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CC - 2014-12 - Establishing Annual Salary Ranges and Benefits for Classifications in the Middle Management, Professional, and Confidential Services in the CityROSEMEAD CITY COUNCIL TO: MAYOR AND CITY COUNCIL FROM JEFF ALLRED, CITY MANAGER DATE: MAY 27, 2014 STAFF REPORT 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 CaIPERS: 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 Pace 2 of 3 In consideration of the employee's 2% contribution towards CaIPERS, all full -time and %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 Adiustments: 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 -12 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROSEMEAD, CALIFORNIA, ESTABLISHING ANNUAL SALARY RANGES AND BENEFITS FOR CLASSIFICATIONS IN THE MIDDLE MANAGEMENT, PROFESSIONAL, AND CONFIDENTIAL SERVICE OF THE CITY OF ROSEMEAD WHEREAS, THE FOLLOWING classifications in the Middle Management, Professional and Confidential Service of the City of Rosemead ( "City') are critical to the efficient and effective operations of the City, the City Council recognizes the management, supervisory, professional and /or confidential nature of their positions; and WHEREAS, employees in these classifications are exempt under the provisions of the Federal Fair Labor Standards Act; and WHERAS, the City Council desires to establish the compensation levels for classifications in Middle Management, Professional, and Confidential Service of the City; NOW THEREFORE, BE IT RESOLVED that effective beginning July 1, 2014, the salary ranges and benefits for the classifications covered by this Resolution are as follows: SECTION 1: APPLICABILITY Full -time Team Members in the following classifications are covered by this Resolution: Mid -Mena ennent Professional 8 Confidential Service Unit Administrative Specialist Finance Manager Associate Civil Engineer Human Resources Manager Associate Planner Management Analyst City Planner Public Safety Supervisor Code Enforcement Officer, Senior Public Works Superintendent Executive Assistant to the City Manager Recreation Supervisor 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 a bi- 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. ` �"�?Rlafin` "`tfxx ,,;;Percerita 'e ",r. 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: = Rating, = "Percents e' Unsatisfactory 0% Needs Development 0% Meets Expectations 2%-3% Exceed Expectations 4% Substantially Exceeds Expectations 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, & 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 1month 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 1.0. 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 shall receive retiree health benefits in accordance with public employees' retirement laws and CaIPERS. SECTION 6: RETIREMENT PROGRAM (CALIPERS) 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 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 CalPERS 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. CalPERS refers to all members that do not fit within the definition of a new member as "classic members ". All existing CalPERS 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 CalPERS will begin paying 2% of salary to CalPERS towards retiree benefits. In consideration of the member's 2% contribution towards CalPERS, 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 CaIPERS 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% 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: 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. Examplel: 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. Years of Service Hours/Pay Period Hours/Year Days/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. Examplel: 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 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. ARTICLE 13: ADMINISTRATIVE LEAVE On January 1, Team Members are allocated an allotment of 60 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 arrangements must be approved by the City Manager. Any alternate workweek must be approved, in writing, by the City Manager. ARTICLE 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 9111 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 31st. 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. Example1: 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 CaIPERS. Any other sick leave balance or if the Team Member leaves employment, voluntarily or involuntarily, will be forfeited. 2. Advanced Sick Leave: 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. - 7. 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 deposited to 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 period 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 Reimbursement 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 30: AUTO ALLOWANCE_ Mid - Management Team Members may receive up to $300 per month based on business necessity as determined by the City Manager based on the driving demands of the position. Any existing full -time Team Members who were eligible for auto allowance prior to July 1, 2010 under the terms of the Auto Allowance clause will continue to be eligible. PASSED, APPROVED AN.9 ADOPTED at a Regular Meeting of the City Council of the City of Rosemead on the 27 day of May 2014. n�- UA - William A arcon Mayor ATTEST: �1 Glona Molleda City Clerk APPR9VED AS TO FORM: ache) Richman City Attorney STATE OF CALIFORNIA ) COUNTY OF LOS ANGELES ) SS. CITY OF ROSEMEAD ) I, Gloria Molleda, City Clerk of the City of Rosemead, do hereby certify that the foregoing Resolution No. 2014 -12 being: A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROSEMEAD, CALIFORNIA, ESTABLISHING ANNUAL SALARY RANGES AND BENEFITS FOR CLASSIFICATIONS IN THE MIDDLE MANAGEMENT, PROFESSIONAL, AND CONFIDENTIAL SERVICE OF THE CITY OF ROSEMEAD was duly and regularly approved and adopted by the Rosemead City Council on the 27� of May, 2014, by the following vote to wit: Yes: Alarcon, Armenia, Clark, Hall, Low, No None Abstain: None Absent. None ,-lsurl �- AALS91 Gloria Molleda City Clerk City of Rosemead Mid - Management Professional Confidential Services Salary Ranges and Job Classifications Effective July 1, 2014 Administrative Specialist $3,661 $4,952 Executive Assistant to the City Manager $3,923 $5,291 Human Resources Manager $6,669 $9,023 Management Analyst 1 $4,259 $5,762 Finance Manager 1 $6,669 1 $9,023 Associate Planner $4,808 $5,744 $6,505 City Planner $6,342 $8,580 Parks and Recreation Minimum Maximum Public Safety Minimum Maximum Code Enforcement Officer, Senior $4,246 $5,744 Public Safety Supervisor 1 $4,841 1 $6,893 Associate Civil Engineer $5,541 $7,497 Public Works Superintendent $4,868 $6,585 City of Rosemead General Services Salary Ranges and Job Classifications Effective July 1, 2014 Administrative Assistant $3,328 $4,502 Office Specialist $2,662 $3,602 Accounting Specialist $4.149 $2,997 $4,054 Accounting Specialist, Senior $6,030 $3.746 $5,068 Assistant Planner $4.149 - $5,613 Housing Project Coordinator $4.457 $6,030 Parks and Recreation Minimum Maximum Recreation Coordinator $2,662 $3,602 Public Safety Minimum Maximum Code Enforcement Officer $3,692 $4,995 Public Safety Coordinator $4,116 $5,569 Facilities Technician $3,133 $4,239 Maintenance Lead Worker $3,651 $4,940 Maintenance Worker $2,921 $3,952