CC - 2014-13 - Establishing Annual Salary Ranges and Benefits for Classifiactions in the Management Service of the CityROSEMEAD CITY COUNCIL
STAFF REPORT
TO: MAYOR AND CITY COUNCIL
FROM: JEFF ALLRED, CITY MANAGER
DATE: MAY 27, 2014
SUBJECT: MEMORANDUM OF UNDERSTANDING WITH ROSEMEAD
EMPLOYEES ASSOCIATION AND ANNUAL SALARY AND BENEFITS
RESOLUTIONS
SUMMARY
The City Council will consider approval of a two -year Memorandum of Understanding
(MOU) with the Rosemead Employees Association covering all General Service
employees, and annual Resolutions that detail the terms and conditions of employment
for other full -time employees and members of the City Council. The purpose of the
annual salary and benefits resolutions is to ensure transparency and to implement
modifications to the City's compensation system. Amendments to the MOU and the
resolutions for full -time employees include: implementation of the employee
contributions to CaIPERS towards retirement benefits, salary range adjustments to
maintain competitive compensation levels; eligibility for merit salary increases up to 3 %;
an increase to the cafeteria benefit allowance; and clarification of MOU language.
Staff Recommendation for City Council Action
Staff recommends that the City Council approve a Memorandum of Understanding with
the Rosemead Employees Association; adopt Resolution No. 2014 -12 for Middle
Management, Professional, and Confidential Service; adopt Resolution No. 2014 -13 for
Management Service, and adopt Resolution No. 2014 -14 for City Council.
BACKGROUND
The existing MOU with the Rosemead Employee Association (REA) will expire on June
30, 2014. Over the past several months, representatives of the REA and the City have
negotiated in good faith on the terms of a successor MOU. Some main features of the
new two -year MOU and salary and benefits resolutions include the following:
Employee Contribution to CalPERS:
Effective July 1, 2014 all employees enrolled in CalPERS will begin paying 2% of salary
to CalPERS toward retiree benefits. Effective July 1, 2015 all employees enrolled in
CalPERS will begin paying an additional 2% for a total of 4 %.
ITEM NUMBER:
City Council Meeting
May 27, 2014
Paoe 2 of 3
In consideration of the employee's 2% contribution towards CaIPERS, all full -time and
3/4 time employees will be provided with a 2% increase in pay on July 1, 2014 to make
them "whole." Employees will also be provided with a 2% increase on July 1, 2015.
Elected officials will not be eligible to receive the salary increases as all City Council pay
increases, by state law, must be approved by resolution and cannot take effect until
after the next election cycle.
Merit Salary Increases:
Employees eligible for a merit increase may receive a merit salary adjustment of up to
3% annually instead of the previous 5 %.
Salary Range Adjustments:
Salary range adjustments will be made to maintain competitive compensation levels
with the labor market. These adjustments to the salary ranges are the result of surveys
of comparable agencies according to established policies and procedures. There will
be no automatic salary increases as a result of the salary range adjustments.
Cafeteria Benefit Allowance:
The cafeteria benefit allowance will be increased from $1,600 per month to $1,650 per
month. The City will consider increasing the cafeteria benefit allowance from $1,650
per month to $1,700 per month during FY 2015 -2016 based on availability of funding
and ability to pay.
Bilingual Pay
Language was modified to reflect the City's ability to suspend bilingual pay if an
employee is out on an extended leave of absence and is not physically present at work
to provide bilingual services.
Christmas Closure:
The holiday closure from Christmas to New Year's Day will now begin at noon on
Christmas Eve. Employees will be required to utilize their own leave time for the half
day on Christmas Eve.
Salary Survey:
The annual salary survey will be amended so that only classifications that have
employees at the top of the range will be surveyed annually and all other classifications
will be surveyed bi- annually.
Sick and Vacation Leave Accrual
Language modified to reflect that vacation and sick leave accruals will be based on
hours in paid status during each pay period. Therefore, employees using leave without
pay will not accrue leave hours.
City Council Meeting
May 27, 2014
Page 3 of 3
Administrative Leave
Any administrative leave hours on the books for a terminating employee will be paid out
at the employee's hourly rate at a prorated unit of administrative leave available by pay
period.
