R 4475 RESOLUTION NO. 4475
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ARROYO GRANDE ESTABLISHING WAGES AND
BENEFITS FOR MANAGEMENT EMPLOYEES FOR FY
2012-13
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.
SECTION 3. DEFERRED COMPENSATION
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
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
RESOLUTION NO. 4475
PAGE 2
(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 $112 from July 1, 2012
through December 31, 2012 and $115 January 1, 2013 through June
30, 2013.
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, 2012 through December 31, 2012, the flex dollar allowance shall be
$602.28 with respect to an employee enrolled for self alone, $1,108.51
for an employee enrolled for self and one family member, and
$1,420.90 for any employee enrolled for self and two or more family
members. For the period of January 1, 2013 through June 30, 2013,
the flex dollar allowance shall be $626.33 with respect to an employee
enrolled for self alone, $1,156.61 for an employee enrolled for self and
one family member, and $1,483.43 for any employee enrolled for self
and two or more family members.
3. A portion of the flex dollar allowance ($112 for 2012 and $115 for 2013)
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.
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 2013.
RESOLUTION NO. 4475
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C. Vision Insurance
The City shall provide a Vision Care Plan for management employees. The
City shall contribute the full family premium. 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 shall pay up to the full family premium. 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
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. 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. Sections 21354 and 21354.4. The PERS 2.5% at Age 55
Retirement Plan is provided for non-sworn personnel. From July 1,
2012 through August 2, 2012, all employees shall pay seven of the
eight percent employee share of CaIPERS retirement benefit costs.
The City shall pay the remaining one percent. Effective August 3, 2012,
RESOLUTION NO. 4475
PAGE 4
employees shall pay the full eight percent employee share of the PERS
contribution. Effective February 1, 2013, the PERS 2.0% at Age 55
Retirement Plan shall be provided for new non-sworn employees. New
employees shall pay the full seven percent PERS employee share.
2. G.C. Sections 21363.1 and 21362.2. The PERS Public Safety Officer
3% at Age 50 Retirement Plan shall be provided for sworn personnel.
The PERS Public Safety Officer 3% @ Age 55 Retirement Plan shall be
provided for new sworn employees. All sworn employees shall pay the
full nine percent of the employee share of PERS.
3. G.C. Section 20636 (c)(4) pursuant to Section 20691. The employee
portion of the PERS contribution, made by the City, shall be reported to
PERS as income.
4. G.C. Sections 21024 and 21027. Employees may buy back, at their
expense, retirement service credit for prior military service as permitted
by PERS.
5. GC Section 20042. Retirement benefits are based on the highest
single year compensation.
6. GC Section 20037. Effective October 1, 2011 for new sworn
employees and February 1, 2013 for new non-sworn employees,
retirement benefits are based on the highest average annual
compensation earnable by a member during three consecutive years of
employment.
7. GC Section 20965. Employees shall receive credit for unused sick
leave.
8. 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.
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 $112 per month during calendar year 2012 and $115
during calendar year 2013. 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.
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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 (10) years or more at the time of retirement.
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: $175.10
For annuitant + 1 dependent: $302.85
For annuitant + 2 or more dependents: $376.79
SECTION 7. 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 (10) years of service shall
earn annual leave at the rate of 31 days (248 hours) per year;
3. Management employees with ten (10) 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
RESOLUTION NO. 4475
PAGE 6
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.
B. Maximum Accrual:
The maximum accrual of annual leave shall be 750 hours through December
31, 2012. Effective January 1, 2013, the maximum accrual of annual leave
shall be reduced to 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. An employee's accrued balance of
annual leave shall not be reduced on January 1, 2013 if it exceeds 725 hours,
but accrual of annual leave shall be discontinued until 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 32 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.
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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
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 Employee's 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 8. 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
RESOLUTION NO. 4475
PAGE 8
Independence Day, July 4
Labor 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)
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, $275 per month for the Director of Community
Development, and $400 per month for the City Manager. The Police Chief shall be
assigned a take home City vehicle. The Director of Maintenance Services 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.
RESOLUTION NO. 4475
PAGE 9
On motion by Council Member Brown, seconded by Council Member Costello, and by
the following roll call vote, to wit:
AYES: Council Members Brown, Costello, Guthrie, Ray, and Mayor Ferrara
NOES: None
ABSENT: None
The foregoing Resolution was passed and adopted 14th day of August 2012.
