CC - Item 4C - Approval of Second Amendment to City Manager Employment Agreement (---v. M e
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TO: THE HONORABLE MAYOR AND CITY COUNCIL
FROM: RACHEL RICHMAN, CITY ATTORNEY
DATE: FEBRUARY 25, 2020
SUBJECT: APPROVAL OF SECOND AMENDMENT TO CITY MANAGER
EMPLOYMENT AGREEMENT
SUMMARY
The City and the City Manager entered into an Employment Agreement ("Agreement") on
January 16, 2018. Section 3 of the Agreement permits the City Council to conduct performance
evaluations and grant increases in salary. Pursuant to Section 3 (a)(i)(1) of the Agreement, the
City Council conducted the City Manager's performance evaluation. The City Manager received
a "substantially exceeds expectations" review with a 4.9 rating. A substantially exceeds
expectations review entitles the City Manager to a 5% salary increase. A 5% increase would
bring the City Manager's total annual salary to $216,457.50.
The City Council is also being asked to consider an additional 3.5% salary increase to the City
Manager's salary to help close the gap between her current salary and the current labor market.
In 2017, a salary survey was,conducted in which results indicated that the City Manager's
compensation is 17.3% behind the labor market. An additional 3.5% increase this year would
bring the City Manager's total annual salary to $224,033.51. Lastly, the amendment would
change the current severance of 6-months pay and benefits to 9-months pay and benefits in the
event of a not for cause termination by the City Council.
STAFF RECOMMENDATION
That the City Council take the following action:
1. Consider approving an amendment to the City Manager's Employment Agreement
granting a 5% salary merit increase for a "substantially exceeds expectations" performance
evaluation as well as an additional 3.5% salary increase to make her current salary more
reflective of and competitive with the labor market for city managers.
2. Consider approving an amendment that would change the current severance of 6-months
pay and benefits to 9-months pay and benefits.
AGENDA ITEM 4.0
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Attachment A
Second Amendment to
City Manager Employee Agreement
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SECOND AMENDMENT TO CITY MANAGER EMPLOYMENT AGREEMENT
BETWEEN THE CITY OF ROSEMEAD AND GLORIA MOLLEDA
AMENDMENT NO. 2
This Second Amendment (the "Second Amendment") is made and entered into effective
February 25, 2020, by and between the City of Rosemead, California, a municipal corporation
(the "City") and Gloria Molleda, an individual (the "City Manager"). The City and the City
Manager are sometimes individually referred to as a"Party" and collectively as "Parties."
RECITALS
A. The Parties entered into an Employment Agreement (the "Agreement") on January 16,
2018 and entered into a First Amendment to that Agreement on February 26, 2019.
B. Pursuant to Section 3 of the Agreement, the City Council conducted the City Manager's
performance evaluation. The City Manager received a "substantially exceeds
expectations"review which establishes a 5% increase.
C. The City Council also desires to implement a 3.5% adjustment in addition to the,5%
performance evaluation increase to bring the City Manager's salary within range of the
salary survey for other city managers in the San Gabriel Valley to ensure that it is paying
the City Manager a competitive salary.
D. The City Council also desires to extend the severance period for no fault termination of
the City Manager by the City Council from 6 months to 9 months.
E. The Parties now desire to amend the Agreement to reflect the increase in the City
Manager's annual salary and benefits.
OPERATIVE PROVISIONS
1. AMENDMENTS
a. Section 3(a)(i)(1) of the Agreement is hereby amended to read as follows:
The annual salary for the position of City Manager shall be $224,033.51
b. Section 3(j)(i) of the Agreement is hereby amended to read as follows:
In the event the City Manager is terminated by the City Council without cause during
such time that the City Manager is willing and able to perform the City Manager' s duties
under this Agreement,then in that event the City agrees to continue to compensate the
City Manager at her then current rate of pay, as severance pay, for a total of nine (9)
months, including all benefits and accrued leaves.
2. REMAINDER UNCHANGED
Except as specifically modified and amended in this Second Amendment, the Agreement
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Attachment B
City Council Staff Report
Dated August 8, 2017
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ROSEMEAD CITY COUNCIL
CIVIC.PRIDE:' STAFF REPORT
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,NCORPORATED 19b9
TO: THE HONORABLE MAYOR AND CITY COUNCIL
FROM: BILL R. MANIS, CITY MANAGER, 4
DATE: AUGUST 8, 2017
SUBJECT: ANNUAL SALARY SURVEY RESULTS AND ADOPTION OF SALARY
AND BENEFITS RESOLUTIONS
SUMMARY
The City Council will consider approval of five salary and benefits Resolutions: General Service
Unit; Middle Management, Professional, and Confidential Service Unit; Management Service
Unit; Part-Time Salary Schedule; and a Comprehensive City-wide Salary Schedule for all City
Classifications.
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 Memorandum
of Understanding (MOU) and Resolutions also include salary range adjustments for various
classifications as a result of the annual compensation survey in accordance with City policy and
above referenced Resolutions.
STAFF RECOMMENDATION
It is recommended that the City Council adopt Resolution No. 2017-38 for General Service Unit;
Resolution No. 201.7-39 for Middle Management, Professional, and Confidential Service Unit;
Resolution No. 2017-40 for Management Service Unit; Resolution No. 2017-41 for Part-Time
Salary Schedule; and Resolution No. 2017-42 for Comprehensive City-wide Salary Schedule for
all Regular Full-time City Classifications.
ANALYSIS
The existing MOU with the Rosemead Employee Association (REA) is current and will expire
on June 30, 2018. The MOU, as well as City policy, defines an agreed upon process for the
maintenance of the compensation plan, including an annual survey of"base"pay, as compared to
defined comparable agencies. The agencies included in the survey are: City of Alhambra, City
of Diamond Bar, City of Duarte, City of El Monte, City of La Puente, City of Montebello, City
of Monterey Park, City of Pico Rivera, City of San Dimas, City of San Gabriel and City of
Temple City according to established policies and procedures. Employees eligible for an annual
ITEM NUMBER: LJ
City Council Meeting
August 8,2017
Page 2 of 5
merit increase •may receive a merit salary adjustment of up to 5% during the term of the
agreement.