PUBLIC NOTICE PROCESS
This item has been noticed through the regular agenda notification process.
FISCAL IMPACT
The total estimated net cost to implement the terms and conditions of the MOU and
Resolutions has been factored into the City's proposed budget for the 2014 -2015 fiscal
year.
Submitted by:
Su Tan
Human Resources Manager
Attachment: Rosemead Employee Association Memorandum of Understanding 2014 -2016
Resolution 2014 -12 Middle Management, Professional, and Confidential Service
Resolution 2014 -13 Management Service
Resolution 2014 -14 City Council
RESOLUTION NO. 2014 -13
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ROSEMEAD, CALIFORNIA, ESTABLISHING ANNUAL
SALARY RANGES AND BENEFITS FOR CLASSIFICATIONS IN
THE MANAGEMENTSERVICE OF THE CITY OF ROSEMEAD
WHEREAS, THE FOLLOWING classifications in the Management Service of the
City of Rosemead ( "City ") are critical to the efficient and effective operations of the City,
the City Council recognizes the management nature and responsibilities of the
positions, and
WHEREAS, employees in these classifications are exempt under the provisions
of the Federal Fair Labor Standards Act and serve in an "at- will" employment capacity,
NOW THEREFORE, BE IT RESOLVED that effective beginning July 1, 2014, the
salary ranges and benefits for the affected classifications will be as follows:
SECTION 1: APPLICABILITY
Full -time Team Members in the following classifications are covered by this Resolution:
Mana ementService Unit
Assistant City Manager /Director
of Finance/Treasurer
Director of Community
Development
Director of Parks & Recreation
Director of Public Works
SECTION 2: COMPENSATION SALARY RANGE ADJUSTMENTS BASED ON LABOR MARKET
COMPARISONS
A basic tenet of the compensation system is that the City will not provide annual across -
the -board "cost of living adjustments' (COLA). Rather, the City will annually adjust
salary ranges to the "target" of 95% of the average prevailing wage rates for similar
occupations in the survey cities, provided that the City has the financial budgeted
resources to do so. (Salary range adjustments will not result in automatic salary
increases for Team Members unless the Team Member's salary rate is below the
bottom of the salary range). This target of 95% of the average is based on the
professionally recognized principle that a deviation of plus or minus five percent ( +/ -5 %)
constitutes a "competitive position" in the labor market. This is particularly true when
total compensation and benefit variations are taken into account. Such determinations
on salary range adjustments would be made on a classification -by- classification basis
as dictated by labor market conditions and the City's ability to pay.
The "target" of 95% of the average prevailing wage rates will be determined by
calculating the average mid -point base pay of the survey cities. The selected pay range
will then be reduced by five percent (5 %) in recognition of the City's rich benefits
allowance and the principle that +/ -5% of the average constitutes a "competitive"
position in the labor market. On an annual basis, the non - benchmark to benchmark
linkages will be reviewed.
If a Team Member's base salary is below the adjusted minimum salary range of his /her
classification, his /her salary will be adjusted to the minimum salary range in the range
for that classification.
SURVEY CITIES
In order to determine the prevailing salary rates in the local labor market, the following
survey cities have been selected based on a three -fold set of criteria and rationale: 1)
contiguous geographic proximity to Rosemead; 2) full contract city status, and /or a
sufficient number of comparable positions. The following cities will be surveyed on a
periodic basis for comparison purposes:
Alhambra
La Puente
San Dimas
Diamond Bar
Montebello
San Gabriel
Duarte
Monterey Park
Temple City
El Monte
Pico Rivera
SALARY ADJUSTMENTS WITHIN SALARY RANGE BASED ON JOB PERFORMANCE
The City's pay- for - performance system allows a Team Member to obtain a percentage
merit salary increase consistent with his /her annual performance evaluation. All Team
Member salary increases, within the salary range, are based on merit through the
annual performance evaluations. Based on the Team Member's performance rating on
his /her performance evaluation, a Team Member is eligible for a merit increase.
Employees eligible for a merit increase will be eligible to receive up to a three (3 %)
percent merit increase during FY 2014 - 2016.
