HomeMy WebLinkAbout09 MGMT EES COMP 03-06-07
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AGENDA REPORT
Agenda Item
Reviewed:
City Manager
Finance Director
MEETING DATE: MARCH 6, 2007
TO: WilliAM A. HUSTON, CITY MANAGER
FROM: HUMAN RESOURCES DEPARTMENT
SUBJECT: SALARY AND BENEFITS RESOLUTION FOR EXECUTIVE MANAGEMENT
AND MANAGEMENT EMPLOYEES
SUMMARY:
Adoption of the attached Resolution will provide salary and benefit adjustments for
Executive Management and Management employees pursuant to Council direction.
RECOMMENDATION:
Adoption of Resolution 07-22 amends the City's Classification and Compensation Plans
and grants equity and Cost of living salary and benefit adjustments for classifications in
the City's unrepresented Executive Management and Management units.
FISCAL IMPACT:
Approximately $216,000 over the 2007 calendar year.
BACKGROUND AND DISCUSSION:
The City has approximately 30 employees in its unrepresented "Management" unit. This
unit is comprised of individuals that manage specific functional areas and/or sections of
Departments within the City. The unrepresented "Executive Management" unit is
comprised of the Assistant City Manager and six (6) Department Heads.
While most City employees are represented by labor organizations for purposes of
negotiating changes to wages, hours and working conditions, these units have no such
representation and rely upon the City Manager to ensure they are compensated in an
equitable manner.
Pursuant to our Personnel Rules and Regulations, the City Manager is responsible for
preparing the City's Compensation Plan and for making recommendations to the City
Council after considering prevailing rates of pay for comparable work in public and private
employment, including consideration of conditions of work as well as basic pay; to the
current cost of living; to the suggestions of Department Heads; and to the City's financial
Salary and Benefits Resolution for Executive Management & Management Employees
March 6, 2007
Page 2
condition and policies.
Resolution 07-22 provides a salary adjustment of 16 salary range points (approximately
4%), effective December 25, 2006. The resolution also includes equity adjustments for six
(6) classifications: Assistant Director of Finance, Field Services Manager, Police Support
Services Administrator, Police Support Services Manager, Senior Information Technology
Specialist and Water Maintenance & Construction Supervisor. These equity adjustments
will allow the City to maintain external market competitiveness and internal equity.
Consistent with other units, the Resolution also contains an increase in the Flexible
Benefits Contribution and modifies the Bereavement Leave policy.
The attached Resolution follows the City Council direction provided to the City Manager for
these units. We anticipate the costs associated with the Resolution can be absorbed by
current departmental budgets.
Staff believes adoption of this Resolution will ensure that our unrepresented "Executive
Management" and "Management" employees are treated appropriately within the City's
organizational structure and are provided fair and appropriate compensation and
benefits in recognition of the duties performed by these individuals. Further, the
increases in salary and benefits will enable us to continue to be competitive in our
efforts to recruit and retain highly qualified individuals in our unrepresented "Executive
Management" and "Management" units.
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Kristi Recchia
Director of Human Resources
Attachment: Resolution 07-22
RESOLUTION NO. 07-22
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TUSTIN RELATING TO COMPENSATION AND BENEFITS
FOR UNREPRESENTED EXECUTIVE MANAGEMENT AND
MANAGEMENT EMPLOYEES, AND SUPERSEDING
RESOLUTION 06-19
WHEREAS, the employees covered by this Resolution constitute executive
management and management personnel; and
WHEREAS, the City Manager has consulted with the City Council concerning the
proposed employment terms contained herein; and
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Tustin
authorizes staff to implement the provisions of this Resolution and modify the City's
Classification and Compensation Plans to reflect the changes approved in this Resolu-
tion, and that the wages, hours and conditions of employment be adopted and set forth
as follows:
Section 1: BASIC CLASSIFICATION AND COMPENSATION PLANS
There is hereby established a basic compensation for all "Executive Management"
and "Management" employees of the City of Tustin who are now employed, or will in the
future be employed in any of the classifications of employment listed in this Resolution
and its attachments. Whenever the term "Executive Management" is used, it shall be
understood to include the City Manager when the personnel action affects an "Executive
Manager" .
Section 2: SALARY AND WAGE SCHEDULE/ADMINISTRATION
Effective December 25, 2006 the salaries of all classifications, and incumbents in
said classifications, shall be adjusted sixteen (16) salary range points (approximately 40/0).
