CC 2015-06-23_08c Resolution - Management and Part-time EmployeesMEMORANDUM
TO: CITY COUNCIL
FROM: DEBBIE MALICOAT, DIRECTOR OF ADMINISTRATIVE SERVICES~
SUBJECT: CONSIDERATION OF RESOLUTIONS ESTABLISHING SALARY AND
BENEFITS FOR MANAGEMENT AND PART-TIME EMPLOYEES
DATE: JUNE 23, 2015
RECOMMENDATION:
It is recommended the City Council:
1) ·Adopt the· attached Resolution modifying pay rates and benefits for unrepresented
Management employees; and
2) Adopt the attached Resolution modifying pay rates and benefits for unrepresented part-
time employees.
IMPACT ON FINANCIAL AND PERSONNEL RESOURCES:
The recommended pay rate adjustments are projected to cost an additional $86,000
beginning in FY 2015-16. These costs have been anticipated in the FY 2015-16 budget
recently approved by the City Council. .
Providing paid sick· leave to part-time employees will have an undetermined cost,
depending upon the number_ of hours actually used; however, if every eligible employee
used 24 hours per year, the cost would be approximately $12,400.
BACKGROUND:
The City of Arroyo Grande has both full-time and part-time employees. Most full-time
employees are represented by a bargaining unit (union) or are unrepresented
Management employees. Part-time employees are also unrepresented. Therefore,
adjustments to management and part-time pay rates do not occur as part of a
negotiation process like they do for represented groups. The City has current contracts
. with represented employee groups that provide for a 2%. increase in salary and a cost-
sharing arrangement for group health premiums.
Management compensation is reviewed on an annual basis and adjustments are
normally recommended in conjunCtion with the budget process. . The ·City's current
salary and classification system strives to accomplish the following goals:
• Ensure that the City has the ability to attract and retain well-qualified personnel
for all job classifications;
• · Ensure that the City's compensation practices are competitive with those of
comparable employers;
Item 8.c. - Page 1
CITY COUNCIL
CONSIDERATION OF RESOLUTIONS ESTABLISHING SALARY AND BENEFITS
FOR MANAGEMENT AND-PART-TIME EMPLOYEES
JUNE 23, 2014
PAGE 2
• Provide defensibility to City salary ranges based on the _pay practices of similar
employers; and ·
• Ensure pay consistency and equity among related classes based on the duties
and responsibilities assumed.
In 2014, the City revised part-time salary schedules in an effort to create a more
consistent and comparable compensation system. Staff proposes to increase part-time
pay rates in accordance with the same percentages as full time pay rates for 2015-16.
ANALYSIS OF ISSUES:
The proposed salary schedules increase management and part-time salary schedules
by a 2% cost of living adjustment (COLA). In April 2014 the Council approved a multi-
year strategy to increase management pay ranges to within 2% of the median for all
positions. Median is calculated using comparable positions in the six other incorporated
cities in the County. In conformance with this plan, certain management positions are
recommended for additional adjustments as follows:
. Position Equity .Increase
City Engineer 7.5%
Director of Public Works Salary range M-63*
Director of Administrative Services 2.5%
Director of Community Development 2.5%
Police Commander 2.5°/o
I.T. Manager 2.5%
*The Director of Public Works position is proposed to be reclassified to salary range M-
63, reflective of the duties and responsibilities assumed.
In addition to salary increases, the City provides medical, dental and vision plans to
employees. In the most recent negotiations with represented labor groups, the parties
agreed that effective December 2015, for the January 2016 premium, the City's total
Cafeteria Plan contribution shall be enhanced by an amount equal to one-half of the
increase for the lowest cost HMO plan offered by PERS, up to a maximum increase of
5% in th~ City's contribution. Any increase in premiums above this amount will be the
full responsibility of the employee. The proposed salary and benefit Resolution provides.
this same cost sharing formula for management employees. Based on preliminary
. health plan premiums recently released by PERS, the lowest cost HMO plan is
· ·expected to increase by approximately 18%; therefore, the City's contribution would
increase by 5%, with the balance of the increase-borne by employees.
In accordance with AB 1522, the Healthy Workplace Healthy Family Act of 2014,
beginning July 1, 2015, an employee that works in California for 30 or more days within
a year from the beginning of employment, is entitled to paid sick leave. Most of the
City's part-time employees do not have sick leave benefits (certain part-time employees
Item 8.c. - Page 2
CITY COUNCIL
CONSIDERATION OF RESOLUTIONS ESTABLISHING SALARY AND BENEFITS
FOR MANAGEMENT AND PART-TIME EMPLOYEES
JUNE 23, 2014
PAGE3
were "grandfathered" leave benefits-when the City's Personnel Rules and Regulations
were updated in 2014) and AB 1522 will require the City to provide at least 3 days or 24
hours of paid sick leave to all employees. For employees that are covered by collective
bargaining agreements, and the City's management staff, sick leave benefits are
already provided that meet or exceed the new law.