The annual salary survey included a review of "base salary" as well as a review of "total
compensation" which includes quantifiable benefits. The results below compare the "base
salary" survey data to that of the "total compensation"survey data. The results are as follows:
`;n71Y1E1. .
SERVICE #of Base Salary Survey Results Total Comp Survey Results
UNIT Classes #of Classes #of Classes #of Classes #of Classes
Below Above Below Above
Market Market Market Market
Executive 2 1 0 1 -
Management 5 - 2 - 1
Mid-Mgmt.,Prof. 16 6 1 6 2
& Confidential
General 13 1 3 2 3
Total 36 18 6 19 6
Total as a - 22.22% 16.66% 25% 16.66%
Percentage
Below/Above
Market
Total - 22 out of 36 Job Classifications 21 out of 36 Job Classifications
Classifications - are within +/- 5% of the labor are within +1- 5% of the labor
within Labor market. market.
Market
Percentage of - 61.11% of Job Classifications 58.33% of Job Classifications
Classifications are within the Labor Market are within the Labor Market
within Labor • (Base Pay) (Total Compensation)
Market
As a result of the survey, a total of nine (9) classifications, of which eight (8) are proposed for
increase, and one (1) proposed to decrease, are included in the various Resolutions. The
recommendations are summarized below:
Recreation Coordinator (General Unit) — The Recreation Coordinator classification has
historically been linked to the Office Specialist classification. The recommendation is to
"unlink"the Recreation Coordinator, as the survey results demonstrate that the City's rate
of pay is significantly behind the labor market. The current salary range is $2,795-3,858.
The recommended range based on the survey is $3,645 - $4,931. This represents an
increase of 27.82%.
City Planner (Mid-Management, Professional and Confidential Unit) —The City Planner
classification current salary range is $5,805 - $8,011. The recommended range based on
the survey is$6,999 - $9,469. This represents an increase of 18.20%.
City Council Meeting
August 8,2017
Page 3 of 5
Deputy City Clerk (Mid-Management, Professional and Confidential Unit) —The Deputy
City Clerk classification current salary range is $3,900 - $5,382. The recommended
range based on the survey is$4,502 -$6,091. This represents an increase of 13.18%.
Executive Assistant to the City Manager (Mid-Management, Professional and
Confidential Unit) — The Executive Assistant to the City Manager classification current
salary range is $3,955 - $5,458. The recommended range based on the survey is $4,365 -
$5,906. This represents an increase of 8.21%.
Finance Services Supervisor (Mid-Management, Professional and Confidential Unit) —
The Finance Services Supervisor classification current salary range is $4,202 - $5,916.
The recommended range based on the survey is $5,354 - $7,244. This represents an
increase of 22.44%.
Public Safety Supervisor (Mid-Management, Professional and Confidential Unit) — The
Public Safety Supervisor classification current salary range is $5,342 — $7,373. The
recommended range based on the survey is $5,874 - $7,947. This represents an increase
of 7.79%.
Public Works Manager (Mid-Management, Professional and Confidential Unit) — The
Public Works Manager classification current salary range is $6,049 - $8,348. The
recommended range based on the survey is $6,884 - $9,314. This represents an increase
of 11.57%.
Human Resources Manager (Mid-Management, Professional and Confidential Unit) —
The Human Resources Manager classification current salary range is $6,930 - $9,564.
The recommended range based on the survey is $6,229 - $8,427. This represents a
decrease of 11.89%. The position is currently vacant, and there no impact to an
employee.
In addition to the changes noted above,the "base salary"survey results indicate the following:
• The City Manager's compensation is 17.3% behind the labor market; no change is
recommended as the City Manager's compensation is established by the City Council.
• The Director of Public Works classification is 5.64% above the labor market; and the
Director of Parks & Recreation is 8.84% above. No changes are recommended as the
Director salaries have historically been linked, and the City's practice is to compensate
all Director's at the same rate of pay.
• The Senior Accounting Specialist survey results indicate that the classification is 16.15%
above the labor market, however no change is recommended. This class has an
established linkage to Accounting Specialist, at 25% above. The Accounting Specialist
survey was found to be at market rate,with no changes recommended.
City Council Meeting
August 8,2017
Page 4 of 5
• The Maintenance Worker classification survey results indicate that the classification is
8.67% above market, and the Lead Maintenance Worker at 10.44% above market. No
changes are recommended. The City desires to retain current levels of compensation for
these positions due to the wide variety of specialized maintenance services performed,
including facility maintenance involving trades skills. Further, the City has historically
not reduced compensation for current employees as a result of the survey process.
• Numerous other job classifications had small variances; however any results showing less
than 5%were not recommended for an increase in accordance with City policy.
The salary survey process also included the review of Part-Time classifications. It was found
that the City's current rates are significantly behind the labor market, which impacts the City's
ability to attract and retain qualified personnel to staff important community and recreational
programs.
• Out of the twelve (12) job classifications included in the survey, nine (9) of the twelve
(12) or 75%were found to be behind the labor market by 5% or more.
• One(1) classification is currently paid above market.
The low salaries for Part-Time staff became evident in the summer hiring this year where staff
found difficulties attracting qualified candidates. Part-Time salaries have increased within
comparable agencies due to the rise in the State of California's minimum wage, currently at
$10.50 per hour, and will continue to occur overthe next few years, until the minimum wage
reaches $15.00 per hour. The proposed Part-Time Resolution includes a new salary schedule that
will bring all ranges in compliance with the minimum wage, and provide rates that are
competitive with the labor market and salary survey results.
Amendments to the Rosemead Employee Association (REA) MOU include an update to the
Ca1PERS language in Article 3, reflecting that Classic Members are now paying their full share,
as of July 1, 2017. Amendments to the Management Services Unit Resolution and the Mid-
Management, Professional and Confidential Services Unit Resolution also reflect the same
Ca1PERS language update.