Effective December 25, 2006, the Water Maintenance & Construction Supervisor
classification shall be granted an equity adjustment of an additional eighteen (18) salary
range points (approximately 4.5010).
Effective June 25, 2007, the following classifications shall be granted equity
adjustments as follows:
Assistant Director of Finance - 12 salary range points (30/0)
Field Services Manager - 18 salary range points (4.50/0)
Police Support Services Administrator - 10 salary range points (2.50/0)
Police Support Services Manager - 10 salary range points (2.50/0)
Senior Information Technology Specialist - 32 salary range points (80/0)
Resolution No. 07-22
Page 1 of 17
The monthly salaries for employees covered by this Resolution are hereby
incorporated and listed in Appendix "A" and "B".
The attached salary and wage schedules shall constitute the basic compensation
plan consisting of five steps or rates of pay in each range.
For all employees covered by this Resolution, the hourly rate of pay shall ~e the
monthly rate multiplied by twelve (12) divided by two-thousand and eighty (2080) annual
hours.
When the classification of a regular unit employee is reduced because the position
the employee occupied is reclassified (resulting in an involuntary demotion), and the
salary of the employee is greater than the maximum rate in the new pay range, the salary
of the employee shall be designated as a "Y -rate" and shall not change during continuous
regular service until the maximum rate in the new pay range exceeds the salary of the
employee or until twenty-six (26) pay periods have elapsed, whichever is sooner.
Section 3: DEFINITION
The classifications designated as "Executive Management" include the position of
Assistant City Manager and those classifications designated by the City as a Department
Head; the classifications designated as "Management" include all other classifications
designated by the City as Management. The benefits and terms of employment of the
City Manager shall be as set forth herein, provided that any contrary written terms
established by the City Council, which provide a greater benefit than provided for in this
Resolution, shall prevail.
Section 4: EFFECTIVE DATES
The effective date of each Section is January 1, 2007, unless otherwise stated
herein.
Section 5: MAINTENANCE OF EXISTING BENEFITS
Except as provided herein, all compensation, hours and other terms and
conditions of employment presently authorized for "Executive Management" and
"Management" employees shall remain in full force and effect unless changed subse-
quent to meetings between the City and representatives of the "Executive Manage-
ment" and "Management" employees and/or by a subsequent Resolution adopted by
the City Council.
Section 6: FAIR LABOR STANDARDS ACT
Classifications in "Executive Management" and "Management" are exempt from
overtime compensation for purposes of the Fair Labor Standards Act (FLSA).
Resolution No. 07-22
Page 2 of 17
Section 7: ADMINISTRATIVE LEAVE
Employees covered by this Resolution are compensated for meeting the
requirements and performing the duties of his/her job regardless of the number or
scheduling of hours worked. Such employees may be required periodically or routinely
to work long or irregular hours, and to attend various meetings and functions outside of
normal "business hours" to fulfill their responsibilities. No overtime compensation shall
be provided for employees covered by this Resolution unless otherwise required by State
or Federal law. In lieu of overtime compensation, the City will provide administrative
leave as follows:
A. Once annually, in January, forty (40) hours of Administrative Leave is
granted to each "Executive Management" and "Management" employee.
Employees who are hired or promoted to a classification covered by this
Resolution after January shall have a prorated share of administrative
leave granted at time of appointment (3.33 hours per month of time re-
maining in calendar year of appointment).
B. Additionally, each January, each "Executive Management" and "Manage-
ment" employee is eligible to receive up to an additional forty (40) hours of
Administrative Leave pursuant to the recommendation of his/her Depart-
ment Head or the City Manager, with such recommendation based on the
individual's prior year's job performance and his/her commitment of time
dedicated to City business in excess of his/her regular work schedule.
C. An employee whose performance is in need of improvement, pursuant to
a performance evaluation or performance improvement plan, is not
eligible to receive additional Administrative Leave.
D. Administrative Leave must be used in the year it is granted; there are no
carryover provisions. Use is completely discretionary upon the approval
of the Department Head or the City Manager.