RESOLUTION NO. 4475
PAGE 10
P
TONY FE , MAYOR
ATTEST:
KELLY ETr/O=E, CITY CLERK
APPROVED AS TO CONTENT:
STEVEN-ADAMS, CITY MANAGER
APPROVED AS TO FORM:
TIMOTHY J. CARMEL, CITY ATTORNEY
EXHIBIT "A"
CITY OF ARROYO GRANDE
Management Salary Ranges
7/1/2012
Range LOW MID HIGH Position
M-10 2,503 2,758 3,041
M-11 2,564 2,826 3,117
M-12 2,628 2,900 3,197
M-13 2,694 2,972 3,276
M-14 2,761 3,044 3,358 Office Assistant I
M-15 2,830 3,120 3,442
M-16 2,902 3,200 3,526
M-17 2,974 3,280 3,617
M-18 3,047 3,361 3,708 Office Assistant II
M-19 3,123 3,446 3,799
M-20 3,203 3,532 3,894
M-21 3,283 3,620 3,992
M-22 3,365 3,711 4,090
M-23 3,450 3,802 4,194
M-24 3,535 3,898 4,297 Administrative Secretary
M-25 3,623 3,996 4,406
M-26 3,714 4,096 4,516
M-27 3,805 4,197 4,630
M-28 3,902 4,302 4,744
M-29 3,999 4,411 4,863 Executive Secretary
M-30 4,099 4,520 4,985 Executive Assistant/Deputy City Clerk
EXHIBIT"A"
CITY OF ARROYO GRANDE
Management Salary Ranges
7/1/2012
Range LOW MID HIGH Position
M-31 4,202 4,634 5,110
M-32 4,308 4,751 5,235
M-33 4,415 4,867 5,368 Assistant Planner
M-34 4,525 4,989 5,503
M-35 4,638 5,115 5,638
M-36 4,755 5,242 5,780
M-37 4,872 5,374 5,925 Associate Planner
Accounting Supervisor
IT Technician
M-38 4,994 5,507 6,073
M-39 5,119 5,644 6,223 Planning Manager
M-40 5,248 5,788 6,380
M-41 5,378 5,930 6,540
M-42 5,512 6,079 6,704
M-43 5,651 6,233 6,871
M-44 5,792 6,388 7,043
M45 5,935 6,547 7,220 Information Technology Manager
M46 6,085 6,711 7,399
M-47 6,239 6,880 7,585
M48 6,393 7,050 7,773 Building Official
Director of Recreation Services
Human Resources Manager
Legislative&Information Services Director
M-49 6,553 7,227 7,967
M-50 6,717 7,407 8,167
EXHIBIT"A"
CITY OF ARROYO GRANDE
Management Salary Ranges
7/1/2012
Range LOW MID HIGH Position
M-51 6,886 7,592 8,372
M-52 7,057 7,783 8,582 Assistant City Engineer
Director of Maintenance Services
M-53 7,234 7,976 8,795
M-54 7,414 8,176 9,015
M-55 7,600 8,380 9,240
M-55-A 7,637 8,421 9,285 Police Commander
M-56 7,791 8,589 9,473
M-57 7,983 8,804 9,708
M-58 8,185 9,025 9,951
M-59 8,388 9,251 10,201
M-60 8,600 9,482 10,457 Administrative Services Director
C.D. Director
M-61 8,814 9,719 10,717
M-62 9,032 9,962 10,984
M-63 9,259 10,211 11,258
M-64 9,490 10,467 11,541
M-64-A 9,536 10,517 11,596 Police Chief
M-65 9,729 10,727 11,828
M-66 9,970 10,996 12,124
M-67 10,220 11,270 12,429
M-68 10,477 11,552 12,739
M-69 10,738 11,841 13,058
EXHIBIT"A"
■
CITY OF ARROYO GRANDE
Management Salary Ranges
7/1/2012
Range LOW MID HIGH Position
M-70 11,006 12,135 13,384
M-71 11,283 12,442 13,719
M-72 11,565 12,751 14,062
M-73 11,854 13,072 14,412
M-74 12,151 13,397 14,772
1
M-75 12,454 13,732 15,142
1
OFFICIAL CERTIFICATION
I, KELLY WETMORE, City Clerk of the City of Arroyo Grande, County of San
Luis Obispo, State of California, do hereby certify under penalty of perjury, that
Resolution No. 4475 is a true, full, and correct copy of said Resolution passed
and adopted at a regular meeting of the City Council/Successor Agency to the
Dissolved Arroyo Grande Redevelopment Agency of the City of Arroyo Grande
on the 14th day of August 2012.
WITNESS my hand and the Seal of the City of Arroyo Grande affixed this 15th
day of August 2012.
KELLY SET viRE, CITY CLERK