HomeMy WebLinkAboutReso - CC - 101-2015RESOLUTION NO. 101-2015
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
BURLINGAME APPROVING CHANGES TO THE PART-TIME SALARY
AND BENEFIT RESOLUTION AND AUTHORIZING THE CITY
MANAGER TO EXECUTE THE PART-TIME SALARY AND BENEFIT
PLAN
WHEREAS, the City Council adopted a resolution authorizing a Part-time Salary
and Benefit Resolution in June 2015; and
WHEREAS, this resolution established the processes for providing State -
mandated benefits, for defining part-time job classifications, and for providing structure
to the salary and benefit compensation plan for part-time employees; and
WHEREAS, part-time employees serve a vital role in providing City services and
many of the part-time employees have worked for the City for over 10 years and have
not received any pro -rated benefits and;
WHEREAS, unrepresented part-time employees received a 2% increase in 2008
and a 2% increase in 2012, and staff met with the City Council in a study session in
October 2015 to discuss salary and benefit changes for the unrepresented part-time
employees covered by this resolution; and
WHEREAS, in recognition of the fact that part-time salaries historically have not
been increased in a manner that would match increases for the City's represented
employees or the market, the Council authorized a 4% increase effective January 1,
2016, a 3% increase effective January 1, 2017, and a 3% increase effective January 1,
2018 and prorated vacation of up to 16 hours per year for those employees who meet
the eligibility requirements for qualifying for the Healthy Workplace/Healthy Families Act
of 2014; and
WHEREAS, certain positions must be adjusted by more than 4% to meet the
January 2016 minimum wage requirement, and those adjustments are included in the
attached Salary Schedule; and
WHEREAS, Council directed staff to tie salary increases starting in January 2018
to AFSCME 829 and 2190 wage increases; and
WHEREAS, City Council authorization is required to approve the salary and
benefit increases for the unrepresented part-time positions.
NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of Burlingame
does hereby approve changes to the Part-time Salary and Benefit Resolution and
authorize the City Manager to execute the Part-time Salary and Benefit Plan and
increase the salary ranges as attached to the report effective the first pay period
following January 1, 2016.
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I, MEAGHAN HASSEL-SHEARER, City Clerk of-he City of Burlingame, do
hereby certify that the foregoing resolution was introduced at a regular meeting of the
City Council held on the 7th day of December 2015, and was adopted thereafter by the
following vote:
AYES: COUNCIL MEMBERS: BROWNRIGG,
NOES: COUNCIL MEMBERS: NONE
ABSENT: COUNCIL MEMBERS: NONE
City of Burlingame
Part -Time Employee Salary & Benefit Resolution
Purpose of Resolution
This resolution sets forth the procedures for conforming with the Healthy
Workplaces/Healthy Families Act of 2014 and the Affordable Health Care Act, both of
which went into effect July 01, 2015. In addition, this resolution clarifies definitions and
categories of part-time employment and related applicable benefit structure.
L. CATEGORIES:
The City has four categories of Part-time employees: Regular Part -Time, Casual Part -Time,
Casual Part -Time CalPERS Membership Eligible and Casual Part -Time Medical Plan Eligible.
Regular Part -Time Employees: are defined as those employees who are represented by a
collective bargaining agreement and work 30 hours or more a week and covered by the
provisions/benefits of their respective Memorandum of Understandings.
Casual Part -Time Employees: are defined as those employees who work on a per diem,
seasonal or temporary basis, and do not work the sufficient hours to meet the mandated
CalPERS benefits criteria. They are further defined as employees working "at will" and not
part of a collective bargaining unit nor on a full-time basis. An "at will" employee is
defined as an employee who is not in the competitive service, works at the will of the City
and may be dismissed at any time with or without cause. Casual employees receive paid
sick leave as described in Section 4(B), but are not eligible for benefits under any other
portion of Section 4.
Casual Part -Time CaIPERS Membership Eligible Employees: are defined as employees who
qualify for CalPERS membership defined by the Public Employees' Retirement Law (PERL)
and participate in the City's CAPERS defined benefit retirement plan. These are employees
who are enrolled in the CAPERS retirement system at the time of hire with the City of
Burlingame. Eligibility is defined in Section 4(C). They are further defined as employees
working less than 30 hours a week, "at will" and not part of a collective bargaining unit nor
on a full-time basis.
Casual Part -Time Medical Plan Eligible Employees: are defined as employees who qualify
for medical plan enrollment as defined by the PERL or the Affordable Care Act (ACA).
Eligibility is defined in Section 4(A). They are further defined as employees working less
than 30 hours a week, "at will" and not part of a collective bargaining unit nor on a full-
time basis.