Team Member salaries may not exceed the maximum salary range within the respective
job classification. Current Team Members whose salaries exceed the maximum salary
range for the job classification will be y -rated (frozen) and will not receive any merit
increases until the salary ranges are adjusted based on the labor market survey
comparisons.
Effective July 1, 2014, the salary ranges of all positions that are "topped out" or exceed
the maximum salary range for the classification will be surveyed on an annual basis. All
other classifications will be surveyed bi- annually.
All full -time Team Members are part of the Merit Based Compensation System. All
Team Member salary increases, within the salary range, are based on merit through the
annual performance evaluations. Based on the Team Member's performance rating on
his /her performance evaluation, a Team Member will be eligible for a merit increase.
Team Member salaries may not exceed the maximum salary range within his /her
respective job classification. The following is the performance rating categories and
percentage increases that a Team Member may be eligible for based upon funding for
FY 2014 -2016. Merit increases may not exceed three (3 %) percent during FY 2014-
2016.
f Ratin ' Pen En* e v
Unsatisfactory
0%
Needs Development
0%
Meets Expectations
1%
Exceed Expectations
2%
Substantially Exceeds
Expectations
3%
The City will provide for merit increases up to 3% for FY 2014 -2016,
Non - Classic CaIPERS Members will be eligible to receive up to 5% of merit increase for
FY 2014 -2016. Effective January 1, 2013, PEPRA prohibits employers from paying any
portion of a "new member's' member contribution rate. All non - classic California Public
Employees' Retirement System (CaIPERS) members must pay 50% of total normal cost
as employee contribution rate. Consequently, non - classic CaIPERS members will be
eligible for merit salary increases as follows:
.lwi'-'`'Percenta `e`'''
Unsatisfacto
0%
Needs Develo ment
0%
Meets Ex ectations
2%-3%
Exceed Expectations
4%
Substantially Exceeds
Ex ectations
_
5%
SECTION 3: HEALTH INSURANCE PROVIDER
The City contracts with California Public Employees' Retirement System (CaIPERS) to
serve as the health insurance provider for the City.
SECTION 4: CAFETERIA -STYLE HEALTH, WELFARE, S SAVINGS BENEFIT
Effective July 1, 2014, the City will provide each full -time Team Member with $1,650 per
month for use towards enrolling in any of the City offered health plans, dental plans, and
vision plans. Any unused remainder can be put into a deferred compensation plan,
taken as a taxable cash disbursement, or used for the purchase of any City sponsored
insurance, long -term care, or long -term saving program. Team Members can also
choose to take the entire benefit as deferred compensation or cash, but must first show
proof of health insurance through another source.
The City will consider increasing the cafeteria benefit allowance from $1650 per month
to $1700 per month during FY 2015 -2016 based on the availability of funding and ability
to pay.
SECTION 5: RETIREMENT HEALTH PLAN
For all full -time Team Members hired on or before July 1, 2007, who have 20 years or
more of service with the City, and who retire from the City, an allocation of up to $1,000/
month will be given to pay for health care benefits for the duration of their retirement. If
the health insurance program selected by the Team Member costs more than $1,000/
month, the City will only cover the first $1,000 /month of the cost of the selected
program. Once the Team Member reaches age 65 or becomes eligible for Medicare
coverage, the Team Member will transition to Medicare coverage, with the City picking
up the remaining cost of health insurance coverage up to a maximum of $1,000 /month.
For all full -time Team Members hired on or before July 1, 2007, who have 12 -19 years
of service with the City, and who retire from the City, an allocation of up to $500 /month
will be given to pay for health care benefits for the duration of their retirement. If the
health insurance program selected by the Team Member costs more than $500 /month,
the City will only cover the first $500 /month of the cost of the selected program.
The above retirement health contributions will only be in effect for full -time Team
Members employed with the City as of July 1, 2007. When Team Member reaches 65
years of age, or becomes eligible for Medicare, said Team Members will transition to
Medicare coverage and the City will continue to contribute towards the cost of health
care coverage during the duration of the Team Members retirement according to the
program as defined in Section 10. Furthermore, it is expressly noted that the retirement
health contribution can be used towards health coverage for the Team Member, their
spouse, and /or any eligible dependent.
