Loading...
HomeMy WebLinkAboutReso 54-17 Comp and Benefits Confidential FY 18-20ty of Morro Bay, California 3ompensation of all appointive officers and employees by resolution or ordinance; and N%ompensat*on of officers and employees of the City of Morro Bay ("City") shall be as fixed and determine )y resolutionof - City Council,-• s • in Chapter1 of - Morro Bay Municipe •• and 3ervice with descriptive occupational titles, used to identify and distinguish classifications and/or positions rom one another,based on •• duties,essential functions,• -••- skills, abilities an• minimum equirements; and WHEREAS, the Meyers-Milias-Brown Act ("MMBA") (Government Code sections 3500 et seq.) governs labor relations between local governmentemployers and employees and Section 3507.5 thereof permits a public agency to adopt local rules and regulations providing for the designation of the "confidential" employees of the public agency and restricting such employees from representing any employee organization, which represents other employees of the public agency, on matters within the scope of representation; and WHEREAS, the City's Employer -Employee Relations Resolution, Resolution No. 08-17, represents the City's adoption of local rules and regulations for the administration of employer-employee relations, including but not limited to the designation of "confidential" employees, defined as meaning those employees who are "privy to decisions of City management affecting employer-employee relations;" and WHEREAS, the City has designated such "confidential" employees as more fully identified and listed herein below; and WHEREAS, the "confidential" employees identified and listed herein are "unrepresented," meaning that they are not part of any City Council determined appropriate bargaining unit nor represented by any recognized employee organization as defined by the City's Employer -Employee" Relations Resolution and the MMBA; and WHEREAS, the City Council deems itis in the best interest of the City t0 adjust the compensation of the unrepresented confidential employees, whose titles are listed herein, by a Cost of Living Adjustment (COLA) established by City Council for these employees for FY 2017 through FY 2019; and NOW, THEREFORE, BE IT RESOLVED that the Morro Bay City Council does hereby adopt this Resolution, establishing compensation and benefits for the City of Morro Bay's unrepresented confidential an and rescinding and replacing any prior compensation and benefits resolutions, contracts, agreements or memorandum for such employees, including but not limited to Resolution No. 34-17: 1 Unless otherwise stated, references to Sections will be to the Government Code. • !' ! • •' i 21 The following _through.authorizedconfidential positions 1. Human Resources Analyst 2. Senior Accounting Technician 3. Legal Assistant/Deputy City Clerk ours(unless participating 1. alternative • schedule), and are subject •.. overtime _a .ompensation. C. COMPENSATORY TIME OFF ("CTO"j Confidential employees may take CTO in -lieu of paid overtime. CTO may be accrued up to a maximum of sixty hours. Once the maximum accrual is reached, excess overtime is paid at the time it is incurred until the CTO accrual balance falls below the maximum. CTO must be approved in advance by the employee's Department Director. ADMINISTRATIVE LEAVE Confidential employees receive forty-five hours annually in paid administrative leave in a lump sum accrual at the beg inning of each fiscal year. With each fiscal year end, up to twenty-four hours of unused administrative leave from the prior fiscal year may be carried over to the next fiscal year by written request of the employee. The administrative leave bank may never accrue more than sixty-nine total hours (45 + 24). New confidential employees will be provided apro-rata share of the annual forty -five-hour administrative leave upon employment. Administrative leave is a compensable leave, and any remaining be paid out upon separation from City , employee VACATION L EAV E serviceat the hours in the employee's bank will 's current hourly rate of pay. Confidential employees accrue vacation, based on the schedule below: Entitlement in Service Years Days 1 thru 2 10 3thru 4 11 5 thru 6 12 7 thru 8 13 9 thru 10 14 11 thru 12 15 13thru 14 16 15thru 16 17 17thru 18 18 19 thru 20 19 21 or more 20 1111, 1 1 1111111111 11 'Ail 220) hours. Any hours exceeding the maximum accumulation as of November 1st of each year 111bepai out'n the pay period including December 1st, based on the following options forthose .kxcess hours, as selected by the employee: 1. Cash out; 2. Convert hours to sick leave on an hour -for hour basis; 3. Paid to deferred compensation acc t; or 4. Any combination of the above. iours of accrued vacation leave each fiscal year, at the employee's current hourly rate of pay. Vill be paid out upon separation from City service, at the employee's current hourly rate of pay. F. HOLIDAYS Labor Day Veteran's Day Thanksgiving Day Day after Thanksgiving Christmas Day New Year's