2. SALARY AND CLASSIFICATION
A. Starting Salary
New Part -Time employees are normally hired at Step A of the salary range unless
they are exceptionally qualified and a higher starting salary is recommended and
approved by the Department Head.
B. Salary Step and Merit Increases
A step increase is based upon a review and evaluation of the employee's job
performance after a specified period of time has elapsed. Employees must
receive at least a satisfactory rating, as indicated on their most recent
Performance Evaluation Form, in order to be considered for a step increase.
Part-time employees who regularly work 25 hours or more per week are to be
given a performance evaluation six months after the date of hire and
annually thereafter.
Seasonal Part-time employees are evaluated at the end of each seasonal
appointment prior to the last day of the assignment. Additional evaluations may
be conducted at the supervisor's discretion.
Supervisors who work with all other Casual employees are encouraged to
evaluate performance informally on an as -needed basis.
Each Department is responsible for tracking part-time hours to meet the salary
increase and evaluation timelines described above.
Seasonal employees must receive an evaluation rating of "above average' or
higher during the last seasonal appointment to receive a step increase upon
re-employment to the same seasonal classification. When seasonal part- time
employees are re -hired to fill a seasonal position in a classification previously
held, step increases are not automatic.
Upon written justification and departmental and Human Resources Department
approval, an individual who demonstrates EXCEPTIONAL leadership ability and
job performance may be given a merit raise before meeting time requirements,
if he/she displays outstanding job performance.
Merit increases are determined by the Supervisor based on the above criteria
and are dependent upon continued improvement and efficient and effective
service.
All changes in compensation will become effective on the first payroll following
the effective date of the compensation change.
3. OVERTIME PAY
Part -Time employees are eligible for overtime pay at time and one-half their regular
rate of pay when required to work more than a standard 40 -hour week. All
overtime work must be pre -approved by a supervisor or the Department Head. A
Part -Time employee's workweek shall begin at 12:01 am Sunday and end at 11:59 pm
the following Saturday, unless otherwise designated by the Department Head.
4. MEDICAL AND RETIREMENT ELIGIBILITY
A. Medical Plan Eligibility and Benefits
1. CalPERS medical plan eligibility: on the tenure and time base of an
employee's qualifying appointment (single classification). The employee's
classification or title is not used to determine eligibility. Only employees with
appointments that are more than six months (tenure) and half time or
greater (time base) are eligible to enroll.
2. Affordable Care Act (ACA) Eligibility: Employees who have worked an average
of 130 hours per month during their measurement period are eligible for an
offer of medical insurance coverage.
3. The City will contribute on behalf of part-time employees who participate in
City -sponsored medical insurance an employer contribution towards that
benefit in an amount equal to the minimum contribution required under the
Public Employees' Medical and Hospital Care Act (PEMHCA).
B. California Paid Sick Leave (pursuant to AB 1522)
All Part-time employees (*except retired annuitants) are covered by this
Resolution and are eligible to accrue and use paid sick leave as described below.
*PerAB 304, Chapter 37, retired annuitants are not eligible for sick leave under the AB1522
provision.
1. ACCRUAL— Effective July 1, 2015, an employee who works 30 or more
days within a year from the beginning of employment may accrue paid sick leave
at a rate of one (1) hour for every thirty (30) hours worked. The sick leave bank
will roll over from year to year but cannot exceed the maximum accrual cap of
48 hours.
2. USE — On the 90`h day of employment and after, an employee may begin
using accrued sick leave. The maximum use of paid sick leave is 24 hours in a
one-year period. The employee shall request the use of sick leave and provide
reasonable advanced notice when the sick leave is foreseeable or as soon as
practicable when the leave is unforeseeable. The sick leave may be used as
follows:
i. For the employee or family member for the diagnosis, care or
treatment of an existing health condition or preventive care;
ii. For an employee who is the victim of domestic violence, sexual
assault or stalking.
3. NO CASH OUT— unused but accrued sick leave will not be cashed out at
any time, and has no cash out value upon the end of the employment
relationship. However, former employees who are rehired within one year
regain their previously accrued and unused sick leave bank.
C. CaIPERS Retirement Eligibility and Benefits
The benefits provided in this section 4C are available to those employees who
qualify as Part -Time CalPERS Eligible Employees as Defined in Section 1 above.
Part -Time CaIPERS Eligible employees as defined in Government Code § 20305,
including:
1) Employees who are already members of CalPERS
2) Employees whose appointment fixes a term of full-time, continuous service in
excess of six months or the position requires regular service for at least an
average of 20 hours per week for one year or longer, or requires service that is
equivalent to at least an average of 20 hours per week for one year or longer.
