The URL can be used to link to this page

Home My WebLink AboutCC RESO 94-103RESOLUTION NO 94-103 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF NATIONAL CITY APPROVING THE DESIGNATIONS, SALARIES AND BENEFITS FOR THE MID -MANAGEMENT SUPERVISORY GROUP FOR FISCAL YEARS 1994-95, 1995-96, AND 1996-97 WHEREAS, the City Manager has presented the City Council with certain recommendations regarding salaries and benefits for the Mid -Management Supervisory Group; and, WHEREAS, THE City Council has determined that the recommended Employee Salaries and Benefits Plan should be implemented. NOW, THEREFORE, BE IT RESOLVED as follows: SECTION 1. The Employee Salary Benefit Plan for Mid -Management Supervisory Group Employees, is hereby approved effective July 5, 1994; SECTION 2. The City Manager is hereby directed to allocate necessary funds to implement the employee benefit plan in the budget for Fiscal Year 1994-95. A copy of said Employee Benefit Plan is attached herein. PASSED AND ADOPTED this 19th day of July, 1994. George H. Waters, Mayor ATTEST: Lori A. Peopleslerk APPROVED AS TO FORM: Ver George H. Eiser, Ill - City Attorney City of National City DESIGNATIONS, SALARIES AND BENEFITS FOR THE MID -MANAGEMENT SUPERVISORY GROUP A. DEFINITION A position shall be assigned to the Mid -Management Supervisory Group when the position is a head of a division as recognized in the City budget; and when the position has significant responsibilities in developing and controlling the divisional budget, in establishing work policies and procedures, in planning and scheduling division activities, and in having initial authority in handling grievances, discipline, selection, promotion and decisive supervision of assigned employees. Positions designated as Mid -Management Supervisory are classified, subject to Civil Service Rules, but are exempt under the Fair Labor Standards Act. B. DESIGNATED POSITIONS/SALARIES NO OF POSITIONS DESIGNATED MID -MANAGEMENT SUPERVISORY POSITIONS SALARY BAND (PER. MONTH) 1 EQUIPMENT MAINTENANCE SUPERVISOR $2600 - 3600 1 FACILITIES MAINTENANCE SUPERVISOR $2600 - 3600 1 PARK SUPERINTENDENT $2600 - 3600 1 REVENUE & RECOVERY COORDINATOR $2400 - 3200 1 SEWER MAINTENANCE SUPERVISOR $2600 - 3600 1 STREET MAINTENANCE SUPERVISOR $2600 - 3600 Salary bands are reviewed annually for possible changes based upon changes in prevailing salaries, changes in job responsibilities and availability of funds. A mid -management supervisory employee may be paid any amount within the salary band. Salary changes within the salary band may be implemented at any time based upon the City Manager's evaluation of the employee's performance. Actual salaries shall be restored to their 92-93 level by 3% in September 1994 and the remainder in January 1995. Thereafter, salary bands shall be increased by 3% in September, 1995 conditional on achieving estimated revenues, and by 5% in July, 1996. Page -2- Mid-Mgnt Supervisory Group C. BENEFITS HOLIDAYS Mid -Management employees are entitled 1. New Year's Day - Jan. 1 2. Memorial Day - 4th Monday -May 3. Independence Day - July 4th 4. Labor Day - 1st Monday -September to the following fixed holidays: 5. Thanksgiving Day - 4th Thurs.-Nov. 6. Day After Thanksgiving 7. Christmas Eve Day - Dec. 24th 8. Christmas Day - Dec. 25th The following days are credited as floating holidays: 1. King's Birthday - 3rd Monday -Jan. 4. Columbus Day - 2nd Mon. -Oct. 2. Lincoln's Birthday - Feb. 12th 5. Veterans Day - November 11th 3. Washington's Birthday - 3rd Monday in February Paid time -off may be taken for each floating holiday. Scheduling of time -off is subject to approval by the department head, and must be used within .the Fiscal Year earned. Mid - Managers will not normally be expected to work on fixed furlough days where staff personnel are off. ANNUAL VACATION LEAVE 1 through 5 years' service 6 through 15 years' service 16+ years' service 6.67 hours per month 10.00 hours per month 13.33 hours per month 160 hours maximum accrual 240 hours maximum accrual 320 hours maximum accrual An employee may accumulate vacation to a maximum of two and a half (2.5) years earned vacation time. Accrual stops upon reaching maximum. An eligible