HomeMy WebLinkAbout07 MGMT & EXEC SALARY 02-06-06
AGENDA REPORT
MEETING DATE: FEBRUARY 6, 2006
TO: WILLIAM A. HUSTON, CITY MANAGER
FROM: HUMAN RESOURCES DEPARTMENT
SUBJECT: SALARY AND BENEFIT RESOLUTION FOR MANAGEMENT AND EXECUTIVE
MANAGEMENT EMPLOYEES
SUMMARY:
Adoption of the attached Resolution will provide salary and benefit adjustments for
Management and Executive Management employees pursuant to Council direction.
RECOMMENDATION:
Adoption of Resolution 06-19 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 Management and Executive Management units.
FISCAL IMPACT:
Approximately $243,000 over the 2006 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 Manger and six 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 a
fashion equitable to represented bargaining units.
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.
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Management and Executive Management Salary and Benefit Resolution
February 6, 2006
Page 2
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
condition and policies.
Resolution 06-19 provides a COLA adjustment of 5.5% effective December 26,2005. The
resolution also includes equity adjustments of 2.5% for the positions of Assistant City
Manager and Chief of Police, and 1.5% for Police Captain effective July 1, 2006. These
equity adjustments maintain external market competitiveness and internal equity.
Consistent with other units, the Resolution contains an increase in the Flexible Benefits
Plan of $27 per month for Management employees hired after September 4, 2002.
There is no increase to Tier 1 benefits. The Resolution also provides an increase in life
insurance to $100,000 for full time employees. The death benefit of the policy shall be
the greater of $100,000 or one hundred percent (100%) of the employee's base annual
salary to the nearest multiple of $1,000.
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.
Susan Cannan
Interim Director of Human Resources
Attachment: Resolution 06-19
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RESOLUTION NO. 06-19
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 05-22
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 26, 2005 an across the board Cost of Living Adjustment of
5.5% (five and one-half percent) shall be granted to all unit employees (increase applied
to the base salary rates of the classifications in the unit and the salaries of the
incumbents in the classifications).
Effective July 1, 2006, equity adjustments of an additional increase of 2.5% (two
and one-half percent) for the positions of Assistant City Manager and Police Chief, and an
additional increase of 1.5% (one and one-half) percent for the position of Police Captain.
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.
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For all employees covered by this Resolution, the hourly rate of pay shall be the
monthly rate multiplied by 12 divided by 2080 annual hours.
When 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 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, 2006, 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).
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
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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 employee in classifications covered by this Resolution.
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/or "Man-
agement" employee is eligible to receive up to an additional forty (40)
hours of Administrative Leave pursuant to the recommendation of his/her
Department Head or the City Manager with such recommendation based
on the individual's prior years' job performance and his/her commitment of
time dedicated to City business in excess of his/her regular work sched-
ule.
C. An employee whose performance is in need of improvement, pursuant to
a performance evaluation, or a 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 at the rate listed below per year, prorated on a bi-weekly basis for each
bi-weekly pay period in which the employee works, or is utilizing authorized paid leave
time, more than half time.
General Leave Hours Per Year
Maximum Accrual
Periods of Service
0-5 years
6-10 years
Over 10 years
160
208
248
400
520
620
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 appointees' annual General Leave accrual rate if that public
agency experience ended within 6 months of the date of employment with the City of
Tustin.
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Each January, "Executive Management" may be entitled to two additional days of
General Leave for satisfactory performance as determined by the City Manager; other
"Managers" may be entitled to one additional day of general leave as determined by
his/her 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 hours). "Executive Management"
and/or those "Management" employees with six or more years of service may request to
cash out up to one additional week of General Leave accumulation (maximum total
cash out eighty hours).
Accrual and payout of General Leave is limited to a maximum of two and one-
half 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 (i.e. a % time employee shall receive a
50% allocation; a % time employee shall receive a 75% allocation).
Section 9: TEXTBOOK AND TUITION REIMBURSEMENT
A. Unit employees, who have completed his/her initial probationary period,
are eligible for reimbursement for up to $1,000 dollars each calendar year
if the employee is attending a community college or $2,000.00 each cal-
endar year if the employee is attending a four-year college or university. If
an employee attends both a community college, and a four-year college or
university, in a calendar year the maximum reimbursement shall be
$1500.00 per calendar year.