Day Martin Luther King, Jr. Day Lincoln's Birthday Washington's Birthday Memorial Day loating Holiday July 4th 1St Monday in September November 11 t" 4t" Thursday in November Friday after Thanksgivng December 25th January 1St 3rd Monday in January February 12th 3rd Monday in February Last Monday in May Varies Varies Any holiday, which falls on a Saturday or Sunday, will be officially designated as a "HOLIDAY" on the prior Friday (if Saturday) or Monday (if Sunday). For confidential employees, one holiday equals eight hours, unless the employee is working the 9/80 alternative work schedulewhere one holiday mayequal eightornine hours depending on the normally scheduled work day being either an eight- or nine -hour work day for that employee. When a holiday is proclaimed by the Mayor of the City, each employee shall be granted time -off in the same number of equivalent hours. Such time off shall be authorized by the Department Head. Floating holiday hours are recorded in a bank in July of each fiscal year, and may be carried over to the next fiscal year, to a maximum accumulation of forty-eight hours holiday time. Hours of holiday time accumulated over forty-eight hours will be paid out in December. ie paid out upon separation from City service, at the employee's current hourly rate of pay. All employees accrue nlnety�slx hours per year in a sick leave bank to be used for employee • ght hoursof be r• in the_ of • •member for illness or for any other reason mandated by law. I pplicable contract between the City and the California Public Employees' Retirement "CalPERS"), if I' I mployees may convert unused accumulated sick leave into paid vacation leave once per calenda _I pursuantitheformula below: Sick Leave Utilization 0 hours .25 to 8 hours 8.25 to 16 hours 16.25 to 25 hours Over 25 hours L 96 hours 72 hours 48 hours 24 hours 0 hours Maximum Conversion 48 hours 36 hours 24 hours 12 hours 0 hours At least one hundred sixty accrued hours must remain in the confidential employee's sick leave bank for an employee to be eligible for conversion or for a conversion to be authorized. In addition, the right to convert does not carry over or rollover from calendar year to calendar year; failure to request conversion in any calendar year eliminates the right to do so for that calendar year. is/her accrued leave twenty-five percent • - employee's . - . .. I . - date ervice retirement. Unused sick leave, convertedto servicecredit for CalPERS purposes cann;o t iiie• compensated • to dollars). _ -Retirement _ _ - _ defined _r• ' service retirement r _ • )oth the City and CalPERS. Voluntary separation or termination actions are excluded from this • _ r H. RETIREMENT BENEFITS All employees, enrolled in the CaIPERS retirement system, bear the risk of payment of any increases in the employee contribution, above the current percentage, made by action of CalPERS, the California Public Employees Pension Reform Act of 2013 ("PEPRA") or related legislation, and/or the State Legislature. All employee CaIPERS contributions are paid to CaIPERS, based upon tax treatment currently permitted by the State Franchise Tax Board and the Internal Revenue Service ("IRS"). The following is descriptive information on City CaIPERS-contracted Miscellaneous retirement plans: CaIPERS Miscellaneous Plans All employees pay 100% of the employee contribution to CaIPERS, which is currently: 1. Tier 1 Classic members = 8% - _ •_ �'i � - - = 7% = 6.25% - • ! �.. - - -• • �- - •- i ,; �1 • • e considered new hires, with respect to retiremen ula (Section 21354.51 2. Unused Sick Leave Credit - - -• - • � � t formulas): ' - • • '- ' - - -• • � - �- - •- I i � •- • - 1 • • •• • •_ ,, , ,- • -. - • 11 5. 1959 Survivor Benefit, 6. Pre -Retirement Option Level 4 (Section 21574) 2W Death Benefit (Section 21548) Tier 3: All employees, who were hired on or after January 1, 2013, and meet the definition of new member, as determined by CaIPERS under PEPRA and related legislation pursuant to PEPRA, receive the following CaIPERS retirement formula and optional benefits: 2% @ 62 formula (benefit factor increases to 2.5% @ 67+) (Section 7522.20) Final Compensation 3 Years (Section 20037) Member contribution rate of fifty percent of th currently 12.5% (6.25% is employee's portion) e expected normal cost rate, which is 4. Unused Sick Leave Credit (Section 20965) 5. Military Service Credit (Section 21024 and 21027) 6. 