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HomeMy WebLinkAboutReso - CC - 104-2014RESOLUTION NO. 104-2014 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BURLINGAME AUTHORIZING THE CITY MANAGER TO MODIFY THE COMPENSATION AND BENEFIT PLAN FOR DEPARTMENT HEAD AND UNREPRESENTED CLASSIFICATIONS WHEREAS, the Department Head and Unrepresented Compensation and Benefit Plan has not been updated since 2012; and WHEREAS, in the past, the City has tried to maintain equity among the miscellaneous employee groups, most of whom are scheduled to receive a 3% salary adjustment effective January 1, 2015; and WHEREAS, a comparable salary adjustment was discussed with the City Council during a study session on August 18, 2014; and WHEREAS, the revised Plan increases the unrepresented employee contribution to PERS by .25% to match what other miscellaneous units are contributing; and WHEREAS, the Professional Development Program, which provides Department Head Classifications with an allowance of up to $2,500 per fiscal year for professional association memberships, unbudgeted conference participation, health programs, job related computer equipment, and unreimbursed healthcare costs, was suspended during the December 1, 2011 through December 31, 2014 agreement; and WHEREAS, the Plan restores this program for Department Heads given that the suspension was intended to be lifted at the end of the term; and WHEREAS, the existing Department Head Compensation Plan does not address POST certification, safety retirement tiers, such as the 3%@50 tier, and sick leave cash out for the Police Chief: and WHEREAS, in order to ensure there is no financial disincentive for Police Captains to promote to the Chief level when an opening occurs, staff recommends the Police Chief be eligible for an education incentive upon obtaining the POST Executive Certificate and be eligible for the same sick leave cash out benefit granted to the Police Administrators in their Memorandum of Understanding. NOW THEREFORE BE IT RESOLVED that the City Manager is authorized to modify the Compensation and Benefit Plan for Department Head and Unrepresented classifications to: 1. Increase Department Head salaries by 3% 2. Increase the unrepresented employee contribution to PERS by .25% 3. Restore the Professional Development Program 4. Provide an education incentive and sick leave cash out to the Police Chief, and 5. Modify outdated and unclear language. -/�A Michael Br rigg, I, Mary Ellen Kearney, City Clerk of the City of Burlingame, do hereby certify that the f�regoin resolution was introduced and adopted at a regular meeting of the City Council held on the 1 day of December, 2014 by the following vote: AYES: COUNCILMEMBERS: BROWNRIGG KEIGHRAN,ORTIZ,ROOT NOES: COUNCILMEMBERS: NONE ABSENT: COUNCILMEMBERS: NAGEr. (L Mary Ellen Kearn y, City Cle k Page 2 of 2 COMPENSATION & BENEFIT PLAN FOR THE CITY OF BURLINGAME DEPARTMENT HEAD & UNREPRESENTED CLASSIFICATIONS January 1, 2015 This Compensation and Benefit Plan covers the City of Burlingame (City) Department Head and Unrepresented Group (DHIUR). The parties have entered into this agreement after meeting and conferring in good faith and agree to the following terms: 1. RECOGNITION 1.1 Positions Covered The positions covered by this agreement include all department head and unrepresented classifications that work under the direction and at the will of the City Manager or are considered 'confidential' classifications based on the nature of their work. The classifications that are covered by this compensation and benefit plan are as follows: Department Head Classifications: City Clerk City Librarian Community Development Director Finance Director Human Resources Director Parks & Recreation Director Police Chief Public Works Director Unrepresented Classifications: Executive Assistant Human Resources Assistant Human Resources Analyst II The City Manager and City Attorney are not included as part of this agreement, but they receive the same benefits plan as the City of Burlingame Department Head and Unrepresented Group (DH/UR) unless specifically noted in their employment agreements. 2. SALARY 2.1 Salary Adiustments In order to maintain consistency with the other miscellaneous employee units: Unrepresented employees will receive a general increase equal to what BAMM receives: ■ 3% increase effective January 1, 2015 Department Heads will receive the following increase: ■ 3% increase effective January 1, 2015 2.2 Deferred Compensation The City will maintain a matching contribution to deferred compensation of $45 per pay period. Deferred compensation is part of the total salary and will be included as such for future salary market analysis. 