Lastly, a Comprehensive City-wide Salary Schedule is presented for adoption and approval by
Resolution which meets transparency and Ca1PERS requirements, and has been recommended by
the City's legal counsel for compliance purposes. The Comprehensive City-wide Salary
Schedule includes the recommended salary adjustments, which have been augmented to include
a two percent (2%) increase above the rates determined via the salary survey process to the
ranges effective July 1, 2017. The 2017 increase in Ca1PERS contributions and salary offset
was agreed upon in the established resolutions for 2016. As of July 1, 2017, all Classic Member
employees will be paying their full share of the employee contribution of the CaIPERS costs in
compliance with PEPRA(Public Employees' Pension Reform Act).
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City Council Meeting
August 8,2017
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FISCAL IMPACT
The total estimated net cost to implement the terms and conditions of the Resolutions have been
factored into the City's adopted budget for 2017-18 fiscal year. There is a net savings in the
General Fund of approximately$15,600 associated with the proposed resolutions.
S'T'RATEGIC PLAN IMPACT -None
PUBLIC NOTICE PROCESS
This item has been noticed through the regular agenda notification process.
Prepared by:
R(./k4-C
Brad McKinney,Assistan ity Manager
Attachments:
A. Resolution No. 2017-3 8 General Service
B. Resolution No. 2017-39 Middle Management, Professional, and Confidential Service
C. Resolution No. 2017-40 Management Service
D. Resolution No. 2017-41 Part-Time Service
E. Resolution No. 2017-42 City-Wide Comprehensive Salary Schedule
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Attachment A
Resolution No. 2017-38 General Service
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RESOLUTION NO. 2017.38
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ROSEMEAD, CALIFORNIA, ESTABLISHING ANNUAL
SALARY RANGES AND BENEFITS FOR CLASSIFICATIONS IN
THE GENERAL SERVICES UNIT OF THE CITY OF ROSEMEAD
WHEREAS,. THE FOLLOWING classifications in the General Service of the City of
Rosemead ("City") are critical to the efficient and effective operations of the City;
WHEREAS, employees in these classifications are non-exempt under the provisions of
the Federal Fair Labor Standards Act; and
WHEREAS, the City Council desires to establish the compensation levels for
classifications in General Service of the City;
NOW THEREFORE, BE IT RESOLVED that effective beginning July 1, 2017, the City
Council amend the existing Memorandum of Understanding to include the salary ranges and
benefits for the classifications covered by this Resolution.
SECTION 1: APPLICABILITY
Full-time Team Members in the following classifications are covered by this Resolution: •
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Accounting Specialist Housing Project Coordinator
Accounting Specialist, Senior Human Resources Specialist
Administrative Assistant Maintenance Worker
Assistant Planner Maintenance Lead Worker
Code Enforcement.Officer Office Specialist
Facilities Technician Public Safety Coordinator
Recreation Coordinator
PASSED, APPROVED AND ADOPTED at a Regular Meeting of the City Council of the
City of Rosemead on the 8t"day of August 2017.
Polly Low, Mayor
ATTEST:
Marc Donohue, City Clerk
APPROVE AS TO FORM:
•
Rachel Richman, City Attorney
ARTICLE 1:PREAMBLE .
It is the purpose of the Memorandum of Understanding (MOU) to promote and provide for
harmonious relations, cooperation, and communication between the City and the Rosemead
• I mployee Association. As a result of good faith negotiations between the City and Association
representatives, this MOU sets forth the Agreement regarding wages, hours and other terms and
conditions of employment for Team Members covered by this Memorandum. This Memorandum
provides for an orderly, means of resolving differences which may arise from time to time during
its term.
ARTICLE 2:RECOGNITION &EFFSCTIVE DATES
This MOU is made and entered into between the City of Rosemead, herein referred to as the
"City"and the representatives of the Rosemead Team Member Association, herein referred to as
• the "Association". Full consideration has been given to salaries, Team Member benefits, and
other terms and conditions of employment. Pursuant to the provisions of Section 3505.1 of the -
Government Code of the State of California, said parties agree to this MOU effective July 1, 2016
upon approval of the City Council.
This MOU is effective Juiy 1, 2015:(and will continue in effect until June 30, 2018. The
Association is officially recognized as the representative body for all full-time General Services
Unit Team Members of the City. This MOU represents the full and complete understanding
between the parties related to the subject matter set forth herein and all preliminary negotiations
of whatever kind or nature are merged herein.
Full-time Team Members in the following classifications are covered by this agreement:
P.. ;�:^.S.y':"h°ti•MMz��+c ,`f.?i°='$ i3:;'v".si-:fir' _ ._ Y�Tv9?wi^.�:g; .z ' -y:;% r_ .r•.::. ..
',rJ��ti� i.� �.� r,�,;.y?'>yE2-s, ••�.�+. r�91-7 {�V.tX< -f �.»r-n`r,4�4� _ y.S; s . �K„ ,.
Accounting Specialist ' Human Resources Specialist
Accounting Specialist, Senior Maintenance Worker
Administrative Assistant Maintenance Lead Worker
Assistant Planner Office Specialist
Code Enforcement Officer Public Safety Coordinator
Facilities Technician Recreation Coordinator
Housing Project Coordinator
ARTICLE 3: CONSTITUTIONALITY
If any section, subsection, subdivision, sentence, clause, or phrase of this MOU is for any reason
held to be illegal or unconstitutional, such decision does not affect the validity of the remaining
portion of this MOU.
ARTICLE 4:IMPLEMENTATION
This MOU constitutes a mutual recommendation by the parties to the City Council that one or
more resolution be adopted accepting this MOU and effecting the changes enumerated herein
relative to wages, benefits, and other terms and conditions of employment for the Team Members
of the City. It is expressly intended that the duties, responsibilities, and functions of the City in the
operation of its functions will in no manner be impaired, subordinated, or negated by any
provisions of this agreement.