1959 Survivor Benefit, Level 4 (21574) 7. Pre -Retirement Option 2W Death Benefit (Section 21548) I. HEALTH/LIFE/VISION/DENTAL INSURANCE Effective January 1, 2017, all employees receive the following contribution toward the purchase of CaIPERS health insurance, which includes the required CaIPERS monthly contribution: Employee only - up to $715/month or cost of insurance, whichever is less Emnlovee + 1 — un to $1 109/month or cost of ins��rance whic:hPVPr is IPss � � r � Employee +family - up to $1,421/month or cost of insurance, whichever is less Effective January 1, 2018, all employees shall receive the following contribution toward the purchase of CaIPERS health insurance, which includes .the required CaIPERS contribution: Employee only - up to $715/month or cost of insurance, whichever is less Employee + 1 — up to $1,135/month or cost of insurance, whichever is less 411 • �: .. • • , 1 tl • nth or cost of insurance, whichever is less Effective January 1, 2017, all paid for by the City11 111 111 IIIIIIIqI 11 or retired employees, City contributes the required CalPERS monthly CaIPERS health plans, as selected by retiree. contribution towards , • •- - - - - - • • • s • 1I •- - • - bmployee's deferred compensation plan, or approved retiree medical savings plan. City matchinj contributions are paid on a 2:1 basis (e.g., employee contributes $2, City matches $1) EDUCATION INCENTIVE City will reimburse its confidential employees for costs associated with job-related and job -required certifications, correspondence courses, and/or licenses (except Class III driver's license), upon successful completion of the examination or course by the employee. Written authorization, from the employee's Department Director, is required in advance. Reimbursement includes application fees, examination fees, and certificate fees. Renewal fees may be paid in advance by City. This provision does not apply to continuing education requirements. IN City will provide a Cityvehicle, when available, for required transportation, and will permt for employee to take examinations, scheduled during normal working hours. If no City available, employee may take his/her personal vehicle; however; no mileage payments are paid time vehicle is authorized of the use of personal transportation. Time spent, outside normal working hours, shall COLLEGE DEGREES Confidential employees, hired on or after January 1, 1998, shall not be eligible for this incentive. For confidential employees, hired prior to January 1, 1998, City will pay the following education incentives, on base salary, for an Associate of Arts ("AK) or Bachelor's degree, unless the employee's job description requires an AA or Bachelor's degree, orthe employee is promoted to a position requiring an AA or Bachelor's degree: 1 . i --u uc J1 cc - %VVVV ai 1i ianwo%luaiiy 2. Bachelor's Degree = $1,200 annually M. COMPENSATION ADJUSTMENTS Annual Cost of Living Adjustments (COLA) and/or equity adjustments may be given to confidential employees, as determined by the Qty Manager and approved by the City Council; neither is guaranteed. •iscai _ 1 : employees' ranges containing providing a 2 % COLA base salary increase to the confidential eflected in Attachment A hereto, effective with the pay period • •94 rWr 1 40 C04 L# •` - • • • - • • • • - provide a COLA increase to be effective July 1, 2018 to base salaries for all confidential employees in the amount of two percent (2%) for the 2018/2019 fiscal year: Tax) meet or exceed - combined forecasted amount of •, 1• • 1 forecast and FY 2017/18 budget adopted by Council). This figure shall be based on current tax rates (currently 1 % Property Tax, 1.0% CITY Sales Tax, 10% TOT). In the event of increased tax rates, such increased rates would not count towards increased revenue receipts for this purpose. o The CITY does not become responsible, during FY 2017/18, for any state/federally imposed unfunded mandates from any external source(s) that require significant unplanned/ un -forecasted General Fund expenditure(s) of more than $300,000 in a fiscal year, including significant natural disasters affecting the CITY. Any such expenditure(s), cumulatively totaling $300,000 in a fiscal year or more, will be counted as a reduction in the combined revenue amount discussed in this section on which the various conditions are based, resulting either in a lower employee bonus or reduction in the intended COLA increase to 1% or 0%. Contingencies in the event of a revenue shortfall for FY 2017/18: o If total major General Fund Revenues are less than $71,000 below the forecasted amount (i.e. more than $9,335,194), then the COLA will be 2%, effective July 1, 2018. • • • - - •�- - - -•- -- '� 111. •'S FA LIDIUM11ARM - effective July 1, 2018. o If total major General Fund Revenues are $142,000 or more below the forecasted amount (i.e. less than $9,264,194), then there will be no COLA effective July 1, 2018. Timing of July 1, 2018 COLA, if any: o If the CITY determines, based on revenues received as of June 1, 2018, that it is reasonable to assume the combined receipts will meet or exceed the General Fund revenue threshold, then the COLA will be effective as of July 1, 2018. o If meeting the General Fund revenue threshold is not a reasonable assumption as of June 1, 2018, then the. parties agree to wait for actual receipts to be posted, which the CITY anticipates will occur by the end of August. If the threshold is met at the time actual receipts are received, then the CITY agrees to implement the COLA retroactive to July 1, 2018. Potential One -Time Lump Sum Payment in the event of revenue surplus for FY 2017/18 •- • • • •- •-• .