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 Modify outdated and unclear language.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.
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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