CC - 2019-38 - Establishing Annual Salary Ranges and Benefits for Classifications in Management Services RESOLUTION NO. 2019-38
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
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 1,2019,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:
wIllanagem nt Service Unit
11111111
Assistant City Manager
Director of Community Development
Director of Finance
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 (+1-5%) 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 Mirada Paramount Temple City
Diamond Bar La Puente Pico Rivera
Duarte Montebello San Dimas
El 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 FY2019-2020:
Overall Performance - .
Rating ,_ Percentage
Unsatisfactory 0.0-2.4 0% _
Needs Development 2.5-2.9 0%
2Meets Expectations 3.0-3.4 3%
3.5-3.9 3%
Exceed Expectations 4.0-4.5 4%
Substantially Exceeds 4.6-5.0
Expectations 5%
The City will provide for merit increases up to 5%for the FY 2019-2020.
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 (Ca1PERS) 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 THE HEATHCARE 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 thecost
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 Ca1PERS.
SECTION 8:RETIREMENT PROGRAM(CALPERS)
Team Members will be enrolled in the City's retirement program through Ca1PERS.
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 fmal
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 fmal
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 Ca1PERS 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 Ca1PERS 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 Ca1PERS 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.
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.
Ca1PERS 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 (Ca1PERS)
members must pay 50%of total normal cost as employee contribution rate.
By January 1, 2018, all "classic members" were required to contribute their full share up to 8% of the
Team Member contribution of the Ca1PERS rate
Effective July 1, 2014, all classic members enrolled in Ca1PERS began paying 2% of salary to Ca1PERS
towards retiree benefits. In consideration of the member's 2% contribution towards Ca1PERS, 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 Ca1PERS, 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 Ca1PERS 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 Ca1PERS,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(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 Members can accrue through PARS is 90%
of their fmal 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.
SECTION 11: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:
% of Salary Contributed into 401A
Years of Service 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 program
has been eliminated for all new full-time Team Members.
SECTION 11:VACATION ACCRUAL
Full-time Team Members will receive vacation accruals as follows:
Vacation Accumulation
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.
Vacation accruals will be determined by the percentage formula of actual hours in a paid status by the
City.
Examplel: 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 period.
A Team Member(with 1-13 years of service) who works 40 hours on paid
Example 2: status per pay period will accrue 2.69 hours/pay period (50% of 5.38
hours/pay period).
Example 3: A Team Member(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 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 60 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 1st)
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 11t)
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
12:00p.m. on December 24th.
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 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 17:PROBATIONARY PERIOD
All classifications under the Management Service Unit serve in an "at-will", exempt capacity. "At-will"
employment is defined as an employment relationship in which a team member serves at the pleasure of
the City Manager and may be dismissed, at any time, without cause and do not have the right of appeal,
grievance, or hearing. At-will positions do not have property or vested rights and do not have a
probationary period.
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 31st. 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.
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.
A Team Member who works 80 hours on paid status per pay
Example 1: , period will accrue 4.62 hours/pay period.
A Team Member who works 40 hours on paid status per pay
period will accrue 2.31 hour/pay period (50% of 4.62 hours/pay
Example 2: period).
A Team Member who has a zero leave balance and takes an
Example 3: extended leave of absence will not accrue any hours.
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 Ca1PERS.
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 defmition 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
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 does not affect a
Team Member's right to obtain sick leave credit with CaIPERS. 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
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 2019-2020 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 City
Less than one (1)year Full Amount Received
Less than two(2)years 2/3 of Amount Received
Less than three(3)years 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 FY2019-2020.
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
The City provides Team Members with access to the Employee Assistance Program(EAP).
SECTION 30: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 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
Management Team Members may receive up to $500 per month based on business necessity as
determined by the City Manager based upon the driving demands of the position.
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.
• Esiablish 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 this 23rd day of July 2019.
Margaret elark, Mayor
AP' I VED AS TO FORM:
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wir'achel Ric pan, it ey Ericka Hernandez, City Clerk
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. 2019-38, was duly adopted by the
City Council of the City of Rosemead, California, at a special meeting thereof held on the 23rd
day of July, 2019, by the following vote, to wit:
AYES: ARMENTA, CLARK,DANG,LOW,LY
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE
4E1
Ericka Hernandez, City Cleric