CC - Item 5D - Adoption of Middle Management, Professional and Confidential Unit Salary and Benefits Resolution 2019-09TO: THE HONORABLE MAYOR AND CITY COUNCIL
FROM: GLORIA MOLLEDA, CITY MANAGER
DATE: FEBRUARY 12, 2019
SUBJECT: ADOPTION OF MIDDLE MANAGEMENT, PROFESSIONAL AND
CONFIDENTIAL UNIT SALARY AND BENEFITS RESOLUTION NO.
2019-09
6Y11i� lu /:�:i•1
The City Council will consider approval of the salary and benefits Resolution to the Middle
Management, Professional, and Confidential Service Units.
The purpose of the annual salary and benefits resolution is to ensure transparency and to
implement modifications to the City's compensation system. Amendments to Resolution No.
2019-09, include addition of the Administrative Analyst and Planning and Economic
Development Manager classifications and their respective salary range adjustments and removal
of the City Planner classification. The amendments to the Resolution also include clarifying
language that was approved in the 2018-2020 Memorandum of Understanding (MOU) with the
City of Rosemead Employee Association.
DISCUSSION
The recommended changes to the salary and benefits Resolution are consistent with staffing
changes that were approved in the adopted FY2018-19 budget. In addition, it includes clarifying
and clean-up language that incorporates current practices and processes that have been in place
but were either not in the previous MOUS or needed revisions to provide clearer language. These
revisions were approved in the 2018-2020 Memorandum of Understanding (MOU) with the City
of Rosemead Employee Association. Among the revisions are:
Survey: At the request of the REA, the cities of La Mirada and Paramount were added to
the cities that are surveyed for labor market comparisons for annual salary range adjustments.
Merit Increases: To further clarify what percentage of merit increases employees can be
considered for, the numerical ratings that correspond to the performance ratings were added to
the Merit Increase Table in the MOU.
AGENDA ITEM NO. 5.1)
City Council Meeting
February 12, 2019
Page 2 of 2
Employee Contribution to Ca1PERS: Historical language was included to track when and how
the employee contribution to Ca1PERS membership changed from being paid by the City to
complying with current law that requires that employees pay for their own contribution.
Social Security: An article to communicate the current practice of the City and the employees'
participation in Social Security was added to the MOU.
Vacation and Sick Leave Banks: Language was added to clarify that negative vacation and sick
leave banks are not allowed. In addition, language was also added to clarify that upon
retirement, sick leave is converted to service credit in accordance with the CalPERS contract.
Flexible Scheduling: Replacement of Amoeba language to Flexible scheduling on special events.
STAFF RECOMMENDATION
Staff recommends that the City Council adopt the Middle Management, Professional and
Confidential Unit Salary and Benefits Resolution No. 2019-09.
FISCAL IMPACT
The total estimated cost to implement the terms and conditions of Resolution No. 2019 -09 have
been factored into the City's Adopted Budget for Fiscal Year 2018-19.
STRATEGIC PLAN IMPACT
None
PUBLIC NOTICE PROCESS
This item has been noticed through the regular agenda notification process.
ElizabeWi Popescu
Human Resources Manager
Attachment A: Resolution No. 2019-09 Middle Management, Professional and Confidential Unit
Salary and Benefits
Attachment A
Resolution No. 2019-09
RESOLUTION NO. 2019-09
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 February 12, 2019, 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:
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Administrative Specialist
Human Resources Manager
Administrative Analyst
Management Analyst
Public Safety Supervisor — Code
Associate Planner
Enforcement
City Engineer
Public Safety Supervisor —
Emergency Preparedness
Planning and Economic
Public Works Manager
Development Manager
Code Enforcement Officer, Senior
Public Works Superintendent
Deputy City Clerk
Recreation Manager
Executive Assistant to the City
Recreation Supervisor
Manager
Finance Services Supervisor
Senior Management Analyst
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 (mean) 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 Mirada Paramount Temple City
Diamond Bar La Puente Pico Rivera
Duarte Montebello San Dimas
EI Monte Monterey Park San Gabriel
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. Team Members eligible for a merit
increase will be eligible to receive up to a 5% merit increase during the term of this agreement.