Section 8: GENERAL LEAVE
General Leave with pay shall be granted to each full-time regular and probation-
ary employee, prorated on a biweekly basis, for each biweekly pay period- in which the
employee works, or is utilizing authorized paid leave time, more than half time. Yearly
accrual and maximum accrual rates are based on years of service as listed below:
Periods of Service
General Leave Hours Per Year
Maximum Accrual
0-5 years
6-1 0 years
Over 1 0 years
160
208
248
400
520
620
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Resolution No. 07-22
Page 3 of 17
When appointing an individual to an "Executive Management" classification, the
City Manager shall have the authority to consider employment from outside the City of
Tustin from another city, district, special district or the state government. The City
Manager may authorize an advanced accrual rate utilizing credit for prior years of public
agency service towards the appointee's annual General Leave accrual rate if that public
agency experience ended within 6 months of the date of employment with the City of
Tustin.
Each January, "Executive Management" employees may be entitled to tw<? (2)
additional days of General Leave for satisfactory performance as determined by the
City Manager. "Management" employees may be entitled to one (1) additional day of
General Leave as determined by their Department Head.
In April of each year "Management" employees may request to cash out up to
one week's accumulation of General Leave time (forty (40) hours). "Executive Man-
agement" employees and "Management" employees with six (6) or more years of
service may request to cash out up to one (1) additional week of accumulated General
Leave (maximum total cash out of eighty (80) hours).
Accrual and payout of General Leave is limited to a maximum of two and one-
half (2 %) times the employee's annual accrual entitlement.
Designated regular part-time employees shall be eligible for General Leave ac-
crual on a pro-rata share based upon allocation (Le. a half-time employee shall receive
a 500/0 allocation; a three-quarter time employee shall receive a 750/0 allocation).
Section 9: TEXTBOOK AND TUITION REIMBURSEMENT
The City shall provide textbook and tuition reimbursement for "Executive
Management" and "Management" employees as follows:
A. Employees who have completed their initial probationary period are eligi-
ble for reimbursement for up to $1,000 each calendar year if the em-
ployee is attending a community college or $2,000 each calendar year if
the employee is attending a four-year college or university. If an em-
ployee attends both a community college and a four-year college or uni-
versity in a calendar year, the maximum reimbursement shall be $1500
per calendar year.
B. Employees will be reimbursed by the Human Resources Department upon
receipt of proof of successful completion of the course (final grade of "c"
or better) and proof that payment of fees has been made. Eligible ex-
penses eligible for reimbursement include tuition fees, textboo.ks, lab fees
and required supplies.
C. Employees must obtain approval from their Department Head and the Di-
rector of Human Resources before enrolling in the course. An approved
Resolution No. 07-22
Page 4 of 17
course is one designated to directly improve the knowledge of the em-
ployee relative to his/her specific job.
D. Tuition reimbursement shall not be made if the employee is drawing vet-
eran's education benefits or any other reimbursement for the same
courses.
F. Designated regular part-time employees shall be eligible for reimburse-
ment on a pro-rata share based upon allocation (Le. a half-time employee
shall receive a 500/0 allocation; a three-quarter time employee shall re-
ceive a 750/0 allocation).
Section 10: UNIFORMS
The City shall provide employees in the classifications of Police Chief and Police
Captain with replacement uniforms as needed. Additionally, employees in these
classifications receive an allowance of $16.50 per biweekly pay period, up to a maxi-
mum of $429 per year, for care and maintenance of uniforms.
Section 11: RETIREMENT
The City has contracted with the California Public Employees' Retirement System
(CaIPERS) for retirement benefits.
A. The City shall continue to "pick up" and pay on behalf of each regular full
time non-sworn "Executive Management" and "Management" employee
the employee's required contribution to the CalPERS 20/0 @ 55 Supple-
mental or Modified Formula for Local Miscellaneous Members in the
amount equal to seven percent (70/0) of the employee's "compensation
earnable" .
B. The City shall continue to "pick up" and pay on behalf of each regular full
time sworn "Executive Management" and "Management" employee the
employee's required contribution to the CalPERS 30/0 @ 50 Formula for
Local Safety Members in the amount equal to nine percent (90/0) of the
employee's "compensation earnable".
C. Designated regular part-time unit employees shall be eligible for participa-
tion in PERS in the same manner as regular full-time employees.
D. The employee is required to pay the cost of the 1959 Survivor Benefits
Premium.
Resolution No. 07-22
Page 5 of 17
Section 12: SOCIAL SECURITY
In the event the City and its employees are required to participate in the federal
Social Security program, the City shall meet with "Executive Management" and "Man-
agement" employees concerning implementation of the Social Security program.