Staff will-update the City's Personnel Rules and Regulations, Section XII, A.6 to
conform to the requirements of AB 1522. A summary of the paid sick leave benefits for
part~time employees includes: _
• The City will grant 3 days or 24 hours, whichever is _greater, of paid sick leave
to employees upon hire and annually in January.
• Employees must wait 90 days before using paid sick leave.
• Employees may use up to a maximum of 3 days or 24 hours, whichever is
greater, of sick leave in a year.
• Paid sick leave can be used for the employee's own or a family member's
preventive care or care of an existing health condition or for an employee who-
is a victim of domestic violence, sexual assault or stalking.
• Sick leave may not be carried over from year to year.
• Upon termination of employment, any balance of sick leave hours will not be
paid out to the employee.
In the first year of implementation, staff proposes to grant 3 days or 24 hours, whichever
is greater, of leave to all part-time employees currently employed as of July 1, 2015,
and thereafter to grant the annual leave in January. Granting and tracking leave on a
calendar year basis, rather than a fiscal year basis or by each employee's anniversary
date, will be the most cost effective means of complying with the regulations.
ALTERNATIVES:
The following alternatives are provided for City Council consideration:
1. Approve staff recommendations;
2. Do not approve staff recommendations; or
3. Provide direction to staff.
ADVANTAGES:
The City will have employee salary and benefits that are compliant with current laws,
provide for consistent and fair compensation to its employees, and reflect the job duties
and assighments needed throughout the City.
DISADVANTAGES:
Additional costs will be incurred to implement this recommendation:
Item 8.c. - Page 3
CITY COUNCIL
CONSIDERATION OF RESOLUTIONS ESTABLISHING SALARY AND BENEFITS
FOR MANAGEMENT AND PART-TIME EMPLOYEES
JUNE 23, 2014
PAGE4
ENVIRONMENTAL REVIEW:
No environmental review is required for this item.
PUBLIC NOTIFICATION AND COMMENTS:
The Agenda was posted in front of City Hall on Thursday, June18, 2014. The Agenda
and report were posted on-the City's website on Friday, June 19, 2014: No public
comments were received.
Item 8.c. - Page 4
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ARROYO GRANDE ESTABLISHING WAGES AND
BENEFITS FOR MANAGEMENT EMPLOYEES FOR FY
2015-16
WHEREAS, the City Council of the City of Arroyo Grande ("City") has established a
system of classification for all positions within the City service with descriptive
occupational titles used to identify and distinguish positions from one another based
on job duties, essential functions, knowledge, skills, abilities and minimum
requirements; and
WHEREAS, the City Council has established a system of compensation for the
classification titles listed herein, based on resolutions and agreements as approved
and adopted by the City Council; and
WHEREAS, the City Council deems it in the best interest of the City that
compensation for management employees be adjusted as hereinafter provided.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Arroyo
Grande that:
SECTION 1. AFFECTED EMPLOYEES
The wages and benefits set forth herein are to be provided to all management
employees listed in Exhibit A.
SECTION 2. WAGES
The salary ranges for all affected job classes shall be as set forth on Exhibit A, which
is attached hereto and by this reference made a part hereof. The salary ranges
reflect a two (2.0)% COLA for all positions effective July 3, 2015. The ranges also
reflect equity increases for the following positions effective July 3, 2015:
Position
City Engineer
Director of Public Works
Director of Administrative Services
Director of Community Development
Police Commander
I.T. Manager
SECTION 3. DEFERRED COMPENSATION
Equity Increase
7.5%
Salary range M-63
2.5%
2.5%
2.5%
2.5%
The City shall contribute $600 per year to management employees and $1,200 to
department directors and the City Manager to a defined contribution supplemental
Item 8.c. - Page 5
Resolution No.
Page 2
retirement plan established in accordance with sections 401 (a) and 501 (a) of the
Internal Revenue Code of 1986 and California Government Code sections 53215-
53224.
SECTION 4. HEALTH PLAN BENEFITS
A. Cafeteria Plan
1. The City shall contribute an equal amount towards the cost of medical
coverage under the Public Employee's Medical and Hospital Care Act
(PEMHCA) for both active employees and retirees. The City's
contribution toward coverage under PEMHCA shall be the minimum
contribution amount established by CaiPERS on an annual basis.