ARTICLE 5;NON-DISCRIMINATION
The Association or the City will not discriminate against any Team Member based upon race,
religious creed, color, national origin, age (40 and over), ancestry, sexual orientation,sex, gender
identity, gender expression, military and veteran status, disability (physical or.mental), sexual
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orientation, marital status, pregnancy, child birth or related medical condition, genetic
information/characteristics, or any other legally protected characteristics.
ARTICLE 6:TERMS
The parties have met and conferred in good faith regarding wages, hours and other terms and
conditions of employment and it is mutually agreed that this MOU will be effective upon
ratification by the City Council effective July 1, 2015 and ending June 30, 2018.
ARTICLE 7: COMPENSATION SALARY RANGE ADJUSTMENTS BASED ON LABOR 14i1!ARKET
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 midpoint 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. A designated REA member will review
the survey of the benchmark classifications for transparency.
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 ofcriteria 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, 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
2 .
• 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.
Ail 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 Te8m 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 FY2017-2018.
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Unsatisfactory 0%
Needs Development 0%
Meets Expectations 2%-3%
Exceed Expectations 4%
Substantially Exceeds Expectations 5%
The City will provide for merit increases up to 5%for the FY 2016-2018.
ARTICLE 9: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 anemergency 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,
ARTICLE 9:HEALTH INSURANCE PROVIDER
The City contracts with California Public Employees' Retirement System (CaIPERS) to serve as
the health insurance provider for the City.
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ARTICLE 10: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.
ARTICLE 11: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, either party may request to reopen
Article 9,10, and 37 regarding medical insurance to meet and confer over any changes to the
medical insurance/benefits.
ARTICLE 12i: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 Article 10. Furthermore, It is
expressly noted that the retirement health contribution can be used towards health coverage for
the Team Member, their spouse, and/or any eligible dependent.
Team Members hired after July 1, 2007 will receive retiree health benefits in accordance with
public employees' retirement laws and CaIPERS.
ARTICLE 13:RETIREMENT PROGRAM,(CALPERSI
Team Members will be enrolled in the City's retirement program through CaIPERS.
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
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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 Team Members'
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.
•
5
ARTICLE 144 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 66 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.
ARTICLE 15:DEFERRED COMPENSATION PROGRAM (401A)
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:
-NT,
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,
ARTICLE 16:VACATION ACCRUAL AND ACCRUAL CAP
Full-time team members will receive vacation accruals as follows:
•
,s?�. ,��£�� ;��� x'•v'r�.e.�i�r-.d�r ��ri•� 3�*a.�.'1 ur, r�� �..n'•3_�C _. �[+ 3'`"�^'-„r c'�;c
Ati
Years of Service Hours/Pay Period Hours/Year bays/Year
Up to year 1 . 3.85 '100 10
Year 1 --Year 13 5.38 140 14
13+ 6.16 160 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.
6
Vacation accruals will be determined by the percentage formula of actual hours in a paid status
by the City,
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.
',7'6.74544E,---;, A Team Member (with 1-13 years of service) who works 40 hours on paid
R status per pay period will accrue 2.69 hours/pay period (50% of 5.38
hours/pay period).
A Team Member (with 1-13 years of service) who has a zero' leave
balance and takes an extended leave ofabsence will not accrue any
hours.
ARTICLE 11: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 longterm 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 13: 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.
ARTICLE 18: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 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 12:00p.m. on December 24th.
ARTICLE 19: HOLIDAY PAY
Full-time, non-exempt Team Members receive straight time.for the holiday plus 114 time for hours
worked on the holiday if the holiday has not been designated as an "amoeba" holiday listed in
Article 25 of this agreement.
7
ARTICLE 20: 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.
ARTICLE 21; OVERTIME f COMPENSATORY TIME
Team Members may be required to work overtime by their respective department director, subject
to City Manager approval. Only time worked in excess of forty(40) hours in a given workweek
will be considered overtime. Vacation, sick leave, holidays, floating holidays, and other time not
actually worked will not be counted towards the forty (40) hours. All overtime must be pre-
authorized by the department director, subject to City Manager approval. Emergency or
unforeseen events/circumstances will be determined on a case-by-case basis by the City
Manager.
On July 1, 2007, Compensatory Time-Off (CTO) was eliminated. Instead, non-exempt Team
Members who work overtime will be paid for those overtime hours at a rate of one and one-half
(1.5)times their regular pay rate for all hours worked in excess of forty (40) hours in a workweek,
Team Members who accrued.CTO prior to July 1,2007 are authorized to keep those hours. Use
of CTO earned is granted but may not unduly disrupt the operations of the City. Terminating
Team Members will be compensated for accrued compensatory hours. Furthermore, Team
Members who have accrued CTO may elect to have the City buy back any hours of CTO per
year. Said buy back will take place during the second pay period in December of each year and
will be paid at the Team Member's hourly rate at the time the CTO is sold back. In addition,
accrued CTO for any terminating Team Member will be paid out at the Team Member's hourly
rate at the time of termination.
ARTICLE 221.(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.
Ail 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, theprobationary period will be
extended out by the equal amount of time/duration the Team member is out on the leave of
absence.
ARTICLE 23: 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.
8 .
ARTICLE 24: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 Team Members function as "front line
service-delivery"providers,
ARTICLE 25%AMOEBA FLEX WEEKS
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 Amoeba Flex Week. The "flexing" of
hours must fall within the same work period ofthe 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 ona 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 318t. 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 the amoeba flex and does not fall under the
definition of special events.
ARTICLE 26: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 period
�:$ p a 42 will accrue 4.62 hours/pay period.
7 '• 70. A Team Member who works 40 hours on paid status per pay period
a ::- will accrue 2,31 hour/pay period(50%of 4.62 hours/pay period).
A Team Member who has a zero leave balance and takes an
J 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.
9
•
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 Ieave
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 siok 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 Ieave, 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 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
10
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
•
tosick 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 Ca1PERS. Any other balances
or if a Team Member resigns or is dismissed will be forfeited.
ARTICLE 27: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.
ARTICLE 28;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.