Team Members hired after July 1, 2007 will receive retiree health benefits in
accordance with public employees' retirement laws and CalPERS.
SECTION 6: RETIREMENT PROGRAM (CALPERS)
Team Members will be enrolled in the City's retirement program through CalPERS. On
July 1, 2007, the City began providing the 2.7 % @55 benefit formula with one -year final
compensation option with no cap.
On July 1, 2010, the City implemented a 2 -tier system with changes for new hires only.
All full -time new hires will be subject to the 2 % @55 formula with one -year final
compensation option. All existing full -time Team Members hired prior to July 1, 2010
will remain at the 2.7 @55 formula.
Under the Public Employees' Pension Reform Act of 2013 (PEPRA), effective January
1, 2013, all "new members" will be subject to the 2.0% @ age 62 benefit formula which
also requires a three year final compensation (the highest average annual pensionable
compensation earned by a member during a period of at least 36 months) with an early
retirement age of 52.
A "New Member" is defined as:
1. A new hire that is brought into CalPERS membership for the first time on or
after January 1, 2013, and who has no prior membership in any other
California public retirement system.
2. A new hire who is brought into CalPERS membership for the first time on or
after January 1, 2013, and who is not eligible for reciprocity with another
California public retirement system.
3. A member who established CaIPERS membership prior to January 1, 2013,
and who is hired by a different CalPERS employer after January 1, 2013,
after a break in service of greater than six months.
On January 1, 2013, PEPRA prohibited employers from paying any portion of a "new
member's" member contribution rate. All new members must pay 50% of total normal
cost as employee contribution rate.
CaIPERS refers to all members that do not fit within the definition of a new member as
'.classic members'. All existing CaIPERS members as of December 31, 2012, will retain
the existing benefit levels for future service with the same employer.
By January 1, 2018, all "classic members' will be required to contribute their full share
up to 8% of the employee contribution of the CalPERS rate. In order to minimize the
impact of this change, the City is implementing a 2% contribution rate for the next 4
years.
Effective July 1, 2014, all classic members enrolled in CaIPERS will begin paying 2% of
salary to CaIPERS towards retiree benefits. In consideration of the member's 2%
contribution towards CaIPERS, all Classic members will receive a 2% increase in pay
on July 1, 2014 and another 2% salary increase on July 1, 2015. Effective July 1, 2015,
team members enrolled in CalPERS will begin to paying an additional 2% to CalPERS
for a total of 4 %.
SECTION 7: ENHANCED RETIREMENT PROGRAM (PARS)
The City offers an enhanced retirement package through PARS for all Team Members
hired prior to July 1, 2010. Full -time Team Members who retire from Rosemead after
working 20 years for the City will have their pension formula enhanced to 3 % @55, with
the provision that the maximum pension allowance that Team Member's can accrue
through PARS is 90% of their final pay. The PARS retirement pension is limited to 90%
of their final pay. Team Members must be at least 55 years of age to qualify for PARS.
All Team Members hired on or after July 1, 2010 are ineligible for the Enhanced
Retirement Program through PARS. PARS has been eliminated for all new full -time
Team Members.
SECTION 8: EMPLOYER FUNDED DEFERRED COMPENSATION PROGRAM
For all full -time Team Members, the City set -up and began contributing into a deferred
compensation account a percentage of the Team Member salary based on years of
service. That funding formula is as follows:
Years of Service
% of Salary Contributed into
Deferred Compensation
0 -4
1%
5 -9
2%
10 -14
3%
15 -19
4%
20+
5%
$500 will be allocated into deferred compensation for the Assistant City Manager.
All Team Members hired on or after July 1, 2010 are ineligible for the employer funded
deferred compensation program. The employer funded deferred compensation
program has been eliminated for all new full -time Team Members.