The City's contribution under PEMHCA shall be $122 per month from
July 1, 2015 through December 31, 2015 and $125 per month from
January 1, 2016 through June 30, 2016.
2. Employees participating in the City's full flex cafeteria plan shall
receive a flex dollar allowance to purchase group health coverage for
medical, dental and vision under the City's Cafeteria Plan. For the
period of July 1, 2015 through November 30, 2015, the monthly flex
dollar allowance shall be $609.96 with respect to an employee
enrolled for self alone, $1,123.60 for an employee enrolled for self
and one family member, and $1,440.87 for any employee enrolled for
self and two or more family members. Effective December, 2015 for
the January 2016 premium, the City's total Cafeteria Plan contribution
for the plan shall be enhanced by an amount equal to one-half the
increase for the lowest cost HMO plan offered by CaiPERS, up to a
maximum of 5% increase in the City's contribution. Any increase in
premiums above this amount will be the full. responsibility of the
employee.
3. A portion of the flex dollar allowance ($122 for 2015 and $125 for
2016) is identified as the City's contribution towards PEMHCA. This
amount shall be adjusted on an annual basis as the PEMHCA
minimum contribution increases. Remaining flex dollars must be used
by employees to participate in the City's health plans. Employees
who waive medical coverage under the Cafeteria Plan because
he/she provided the City with written proof that medical insurance
coverage is in force through coverage provided by another source
consistent with any rules or restrictions on the City by the medical
plan provider, can take flex dollars for the amount provided to
employees enrolled for self alone (taxable income), deposit it into their
457 plan, or use it to purchase voluntary products. No remaining flex
dollars may be redeemed.
Item 8.c. - Page 6
Resolution No.
Page 3
B. Medical Insurance
1. The base medical plan shall be defined as the lowest cost Health
Maintenance Organization (HMO) program available through
CaiPERS in San Luis Obispo County. If availability of an HMO to the
City is discontinued by the medical plan provider, the base plan shall
become the basic PPO plan available to the City by the existing
medical plan provider.
2. The City shall maintain health benefits through CaiPERS for calendar
year 2016.
C. Vision Insurance
The City shall provide a Vision Care Plan for management employees. The
City may select an alternate vision care provider during the term of this
resolution providing that:
1 . Any new plan maintains equivalent benefits to the employees; and
2. At least twenty-one (21) days advanced notice of plan changes are
provided to affected employees.
D. Dental Insurance Plan
The City shall provide a dental plan of the City's choice for management
employees. The City may select an alternate dental insurance plan provider
during the term of this resolution providing that:
1. Any new plan maintains equivalent benefits to the employees; and
2. At least twenty-one (21) days advanced notice of plan changes are
provided to affected employees.
SECTION 5. LIFE INSURANCE PLAN
A. The City shall provide group term life insurance benefit plan for management
employees, which shall provide for fifty thousand dollars ($50,000) life and
AD&D coverage for employees only during the term of their employment.
B. The City shall make available additional voluntary life insurance coverage, at
the employee's expense, as long as the minimum participation requirements of
the insurance provider are met.
SECTION 6. SHORT AND LONG-TERM DISABILITY
The City shall provide a short and long-term disability plan for management
employees during the term of their employment.
Item 8.c. - Page 7
Resolution No.
Page 4
SECTION 7. RETIREMENT
A. Retirement Defined
Retirement is defined as the termination of employment at an age when the
employee would qualify for an allowance under the Public Employees'
Retirement System (PERS) and the City's Personnel Regulations.
B. PERS Retirement Contributions
1. G.C. Section 21354.4. The CaiPERS 2.5% at Age 55 Retirement Plan
shall be provided for non-sworn employees hired prior to December
21, 2012. Non-sworn employees under this plan shall pay the full
eight percent (8%) of the employee share of CaiPERS.
2. G.C. Section 21354. The CaiPERS 2.0% at Age 55 Retirement Plan
shall be provided for non-sworn employees hired between December
21,2012 and December 31,2012, CaiPERS "Classic" members hired
on or after January 1, 2013, and those eligible for reciprocity hired on
or after January 1, 2013. Non-sworn employees under this plan shall
pay the full seven percent (7%) of the employee share of CaiPERS.
3. G.C. Section 7522.20. The CaiPERS 2% @ 62 Retirement Plan shall
be provided for new non-sworn employees hired on or after January
1, 2013 who are not CaiPERS "Classic" employees and are not
eligible for reciprocity. Non-sworn employees under this plan shall
pay at least 50% of the total normal cost rate (currently 6.25%) of the
employee share of CaiPERS.