Section 13: MEDICARE
Unit employees hired by the City on or after April 1, 1986, shall be required to pay
the designated employee contribution to participate in the Medicare program, and the City
shall be under no obligation to payor "pick up" any such contributions.
In the event unit employees hired prior to April 1, 1986, are required to participate
in Medicare, the City shall meet with unit representatives prior to implementing this
change.
In the event the City is given the option to allow individual employees hired prior to
April 1, 1986, to participate in the Medicare program, it shall do so, provided that any
employee who exercises this option shall pay his/her share and the City's share of
Medicare contributions.
Section 14: VEHICLE/EXPENSE ALLOWANCE
Each employee designated as "Executive Management" shall have his/her
personal vehicle available and shall utilize his/her personal vehicle for City business.
Additionally, "Executive Management" employees typically incur other miscellaneous
expenses associated with conducting City business.
To cover these costs, "Executive Management" employees shall receive a $250
monthly vehicle/expense allowance. The City Manager shall promulgate rules and
regulations, pursuant to the regulations of the Internal Revenue Code, for reporting and
receipt of this allowance.
In consideration of the duties associated with the classification, employees in the
classifications of City Manager, Police Chief and Police Captain are provided with a City
Vehicle in lieu of a vehicle/expense allowance.
Section 15: HEALTH INSURANCE/FLEXIBLE BENEFITS PLAN
The City has established a Flexible Benefits Plan, including the provision of a
Flexible Benefits Contribution, for all regular "Executive Management" and "Manage-
ment" employees.
Resolution No. 07-22
Page 6 of 17
A. Effective January 1, 2007, "Management" employees hired on or after Sep-
tember 4, 2002 shall be eligible for participation in the City's Flexible Benefit
Plan and eligible to receive a monthly Flexible Benefits Contribution based
on enrollment in a CalPERS medical plan as follows:
Employee Only
Employee + 1
Dependent
Employee + 2 or more
Dependents
$550
$775
$950
Effective January 1, 2007, the Flexible Benefits Contribution for "Executive
Management" and "Management" employees occupying a classification in
the "Management" unit on or before September 3, 2002 shall be as follows:
Employee Only
Employee + 1
Dependent
Employee + 2 or more
Dependents
$750
$1168
$1514
B. Designated regular part-time unit employees shall be eligible for the flexible
benefit plan contribution on a pro-rata share based upon position allocation
(Le. a half-time employee shall receive a 500/0 allocation; a three-quarter
time employee shall receive a 750/0 allocation).
C. The Flexible Benefits contribution consists of mandatory and discretionary
allocations which may be applied to City sponsored programs. This contri-
bution includes any required minimum contribution for employee health in-
surance required by CaIPERS. For calendar year 2007, the City's payment
towards employee medical insurance is $80.80. Employees may allocate
the remaining amount among the following City sponsored programs:
1. Medical insurance offered under the Public Employees' Medical and
Hospital Care Act (PEMHCA) program
2. Dentallnsurance
3. Additional Life Insurance
4. Vision Insurance
5. Deferred Compensation
6. Section 125 Flexible Spending Account Programs
7. Eligible Catastrophic Care Programs
8. Cash
Discretionary allocations are to be made in accordance with program/City
requirements, including restrictions as to the time when changes may be
made in allocations to the respective programs.
D. Each employee, with a payroll deduction for medical, dental and/or other
Resolution No. 07-22
Page 7 of 17
eligible insurance premiums, shall have his/her Flexible Benefit Contribution
and/or salary reduced by the amount of those deductions on a before-tax
basis.
E. The Flexible Benefits Program is governed by Section 125 of the Internal
Revenue Code (IRC). The City retains the right to change administrators.
Participation in the Program is voluntary and such costs as may attend par-
ticipation are to be paid by the employee.
F. Employees who do not elect medical insurance through the program offered
by the City shall receive $300 per month in lieu of the Flexible Benefits Con-
. tribution. As a condition of receiving such amount, the employee must pro-
vide evidence, satisfactory to the City, that he/she has medical/dental insur-
ance coverage comparable to coverage available through the City program
(see below). Designated regular part-time unit employees shall be eligible
for the in-lieu Flexible Benefit Plan contribution on a pro-rata share based
upon position allocation (Le. a half-time employee shall receive a 500/0 allo-
cation; a three-quarter time employee shall receive a 750/0 allocation).