SECTION 9: VACATION ACCRUAL
Full -time team members will receive vacation accruals as follows:
yVacati onAcumulation m
Years of
Service
Hours/Pay Period
Hours/Year
Da s/Year
Up to year 1
3.85
100
10
Year 1 —Year
13
5.38
140
14
13+
6.15
160
16
All full -time Team Members accrue 100 hours of vacation leave during their first year of
service. 140 hours are accrued for Team Members with one year of service, up to (but
not over) 13 years. For Team Members with over 13 years of service (13 +) the accrual
rate is 160 hours. Team members cease to accrue vacation hours when in any pay
period they exceed two times their annual accrual as determined by their anniversary
date.
All full -time Team Members are entitled to a paid vacation following one year of
employment. Team Members may begin taking accrued vacation .after six months of
employment.
Vacation accruals will be determined by the percentage formula of actual hours in a
paid status by the City.
Examplet: An employee (with 1 -13 years of service) who works 80 hours on
paid status per pay period will accrue 5.38 hours /pay period.
Example 2: An employee (with 1 -13 years of service) who works 40 hours on
paid status per pay period will accrue 2.69 hours /pay period (50%
of 5.38 hours /pay period).
Example 3: An employee (with 1 -13 years of service) who has a zero leave
balance and takes an extended leave of absence will not accrue
any hours.
SECTION 10: VACATION BUYBACK
In order to encourage team members to take regular vacations on an annual basis and
to partially limit the growth of the City's long -term liability of team member accrued
vacation hours upon separation of employment, the City has established the following
criteria for vacation buyback.
Once per calendar year, a full -time Team Member is eligible to have the City buyback
up to 40 hours (1 week) of accumulated unused vacation time. On July 1, 2011, the
City established two (2) vacation banks as follows:
Bank A: Vacation earned /accrued prior to June 30, 2011.
Bank B: Vacation earned /accrued after July 1, 2011 (Subject to a 2 year
cap).
For the purposes of vacation buyback, all Team Members must utilize Bank A prior to
utilizing Bank B. However, if there are no hours accrued in Bank A, Team Members
may utilize Bank B.
SECTION 11: CITY- RECOGNIZED HOLIDAYS
The following days are recognized and observed as paid holidays:
1. New Year's Day (January 1 ")
2. Martin Luther King's Birthday (the third Monday in January)
3. Presidents' Birthday (the third Monday in February)
4. Memorial Day (the last Monday in May)
5. Independence Day (July 4`")
6. Labor Day (the first Monday in September) -
7. Veteran's Day (November 11")
8. Thanksgiving Day
9. Christmas Day (December 25")
Non - essential City services and facilities are closed from noon on Christmas Eve to
New Year's Day. If a Team Member elects to take the non - holidays off, he is required
to utilize his own time.
If a holiday falls on a Friday or Saturday, Team Members will observe that holiday on
the preceding Thursday. If the holiday falls on a Sunday, Team Members will observe
that holiday on the following Monday.
SECTION 12: FLOATING HOLIDAYS
Team Members receive 20 hours of floating holiday per calendar year. Those hours
must be used before the end of the calendar year or they will be forfeited.
SECTION 13: ADMINISTRATIVE LEAVE
On January 1, Team Members are allocated an allotment of 80 hours per year of
administrative leave. On July 1, 2011, the opportunity to sell back administrative leave
was eliminated. The use of administrative leave will be limited to no more than one (1)
day /shift intervals /increments. Team members will not be able to supplant/combine
administrative leave with vacation. The only exception will be from Christmas to New
Year's Day when non - essential City services and facilities will be closed. Any
administrative leave hours that are not utilized by December 31 of a calendar year will
be lost. Furthermore, any administrative leave on the books for a terminating Team
Member will be paid out at the Team Member's hourly rate at a prorated unit of
administrative leave available by pay period
Any existing full -time Team Members who were eligible for administrative leave
entitlements prior to July 1, 2010 under the terms of the administrative leave clause will
continue to be eligible for said entitlements.
SECTION 14: FLEXIBLE SCHEDULING
Depending on a Team Member's area of assignment, an alternate work schedule may
be arranged with Department Director approval. This could include the possibility of
utilizing a flextime or telecommuting from an offsite location. Any prolonged
telecommuting arrangement must be approved by the City Manager. Any alternate
workweek must be approved, in writing, by the City Manager.