B. Unit employees will be reimbursed upon receipt by the Human Resources
Department 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, textbooks, lab fees,
or required supplies.
C. Department Head and Director of Human Resources approval must be
obtained before enrollment in the course. An approved course is one
designated to directly improve the knowledge of the employee 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 (i.e. a % time employee
shall receive a 50% allocation; a % time employee shall receive a 75% al-
location).
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Section 10: UNIFORMS
The City shall provide the Police Chief and the Police Captain classifications re-
placement uniforms as needed. Additionally, these classifications receive an allowance
of $16.50 per pay period (paid bi-weekly to a maximum $429 per year) for care and
maintenance.
Section 11: RETIREMENT
A. The City shall continue to "pick up" and pay on behalf of each regular full
time non-sworn unit employee the employee's required contribution to the
Public Employees Retirement System (PERS) 2% @ 55 Supplemental or
Modified Formula for Local Miscellaneous Members in the amount equal
to seven percent (7%) of the employee's "compensation earnable".
B. The City shall continue to "pick up" and pay on behalf of each regular full
time sworn unit employee the employee's required contribution to the Pub-
lic Employees Retirement System (PERS) 3% @ 50 Formula for Local
Safety Members in the amount equal to nine percent (9%) of the em-
ployee'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.
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, however,
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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 receive a $250.00
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, in lieu of this al-
lowance, the classifications of City Manager, Police Chief and Police Captain are
provided a City Vehicle.
Section 15: HEALTH INSURANCE/FLEXIBLE BENEFITS PLAN
Effective January 1, 2003, the City established a Flexible Benefits Plan, including
the provision of a Flexible Benefits Contribution, for all regular "Executive Management"
and "Management" employees in the amounts listed below.
Each employee with a payroll deduction for medical, dental and/or other 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.
A. Employees hired into a classification within "Management" on or after Sep-
tember 4, 2002 shall be eligible for participation in the City's Flexible Benefit
Plan and eligible to receive a Flexible Benefits Contribution based on en-
rollment in a PERS medical plan as follows:
Employee Only
$411
Employee + 1
Dependent
$695
Employee + 2 or more
Dependents
$871
Effective January 1, 2003, the Flexible Benefits Contribution for eligible
"Executive Management" and "Management" employees occupying a classi-
fication in this unit on or before September 3, 2002 (provided he/she con-
tinues to occupy a classification in this unit) shall be as follows:
Employee Only
$584
Employee + 1
Dependent
$1168
Employee + 2 or more
Dependents
$1514
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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
(i.e. a % time employee shall receive a 50% allocation; a % time employee
shall receive a 75% 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 PERS (for calendar year 2006 $64.60 is the City pay-
ment toward employee medical insurance). Employees may allocate the
remaining amount among the following City sponsored programs:
1. Medical insurance offered under the
Hospital Care Act Program.
2. Dentallnsurance
3. Additional Life Insurance
4. Vision Insurance
5. Deferred Compensation
6. Section 125 Programs
7. Eligible Catastrophic Care Programs
8. Cash
Public Employees' Medical and
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. The Flexible Benefits Program is governed by Section 125 of the IRC. The
City retains the right to change administrators. Participation in the Program
is voluntary and such costs as may attend participation are to be paid by the
employee.
E. 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 (i.e. a % time employee shall receive a 50% alloca-
tion; a % time employee shall receive a 75% allocation).
F. 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.
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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
Unit employees are eligible to participate in the "Management Wellness
Program". The City will contribute up to $400 toward the cost of a bi-annual health/
wellness assessment. A unit 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.
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
Program" is offered in November/December of odd numbered years.
Section 17: SHORT/LONG-TERM DISABILITY INSURANCE
A. The City shall maintain a short/long term disability program providing eligible
employees a benefit of 60% of base salary pre-disability earnings after a 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 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 utilize 80
consecutive hours of his/her general leave or other available leave during the
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 without pay.
D. After the employees use of 80 leave hours the remainder of.the 30 day elimi-
nation period for the absence shall be paid by the City at the rate of 60% of
the employees base salary pre-disability earnings. This City payment is tax-
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able income. The employee may supplement this City payment with general
leave or other available leave to enable him/her to receive an amount equiva-
lent to no more than 100% of his/her pre-disability earnings.