G. An employee may "opt-out" of the City's medical and/or dental plan under
these conditions:
1. The employee must sign a document stating his/her desire to waive
medical or dental insurance.
2. The employee must provide proof of other coverage, which shall be con-
firmed by the City each year prior to open enrollment.
3. The employee may only re-enroll during a) annual open enrollment or b)
upon loss of coverage in accordance with the underwriting guidelines for
each of the City's health plans. Re-enrollment in plans may be subject
to preexisting conditions, if established by the provider.
Section 16: WELLNESS PROGRAM
"Executive Management" and "Management" employees are eligible to participate
in the "Management Wellness Program". The City will contribute up to $400 per em-
ployee toward the cost of a bi-annual healthl wellness assessment. An employee may
participate in the bi-annual program or utilize the benefit for his/her specialized needs.
When utilized for specific needs, the content and extent of the examination of each
individual shall be determined by the physician in charge and shall be tailored to the
individual's particular needs. The employee may choose to have said examination
performed by the physician of his/her choice or the City's designated medical provider.
Reimbursement shall be provided only for non-reimbursed costs supported by submission
of itemized receipts for the expenses incurred and an itemized Explanation of Benefits
(EOB) from the employees' medical carrier.
Resolution No. 07-22
Page 8 of 17
The City Manager shall promulgate rules governing the administration of this
program in compliance with Internal Revenue Code regulations for reporting and receipt
of benefits associated with this program. The bi-annual "Management Wellness Pro-
gram" is offered in November/December of odd numbered years.
Section 17: SHORT/LONG-TERM DISABILITY INSURANCE
The City shall provide a short-term disability/long-term disability (STD/L TD)
program as follows:
A. The City shall maintain a STD/L TD program providing eligible employees a
benefit of 600/0 of base salary pre-disability earnings after a thirty (30) day
waiting period. Eligibility for benefits is subject to the STD/L TD carrier.
B. All unit employees are required to participate in the program; premiums are
deducted from the employee's pay on an after-tax basis.
C. In the event an illness or injury is anticipated to exceed thirty (30) days, and
such illness/injury is not covered by other provisions of the City's Personnel
Rules, Regulations and/or other policies, the employee is first required to util-
ize eighty (80) consecutive hours of his/her General Leave or other available
leave during the thirty (30) day period beginning with the first day of the leave.
In the event no leave time is available the employee shall be on leave with-
out pay.
D. After the employees use of eighty (80) leave hours the remainder of the thirty
(30) day elimination period for the absence shall be paid by the City at the
rate of 600/0 of the employees base salary pre-disability earnings. This City
payment is taxable income. The employee may supplement this City pay-
ment with general leave or other available leave to enable him/her to re~eive
an amount equivalent to no more than 1000/0 of his/her pre-disability earnings.
E. In the event the employee is eligible for Family and Medical Leave Act
(FMLA) leave, such leave and any benefits/payment provided hereunder shall
not be additional to other provisions of the MOU or the City's Personnel
Rules, Regulations and/or other policies.
F. I n the event the employee has worked for the City for less than twelve (12)
consecutive months and the employee is not eligible for FMLA leave, the
City's will provide the employee the same health insurance benefits as pro-
vided while working for a period not to exceed ninety (90) days.
G. Once the employee is on leave without pay, or the first eighty (80) hours of
leave has passed (whichever occurs first), no General Leave or other leave
shall accrue to the employee.
Resolution No. 07-22
Page 9 of 17
H. The employee may supplement the STOll TO carrier's payment with General
Leave or other available leave to enable him/her to receive an amount
equivalent to no more than 1000/0 of his/her pre-disability earnings.
I. The employee is responsible for all benefit elections and payments during
his/her leave unless he/she is eligible to opt out of such elections and
chooses to do so. The employee will be provided a form to make such elec-
tions. In the event the .employee elects to continue his/her benefit elections,
the employee. is required to make timely payment to the City for such elec-
tions (including the cost of the STOll TO program). In the event timely pay-
ment is not made, the City is authorized to reduce the employee's general
leave and/or other leave accounts, in an amount equivalent to the premiums
owed by the employee. In the event no General Leave or other leave is avail-
able, the City is authorized to cancel the employee's coverage.