SECTION 15: AMOEBA ORGANIZATION
The City is an "amoeba- organization'. An amoeba is defined as a small single cell
organism that changes its shape in response to its environment. Rosemead is a small,
fast - responding, organizationally nimble, customer - focused city with the capability to
make rapid and coordinated organizational changes to accomplish service delivery
objectives. We emphasize a customer service culture within the organization where all
full -time employees function as "front line service- delivery" providers.
ARTICLE 16: AMOEBA FLEX WEEKS
Based on economic or business necessity, all full -time employees are required to work
special events with the ability to "flex" their hours to meet the human resources
demands of the City's special events which include:
Lunar New Year Family Festival
Community Yard Sale /Emergency Preparedness Fair
Easter "Egg "stravaganza
Memorial Day Service
4th of July Parade /Carnival /Fireworks Show
Summer Concerts in the Park
Fall Fiesta
9/11 Memorial Service
Holiday Tree Lighting Ceremony
This condition exists in every week in which there is a special event. If an unscheduled
event arises, the City Manager has the authority to implement an Amoeba Flex Week.
The "flexing' of hours must fall within the same work period of the special event.
Supervisors and department directors have the authority to approve /deny or reschedule
"flex" hours so that appropriate staff coverage is maintained for operational needs and
continued City service.
If a holiday falls on a day of the week that would have been a normal workday, the
hours worked up to ten (10) will be banked which must be used by December 31 "I
Those hours must be used before the end of the calendar year or they will be forfeited.
SECTION 17: SICK LEAVE
A full -time Team Member who is incapacitated from the performance of such Team
Member's duties by reason of a non - service related illness or injury, pregnancy, legal
requirements of public health officials or for reasons specified in the Family and Medical
Leave (FMLA) are eligible for sick leave.
1. Amount Earned: All full -time, regular or probationary Team Members will accrue
ten (10) hours of sick leave per month. Sick leave will be earned, commencing
on the first day of employment as a probationary Team Member, and accrued on
a bi- weekly basis. Team Members may accumulate up to a maximum of 120
hours of sick leave with pay per year. Sick leave accruals will be determined by
the percentage formula of actual hours in a paid status by the City.
Examplel: An employee who works 80 hours on paid status per pay
- period will accrue 4.62 hours /pay period.
Example 2: An employee who works 40 hours on paid status per pay
period will accrue 2.31 hours /pay period (50% of 4.62
hours /pay period).
Example 3: An employee who has a zero leave balance and takes an
extended leave of absence will not accrue any hours.
A new Team Member cannot utilize sick leave within the first thirty (30) days of
employment. Team Members retiring from the City may have the option to sell
back sick leave to purchase up to one (1) additional year of service time from
CalPERS. Any other sick leave balance or if the Team Member leaves
employment, voluntarily or involuntarily, will be forfeited.
2. Advanced Sick Leaver Sick leave time shall not be taken until such time has
been accrued.
3. Utilization of Sick Leave Benefits: The right to utilize benefits under the sick
leave provisions herein continues only during the period that the Team Member
is employed by the City. All benefits hereunder terminate upon the Team
Member leaving City service. A Team Member on military leave is not granted
sick leave during the military leave period. Team Members are not eligible to
utilize sick leave benefits within the first thirty (30) days of employment.
Sick leave is not a leave which a Team Member may use at his /her discretion,
but is allowed only in cases of actual sickness or disability which make it
impossible or inadvisable for the Team Member to perform normal work
assignments /functions. Sick leave may be utilized for dental or medical
appointments, medical assessments and /or due to a serious illness in the
immediate family. The City Manager /Department Head may deny or revoke sick
leave if the incapacitation for which it is taken is caused or substantially
aggravated by compensated outside employment. If a Team Member is absent
from work for more than three (3) working days without notifying his /her direct
supervisor or Department, the Team Member may be dismissed from City
service for being absent without official leave. Any abuse of sick leave usage is
grounds for disciplinary action up to and including dismissal.