3. BENEFITS 3.1.1 Health Plans Contributions for medical will be based on enrollment levels and will be as follows: No Plan — Employees who demonstrate they have medical insurance through another source will receive $350 per month in lieu of medical benefits. The $350 per month allowance may be put into a deferred compensation plan or taken in cash. Cash payout is subject to normal taxation. 3.1.2 Effective January 1, 2015 for Department Head and Unrepresented Classifications The City shall contribute the below -listed amount per month toward each employee's Section 125 Plan benefit allowance components. All contributions listed below include the PERS required Minimum Employer Contribution (MEC). • Employee Only: 92.5% of the selected medical plan premium up to a maximum of 92.5% of the Blue Shield HMO rate for Employee only • Employee plus one: 92.5% of the selected medical plan premium up to a maximum of 92.5% of the Blue Shield HMO rate for Employee plus one • Employee plus two or more: 92.5% of the selected medical plan premium up to a maximum of 92.5% of the Blue Shield HMO rate for family coverage An employee that enrolls in a medical plan that has a higher premium than the City's contribution as stated above will pay the difference via pre-tax payroll deductions. 3.2 Retiree Medical 3.2.1 Retiree Medical for Employees Hired Prior to 03/31/08 who Retire prior to 08/01/12 Employees hired prior to March 31, 2008 who retire prior to January 1, 2012 with a minimum of five (5) years of service with the City will receive a retiree medical benefit equivalent to the amount necessary for actual enrollment in single, two-party, or family coverage, up to a maximum dollar amount of the Kaiser family premium rate. 3.2.2 Retiree Medical for Employees Hired Prior to 03/31/08 who Retire on or after 08/01/12 Employees hired prior to March 31, 2008 who retire on or after January 1, 2012 with a minimum of five (5) years of service with the City will receive the following medical benefits upon retirement from the City: • For eligible retirees who are under the age of 65, the City contribution will be equivalent to the premium for the Blue Shield Access HMO Bay Area Region premium for Single coverage, and Kaiser Bay Area Region premium for Two -Party or Family coverage, as applicable. • For eligible retirees who are 65 years of age or older and enrolled in Medicare, the City contribution will be equivalent to the Medicare premium for the average of Kaiser, Blue Shield HMO and PERS Choice for the Bay Area Region Single, Two -Parry, or Family coverage as applicable. 3.2.3 Retiree Medical for Employees Hired Between March 31, 2008 and October 31, 2011 Employees hired between March 31, 2008 and October 31, 2011 who retire with a minimum of five (5) years of service with the City will receive a retiree medical benefit based upon years of service as follows: Years of City Service Monthly Contribution 0 to the end of 9' year of Minimum monthly amount as governed by the Ca1PERS Health service System. 10 years to the end of the 100% of the lowest medical premium provided through 14" year of service Ca1PERS approved medical providers for employee only. 15 years to the end of the 75% of the lowest medical premium provided through CalPERS 191" year of service approved medical providers for em to ee +1 dependent. 20 years of service or 100% of the lowest medical premium provided through more CaIPERS approved medical providers for employee +1 dependent. 3.2.4 Retiree Medical for Employees Hired On or After November 1, 2011 Employees hired on or after November 1, 2011 will receive the following contributions to a Retirement Health Savings Account, based on years of service with the City. Years of Service Monthly Contribution 0- to the end of the 5th year of 0.0% service 6 years of service to the end of 2.0% of base pay the 191 year of service 20 years of service or more 2.5% of base pay 3.3 Dental and Vision Plans Dental Plan Employees will receive up to $1700 of reimbursable dental expenses per calendar year. In addition, all enrolled eligible dependents will receive a maximum combined benefit of $1800 of reimbursable dental expenses per calendar year.. Vision