefit Cost Adiustments - Julv 1999
1. The City will be responsible for any increase to the PERS employer
contribution rate.
2. The City will be responsible to any increase in dental insurance costs.
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
continued to provide a 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 $15 per pay period to each
Management employee's ICMA Deferred Compensation account.
Effective July 1999, the City will increase the contribution to the
Management employee's ICMA Deferred Compensation account to $30
per pay period.
F. Retiree Medical Proaram
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.
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Retiree Medical Proaram (continued)
. Payment for medical coverage for the retiree only (not dependents)
on a reimbursement basis, as follows:
. 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 Management 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 Memorandums of Understanding
with the bargaining units representing Miscellaneous employees.
H. December 24th City Hall and Community Center Half Dav 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
management employees at these locations will charge four (4) hours of
time to one of the following of their accrued time banks to provide for the
four (4) hours of time off: Vacation, Holiday or Administrative Leave.
III. PERSONNEL RULE 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."
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III. PERSONNEL RULES MODIFICATIONS (continued)
2. Section 10.1 - Evaluation of Emplovee Performance
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 annuallv, 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.
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:
"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,
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Section 16.9 - Bereavement Leave (continued)
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:
Section 20.0 - Grievance Procedures (continued)
· Remove Section 20.2.C, thereby eliminating administrative procedures
from the definitions of grievance.
· Add II......... .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.B.
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