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 overall rating on the
performance evaluation, a Team Member is eligible for a merit increase. The following is the
performance rating categories and percentage increases that a Team Member may be eligible
for based upon funding for FY2018-2020:
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Unsatisfactor
0.0-2.4
0%
Needs Development
2.5-2.9
0%
0
Meets Expectations
3.5-3.9
3%
Exceed Expectations
4.0-4.5
4%
Substantially Exceeds Expectations
4.6-5.0
5%
The City will provide for merit increases up to 5% for the FY 2018-2020.
SECTION 3: PERFORMANCE EVALUATION
All Team Members will receive an annual performance evaluation. The City recognizes the
importance of conducting timely evaluations. Supervisors, managers, and department directors
must submit and conduct performance evaluations in a timely manner on the date the
evaluations are due. Every effort must be made by the supervisors, managers, and department
directors to submit timely evaluations. However, the City recognizes that when an emergency
or an unforeseen circumstance arises, the expectation is to submit the evaluations as soon as
practicable.
Aside from an emergency or an unforeseen circumstance, in the event that a supervisor will not
be able to complete an employee performance evaluation report in a timely manner, the
supervisor shall notify the department director and request a time extension for completion of
the performance evaluation report. An extension of two (2) weeks will be permitted for the
supervisor to complete the evaluation. In addition, the supervisor must inform and notify the
respective Team Member if the evaluation will not be completed on time.
If a Team Member is out on an extended leave of absence, the performance evaluation will be
extended out by the equal amount of time/duration the Team member is out on the leave of
absence. An extended leave of absence is defined as thirty (30) days or longer.
A probationary Team Member will receive an interim performance evaluation at six months from
the date of hire. Interim performance evaluations are not linked to any merit adjustments or
increases.
SECTION 4: HEALTH INSURANCE PROVIDER
The City contracts with California Public Employees' Retirement System (CaIPERS) to serve as
the health insurance provider for the City.
SECTION 5: CAFETERIA -STYLE HEALTH, WELFARE, & SAVINGS BENEFIT
Effective July 1, 2016, the City will provide each full-time Team Member with $1,700 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 waive coverage and take the
entire benefit as deferred compensation or cash, but must first show proof of group health
insurance coverage through an individual, a spouse or family member's coverage through their
employer and complete the Voluntary Decline of Health Care Offered Under City of Rosemead
Group Plan form.
SECTION 6: CHANGES TO HEALTHCARE LAWS
The parties recognize that certain changes to State or Federal laws, programs, taxes or
regulation including, but not limited to, the Affordable Care Act (ACA), may impact future
medical plan offerings. In the event that such reform measures or resulting changes in the ACA
altering the healthcare coverage, options, costs or other elements, the City may reopen Section
4,5, and 30 regarding medical insurance/benefits.
SECTION 7: 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 5. 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 8: 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, hired on or after July 1, 2010, 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 CaIPERS 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 CaIPERS 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 CaIPERS employer after January 1, 2013, after a break in
service of greater than six months.
Effective 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
Team Member 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.
Effective January 1, 2013, PEPRA prohibited 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.
By January 1, 2018, all "classic members" will be required to contribute their full share up to 8%
of the Team Member contribution of the CaIPERS rate.
Effective July 1, 2014, all classic members enrolled in CaIPERS began paying 2% of salary to
CaIPERS towards retiree benefits. In consideration of the member's 2% contribution towards
CaIPERS, all classic members received a 2% increase in pay on July 1, 2014,.
Effective July 1, 2015, all classic members enrolled in CaIPERS began paying an additional 2%
of salary to CaIPERS towards retiree benefits for a total of 4%. In consideration of the
member's 2% contribution towards CaIPERS, all classic members received a 2% increase in
pay on July 1, 2014.
Effective July 1, 2016, all classic members enrolled in CaIPERS began paying an additional 2%
of salary to CaIPERS towards retiree benefits for a total of 6%. In consideration of the
member's 2% contribution towards CaIPERS, all classic members received a 2% increase in
pay on July 1, 2014.