Plan Employees and eligible dependents receive reimbursement for vision care expenses through the City's vision care reimbursement program. An employee shall be limited to one (1) eye examination per calendar year and one (1) pair of glasses or contact lenses per calendar year. Disposable contacts shall be limited to a 12 -month supply. The maximum reimbursement for frames is $160; the maximum for lenses or contacts is $275. The plan does not cover replacement or prepaid insurance charges for loss or breakage of glasses or contact lenses. A dependent receives the same coverage, except the reimbursement limit on frames and glasses (or contacts) is 50% of the original, allowable cost. For further details refer to the Vision Reimbursement Plan on the Intranet. In the event the BAMM and/or the American Federation of State, County and Municipal Employees (AFSCME) units receive higher benefit levels than those offered to the members covered by this compensation and benefit plan, the members can request that the compensation and benefit plan be reopened relative to dental and vision benefits. 3.4 Lone Term Disability (LTD) The City agrees to provide Long -Term Disability (LTD) coverage to department heads and unrepresented classifications. Such coverage will be 60% of covered earnings with a maximum monthly benefit of $8,000. If the Police Chief elects to obtain LTD coverage through his or her respective professional organizations, the City agrees to pay the premium of such LTD coverage. 3.5 Life Insurance The City agrees to provide a term life -insurance policy in an amount equal to annual salary for the Department Head group, and $100,000 for the Unrepresented group. !!•:7el1Y1:71tu el�`Yy 4.1 Retirement Formula • Effective 05/26/97, the City amended its contract with Ca1PERS to provide for the 2% @ 55 retirement formula for miscellaneous employees. Effective 03/31/2008, the City amended its contract with CaIPERS to provide for the 2.5% at 55 retirement formula for all miscellaneous employees. Miscellaneous employees hired after January 1st, 2013, who are not considered "classic employees," shall receive the 2% @ 62 retirement benefit. • The Police Chief shall receive the 3% @ 50 retirement benefit afforded to other sworn Police personnel. A Police Chief who is not considered a "classic employee" shall receive the 2.7% @ 57 retirement benefit. 4.1.1 Retirement Contribution • Effective the first pay period in March 2012, employees will contribute 1.25% of the employer's contribution to PERS retirement via payroll deduction on a pre-tax basis. The City shall "pick-up" the employer contribution amount that is being paid by the employees through a payroll reduction under IRS Code Section 414(h)(2). Effective the first pay period in January 2014, Department Head employees will contribute an additional 0.25%, for a total of 1.50% of the employer's contribution to PERS retirement via payroll deduction on a pre-tax basis. The City shall "pick-up" the employer contribution amount that is being paid by the employees through a payroll reduction under IRS Code Section 414(h)(2). • Unrepresented employees will pay an additional 0.25% of the employer's contribution to PERS for a total contribution towards the employer's contribution of 1.5%. 4.2 One -Year Final Compensation • Effective 01/01/02, the City amended its contract with CaIPERS to provide for the One -Year Final Compensation Benefit (GC Section 20042). Miscellaneous employees hired after January 1St, 2013, who are not "classic employees," are subject to the average of the last three years of final compensation for retirement calculations. 4.3 Sick Leave for Service Credit • Effective 01/01/02, the City amended its contract with CaIPERS to provide for the service credit for accrued sick leave at time of retirement (GC Section 20965). 4.4 Military Buy Back for Creditable Service • Effective 01/01/02, the City amended its contract with CalPERS to provide for Military Service Credit (GC 21024). 4.5 Pre -Retirement Optional Settlement 2 Death Benefit • Effective 04/30/07, the City amended its contract with Ca1PERS to provide the Pre - Retirement Optional Settlement 2 Death Benefit (GC 21548). This contract option provides for the surviving spouse of a retirement -eligible active employee to receive the highest possible retirement benefit as though the employee had retired the day before death and selected such option. 