E. In the event the employee is eligible for FMLA, such leave and any bene-
fits/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. In the event has worked for the City for less than 12 consecutive months and
the employee is not eligible for FMLA, the City's will provide the employee the
same health insurance benefits as provided while working for a period not to
exceed 90 days.
G. Once the employee is on leave without pay, or the first 80 hours of leave has
passed (whichever occurs first), no general or other leave shall accrue to the
employee.
H. The employee may supplement the STD/L TD carrier's payment with general
leave or other available leave to enable him/her to receive an amount equiva-
lent to no more than 100% 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 STD/L TD 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 or other leave is available,
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 60%
salary continuation nor 90 days of continued medical benefits.
K. In no event shall an employee receive 90 days of continued CITY PAID
medical benefits more than once in any rolling 12 month period.
L. Should an employee receive 90 days of City paid medical benefits within the
12 month period prior to being eligible for this benefit pursuant to the
FMLAlCFRA, and is then eligible to receive the benefit pursuant to the
FMLAlCFRA, the employee shall reimburse the City for its' previous contribu-
tion.
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Section 18: LIFE INSURANCE
The City will provide life insurance on each life of each regular, permanent unit
employee of the City and pay the premiums thereof. The death benefit of said policy
shall be the greater of $100,000 or one hundred percent (100%) of the employee's
base annual salary to the nearest multiple of $1,000 for full time employees, $75,000
for % time employees and $50,000 for half time employees. The City also provides
$1,000 of dependent life insurance.
Section 19: CONSOLIDATED OMNIBUS BUDGET 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 102% of the premium for an active
employee).
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.
January 1 New Year's Day
Last Monday in May
July4
President's Day
Memorial Day
Third Monday in February
Independence Day
First Monday in September
Labor Day
November 11
Veteran's Day
Thanksgiving Day
Day following Thanksgiving Day
Thanksgiving Day
Day after Thanksgiving Day
December 24
Christmas Eve Holiday
Christmas Day
December 25
December 31
New Year's Eve Holiday
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
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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 (i.e. a % time employee shall receive
a 50% allocation; a % time employee shall receive a 75% allocation).
Section 21: SEPARATION FROM EMPLOYMENT
Unit employees who separate from employment by resignation, layoff or otherwise,
shall be paid the balance of his/her accumulated General Leave credits 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 rules governing Workers' Compensation shall apply to "Executive Manage-
ment" and "Management" employees.
Section 24: PAYROLL SYSTEM
The City shall utilize the biweekly pay system. Pay periods shall begin at noon
every other Friday, and end at 11 :59 a.m. on the second Friday (i.e., 14 calendar days
later) thereafter. 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.
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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 department/City.
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 $350.00 per
month for the payment of PERS 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 provided they have been continuously employed by the
City of Tustin for five full years, and retire, and enroll in health insurance immediately after
the conclusion of his/her service with the City of Tustin OR if the employee has been
continuously employed by the City of Tustin for five full years, has reached age 50, elects
to defer his/her PERS retirement and does not become employed by another California
public agency prior to his/her retirement.
Such contribution is in addition to the City contribution required to be made for
eligible retirees under the Public Employees' Medical and Hospital Care Act Program
and subject to the same conditions applicable to the PERS 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, mother, father, brother, sister, child, grandparent,
and grandchild of the employee or the employee's spouse. Designated regular part-
time employees shall be eligible for bereavement leave on a pro-rata share based upon
position allocation (i.e. a % time employee shall receive a 50% allocation; a % time
employee shall receive a 75% allocation).
Section 28: LTD 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
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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 Leave 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 and unit employees may request a leave of absence without pay to serve as a
volunteer for a certified relief organization.
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: BI-LINGUAL PAY
Unit Management 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 bi-weekly @ $46.15 per pay period), as a bi-lingual pay incentive.
Individuals are eligible to receive bi-lingual pay at the beginning of the first pay period
after Human Resources receives the employee's test score demonstrating conversa-
tional proficiency. The employee must, on a frequent and recurring basis, speak and/or
translate by reading/writing one or more languages other than English in the perform-
ance of his/her public contact duties with the City. The City Manager, or his/her
designee, may limit the number of employee's eligible based on the needs of the City.