J. In the event the employee has previously received payment by the City for
the same illness/injury, the employee shall not be eligible for the City's 600/0
salary continuation nor ninety (90) days of continued medical benefits.
K. In no event shall an employee receive ninety (90) days of continued city-paid
medical benefits more than once in any rolling twelve (12) month period.
L. Should an employee receive ninety (90) days of City paid medical benefits
within the twelve (12) month period prior to being eligible for this benefit pur-
suant to the FMLA/CFRA, and is then eligible to receive the benefit pursuant
to the FMLA/CFRA, the employee shall reimburse the City for its previous
contribution.
Section 18: LIFE INSURANCE
The City will provide life insurance for each regular, permanent "Executive
Mangement" and "Management" employee and pay the premiums thereof. The death
benefit of said policy shall be the greater of $100,000 or one hundred percent (1000/0) of
the employee's base annual salary to the nearest multiple of $1 ,000 for full-time
employees, $.75,000 for three-quarter time employees and $50,000 for half-time
employees. The City will also provide $1,000 of dependent life insurance and pay the
premiums thereof.
Section 19: CONSOLIOA TEO OMNIBUS BUOGET RECONCILIATION ACT OF
1985
Employees who are allowed to remain on a City health, dental or other insurance
plan following separation from employment pursuant to the Consolidated Omnibus
Budget Reconciliation Act of 1985 (COBRA), may be charged the maximum rate
permissible by law for such coverage (presently 1020/0 of the premium for an active
employee ).
Resolution No. 07-22
Page 10 of 17
Section 20: HOLIDAYS
The following days shall be holidays for which all eligible full-time regular and
probationary unit employees will receive compensation either in payor paid time off:
July 4
New Year's Day
President's Day
Memorial Day
Independence Day
January 1
Third Monday in February
Last Monday in May
First Monday in September
November 11
Labor Day
Veterans Day
Thanksgiving Day
Day following Thanksgiving Day
December 24
Thanksgiving Day
Day after Thanksgiving Day
Christmas Eve
December 25
Christmas Day
December 31
New Year's Eve
When a holiday occurs on a Sunday, the following Monday will be observed
instead. When a holiday occurs on a Saturday, the preceding Friday will be observed
instead. When a holiday falls on a Friday that is not a workday the holiday will be
observed on the following Monday. A holiday is equivalent in value to nine (9) hours.
If an employee's scheduled day off falls on the day of the holiday, he/she shall ac-
crue the holiday hours to his/her General Leave bank.
In order to be eligible to receive holiday pay, an employee must have worked,
or be deemed to have worked because of a lawful absence, the employee's regularly
scheduled day before and the regularly scheduled day after the holiday.
Should one of the holidays listed above fall during an employee's General
Leave period while an employee is lawfully absent with pay, the employee shall
receive holiday pay and no charge shall be made against the employee's accumu-
lated General Leave.
Designated regular part-time unit employees shall be eligible for holidays on
a pro-rata share based upon position allocation (Le. a half-time employee shall
receive a 500/0 allocation; a three-quarter time employee shall receive a 750/0 alloca-
tion ).
Resolution No. 07-22
Page 11 of 17
Section 21 : SEPARATION FROM EMPLOYMENT
An employee who separates from employment by resignation, layoff or otherwise,
shall be paid the balance of his/her accumulated General Leave at the salary rate in
effect on the date of separation. In the case of the employee's death, the balance shall
be paid to the employee's designee or, if none, to the employee's estate.
Section 22: JURY DUTY
When an employee is duly summoned to jury duty, he/she shall receive his/her
regular pay for any regularly scheduled working hours spent in actual performance of
such service.
Employees who have the option to request call-in juror status shall exercise that
option.
Section 23: WORKERS' COMPENSATION PROGRAM
The City's rules governing Workers' Compensation shall apply to "Executive
Management" and "Management" employees.
Section 24: PAYROLL SYSTEM
The City shall utilize a biweekly pay system. Pay periods shall begin at noon
every other Friday, and end at 11 :59 a.m. on the second Friday thereafter (Le., 14
calendar days later). Paydays shall occur on the Friday following the conclusion of
each pay period. The one exception to this is when that Friday is a City holiday, the
payday shall fall on the preceding business day.