Effective July 1, 2017, Tier 1 classic members began contributing an additional 2% to CaIPERS
for a total of 8%, and Tier 2 classic members began contribution an additional 1% for a total of
7%. In consideration of the member's additional contribution towards CaIPERS, Tier 1 classic
members received a 2% increase in pay and Tier 2 classic members received a 1 % increase in
pay.
SECTION 9: ENHANCED RETIREMENT PROGRAM: PUBLIC AGENCY RETIREMENT SERVICES (PARS)
The City offers an enhanced retirement package through Public Agency Retirement Services
(PARS) for all Team Members hired prior to July 1, 2010. Covered 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 in accordance with State law. PARS has been eliminated for all new
full-time Team Members.
SECTION 10: SOCIAL SECURITY
The City deducts from each full-time employee's paycheck, an amount as determined by law for the
Federal Insurance Contributions Act (Social Security). In addition, the City contributes an additional
amount at least equal to the employee's contribution.
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 401A
Deferred Compensation Program
0-4
1%
5-9
2%
10-14
3%
15-19
4%
20+
5%
In accordance with State law, all Team Members hired on or after July 1, 2010 are ineligible for
the employer funded deferred compensation program. The employer funded deferred
compensation proaram has been eliminated for all new full-time Team Members.
SECTION 12: 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 vacation requests are to be pre -approved by the Department Director. Negative vacation
banks or borrowing from future accruals will not be allowed.
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 vacation requests are to be pre -approved by the Department Director. Negative vacation
banks or borrowing from future accruals will not be allowed.
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.
Example1: !
A Team Member (with 1-13 years of service) who works 80 hours
on paid status per pay period will accrue 5.38 hours/pay eriod.
A Team Member (with 1-13 years of service) who works 40 hours
Example 2:
on paid status per pay period will accrue 2.69 hours/pay period
50% of 5.38 hours/pa period).
A Team Member (with 1-13 years of service) who has a zero leave
Example 3:
balance and takes an extended leave of absence will not accrue
any hours.
SECTION 13: 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 14: CITY -RECOGNIZED HOLIDAYS
The following days are recognized and observed as paid holidays:
1. New Year's Day (January 151)
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 4th)
6. Labor Day (the first Monday in September)
7. Veteran's Day (November 11th)
8. Thanksgiving Day
9. Christmas Day (December 25th)
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/she is required to utilize his/her
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.
At the discretion of the City Manager and based upon business needs, Team Members may be
released at 12:O0p.m. on December 241
h.
SECTION 15: 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. In case a Team Member
terminates employment with the City, he/she will forfeit any unused floating holidays.
SECTION 16: 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 17: PROBATIONARY PERIOD
The probationary period, of one year (2080 supervised hours), shall be an integral part of the
employment examination process and shall be utilized as an opportunity to closely observe the
Team Member's work, to provide special training, to assist the Team Member in adjusting to the
new position, and to reject any Team Member whose work performance, adaption, or personal
conduct fails to meet required standards. A probationary Team member shall have no right of
tenure and may be dismissed without cause, at any time, during the probationary period without
right of appeal, grievance, or hearing. Probationary Team Members do not have property or
vested rights in their positions with the City.
All Team Members shall receive an interim performance report after completion of six (6)
months of the probationary period. Satisfactory completion of probation is based on total
performance during the entire probationary period. The City Manager may, in his/her sole
discretion, extend the probationary period an additional 1040 hours (six (6) months).
If a Team Member is out on an extended leave of absence, the probationary period will be
extended out by the equal amount of time/duration the Team member is out on the leave of
absence.
SECTION 18: 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 19: FLEXIBLE SCHEDULING ON SPECIAL EVENTS
Based on economic or business necessity, all full-time Team Members 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:
• 4th of July Parade/Carnival/Fireworks Show
• Fall Fiesta
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 Alternative Work Schedule which
allows for the "flexing" of hours 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 315'. Those hours must
be used before the end of the calendar year or they will be forfeited.
In addition, an emergency disaster is exempt from a flexible scheduling and does not fall under
the definition of special events.
SECTION 20: 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.
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.
i
Example 1:
A Team Member who works 80 hours on paid status per pay
period will accrue 4.62 hours/pay eriod.
A Team Member who works 40 hours on paid status per pay
period will accrue 2.31 hour/pay period (50% of 4.62
Example 2:
hours/pay period).