5. VACATION 5.1 Vacation Accrual Vacation Accrual rates will change on an employee's anniversary date as follows: Note: The maximum vacation accrual for the Police Chief is 448 hours. 5.2 Vacation Accrual Maximum An employee shall not be allowed to have an accumulation of more than two (2) years' credit at any time. Biweekly Additive Maximum Length of Service Accrual Rate Amount Accrual 0-4 years 3.07 160 5 4.62 +40 240 11 4.93 +8 256 12 5.24 +8 272 13 5.54 +8 288 14 5.85 +8 304 15 6.16 +8 320 16 6.47 +8 336 17 6.78 +8 352 18 7.09 +8 368 25 7.39 +8 384 Note: The maximum vacation accrual for the Police Chief is 448 hours. 5.2 Vacation Accrual Maximum An employee shall not be allowed to have an accumulation of more than two (2) years' credit at any time. 6. SICK LEAVE 6.1 Sick Leave Accrual Employees will accrue 3.69 hours of sick leave per pay period. 6.2 Sick Leave Conversion Upon retirement, employees will have all sick leave hours converted to Ca1PERS credible service per GC Section 20965, with the exception of the Police Chief, who will receive the same sick leave conversion benefit as granted to the Police Administrators. The Police Administrators can elect to have all sick leave hours converted to Ca1PERS credible service, or they can elect to be compensated for up to 600 hours of accumulated sick leave. Any remaining sick leave hours can then be converted to Ca1PERS credible service. 6.3 Maximum Accrual The maximum sick leave accrual is 2,000 hours, except that the maximum accrual for the Police Chief is 2,080 hours. ADMINISTRATIVE LEAVE 7.1. Department Head Classifications Effective July 1 of each year, all Department Head classifications shall be granted 80 hours of administrative leave per year. The amount granted shall be prorated based upon the date of hire. A maximum of 80 hours of administrative leave can be paid out in a fiscal year. The payout can occur in the first pay period of December and/or the last pay period of June. An employee shall not be allowed to have an accumulation of more than two (2) times the annual accrual. Any remaining administrative leave will be paid out upon separation of service with the City of Burlingame. 7.2. Unrepresented Classifications • Effective July 1 of each year, the Human Resources Analyst II shall be granted 60 hours of administrative leave per year. • Other unrepresented classifications covered by the compensation and benefit plan are considered FLSA non-exempt positions and are not eligible for administrative leave. A maximum one-year allotment of administrative leave can be paid out in a fiscal year. The payout can occur in the first pay period of December and/or the last pay period of June. An employee shall not be allowed to have an accumulation of more than two (2) times the annual accrual. Any remaining administrative leave will be paid out upon separation of service with the City of Burlingame. 8. PROFESSIONAL DEVELOPMENT & ALLOWANCES 8.1. Professional Development Department Head Classifications are eligible to receive up to $2,500 per fiscal year for professional development and unreimbursed healthcare costs. This includes reimbursement for 7 such things as: civic and professional association memberships, unbudgeted conference participation — including travel expenses, health programs, and job-related computer equipment. 8.2 Auto Allowance Department Head and Unrepresented Classifications are eligible to receive auto allowance as enumerated below. Department Heads can elect to waive their monthly auto allowance and defer an equivalent amount into their Section 457 — Deferred Compensation Account. Such elections can be changed annually with an effective date of January 1. Classification Monthly Amount Finance Director $200 City Clerk $200 Community Development Director $200 Human Resources Director $200 City Librarian $200 Parks & Recreation Director $350 Public Works Director $350 8.3. Uniform Allowance The Police Chief will receive an annual uniform allowance the same as granted to the Association of Police Administrators. 8.4 POST Certificate Pay The Police Chief shall be eligible to receive $950/month upon obtaining the POST Executive Certificate. 9. TERM This agreement shall be effective on January 1 ", 2015 and will remain in effect through December 31" , 2015. The City agrees not to alter, amend, or reduce any existing benefit included in this document without meeting and conferring regarding such change. For the City: For the DH/UR: 0