Section 25: ALTERNATE WORK SCHEDULES
Unit employees are eligible for participation in the City's Alternate Work Schedule
program. Such work schedules are subject to the needs of the City and the employee's
department.
The City Manager has the authority to implement rules/polices and procedures
for Alternative Work Schedules for "Executive Management" and "Management"
employees.
Section 26: RETIREE HEALTH INSURANCE
The City will reimburse eligible unit employees up to a maximum of $350 per
month for the payment of CalPERS retiree medical insurance premiums for the employee
and his/her spouse (reimbursement for a spouse is made only if the employee is also
enrolled). Employees are eligible for this benefit provided they have been continuously
employed by the City for five (5) full years, retire, and enroll in health insurance
immediately after the conclusion of their service with the City. Alternatively, employees
Resolution No. 07-22
Page 12 of 17
are eligible for this benefit if they have been continuously employed by the City for five (5)
full years, have reached age 50, elect to defer their CalPERS retirement, and do not
become employed by another California public agency prior to their retirement.
Such contribution is in addition to the City contribution required to be made for
eligible retirees under the PEMHCA program and subject to the same conditions
applicable to the CalPERS City contribution.
Reimbursement shall not be made until an employee appears on the City's
PERS insurance billing.
Section 27: BEREAVEMENT LEAVE
Unit employees are allowed up to three (3) days with pay for the purpose of Be-
reavement Leave in the event of a death in the "Immediate Family". "Immediate
Family" shall be defined as including spouse, registered domestic partner, mother,
stepmother, father, stepfather, brother, sister, child, stepchild, grandparent, and
grandchild of the employee or the employee's spouse/registered domestic partner.
Designated regular part-time employees shall be eligible for bereavement leave on a
pro-rata share based upon position allocation (Le. a ~ time employee shall receive a
500/0 allocation; a % time employee shall receive a 75% allocation).
Section 28: L TD LEAVE OF ABSENCE
An employee receiving L TD benefits under the City's program may be granted a
leave of absence without pay for the duration of his/her disability subject to a maximum
period of six (6) months.
Section 29: FAMILY LEAVE
Consistent with requirements of the State and Federal Family Medical Leave
Act(s), eligible unit employees shall have the right to up to twelve (12) weeks of unpaid
leave for purposes of attending to personal or family illnesses. During the leave,
eligible employees will continue to receive City contributions toward medical benefits.
For all other purposes, State and Federal Family Medical ~eave shall be treated the
same as other unpaid leaves of absence.
Section 30: OTHER LEAVES
The needs of the employee will be considered in the granting of leaves of ab-
sence. Employees may request a leave of absence without pay to serve as a volunteer
for a certified relief organization.
Resolution No. 07-22
Page 13 of 17
Section 31: lAYOFF POLICY, ASSISTANCE TO lAYOFFEES, AND
SEVERANCE PAY
Unit employees shall be governed by the same Reductions-in-force or layoffs
procedures and/or policies as established for general employees.
Section 32: BiliNGUAL PAY
Employees who successfully pass the City's examination for conversational skill,
in a language other than English (which the Human Resources Director has approved
as being needed for City business) are eligible to receive $100 per month (paid
biweekly at $46.15 per pay period) as a bilingual pay incentive. Individuals are eligible
to receive bilingual pay at the beginning of the first pay period after Human Resources
receives the employee's test score demonstrating conversational proficiency. The
employee must, on a frequent and recurring basis, speak and/or translate by read-
ing/writing one or more languages other than English in the performance of his/her
public contact duties with the City. The City Manager, or his/her designee, may limit the
number of eligible employees based on the needs of the City.
Section 33: EDUCATIONAL/POST INCENTIVE PAY
Employees in the classification of Police Captain who have obtained a Masters'
degree and a Management POST Certificate are eligible to receive Educational
Incentive Pay equivalent to $500 per month ($230.76 per pay period).
Incumbents occupying the classification of Police Captain prior to February 7,
2005 are eligible for Educational Incentive Pay if they have obtained a Management
POST certificate or have obtained a Masters' degree.
Such employees are eligible to receive Educational/Post Incentive Pay at the
beginning of the first pay 'period after Human Resources receives and certifies the
employee has met all of the eligibility requirements.
Section 34: OTHER BENEFITS
Amendments pertaining to non-management, non-sworn employees made to the
City Rules and Regulations, fringe benefits or other employment conditions shall also
apply to "Executive Management" and "Management" employees.