ARTICLE 29: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.
ARTICLE 30;SHORT-TERM DISABILITYiLONG 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-
1 1
hort-11
•
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 wilt be based upon the hours utilized.
All disability claim forms must be submitted to Human Resources ona 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.
ARTICLE 3'Ir LIFE INSURANCE
Team Members receive an accidental death and dismemberment and life insurance policy of
$100,000.
ARTICLE 32: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:
•
12
•
�"`' tom-^', '�=' 1 i R+"F` � _h '�;q,'�� �'`�
3.� su.so .-,`,py 7.14 ,7�^, IP..E,
- 4 .Sti Fbo'1;s '2�'.-.�. gyp. " !!_SA6° hiVr' L .4yfiC
s ,. .-� p:rcF�f44
'r' ;''l'"' �
'_'c 64<•K� 7 as £i.0 @@ lA ' ,'- :.
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 Managed
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,
ARTICLE 33;WELLNESS PROGRAM
The City provides the Wellness Reimbursement Program at $300 per fiscal year for FY2016-
2018.
ARTICLE 34: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.
ARTICLE 35:EMPLOYEE ASSISTANCE PROGRAM(EAP)
The City provides Team Members with access to the Employee Assistance Program (EAP).
ARTICLE 36 STAND-BY I CALL-BACK PAY •
If a Team Member is on stand-bylon-call, he/she will receive $100 per week with a minimum of 3
hours of overtime pay regardless of the time of day or day of the week if required to report back to
work. Call back is defined as a circumstance where a Team Member is called back to work for
unscheduled hours after completion of the Team Member's regular workday or workweek, and
departure from the worksite.
ARTICLE 37:FLEXIBLE SPENDING ACCOUNT(SECTION 125)
The City offers Team Members a flexible benefit plan which will allow individuals to pay forcertain
expenses (child care, unreimbursed medical expenses, insurance premiums)with pre-tax dollars.
ARTICLE 38; DIRECT DEPOSIT
13
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.
ARTICLE 39.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.
•
However, the City will meet and confer regarding the impact consequences of the City Rights
matters and will be addressed with the Association as meet and confer.
14
ROSEMEAD TEAM MEMBERS ASSOCIATION CITY OF ROSEMEAD
•
BY: BY:
ARACELI GALINDO BILL R.MANIS
REA REPRESENTATIVE CITY MANAGER
•
BY:
ERICKA HERNANDEZ BRAD MCKINNEY
REA REPRESENTATIVE ASSISTANT CITY MANAGER
BY:
JIMMY LIMON
REA REPRESENTATIVE
BY:
MARCY MARQUEZ
REA REPRESENTATIVE THE PARTIES HERETO HAVE CAUSED THIS
MEMORANDUM OF UNDERSTANDING TO BE
EXECUTED THIS DAY
BY: OE T 2017.
ABEL RODFGUEZ •
REA REPRESENTATIVE
BY: •
JANETTE VICARIO
REA REPRESENTATIVE
•
15
CITY OF ROSEMEAD
SALARY SCHEDULE
GENERAL UNIT
EFFECTIVE DATE:JULY 1,2017
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Administrative Assistant GENERAL ' $3,564 $4,918 $42,768 $59,016
. . ,.. ..,,,.t.,.:,_._:._..:,..,::=:,��:. .i:•....•:.• ,.:•.:,,..,.,:,,,,.:.,;. ,....,s...::.::_:..:•...... 6•=3 �;`.:=`�:.1;f:..'5�3�� 7 .3=5fi8.
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Code Enforcement Officer GENERAL $3,948 $5,449 $47,376 $65,388
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Housing Project Coordinator GENERAL $4,546 $5,274 $54,552 $75,288
. a._._ro.. S,c :,.?}.�;_F;;"�:a.:�t•v:;Y t5i�.,x..:y8�....� ..:�:•i'"' • "�>.i” 7t..
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Maintenance Worker GENERAL $3,094 $4,649 $37,128 $55,788
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Office Specialist GENERAL $2,851 $3,935 $34,212 $47,220
...+...,..tri 4'::::}r"<:;.�4�:ti_<•:•:;:�
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Recreation Coordinator GENERAL $3,718 $5,030 $44,616 $60,360
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Attachment B
Resolution No. 2017-39 Middle Management, Professional, and
Confidential Service
•
RESOLUTION NO.2017-39
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, 2017, 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: .
'f Gro � ,� £" �:3,L 3. ••,a_ -^s .t i f �y,-ta�� $•2� 4.i 4`j� �, 1 u �ti
w... ,r e r�4 . rs r
r ry�f_�,1�� �.�� t,.�.!� .__
•
Administrative Specialist • Human Resources Manager
Associate Planner Management Analyst
City Engineer •
Public Safety Supervisor-• Code
• Enforcement
•
• City Planner Public Safety Supervisor
•
•
Emergency Preparedness
Code Enforcement Officer, Senior Public Works Manager, •
• Deputy City Clerk Public Works Superintendent
• Executive Assistant to the City Recreation Manager
Manager•
.
• Finance Services Supervisor Recreation Supervisor •
• - Senior Management Analyst -
' . • '• 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
(41-5%)• 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 +1-
• 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. 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'•ori 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 fo.r a merit.increase. The following is the
- performance'evaluation,
categories and percentage increases that a Team Member may-be eligible
for based upon funding for FY2017-2018: - .
•
�' •5;' � � �'? `A":r_?.10:4
t z � ..r`°�e F^r,1 66 fir- s-: } i l*er Yxi. �$3 {ro ati,4 �.�y�,y
e� . .r3 .L �w .i_..±t^���. sn 2'i,- .... ;t K, 1f^U;:' ISS
• Unsatisfactory 0%
• Needs Development 0%
• • Meets Expectations 2%-3% •
. Exceed Expectations 4%
• Substantially Exceeds •
Expectations 5% •
" The City will provide for merit increases up to 5%for the FY 2017-2018:
SECTION 3: PERFORMANCE EVALUATION •
All Team Members:will receive an annual performance evaluation. The City recognizes the.
importance of conducting timely.evaluat!ons. 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 whenan 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 . •
. • EffectiveJuly 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, dr 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 deferredcompensation 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 pertain 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,Q00/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 CaIPERS. ' .