employee may take earned vacation in any increment of one (1) hour or more. Scheduling of vacation is subject to the approval of the department director or City Manager. An employee may "sell back" to the City up to 80 hours accumulated vacation credits per year subject to the approval of the City Manager. MID -MANAGEMENT LEAVE Four (4) days Mid -Management Leave per year scheduled by the employee subject to approval by the department head. It must be used within the fiscal year earned. Page -3- Mid-Mgnt Supervisory Group SICK LEAVE Each full-time employee is entitled to accumulate sick leave at a rate of eight (8) hours per month or a major portion thereof. (A major portion consists of 87 hours or more on paid status.) During the first six months of employment, each employee earns an additional eight (8) hours of sick leave credits per month. Upon separation in good standing after ten years of service or upon retirement, an employee is paid for all accumulated sick leave up to a maximum of 45 days. Annually, an employee may convert a maximum of one year's accrual to cash or vacation at a 50% conversion rate, providing he/she maintains a 160 hours minimum sick leave balance. FAMILY CARE LEAVE An employee is entitled to family care leave with or without pay for childbirth, illness, injury or death in the employee's family according to State and Federal Law for up to 120 calendar days. The employee may utilize sick leave and/or vacation leave as family care leave. Leaves of greater duration may be granted subject to administrative approval. At end of leave, employee is entitled to return to the position in her/his job classification. DEVELOPMENTAL ACTIVITIES The City provides up to five (5) days of paid annual leave for professional growth and career development. It is anticipated that this leave will be used for concentrated special studies in the employee's field. HEALTH AND DENTAL INSURANCE The City provides up to $376.50 per month to participants in the City's group health and dental insurance programs, with a cash in lieu option for unused dependent coverage. EMPLOYEE LIFE INSURANCE The City pays the total of a group life insurance program providing coverage equivalent to the employee's annual gross salary. LONG TERM DISABILITY INSURANCE The City pays the total cost of this program to provide income protection in the event of extended absence due to non job related illness or injury. Page -4- Mid-Mgnt Supervisory Group EMPLOYEE ASSISTANCE PROGRAM The City will provide an Employee Assistance Program at no cost to the employee. The program is available to employees for professional counseling services in the area of marital, drug and alcohol, stress and other psychological problems. PUBLIC EMPLOYEES' RETIREMENT SYSTEM The City pays the total cost of the retirement program until July 1, 1993 when the employee will pay 2.5% of the cost. This is the same program which is used for employees of the State and most California cities, counties and school districts. Members of the retirement system can move from one employer to another which is also a member of this system with no loss in benefits. The program provides both ordinary and disability retirement benefits and death benefits. Safety members have special 2% at 50 years of age retirement and "Single Highest Year" benefit. Miscellaneous employees have 2% at age 55 and "Single Highest Year" benefit. WORKERS' COMPENSATION If an employee is injured on the job or becomes ill as a result of his/her employment, he/she receives Workers' Compensation temporary or permanent payments during the time that he/she is unable to work. Also, the City pays all related medical expenses and, if appropriate and necessary, the cost of rehabilitation training. EDUCATIONAL REIMBURSEMENT The City allows reimbursement up to $800 per annum for work -related college level courses, professional workshops, seminars, and professional development conferences, correspondence courses, and training materials, subject to approval of the City Manager and/or his designee, and providing budgeted funds are available. OTHER BENEFITS Cost of equipment and licenses required by the City will be paid the City. C\W INWORD\G RPDES. DOC 06/94