4. G.C. Section 21362.2. The CaiPERS Public Safety Officer 3% @ 50
Retirement Plan shall be provided for sworn personnel hired prior to
December 9, 2011. Sworn employees under this plan shall pay the
full nine percent (9%) of the employee share of CaiPERS.
5. G.C. Section 21363.1. The CaiPERS Public Safety Officer 3% @ 55
Retirement Plan shall be provided for sworn employees hired
between December 9, 2011 and December 31, 2012, CaiPERS
"Classic" members hired on or after January 1, 2013, and those
eligible for reciprocity hired on or after January 1, 2013. Sworn
employees under this plan shall pay the full nine percent (9%) of the
employee share of CaiPERS.
6. G.C. Section 7522.25. The CaiPERS Public Safety Officer 2. 7% @
57 Retirement Plan shall be provided for new sworn employees hired
on or after January 1, 2013 who are not CaiPERS "Classic"
employees and are not eligible for reciprocity. Sworn employees
under this plan shall pay at least 50% of the total normal cost rate
(currently11.5%) of the employee share of CaiPERS.
Item 8.c. - Page 8
Resolution No.
Page 5
7. G.C. Sections 21024 and 21027. Employees may buy back, at their
expense, retirement service credit for prior military service as
permitted by PERS.
8. GC Section 20042. For sworn employees hired prior to December 9,
2011 and non-sworn employees hired prior to December 21, 2012,
retirement benefits are based on the highest single year
compensation.
9. GC Section 20037. For sworn employees hired on or after December
9, 2011 and non-sworn employees hired on or after December 21,
2012, retirement benefits are based on the highest average annual
compensation earnable by a member during three consecutive years
of employment.
10. GC Section 20965. Employees shall receive credit for unused sick
leave.
11. GC Section 21548. The spouse of a deceased member, who was
eligible to retire for service at the time of death, may elect to receive
the Pre-Retirement Optional Settlement 2 Death Benefit.
12. Effective January 1, 2013, the Public Employees' Pension Reform Act
of 2013 (PEPRA) shall apply to all sworn and non-sworn employees,
as well as for employees transferring from other CaiPERS or
reciprocal agencies.
C. Retiree Medical
1. Employees who retire from City service shall be allowed to purchase
medical insurance coverage through the City.
2. GC Section 22892. The City's contribution shall be an equal amount
for both employees and annuitants, which shall be the minimum
contribution amount established by CaiPERS on an annual basis.
That amount shall be $122 per month during calendar year 2015 and
$125 during calendar year 2016. The City's contribution shall be
adjusted annually thereafter by the CaiPERS Board to reflect any
change in the medical care component of the Consumer Price Index,
provided that the City is participating in the CaiPERS Health Plan.
3. The City shall provide a supplemental contribution to employees that
are: 1) employed on a full-time basis as of June 30, 2008 and who
have been employed with the City on a full-time basis for five (5)
years or more at the time of retirement; or 2) employed on a full-time
basis after June 30, 2008 and who have been employed by the City
on a full-time basis for ten (1 0) years or more at the time of
retirement.
Item 8.c. - Page 9
Resolution No.
Page 6
The supplemental contribution shall be equal to the difference
between the minimum contribution amount established by CaiPERS
as set forth above in Section 4. A. 1. and the following amounts:
For single annuitant coverage:
For annuitant+ 1 dependent:
For annuitant+ 2 or more dependents:
$175.10
$302.85
$376.79
SECTION 8. ANNUAL LEAVE
Regular, full-time management employees shall accrue Annual Leave with pay to be
used as leave for vacation, illnesses, and other personal purposes. Management
employees may accrue such paid leave as provided by this provision to be used in
the future or may convert annual leave to salary compensation under the conditions
contained in these regulations.
A. Accumulation Rates:
Management employees shall accrue annual based upon the following
schedule:
1. Management employees with less than five (5) years of service shall
earn annual leave at the rate of 29 days (232 hours) per year;
2. Management employees with five (5) to ten (1 0) years of service shall
earn annual leave at the rate of 31 days (248 hours) per year;
3. Management employees with ten (1 0) to fifteen (15) years of service
shall earn annual leave at the rate of 33 days (264 hours) per year;
and
4. Management employees with over fifteen (15) years of service shall
earn annual leave at the rate of 34 days (272 hours) per year.
5. New full-time management employees shall be granted fifty-six (56)
hours of Annual Leave upon hiring. However, additional Annual
Leave shall not be accumulated until after completion of three (3)
months of continuous service. If a new management employee
terminates during the first three months of employment, the Annual
Leave balance shall reflect the actual amount that would have been
accumulated at the established rate per pay period, less any usage.