SECTION 8: RETIREMENT PROGRAM(CALPERS)
Team Members will be enrolled in the City's retirement program through CalPEI4S, . .
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•l, 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 Merriber" 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 CaIPERS.merribership 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 towardsretiree 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, 201.0. Covered full-time Team_ Members
• who retire.from Rosemead after working 20 years for-the City will have their•pension formula
enhanced to 3%055, 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: EiVIPLOYEII FUNDED DEFERRED COMPENSATIONPROGRAIUI (401A1 '
•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: .
•
w• • mei
• 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:.
,„ ,r 4i,, y t 4,26 N z:-vA# Lv i•I 97 ("4h w ,1i i� t 7;az. 'v s4,-4,,,,,;.,,,,w,
• n<� � ' i _ k-g:n4v- JrI� tq_a st _IdaiIat;_ - : :x2 _ 4
4
•.
• 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 -
• . Al! 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. ,. . • •
•
. .r_ ~ A Team Member (with 1-13 years of service) who works 80 hours
° �
_ . s-, on paid status per pay period will accrue 5.38 hours/pay period.
"'e A Team Member (with 1-13 years of service) who works 40 hours ours t
rg�, .on paid status per pay period. will accrue 2.09 hours/Pay period
. M ot ,
(50% of 5.38 hours/pay period).
• ;_.� `*-4 A Team Member (with 1-13 years of service) who has a zero leave •
• d �_e .pp-, alance and takes an extended leave of absence will not accrue
3- 1kF, b
", any hours. .
•
SECTION 12: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 Sank A prior to utilizing
Bank B. However, if there are no boars accrued in Bank A, Team Members may utilize Bank B .
SECTION 13: 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 41h) . . - . '
• 6. 'Labor Day(the first Monday it .Septefnb.er)
. • 7. Veteran's Day(November lith). •. • . .
•
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. lf,a Team Member elects to take the non-holidays off, he/she is required td utilize his/her
own time. If a holiday.falls on a Friday or Saturday, Team Merribers 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 maybe
• released at 12:00p.m. on December 24th. . • . . -
SECTION 14: FLOATING HOLIDAYS - •
. Team Members receive 20 hot.crs..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 15;ADMINISTRATIVE LEAVE •
"Eon 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 frbm 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 fora 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 16: PROBATIONARY PERIOD . •
The probationary period, of one year (2080 supervised hours), shall be an integral part of the
errmioyment 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 17: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 18: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 Team Members function as "front line
service-delivery"providers. . . .
•
•
•
SECTION 19: AMOEBA FLEX WEEKS •
. • Based ori 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 am 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. ,
• In addition, an emergency disaster is exempt.from the amoeba•flex 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 ofemployment 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. •
• Af" .- A Team Member who works 80 hours on paid status per pay- .
, liz9
•
`i`,o4 period will accrue 4.62 hours/pay period. . • •
fi y ~, A Team Member•who works 40 hours on paid status per•pay
i period will accrue 2.31 hour/pay period (50% of• 4.62. •
. .. hours/pay period). . . - ••
• -,,,,.1:-- -,,c,40-0,-44,ro: A Team Member who has a zero leave balance and takes •
• R;, ',1-<' ;° --_ 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:
• 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 toand 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 (f) 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.lamily" defined under
the Family .and Medical Leave Act (FMLA) policy will be utilized. In the event of •a
serious illness in•the immediiate family, a certificate.of such illness and the need for the
Teani 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 .
beenon '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 toinfection, 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 riot •
• 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. Tile 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 dr 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 accruedbut 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 certified to receive.bilingual pay by the City. it will be applicable at all primary sites (City
Hail, 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 Ianguage 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.ouf 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 eon-work related Team Merriber disabilities, the City offers
Short-Term Disability .(STIP)/Long-Term Disability (LID) to full-time Team Members. Workers
compensation injuries are excluded from disability leavelinsurance.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 213 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 nen-work-related illness or injury is sustained which results in an inability to work for a
Iong 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.applicablo). 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. learn 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 fbr FY 2016-2018 based upon •
• availability of funding. • '•
• ' Subject to City Manager'approval, Team Members may attend and be reimbursed forpart 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 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:
i '•avn. e .gypp:46.. <.0:4,i .r44V4W.,-* :. . 411%-,;.9 _00:0,''42.---"-�-,,- ..r A- :a ;
'' r.-:.-'p`�•� r , 440'. { '
��� 8 7::;n:--
v �f- rry���/` ���f � �� ;-Jyvd ( ��y�h�'q5y� � �_
_ 1
1'� Jyc" 5 a ,e�.:p}�,ac ki ,t .5r --- 1"L
4;,:: �.1 6_ z � y`�' X 14 £, ,451,1L,�„7GAlt,'' ',1:•! �, -.1'2 °t-4>`-'@'. Woo .