4... Illness.. During Vacation Leave: Team Members who become ill while on
approved vacation leave may request from his /her supervisor to have vacation
time converted to sick leave. Verification of illness may be required prior to
approval
5. Notification to Supervisor. Any Team Member needing to be absent because of
sickness or other physical disability must notify the appropriate Department
Director or immediate supervisor at least one (1) day prior to such absence if
circumstances permit, or within one (1) hour before the start of his /her regular
shift when prior notice cannot be given.
6. Sick Leave Authorized Due to Illness in Family: A Team Member is allowed sick
leave due to a serious illness in the immediate family. The definition of "family"
defined under the Family and Medical Leave Act (FMLA) policy will be utilized. In
the event of a serious illness in the immediate family, a certificate of such illness
and the need for the Team Member's absence by the acceptable medical
authority may be required by the Department Director. In such case, the Team
Member must be able to produce a verifying certification upon request by the
immediate supervisor or management.
Return to Work Following Illness: The Department Director may require a Team
Member to submit to a medical and /or psychiatric examination by a physician
designated by the City before permitting the Team Member to return to work after
the Team Member has been on sick leave. If the results of any such examination
indicate that the Team Member is unable to perform assigned duties, or if
performance of those duties will expose others to infection, the Team Member
will be placed on sick leave, or leave without pay after all sick leave has been
used, until adequate medical evidence is submitted that the Team Member is
competent to perform assigned duties or will not subject others to the infection.
8. Medical Certificate Requirement: In order to be paid for sick leave, the Team
Member must make every good faith effort to notify his /her immediate supervisor
prior to the start of the Team Member's work day. The Department Director may
request, for cause, a certificate issued by a licenses physician or other
satisfactory proof of illness before sick leave is granted. The Department
Director may also choose a licensed physician to conduct a physical examination
at City expense. Any Team Member who makes application for sick leave may
be required by either the Department Director or City Manager to file a certificate
signed by a duly and regularly licensed physician authorized to practice medicine
or may be required to submit a personal statement which states the Team
Member was incapacitated from performing the duties of the position for each
day that sick leave is requested. Authority will also be given to the physician
signing the certificate, to disclose to the City Manager or the Department
Director, information relating to sick leave. Sick leave will be granted when the
application for sick leave is approved by the Department Director or the City
Manager.
9. Transfer of Sick Leave: New Team Members may bring with them /transfer up to
two hundred (200) hours of sick leave from their previous employer provided the
previous employer did not otherwise compensate the Team Member for said
hours. The new Team Member must provide a letter or documentation from the
previous employer verifying accrued but uncompensated hours.
A Team Member will not receive any payment for unused accumulated sick leave upon
dismissal of employment or retirement (either disability or regular). A Team Member
may not use sick leave to extend a retirement (either disability or regular) or dismissal
date. This prohibition shall not affect a Team Member's right to obtain sick leave credit
with CalPERS. Any other balances or if a Team Member resigns or is dismissed will be
forfeited.
SECTION 18: BEREAVEMENT LEAVE
In the event of the death of a Team Member's immediate family (defined as spouse,
parent, step - parent, grandparent, sibling, children, grandchildren, mother -in -law, father -
in -law, sister -in -law, brother -in -law, registered domestic partner or child of a registered
domestic partner), Team Members are entitled to four (4) .paid days off for bereavement
leave per incident.
SECTION 19: JURY LEAVE
Team Members required to serve on a jury are entitled to their regular compensation for
up to 80 .hours provided that fees for jury service are deposit with the finance
department. -
SECTION 20: BILINGUAL PAY
The City offers a bilingual pay program for eligible Team Members who consistently
utilize other languages to translate during the normal course of work. To qualify, Team
Members must pass the test developed or utilized by the City for the following
recognized languages: Spanish, Vietnamese, Cantonese, and /or Mandarin. A
maximum of three. (3) positions per language per site may be certified to receive
bilingual pay by the City. It will be applicable at all primary sites (RCRC, Garvey Center,
Public Safety and Public Works). In the event that more than three Team Members
wish to apply for it, management will determine the top three (3) based upon positional
need. Once certified, Team Members will receive a bilingual stipend of $75 per month.
Any Team- Member who is not certified by the City is not required to use a language
other than English. However, when a member of the public, requests assistance in a
language other than English, our Team Members must make a reasonable effort to
accommodate and assist in a polite and professional manner.