If the employee's usage of Annual Leave exceeds the adjust
accumulation amount, the employee shall refund the excess amount
used. · The refund to the City shall be equal to excess hours used
times the employee's hourly salary compensation rate.
Item 8.c. - Page 10
Resolution No.
Page 7
B. Maximum Accrual:
The maximum accrual of annual leave shall be 725 hours. If an employee has
accrued the maximum number of hours, accrual of annual leave shall be
discontinued. Accrual shall resume on the first day of the pay period following
a reduction in the accrued balance below the maximum allowed.
C. Conversion to Salary:
A management employee may convert a maximum of 48 hours of annual
leave to salary compensation per year. Such conversions shall be allowed at
the first pay period in July and at the first pay period in December of each
year. In order to be eligible to convert annual leave to salary compensation,
the employee must: a) convert a minimum of sixteen ( 16) hours to pay; and b)
upon making the conversion to pay, the employee must be left with a minimum
of 160 hours of annual leave.
Employees who are promoted or reclassified into a management position and
were not subject to the annual leave program for the entire twelve (12) month
period shall be allowed to include previous vacation and sick leave use as
annual leave for the purpose of this provision.
D. Notification and Approval:
Annual leave shall be scheduled in advance by the employee whenever
possible, subject to the approval of the department director. It is the
responsibility of the employee to provide the supervisor or department director
with reasonable notice of an absence. The department director shall have the
authority to approve or deny the use of annual leave for any period of
absence. The scheduling of the use of annual leave shall be by the
department director with due regard to the wishes of the employee and
particular regard for the needs of the City. Employees who are off for
extended periods due to illness or injury may be required to provide a
physician's statement authorizing their return to work.
Reasonable absences of less than eight (8) hours shall not be debited against
annual leave. Such absences should have the prior approval of the
employee's supervisor and/or City Manager.
E. Separation from Employment:
Management employees who separate their employment from the City shall
have all annual leave accumulations converted to salary compensation at the
employee's current rate. Compensation shall be paid in one lump sum.
Annual leave shall not be used to extend . an employee's actual date of
separation. When notice is given by an employee that he/she is terminating,
the use of annual leave shall be suspended. The only exception to this
provision is that with the approval of the employee's supervisor, the employee
'I
I
I
Item 8.c. - Page 11
Resolution No.
Page 8
may be granted short-term leave (one (1) to three (3) days) to attend to
personal business. However, such short-term leaves may be conducted
consecutively and with a frequency to create in effect, a long-term leave.
F. Service Credit Conversion:
1. Upon retirement an employee may have unused annual leave
converted to Service Credit with the Public Employees' Retirement
System (PERS).
2. Annual leave shall be converted to sick leave for PERS at the rate of
one (1) hour of annual leave equals one (1) hour of sick leave.
3. When unused annual leave is converted to sick leave, for a service
credit conversion, an employee may not receive additional cash
compensation for the unused leave.
G. Conversion of Sick leave and Vacation Leave to Annual leave;
Employees who are promoted or reclassified into a management position shall
convert their sick leave and vacation leave accumulation to annual leave.
1. Sick leave accumulations shall be converted to annual leave at the
rate of one (1) hour of sick leave equals .5 hours of annual leave.
2. Vacation leave accumulations shall be converted to annual leave at
the rate of one (1) hour of vacation leave equals one (1) hour of
annual leave.
SECTION 9. HOLIDAYS
Management employees shall receive the following paid holidays:
New Year's Eve, December 31
New Year's Day, January 1
Martin Luther King Day, third Monday of January
Lincoln's Birthday, February 12 (or day of observance)
Washington's Birthday, third Monday of February
Memorial Day, the last Monday in May
Independence Day, July 4
Labor Day, the first Monday in September
Veteran's Day, November 11 (or day of observance)
Thanksgiving Day, fourth Thursday in November (or day of observance)
Day following Thanksgiving
Christmas Eve, December 24
Christmas Day, December 25
One Floating Day per Fiscal Year (employee choice with Supervisor approval)
Item 8.c. - Page 12
Resolution No.
Page 9
Every day designated by the President, Governor, or Mayor for public
observance as a special nonrecurring single event, such as the death of a
national leader or end of war.
All holidays in the above schedule that fall on a Saturday shall be observed on
the preceding Friday; all holidays in the above schedule that fall on a Sunday
shall be observed on the following Monday.