"I
A Team Member who has a zero leave balance and takes
Example 3:
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 service time from CaIPERS. Any other sick leave balance or if the
Team Member leaves employment, voluntarily or involuntarily, will be forfeited.
Except for retirement, all unused sick leave hours will be forfeited when a Team Member
separates from employment, voluntarily or involuntary. Upon retirement, a Team
Member's unused sick leave hours will be converted to service credit as contracted with
CaIPERS.
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 director
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 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 licensed 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 does 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 21: 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 forty (40) hours for bereavement leave per incident.
SECTION 22: JURY LEAVE
Team Members required to serve on a jury are entitled to their regular compensation for up to
eighty (80) hours provided that fees for jury service are deposited to the Finance Department.
SECTION 23: 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 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 (City
Hall, Rosemead Community Recreation Center (RCRC), Garvey Community Center, Public
Safety and Public Works). In the event that more than three (3) 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 24: SHORT TERM DISABILITY/LONG TERM DISABILITY
State Disability Insurance (SDI) is a partial wage replacement insurance in which the City does
not participate in. However, for non -work related Team Member disabilities, the City offers
Short -Term Disability (STD)/Long-Term Disability (LTD) to full-time Team Members. Workers
compensation injuries are excluded from disability leave/insurance offered by the City.
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. Team Members will receive 66.67% or 2/3 of their pre -disability base
salary (1 year average of W-2) with a waiting period of 15 calendar days before receiving their
benefits and can last up to 11 weeks. 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 $1,848 per week. Family and Medical Leave Act (FMLA) will
run concurrently with 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, LTD is received only after STD has expired and the Team
Member continues to be medically disabled. Team Members will receive 66.67% or 2/3 of their
pre -disability 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. Family and Medical Leave Act (FMLA) runs concurrently with
disability.
Team Members have the option of receiving a full paycheck by utilizing his/her own leave time
to subsidize the 1/3 while on disability. Disability will cover 2/3 or 66.67% of the pre -disability
base salary based off of the W-2 (1 year average). However, when on disability, Team
Members may not utilize sick leave. Team Members may use vacation, floating holiday,
holiday, and/or compensatory time (if applicable). Leave Accrual rate will be based upon the
hours utilized.
All disability claim forms must be submitted to Human Resources on a timely basis. As a
guideline, all claim forms should be submitted within 15 calendar days.
All medical certifications or modifications to the medical certification must be submitted to
Human Resources on a timely basis. Team Members are required to submit a Fitness for Duty
— Return From Leave Certification at least 2 working days prior to the date of return to the
department director. Team Members may not return to work without this certification.
SECTION 25: LIFE INSURANCE
Team Members receive an accidental death and dismemberment and life insurance policy of
$100,000.
SECTION 26: TUITION REIMBURSEMENT
The City will reinstate the tuition reimbursement program for FY 2016-2018 based upon
availability of funding.
Subject to City Manager approval, Team Members may attend and be reimbursed for part or all
of the costs of educational and other training courses (up to $5,000 per fiscal year) which
provide a benefit to the City provided there are budgeted funds for such approval by the City
Council. The educational/training courses must be job-related leading towards a college or
university degree or certificate and Team Members must remain with the City for three (3) years
after the successful completion of class/course or must refund the amount received to the City
on a pro -rated basis.
If a Team Member leaves employment (voluntarily or involuntarily) with the City, prior to the
three (3) years after the completion of class/course, the Team Member must refund the amount
received based upon the following pro -rated basis:
Pro -Rated Schedule
of Refund
Years of Service After
Completion
Refund Amount Due to the Cit
Less than one 1 year
Full Amount Received
Less than two 2 ears
2/3 of Amount Received
Less than three 3 ears
1/3 of Amount Received
Team Members with prior approval by the City Manager, may be reimbursed for registration,
cost of books, tuition, lab fees and parking for classes or instruction, provided such classes or
instruction are related to the Team Member's assigned duties with the City.
Reimbursement will be made only after a Team Member has satisfactorily completed the class
or workshop with the grade of "C" or better or a "B" or better for graduate level courses and that
proof of completion has been submitted and approved by the City Manager.