The City reserves the right to suspend bilingual pay if the Team Member is out on an
extended leave of absence of more than 80 consecutive hours and is not physically
present at work to provide bilingual services.
SECTION 21: SHORT -TERM DISABILITY
The City provides Team Members with a short-term disability plan to protect against
cases where a non - work - related illness or injury is sustained which results in an inability
to work for a. short of time. In these cases, Team Members will receive 66.67%
of their base salary (1 year average of W -2) with a waiting period of 15 days. Team
Members will receive continued payment until the Team Member is medically able to
return to work, or has to begin utilizing long term disability, or until the Team Member
reaches the age of 65, whichever comes first. The maximum short-term disability
benefit amount will be $1848 per week.
SECTION 22: LONG -TERM DISABILITY
The City provides Team Members with a long -term disability plan to protect against
cases where a non - work - related illness or injury is sustained which results in an inability
to work for a long period of time. In these cases, Team Members will receive 66.67% of
their base salary with a 90 day waiting period. Team Member will receive continued
payment until the Team Member is medically able to return to work, or until the Team
Member reaches _the-age of 65, whichever comes first. The maximum long -term
disability benefit amount will be $8,000 per month.
SECTION 23: LIFE INSURANCE
Team Members receive an accidental death & dismemberment and life insurance policy
of $100,000.
SECTION 24: TUITION REIMBURSEMENT
The City will suspend the tuition reimbursement program for FY 2014 -2016.
-- SECTION 25: WELLNESS PROGRAM
The City provides the Wellness Program at $300 per year for FY 2014 -2016.
SECTION 26: COMPUTER PURCHASE PROGRAM
The City provides a computer purchase program for all full -time Team Members as
outlined in the Administrative Policy No. 30 -09 approved by the City Manager. Full -time
Team Members are eligible for this program after the completion of the probationary
period.
SECTION 27: EMPLOYEE ASSISTANCE PROGRAM
The City provides Team Members with access to the Employee Assistance Program
(EAP).
SECTION 28: FLEXIBLE BENEFIT PLAN (SECTION 125)
The City offers Team Members a flexible benefit plan which will allow individuals to pay
for certain expenses (child care, unreimbursed medical expenses, insurance premiums)
with pre -tax dollars.
SECTION 29: DIRECT DEPOSIT
Team Members are offered an option to authorize the automatic deposit of each
paycheck into an individual's checking, savings or credit union account. Payroll checks
will not be issued in advance.
SECTION $O: AUTO ALLOWANCE
Management Team Members may receive up to $500 per month based on business
necessity.
PASSED, APPROVED ANgADOPTED at a Regular Meeting of the City Council
of the City of Rosemead on the 27 day of May 2014.
William Alarcon
Mayor
ATTEST:
An -�t�����
Gloria Molleda
City Clerk
APPROVE AS TO FORM:
i,;Zz4 Q
gchel Richman
City Attorney
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) SS.
CITY OF ROSEMEAD 1
I, Gloria Molleda, City Clerk of the City of Rosemead, do hereby certify that the foregoing
Resolution No. 2014 -13 being,
A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF ROSEMEAD, CALIFORNIA,
ESTABLISHING ANNUAL SALARY RANGES
AND BENEFITS FOR CLASSIFICATIONS IN
THE MANAGEMENT SERVICE OF THE CITY
OF ROSEMEAD
was duly and regularly approved and adopted by the Rosemead City Council on the 27th of May,
2014, by the following vote to wit.
Yes: Alarcon, Armenta, Clark, Hall, Low,
No None
Abstain, None
Absent: None
14M
oria w �olleda
City Clerk
City of Rosemead
Management Services
Salary Ranges and Job Classifications
Effective July 1, 2014
Assistant City Manager /Director of
$9,846
$13,321
Finance/Treasurer
Community Development Minimum Maximum
Director of Community Development 1 $9,051 1 $12,245
Parks and Recreation Minimum Maximum
Director of Parks and Recreation 1 $9,051 1 $12,245
Public Works Minimum Maximum
Director of Public Works 1 $9,051 1 $12,245