SECTION 9. VEHICLE ASSIGNMENT OR ALLOWANCE
Automobile allowance shall be provided in the amount of $200 per month for the
Director of Legislative and Information Services, Director of Administrative Services,
and Direction of Recreation Services and $275 per month for the Director of
Community Development. The Police Chief shall be assigned a take home City
vehicle. The Director of Public Works shall be assigned a City vehicle for use during
work hours.
SECTION 10. JURY DUTY
Management employees shall be granted leave with full pay and no loss in benefits
when called for jury duty if the employee remits jury fees received for such jury duty.
The employee may retain all travel pay or subsistence pay granted by the court
because of the employee's participation in jury duty. The employee shall be
responsible for notifying his/her supervisor as soon as possible upon receiving notice
to appear for jury duty, make every reasonable effort to keep his/her supervisor
advised as to the anticipated length of service, and return to work immediately
following the end of jury duty service.
SECTION 11. BEREAVEMENT LEAVE
Management employees are entitled to a paid bereavement leave of absence, not to
exceed five (5) days, in the event of the death of a member of the employee's
immediate family, to include an employee's or spouse's parents, spouse, children,
brother, sister, stepchildren, grandparents, grandchildren, aunt, uncle, son-in-law,
daughter-in-law, step relatives described above, or any other person residing in the
same household, for the purpose of attending the funeral and making other
arrangements at the time the loss occurs. As a condition of granting leave for
bereavement purposes, the appointing authority may request verification of the loss.
Such leave is independent of annual leave. In order to receive this benefit, domestic
partners must be registered with the Secretary of State.
SECTION 12. EMPLOYEE ASSISTANCE PLAN
The City shall provide an employee assistance plan for management employees and
their dependents during the term of their employment.
Item 8.c. - Page 13
Resolution No.
Page 10
SECTION 13. UNIFORM ALLOWANCE
The City shall provide annual cash allowances of $150 for ancillary uniforms and
equipment items to the positions of Police Chief and Police Commander. The
allowance shall be paid in July of each year. The uniform allowance will be paid on
the first Friday after the first regular pay date in July.
Item 8.c. - Page 14
Exhibit A
CITY OF ARROYO GRANDE
Management Salary Ranges
7/3/2015
Range LOW MID HIGH Position
M-10 2,630 2,898 3,195
M-11 2,694 2,969 3,275
M-12 2,761 3,047 3,359
M-13 2,830 3,122 3,442
M-14 2,901 3,198 3,528 Office Assistant I
M-15 2,973 3,278 3,616
M-16 3,049 3,362 3,704
M-17 3,124 3,446 3,800
M-18 3,201 3,531 3,896 Office Assistant II
M-19 3,281 3,620 3,991
M-20 3,365 3,711 4,091
M-21 3,449 3,803 4,194
M-22 3,535 3,899 4,297
M-23 3,625 3,994 4,406
M-24 3,714 4,095 4,514 Administrative Secretary
M-25 3,806 4,198 4,629
M-26 3,902 4,303 4,745
M-27 3,998 4,409 4,864
M-28 4,099 4,520 4,984
M-29 4,201 4,634 5,109 Executive Secretary
M-30 4,306 4,749 5,237 Executive Asst./Deputy City Clerk
M-31 4,415 4,868 5,369
M-32 4,526 4,991 5,500
M-33 4,638 5,113 5,640 Assistant Planner
Item 8.c. - Page 15
Exhibit A
CITY OF ARROYO GRANDE
Management Salary Ranges
7/3/2015
Range LOW MID HIGH Position
M-34 4,754 5,241 5,781
M-35 4,873 5,374 5,923
M-36 4,996 5,507 6,072
M-37 5,119 5,646 6,225 Associate Planner
M-38 5,247 5,786 6,380
M-39 5,378 5,930 6,538
M-40 5,514 6,081 6,703
M-41 5,650 6,230 6,871
M-42 5,791 6,387 7,043 Accounting Manager
Planning Manager
M-43 5,937 6,548 7,219
M-44 6,085 6,711 7,399
M-45 6,235 6,878 7,585
M-46 6,393 7,051 7,773
M-47 6,555 7,228 7,969
M-48 6,716 7,407 8,166 Information Technology Manager
M-49 6,885 7,593 8,370 Building Official
Capital Projects Engineer
M-50 7,057 7,782 8,580 Director of Legislative and Information Services
Director of Recreation Services
Human Resources Manager
M-51 7,234 7,976 8,796
M-52 7,414 8,177 9,016
M-53 7,600 8,380 9,240
M-54 7,789 8,590 9,471
M-55 7,985 8,804 9,708
M-56 8,185 9,024 9,952
Item 8.c. - Page 16
Exhibit A
CITY OF ARROYO GRANDE
Management Salary Ranges
7/3/2015