•• -• i • •. i Revenues• i are above forecast,- addition to the •rCOLA) 1•• of - I""; • above the forecast amount willbe divided equally l •bthe number of fulktima 0 *buted to confidential quivalent (FTE) employees and such amount shall be distri •' i • • • • • • • • _ •rov• • increase - a 1 • • •all Unit classifications inthe amount of two percent (2%) for the 2019/20 fiscal year: Occupancy I meet .a or exceed .a. combined •Is:• amount of $9,395,906 (matches 1 0 -year forecast). This figure shall be based on current tax rates (currently 1 % Property Tax, 1 00% City Sales Tax, 10% TOT). In the event of increased tax rates, a I - • s a • •, " • • •krat o / • r&rrP.2.qP.41. a a a a a • • • • 2019/20 ••- • drop below the rates announced by CaIPERSon December 201 • r -contribution• • -. • - 11 111 beyond the current budgeted • • the General Fund. o The CITY does not become responsible, during FY 2018/19, for any state/federally imposed unfunded mandates from any external sources) that require significant unplanned/ un -forecasted General Fund expenditure(s) of more than $300,000 in a fiscal year, including significant natural disasters affecting the CITY. Any such expenditure(s), cumulatively totaling $300,000 in a fiscal year or more, will be counted as a reduction in the combined revenue amount discussed in this section on which the various conditions are based, resulting either in a lower employee bonus or reduction in the intended COLA increase to 1% or 0%. Contingencies in the event of a revenue shortfall for FY 2018/19: o If total major General Fund Revenues are less than $71,000 below the forecasted amount (i.e. more than $9,322,906), then the COLA will be 2%, effective July 1, 2019. o If total major General Fund Revenues are between $71,000 and $141,999 below the forecasted amount (i.e. between $9,253,907 - $9,335,194), then the COLA will be 1 effective July 1, 2019. o If total major General Fund Revenues are $142,000 or more below the forecasted amount (i.e. less than $9,253,906), then there will be no COLA effective July 1, 2019. Timing of July 1, 2019 COLA, if any: o If the CITY determines, based on revenues received as of June 1, 2019, that it is reasonable to assume the combined receipts will meet or exceed the General Fund revenue threshold, then the COLA adjustment will be effective as of July 1, 2019. o If meeting the General Fund revenue threshold is not a reasonable assumption as of June 1, 2019, then the parties agree to wait for actual receipts to be posted, which the CITY anticipates will occur by the end of August. If the threshold is met at the time actual receipts are received, then the CITY agrees to implement the COLA retroactive Resolution No. 54-17 -Page 9 of 11 to July 1, 2019. Potential One -Time Lump Sum Payment in the event of revenue surplus for FY 2018/19 o If the conditions described above are satisfied, and total major General Fund Revenues for FY 2018/19 are above forecast, then in addition to the 2% COLA, 20% of the amount above the forecast amount will be divided equally by the number of full-time equivalent (FTE) employees and such amount shall be distributed to confidential designated Employees in the form of a one-time lump sum payment. The threshold amounts for the COLA contemplated in Section 16.5, potentially occurring in the 2018/19 fiscal year, will be based on the CITY's adopted 2017/18 fiscal year budget. The threshold amounts for the COLA contemplated in Section 16.6, potentially occurring in the 2019/20 fiscal year, will be based on the CITY's 10 -year budget forecast presented to City Council on Feb 28, 2017. The threshold amounts referenced in this Section M are based on the following calculations. COLA Year Affected FY18-19 FY19-20 Combined Receipts Forecast FY17-18 Budget FY18-19 Forecast Property Tax 279447306 310341754 Property Tax In -Lieu (VLFAA) 130047328 1,0377401 Subtotal Property Tax 379487634 470727155 Sales Tax (local & triple -flip) 1 777 664 1 745 439 Sales Tax (Prop 172 -Safety) 1277345 1237525 Subtotal Sales Tax 119057009 178687964 Transient Occupancy Tax 375527551 374547787 Combined Total Threshold $974067194 $973957906 N. SPECIAL PAY Confidential employees, who are required by their supervisor to attend meetings, outside the work week. Minutes, taken at meetings during regular work hours, shall be included in employee's regular rate of paand not compensated beyon. d that normal work schedule, for the purpose of taking minutes of said meetings, shall be paid a minimum of four (4) hours at time and one-half, without regard for hours actually worked during the y, Resolution No. 54-17 -Page 10 of 11 PASSED AND ADOPTED, by the City council of LH e City of Morro Bay, at a regular meeting thereof held on the 26th day of September 2017, by the following vote: AYES: Irons, Davis, Headdin NOES: None ABSENT: None ABSTAIN: None ATTEST: DANA SWANSON, City Clerk II Makowetski, McPherson JA L. IR NS, Mayor NNS L COI�P�NSin% MANGE POSITION 1 2 3 4 br WilItSIffAlt ! 1.Asst/Depu 58, 715 61, 651 6 , 734 67, 970 5, 061 521564 557192 577951 5 U •'