Section 33: EDUCATIONAL/POST INCENTIVE PAY
Police Captains, who have obtained a Masters' degree AND a Management
POST Certificate, are eligible to receive Educational Incentive Pay equivalent to
$500.00 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.
S:\City Council Agenda Itemsl2006\Resolution Mgmt 06.doc Resolution 06-19
Page 13 of 14
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.
Passed and adopted at a regular meeting of the Tustin City Council held on the
6th day of February, 2006.
DOUG DAVERT
Mayor
PAMELA STOKER
City Clerk
STATE OF CALIFORNIA)
COUNTY OF ORANGE) SS
CITY OF TUSTIN )
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. 06-19 was duly
passed and adopted at a regular meeting of the Tustin City Council, held on the 6th day
of February, 2006, by the following vote:
COUNCILMEMBER AYES:
COUNCILMEMBER NOES:
COUNCILMEMBER ABSTAINED:
COUNCILMEMBER ABSENT:
PAMELA STOKER
City Clerk
S:\City Council Agenda Itemsl2006\Resolution Mgmt 06.doc Resolution 06-19
Page 14 of 14
Appendix A
Executive Management and Management
Monthly Salary Ranges
Effective December 26, 2005
EXECUTIVE MANAGEMENT
Classification RangE A B C D E
Assistant City Manager 1001 10686 11233 11808 12413 13048
Dir. Of Parks & Recreation 922 8773 9222 9694 10191 10712
Dir. Of Public Works 977 10064 10579 11121 11691 12289
Dir. Of Com. Development 949 9384 9865 10370 10901 11460
Dir. Of Human Resources 910 8514 8950 9408 9890 10396
Finance Director 948 9361 9840 10344 10874 11431
Police Chief 1001 10686 11233 11808 12413 13048
MANAGEMENT
Classification Range A 8 C D E
Police Captains 931 8972 9431 9914 10422 10956
Admin. Services Manaaer 779 6138 6453 6783 7131 7496
Asst. Dir. Of Com. Dev. 876 7821 8221 8642 9085 9550
Asst. Finance Director 775 6077 6389 6716 7060 7421
Asst. Pub. Works Director 895 8201 8621 9062 9526 10014
Buildina Official 868 7666 8059 8471 8905 9361
Chief Deputy Citv Clerk 796 6405 6733 7077 7440 7821
Engineering Services Mar. 878 7860 8262 8685 9130 9598
Field Services Manaaer 819 6783 7131 7496 7880 8283
Maintenance Supervisor 679 4782 5027 5284 5555 5839
Pol. Sup. Svcs. Administrator 819 6783 7131 7496 7880 8283
Pol. Support Svcs. Manaqer 753 5753 6047 6357 6682 7024
Principal Analyst HR 802 6501 6834 7184 7552 7939
Principal Enqineer 832 7007 7366 7743 8139 8556
Principal Planner 823 6851 7202 7571 7959 8366
Recreation Superintendent 782 6185 6501 6834 7184 7552
Recreation Supervisor 675 4734 4977 5232 5500 5781
Redev. Proqram Manager 846 7256 7628 8018 8429 8861
Sr. Human Res. Analyst 742 5597 5883 6185 6501 6834
Senior Planner 801 6485 6817 7166 7533 7919
Senior Project Manager 839 7131 7496 7880 8283 8707
Sr. Pub. Works Inspector 707 5128 5391 5667 5957 6262
Sr. Info Technology Spec. 718 5271 5541 5825 6123 6437
Transportation & Development Svcs. Mgr. 878 7860 8262 8685 9130 9598
Water Services Manager 895 8201 8621 9062 9526 10014
Water Treatment Supervisor 770 6002 6309 6632 6972 7329
Wtr Maint & Const Super 699 5027 5284 5555 5839 6138
Appendix B
Executive Management and Management
Monthly Salary Ranges
Effective June 26, 2006
Classification Range A B C D E
Police Chief 1011 10956 11517 12107 12727 13378
Police Captains 937 9107 9574 10064 10579 11121
Assistant City Manaaer 1011 10956 11517 12107 12727 13378