Range LOW MID HIGH Position
M-56-A 8,226 9,069 10,002 Police Commander
M-57 8,387 9,249 10,199
M-58 8,599 9,482 10,455
M-59 8,812 9,719 10,717 City Engineer
M-60 9,035 9,962 10,986
M-61 9,260 10,211 11,259
M-62 9,489 10,466 11,540
M-63 9,728 10,728 11,828 Director of Administrative Services
Director of Community Development
Director of Public Works
M-64 9,970 10,997 12,125
M-65 10,221 11,270 12,426
M-66 10,474 11,552 12,737
M-66-A 10,526 11,611 12,801 Police Chief
M-67 10,737 11,840 13,058
M-68 11,007 12,137 13,384
M-69 11,281 12,440 13,719
M-70 11,563 12,749 14,061
M-71 11,854 13,072 14,413
M-72 12,150 13,396 14,774
M-73 12,454 13,733 15,141
M-74 12,766 14,075 15,519
M-75 13,084 14,427 15,908
Item 8.c. - Page 17
RESOLUTION NO. __ _
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ARROYO GRANDE ADOPTING COMPENSATION
. ADJUSTMENTS AND ESTABLISHING A PAID SICK
LEAVE BENEFIT FOR PART-TIME EMPLOYEES
WHEREAS; the City Council of the City of Arroyo Grande ("City") deems it in the best
interest of the City that compensation for part-time employees be adjusted as
hereinafter provided; and
WHEREAS, the City Council of the City of Arroyo Grande ("City") desires to adopt a
paid sick leave policy in compliance with Assembly Bill 1522, the Healthy Workplace
Healthy Family Act of 2014.
NOW, THEREFORE BE IT RESOLVED by the City ·council of the City of Arroyo
Grande that:
1. Salary ranges for part-time employee classifications shall be adjusted as designated
in Exhibit "A" attached hereto and incorporated herein by this reference, to be
effective for the pay period beginning July 3, 2015.
2. Paid sick ·leave benefits, in accordance with AS 1522 shall be granted, as
· designated in Exhibit "8" attached hereto and incorporated herein by this reference,
to be effective July 1, 2015.
3. All other part-time employee salary and benefit terms and conditions remain in full
. force and effect.
On motion of Council Member , seconded by Council Member
, and on the following roll call vote, to wit:
AYES:
NOES:
. ABSENT:
the foregoing Resolution was passed and adopted this 23rd day of June, 2015.
Item 8.c. - Page 18
RESOLUTION NO.
PAGE2
JIM HILL, MAYOR
ATTEST:
KELLY WETMORE, CITY CLERK
APPROVED AS TO CONTENT:
RQBERT MCFALL, INTERIM CITY MANAGER
APPROVED AS TO FORM:
HEATHERWHITHAM, CITY ATTORNEY
Item 8.c. - Page 19
RESOLUTION NO.
PART-TIME EMPLOYEES SALARIES
7/3/2015
HOURLY RATE
POLICE DEPARTMENT Step A Step B Step C
Designated Level I Reserve Officer $24.35 $25.57 $26.85
Senior Police Reserve Officer $21.67 $22.76 $23.89
Fleet & Equipment Technician $21.67 $22.76 $23.89
Training Technician $21.67 $22.76 $23.89
Neighborhood Services Technician $19.34 $20.31 $21.32
Police Reserve Officer $19.34 $20.31 $21.32
Records Clerk $17.95 $18.85 $19.79
Police Reserve Officer Trainee $16.26 $17.07 $17.92
RECREATION SERVICES DEPARTMENT
Pre School Teacher $13.40 $14.07 $14.78
AM/PM Teacher $12.22 $12.83 $13.47
AM/PM Assistant Teacher $11.11 $11.66 $12.25
AM/PM Assistant II $10.10 $10.60 $11.13
AM/PM Assistant I* $9.18 $9.64 $10.12
Senior Facility Attendant $10.56 $11.08 $11.64
Facility Attendant* $9.18 $9.64 $10.12
Sports Facility Maintenance $9.91 $10.41 $10.93
MISCELLANEOUS
Administrative Intern $11.98 $12.58 $13.21
Administrative Secretary $20.50 $21.53 $22.60
Associate Engineer $29.55 $31.02 $32.57
Assistant Engineer $26.86 $28.20 $29.61
Associate Planner $27.70 $29.08 $30.53
Assistant Planner $25.60 $26.88 $28.23
Building Permit Technician $19.78 $20.77 $21.81
Custodian $14.87 $15.61 $16.39
Maintenance Worker $14.87 $15.61 $16.39
Sr. Office Assistant $17.95 $18.85 $19.79
Office Assistant II $17.04 $17.89 $18.79
Office Assistant I $14.58 $15.31 $16.08
Student Intern (seasonal)* $9.18
Exhibit A
Step D
$28.19
$25.09
$25.09
$25.09
$22.39
$22.39
$20.78
$18.82
$15.52
$14.15
$12.86
$11.69
$10.63
$12.22
$10.63
$11.47
$13.87
$23.73
$34.20
$31.09
$32.06
$29.64
$22.90
$17.21
$17.21
$20.78
$19.73
$16.88
Item 8.c. - Page 20
EXHIBIT 8
PAID SICK LEAVE
The following policy applies only to part-time, temporal)', seasonal, . and reserve
employees. · Leave reasons apply to all employees. Leave for full-time employees is
governed by their respective Memorandum of Understanding or Management
Resolution.