In general, mandatory or required training time during working hours shall be considered part of
the job. If the City directs a Team Member to attend a specific, job-related training course during
non -working hours, Team Members may utilize flex time. All study time shall be considered
completely voluntary. No overtime pay, additional pay or compensatory time shall be given
unless advanced written approval is granted by the City Manager.
There is no mileage reimbursement for travel to and from educational classes. Required forms
must be completed and necessary documentation (receipts and grades) must be provided in
order to receive reimbursement. Final and conclusive determinations of the reimbursement
amount shall be made by the City Manager/Assistant City Manager after review of the request
and recommendations by the Department Director.
SECTION 27: WELLNESS PROGRAM
The City provides the Wellness Reimbursement Program at $300 per fiscal year for FY2016-
2018.
SECTION 28: 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. Loans are due and
payable in full upon termination or separation of employment.
SECTION 29: EMPLOYEE ASSISTANCE PROGRAM (EAP)
The City provides Team Members with access to the Employee Assistance Program (EAP)
SECTION 30: FLEXIBLE SPENDING ACCOUNT (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 31: 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 32: AUTO ALLOWANCE
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.
SECTION 33: CITY RIGHTS
It is understood and agreed that the City retains all exclusive rights and authority to manage
municipal services and the work force performing those services. It is agreed that during the
term hereof, the City shall not be required to meet and confer on matters which are solely a
function of management, including the right to:
• Determine and modify the organization of City government and its constituent work units.
• Determine the nature, standards, levels and mode of delivery of services to be offered to
the public.
• Determine the methods, means, and the number and kinds of personnel by which serves
are to be provided.
• Determine whether goods or services shall be made or provided by the City, or shall be
purchased, or contracted for.
• Direct Team Members, including scheduling and assigning work, work hours, and
overtime.
• Establish Team Member performance standards and to require compliance therewith.
• Discharge, suspend, demote, reduce in pay, reprimand, withhold salary increases and
benefits, or otherwise discipline Team Members, subject to the requirement of applicable
law.
• Relieve Team Member from duty because of lack of work or lack of funds or for other
legitimate reasons.
• Implement rules, regulations, and directives consistent with law and specific provisions
of this MOU.
• Take all necessary actions to protect the public and carry out its mission in emergencies.
• Determine the contents of job classifications.
• Contract out and transfer work out of the bargaining unit.
• Exercise complete control and discretion over its organization and the technology of
performing its work.
PASSED, APPROVED AND ADOPTED at a Regular Meeting of the City Council of the
City of Rosemead on the 12th day of February 2019.
ATTEST:
Ericka Hernandez
City Clerk
Steven Ly
Mayor
APPROVED AS TO FORM:
Rachel Richman
City Attorney
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES) §
CITY OF ROSEMEAD )
I, Ericka Hernandez, City Clerk of the City Council of the City of Rosemead, California, do hereby certify
that the foregoing City Council Resolution, No. 2019-09, was duly adopted by the City Council of the City
of Rosemead, California, at a regular meeting thereof held on the 12th day of February, 2019, by the
following vote, to wit:
AYES
NOES:
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Ericka Hernandez, City Clerk
City of Rosemead
Mid -Management Professional Confidential Services
Salary Ranges and Job Classifications
Effective February 12, 2019
Administrative Specialist
$3,920
$5,410
Administrative Analyst
$4,793
$5,911 r
Executive Assistant to the City Manager
$4,452
$6,024
Administration Minimum Maximum
Deputy City Clerk
$4,592
$6,213
Human Resources Manager
$6,354
$,8,596
Management Analyst
$4,689
$6,470
Senior Management Analyst
$5,158
$7,118
Finance Services Supervisor 1 $5,4611 $7,389
Community Development Minimum Maximum
Associate Planner $4,893 1 $6,753
Planning and Economic Development Manager $7,4961 $9,658
Parks and Recreation Minimum Maximum
Recreation Manager
Public Safety Minimum Maximum
Senior Code Enforcement Officer $4,541 $6,266
Public Safety Supervisor $5,991 $8,106
Public Works Minimum Maximum
City Engineer $8,221 $11,345
Public Works Superintendent $6,170 $8,515
Public Works Manager $7,022 $9,500