3) An employee who meets one of the following conditions as monitored:
No length of appointment is specified, but full-time employment
continues longer than six months.
ii. Person works more than 125 days or more in a fiscal year if paid on a "per
diem" basis,
iii. Person works 1,000 hours or more in a fiscal year if paid on other than a
per diem basis. Any overtime hours worked are counted as qualifying
time.
Employees hired on or before December 31, 2012 and have not had a break in
CalPERS service of six months or more are consider "classic" members, and
therefore are eligible for the 2.5% @ 55 retirement benefit formula.
Miscellaneous employees hired after January 1, 2013, fall under the 2013 Public
Employees Pension Reform Act (PEPRA) guidelines. Therefore they are eligible
for the 2% @ 62 retirement benefit with final pension calculated on the
average highest annual compensation over a consecutive 36 -month period.
5. BENEFITS:
Vacation Accrual: Effective January 01, 2016, Unrepresented Part-time employees who
work 30 or more days within a year from the beginning of employment with the City of
Burlingame accrue vacation pay at the rate of one (1) hour for every 52 hours worked.
The maximum annual vacation accrual is 16 hours per year. No employee shall be
allowed to have an accumulation of more than two (2) years' worth of vacation accrual
to his/her credit at any one time. Vacation accrued in excess of the maximum allowed
will be liquidated by monetary payment during the month of December.
6. EMPLOYMENT RECORDS:
On or about January 1 of each year, employment records for part-time employees are
audited. Part-time employees who have not worked during the preceding calendar year
will be automatically separated from service unless a prior exception has been
recommended by the Department.
Proposed Salary Schedule for Casual Part -Time, Seasonal, Per Diem and Temporary Employees
(effective first pay period after January 1, 2016)
Position Title
Step A
Step B
Step C
Step D
Step E Step F
Administrative Support
$29.74
$31.23
$32.79
$34.43
$36.15
Building Maintenance Worker
$25.45
$26.72
$28.06
$29.46
$30.93
Custodian
$20.48
$21.50
$22.58
$23.71
$24.89
Office Assistant
$19.86
$20.85
$21.90
$22.99
$24.14
Police Service Aide
$12.56
$13.19
$13.85
$14.54
$15.27
Parking Enforcement Technician
$22.23
$23.34
$24.51
$25.73
$27.02
Parks & Tree Worker
$25.18
$26.44
$27.76
$29.15
$30.61
Assistant to City Manager
$47.45
$49.82
$52.31
$54.93
$57.68
Deputy/Assistant City Attorney
$35.00
$75.00
Intern
$14.04
$14.74
$15.48
$16.25
$17.07
Intern II
$25.00
$30.00
$35.00
$40.00
$45.00
Automotive Technician
$23.04
$24.19
$25.40
$26.67
$28.01
Facilities Project Manager
$46.91
Laborer
$23.64
$24.82
$26.06
$27.37
$28.73
Sidewalk Program Coordinator
$30.53
$32.06
$33.66
$35.34
$37.11
Management Analst
$39.81
$41.80
$43.89
$46.09
$48.39
Pro am Manager
$47.45
$49.82
$52.31
$54.93
$57.68 $60.56
Engineering Technician II
$29.30
$30.77
$32.30
$33.92
$35.61
Summer Crew
$10.40
$10.92
$11.47
$12.04
$12.64
Summer Crew Supervisor
$13.27
$13.94
$14.63
1 $15.37
$16.13
unior Recreation Leader
$10.40
$10.92
$11.47
Recreation Leader
$12.04
$12.64
$13.27
Park and Recreation Field Monitor
$20.80
$21.84
$22.94
$24.09
$25.29
Senior Recreation Leader
$13.94
$14.63
$15.37
$16.13
$16.94
Building Attendant
$16.66
$17.49
$18.37
$19.29
$20.25
Recreation Specialist
$15.69
$16.47
1 $17.30
$18.16
$19.07
Pre -School Site Coordinator
$18.25
$19.16
$20.12
$21.13
$22.18
Pre -School Music Specialist
$60.00
Program Outreach Specialist
$25.00
$26.25
$27.56
$28.94
$30.39
Preschool Teacher
$17.06
$17.91
$18.81
$19.75
$20.74
Libra Aide
$11.85
$12.44
$13.06
$13.72
$14.40
Library Assistant 11
$22.63
$23.76
$24.95
$26.20
1 $27.51
Library Assistant 1
$20.28
$21.29
$22.36
$23.48
$24.65 $25.88
Librarian II
$29.15
$30.61
$32.14
$33.74
$35.43
Librarian 1
$26.46
$27.78
$29.17
$30.63
$32.16
Per Diem Comm Dispatcher
$16.39
$17.21
$18.07
$18.97
Sust inability Coordinator
$39.15
$41.11
$43.16
$45.32
$47.59