Effective July 1, 2015, California's Paid Sick Leave law (AB 1522) requires the City of
Arroyo Grande to provide paid sick leave to employees under the following conditions:
• An employee who, on or after July 1, 2015, works in California for 30 or more
days within a year from the beginning of employment is entitled to paid sick
leave.
• The City will provide each employee with 3 days or 24 hours, whichever is
greater, of paid sick leave at the beginning of each 12-month period. An
employee is not eligible to begin using any accrued paid sick leave until after 90
days of employment with the City.
• An employee is only allowed to use up to a maximum of 3 days or 24 hours,
whichever is greater, of paid sick leave in a 12-month period.
• An employee may only maintain paid sick leave up to a cap of 3 days or 24
hours, whichever is greater, ongoing.
• Unused sick leave may not be carried over from year to year.
• In accordance with California's Paid Sick Leave law, an employee may use 3
days or 24 hours, whichever is greater, of accrued paid sick leave in a 12-month
period for one of the following reasons:
o For the employee's own diagnosis, care, or treatment of an existing health
condition or preventative care.
o For the diagnosis, care, or treatment of an existing health condition or
preventative care for an employee's family member, including:
o Child (including a biological, adopted, or foster child, stepchild,
legal ward, or a child to whom the employee stands in loco
parentis.)
o Spouse or Registered Domestic Partner
o Parent (including biological, adoptive, or foster parent, stepparent,
or legal guardian of an employee or the employee's spouse or
registered domestic partner, or a person who stood in loco parentis .
when the employee was a minor child.)
Item 8.c. - Page 21
o Grandparent
o Grandchild.
o Sibling.
o To obtain any relief or services related to being a victim of domestic
violence, sexual assault, or stalking including the following with
appropriate certification of the need for such services:
o A temporary restraining order or restraining order.
o Other injunctive relief to help ensUre the health, safety or welfare of
themselves or their children.
o To seek medical attention for injuries caused by domestic violence,
sexual assault, or stalking.
o To obtain services from a domestic violence shelter, program, or
rape crisis center as a result of domestic violence, sexual assault,
or stalking. ·
o To obtain psychological counseling related to an experience of
domestic violence, sexual assault, or stalking.
o To participate in safety planning and take other actions to increase
safety from future domestic violence, sexual assault, or stalking,
including temporary or permanent relocation.
• An employee shall provide reasonable advance notification of their need to· use
accrued paid sick leave to their supervisor if the need for paid sick leave use is
foreseeable (e.g., doctor's appointment scheduled in advance). If the need for
paid sick leave use is unforeseeable, the employee shall provi9e notice of the
need for the leave to their supervisor as soon as is practicable.
• An employee who uses paid sick leave must do so with a minimum increment of
two hours of sick leave.
• Paid sick leave will not be considered hours worked for purposes of overtime
calculation. An employee will not receive compensation for unused accrued paid
.· .. sick .leave upon termination, resignation, retirement or other separation from
· employment from the City.
• Employees may not donate sick leave or receive sick leave donations from other
employees.
• If an employee separates from the City employment and is re-hired by the City
within one year of the date of separation, previously accrued and unused paid
sick leave hours shall be reinstated to the extent required by law. However, if a
Item 8.c. - Page 22
rehired employee had not yet worked the requisite 90 days of employment to use
paid sick leave at the time of separation, the employee must still satisfy the 90
days of employment requirement collectively over the periods of employment
withthe City before any paid sick leave can be used.
Item 8.c. - Page 23
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Item 8.c. - Page 24