• 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 Cf "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 farms •
. must be completed and necessary documentation (receipts and grades) -mush 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 Pleirnbursement Program at $300 per fiscal year for FY20.16-
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. 30-09approved 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 120
. •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 ciause will continue to be eligible, . . . •
SECTION 33: CITY RIGi1TS•
• 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'serviices 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, susperid,.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 Oh day of August 2017. • -
•
•
•
. . Polly Low . '
• . Mayor •
•
• ATTEST: ' • '
•
•
•
- Marc Donohue - •
- City Clerk . •
APPROVED AS TO FORM:
• Rachel•Richman •
City Attorney
CITY OF ROSI:MEAD
SALARY SCHEDULE
MID-MANAGEMENT,PROFESSIONAL AND CONFIDENTIAL UNIT
EFFECTIVE DATE:JULY 1,2017
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AdministrativeSped alist MM,P&C $3,920 $5,410 $47,040 $64,920
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City Engineer MM,P&C $8,221 $11,345 $98,652 $136,140
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Code Enforcement Officer,Senior MM,P&'C $4,541 $6,266 $54,492 $75,192
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Executive Assista ntto the City Manager MM,P&C $4,452 $6,024 $53,424 ri $72,288
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Human Resources Manager MM,P&C $6,354 $8,596 $76,248 $103,152
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Management Analyst,Senior • MM,P&C $5,158 $7,118: $61,896 $85/116
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Public Safety Supervisor-Emergency Preparedness MM,P&C $5,991 $8,106 $71,892 $97,272
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Public Works Superintendent MM,P&C $6170 $8,515 r $74,040 $102,180
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Recreation Supervisor MM,P&C $4,895 $6,755^ • $58,740 ' $81,060
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® I CIVIC PRIDE,
Aap
/4c°RP0RATED 19.69
Attachment C
Resolution No. 2017-40 Management Service
•
RESOLUTION NO. 2017-40
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, 2017, 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:
Vp tal r y y�` 's�u-rs'
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 Puente San Dimas
Diamond.Bar Montebello San Gabriel
Duarte Monterey ParkTemple 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, 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
Membersalary 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 increases The following is the
performance rating categories and percentage increases that a Team Member may be eligible
for based upon funding for FY2017-2018: •
r e�y-••r�.0'- .r .ran-t r"." -� _. �%,yr�'-,��� d L. -�" +rrxi �a-' ' .�-x:
Unsatisfactory 0%
Needs Development 0%
Meets Expectations 2%-3%
Exceed Expectations 4%
Substantially Exceeds.
Expectations 5%
The City will provide for merit increases up to 5%for the FY 2017-2018.
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 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 Cityy 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 CaIPERS.
SECTION 8: RETIREMENT PROGRAM (CALPERS1
Team Members will be enrolled in the City's retirement program through CaIPERS.
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 lull-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, 20.13, 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 anew
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 nonclassic 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, ail 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(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 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: 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 Membersalary based on years of service.
That funding formula is as follows:
•
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:
Y-.'-..z rt•: cw�: ?a�: "�- + ;.,:=ar `-�.•c.- "�ii'.r!- k s"' - ',ip:�`�_= :' ,:5-- '� "t'T1 .
��z t �xF k. Q ,,,•K- :�-� ,.�}5�/ia .- � S:x. ro':`t�''c , �3 l,,n ns�,,�^-�F d�;�,..� 71,. �'-'� -^sem•%-..
:r a rf..<^�7,-.:z C.,_.r.�:y' `Stt.rt..2 rr `�:�' .�;�7.,,���it f "S.. _d�`, �i ifil41,ko6 az ffis "•h�"S'..1..r.!r.+' �.ffs >.
Years of
Service Hours/Pay Period Hours/Year Days/Year
_ Up toyear 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.
7C1 = • A Team Member (with 1-13 years of service) who works 80 hours
_ . . on paid status per pay period will accrue 6.38 hours/pay period. . •
A Team Member (with 1-13 years of service) who works 40 hours
�_ e'xV on paid status per pay period will accrue 2.69 hours/pay period
" �° (50% of 5.38 hours/pay period).
r A Team Member (with 1-13 years of service) who has a zero leave
tr, a & z balance and takes an extended leave of absence will not accrue •
•
1 +
any hours.
SECTION 12:VACATION BUYBACK •
In order to encourage Team Members to takeregular vacations on an annual basis and to
partially limit the growth of the City's long-term [lability 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 13: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 11th)
8. Thanksgiving Day
9. Christmas Day (December 25th)
Non-essential City services and facilities are closed from noon on Christmas lave 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 14: 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 15: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 nonessential 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
administrativeleave 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 16: 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 17: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 18: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 Team Members function as "front line
service-delivery" providers.
Section 19: AMOEBA FLEX WEEKS
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'sspecial 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 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 (1 0) will be banked which must be used by December 319{. 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 the amoeba flex 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
" period will accrue 4.62 hours/ ay period.
:" f,,:lz: . - ` A Team Member,who works 40 hours on paid status per pay
"``'f period wilt accrue .2.31 hour/pay period (50% of 4.62
0 hours/pay period).
s� Ft A Team Member who has a zero leave balance and takes
; A 4, 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.
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 workfor 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. En 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.
$. 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 Ca1PERS.
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 witha 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 fora
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
reachesthe 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 213 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;
!--UN 4�.6a�`iv-µtoft
hits n ig¢- ( e 4t
May r pT ( 0 � 7,1
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. Ali 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
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. S
• Direct Team Members, including scheduling and assigning work, work hours, and
overtime. . S
•
• 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 8111 day of August 2017.
•
Polly Low
Mayor
ATTEST: •
Marc Donohue
City Clerk
•
APPROVE AS TO FORM:
Rachel Richman
City Attorney
CITY OF ROSEMEAD
•
SALARY SCHEDULE
MANAGEMENT UNIT
•
EFFECTIVE DATE:JULY 12017
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/NCC -ORATED '1959
Attachment D
Resolution No. 2017-41 Part-Time Service
RESOLUTION NO. 2017-41
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ROSEMEAD, CALIFORNIA, ESTABLISHING ANNUAL
SALARY RANGES FOR PART-TIME CLASSIFICATIONS IN THE
SERVICE O.F THE CITY OF ROSEMEAD
•
WHEREAS, THE FOLLOWING classifications in the Part-Time Service of the City of
Rosemead ("City") are critical to the efficient and effective operations of the City;
WHEREAS, employees in these classifications are non-exempt under the provisions of
the Federal Fair Labor Standards Act and serve in an "at-will" capacity; and
WHEREAS, the City Council desires to establish the compensation• levels for
classifications in Part-Time Service of the City;
NOW THEREFORE, BE IT RESOLVED that effective beginning.July. 1, 2017, the salary •
ranges and benefits.for the classifications covered by this Resolution are as follows: .
SECTION 1: APPLICABILITY .