Resolution No. 07-22
Page 14 of 17
Passed and adopted at a regular meeting of the Tustin City Council held on the 6th day
of March, 2007.
LOU BONE
Mayor
PAMELA STOKER
City Clerk
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) SS
CITY OF TUSTI N )
I, Pamela Stoker, City Clerk and ex-officio Clerk of the City Council of the City of Tustin,
California, do hereby certify that the whole number of the members of the City Council of
the City of Tustin is five; that the above and foregoing Resolution No. 07-22 was duly
passed and adopted at a regular meeting of the Tustin City Council, held on the 6th day
of March, 2007, by the following vote:
COUNCILMEMBER AYES:
COUNCILMEMBER NOES:
COUNCILMEMBER ABSTAINED:
COUNCILMEMBER ABSENT:
PAMELA STOKER
City Clerk
Resolution No. 07-22
Page 15 of 17
APPENDIX A
Executive Management and Management Monthly Salary Schedule
Effective December 25, 2006
EXECUTIVE MANAGEMENT
Classification Range A B C D E
Assistant City Manager 1027 11402 11986 12600 13245 13924
Director of Community Development 965 9767 10267 10793 11346 11927
Director of Finance 964 9743 10242 10766 11317 11897
Director of Human Resources 926 8861 9314 9791 10293 10820
Director of Parks & Recreation 938 9130 9598 10089 10606 11149
Director of Public Works 993 10474 11011 11575 12167 12790
Police Chief 1027 11402 11986 12600 13245 13924
MANAGEMENT
Classification Range A B C D E
Administrative Services Manager 795 6389 6716 7060 7421 7801
Assistant Director of Community Development 892 8139 8556 8994 9455 9939
Assistant Director of Finance 791 6325 6649 6990 7347 7724
Assistant Director of Public Works 911 8535 8972 9431 9914 10422
Building Inspection Supervisor 749 5695 5987 6294 6616 6955
Building Official 884 7979 8387 8817 9268 9743
Chief Deputy City Clerk 812 6666 7007 7366 7743 8139
Communications Manager 812 6666 7007 7366 7743 8139
Engineering Services Manager 894 8180 8599 9039 9502 9989
Field Services Manager 835 7060 7421 7801 8201 8621
Maintenance Supervisor 695 4977 5232 5500 5781 6077
Plan Check Supervisor 749 5695 5987 6294 6616 6955
Police Captain 953 9479 9964 10474 11011 11575
Police Support Services Administrator 835 7060 7421 7801 8201 8621
Police Support Services Manager 769 5987 6294 6616 6955 7311
Principal Engineer 848 7293 7666 8059 8471 8905
Principal Human Resources Analyst 818 6766 7113 7477 7860 8262
Principal Planner 839 7131 7496 7880 8283 8707
Recreation Superintendent 798 6437 6766 7113 7477 7860
Recreation Supervisor 691 4927 5180 5445 5724 6017
Redevelopment Program Manager 862 7552 7939 8345 8773 9222
Senior Human Resources Analyst 758 5825 6123 6437 6766 7113
Senior Information Technology Specialist 734 5486 5767 6062 6373 6699
Senior Planner 817 6749 7095 7458 7840 8242
Senior Project Manager 855 7421 7801 8201 8621 9062
Senior Public Works Inspector 723 5337 5611 5898 6200 6517
Senior Redevelopment Project Manager 855 7421 7801 8201 8621 9062
Transportation & Development Services Manager 894 8180 8599 9039 9502 9989
Water Maintenance & Construction Supervisor 733 5472 5753 6047 6357 6682
Water Services Manager 911 8535 8972 9431 9914 10422
Water Treatment Supervisor 786 6247 6567 6903 7256 7628
Resolution No. 07-22
Page 16 of 17
APPENDIX B
Executive Management and Management Monthly Salary Schedule
Effective June 25, 2007
MANAGEMENT
Classification Range A B C D E
Assistant Director of Finance 803 6517 6851 7202 7571 7959
Senior Information Technology Specialist 766 5942 6247 6567 6903 7256
Field Services Manager 853 7384 7762 8160 8578 9017
Police Support Services Administrator 845 7238 7609 7998 8408 8839
Police Support Services Manager 779 6138 6453 6783 7131 7496
Resolution No. 07-22
Page 17 of 17