Part-Time Team Members in the following classifications are covered by this Resolution:
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Administrative Intern Planning Technician
Aquatic Attendant Preschool Teacher
Assistant Pool Manager . Public Works Inspector •
Community Services Officer Public Works Inspector, Senior
Lifeguard Recreation Leader •
Lifeguard/Swim Instructor Recreation Leader, Senior
Parking Control Officer Week-end Maintenance Worker
• SECTION 2: PART-TIME CLASSIFICATIONS
All part-time Team Members serve -in an "at-will" employment capacity, .do: not serve a
probationary period, and are exempt from the City's classified service. "At-will" employment is
defined as an employment relationship in which a Team Member does not hold regular status,
serves at the pleasure of the City Manager or appointing authority, and can be dismissed at any
time without cause and without right of appeal. The part-time classifications in the City's system
are included in this Part-Time Resolution.
In addition, Team Members may be employed on a part-time basis in full-time job.classifications
at the corresponding hourly wage rate of.the full-time classification. Such Team Members who
are employed on a part-time basis in a full-time classification are also part of the "exempt
service"and serve in an "at-will" capacity. •
SECTION 3: DESIGNATION OF PART-TIME TEAM MEMBERS •
All Team Members In.the Part-Time Service of the City in the categories listed below, are
employed in a temporary "at-wild' capacity. and serve at the pleasure of their respective
Department Director. .
a. %Time Team Members:
Upon approval of the City Manager, 3/Time Team Members, compensated at an hourly
rate, may work up to thirty-two (32) hours per week and are scheduled to work up to one
thousand (1,000) hours or more per fiscal year. 3/ time Team Members may receive
limited benefits and the City will pay benefits in accordance with the public employees'
retirement laws and California Public Employees' Retirement System (CaIPERS).
b. Standard Part-Time Team Members:
•
A budgeted position, compensated at an hourly rate, of less than thirty-two (32) hours
per week. Hours are not to exceed one thousand (1,000) hours per fiscal year.
c. Seasonal Team Members:
A budgeted position, compensated at an hourly rate and are employed only for a
specified period of time throughout various seasons. A budgeted position, compensated
at an hourly rate, and are employed to perform duties for a period of time not to exceed
nine (9 months). Hours are not to exceed one thousand (1,000) hours per fiscal year..
d. Administrative Intern:
A budgeted position, compensated at an hourly rate or unpaid, and are employed to
perform duties 'for an unlimited number of hours per fiscal year. (Underthe City's
agreement with CaIPERS, Administrative Interns are exempt from the 1,000 hour
limitation for mandatory enrollment.) This position is not eligible for any benefits or
CaiPERS retirement.
C. WAGE RATE SCHEDULE FOR PART-TIME TEAM MEMBERS
In order to ensure the City's ability to recruit and retain qualified Team Members, the City will
conduct periodic reviews of the hourly wage rates which.shall 'be subject to City Council
approval via Resolution, The Part-Time wage rate schedule is attached as an addendum to this
Resolution.
D. WAGE RATE ADJUSTMENTS BASED ON PERFORMANCE
Based on the availability of funding established in the City's budget, part-time Team Members
may be eligible to receive a wage rate increase within the established wage ranges based on a
performance evaluation conducted at the time of the Team Member's wage anniversary date. A
Team Member's wage rate "may not exceed the maximum wage range that has been
established for his/her respective job classification. A Team Member whose wage rate exceeds
the maximum.of the wage rate range for his/her job.classification may be y-rated (frozen) and
will not receive any merit increases until the wage range is adjusted based on the labor market
survey comparisons. Wage rate adjustments are contingent upon the availability of funding
within the City's budget.
The allocation for the cost of the merit wage rate adjustments must be approved by the City
Manager and incorporated into the budgetary process prior to the beginning of the fiscal year.
E. PERFORMANCE REVIEW SYSTEM FOR PART-TIME TEAM MEMBERS
Part-time Team Members shall receive performance reviews and merit adjustments on an
annual basis. Recommended merit adjustments must be based upon written performance
evaluations. Employees who meet or exceed expectations shall be eligible to be considered for
a merit increase to the next step in the salary schedule for the classification to which assigned.
F. PART-TIME BENEFITS
a. 3/Part-Time Team Members are eligible for the following benefits:
• Medical:
Kaiser- Single Party
• Retirement:
PERS
• Wellness Reimbursement: •
The City may provide wellness reimbursement program participation at $250 per
year based upon the availability of funding.
• Tuition Reimbursement:
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 $2,500 per
• fiscal year)which provide a benefit to the City and provided there are budgeted funds
for such approval by the City Council. During the budget process, money will be
included annually for educational reimbursement. The educational/training courses
must be job-related and Team Members must remain with the City for two (2) years
after the completion of class or must refund the tuition paid to the City.
Team Members with prior approval by the City Manager, may be reimbursed for
registration, costs 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 equivalent completion and that
evidence of same has been submitted and approved by the City Manager.
In general, training time during working hours shall be considered part of the job.
Unless the City directs a Team Member to attenda specific training course and the •
course is not available during work hours, training after hours shall be considered
voluntary and no additional pay, overtime, or compensatory time shall be given by .
the City unless advance special written approval is granted. Study timeshall be
considered completely voluntary.
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 and/or Human Resources.
• Vacation Accrual Rate: •
3/time Team Members will be entitled to a paid vacation of 50 hours(5 days) upon
date of hire. Team Members may begin taking accrued vacation after six months of
employment. There is no vacation buyback for part-time Team-Members.
• Sick Leave
Effective.July 1, 2015, California law ("AB 15221 requires that all employees who
have worked for more than 30 days for an employer be provided paid sick leave at
the accrual rate of one hour of sick leave for every 30 hours worked, up to a
minimum of 3 days or 24 hours of paid sick leave to be provided in a 12-month
period.
An employee becomes.eligible for paid sick leave after the 30th day of employment.
An employee will begin to accrue paid sick leave at the rate of one (1) hour of paid .
sick leave for every thirty (30) hours worked beginning July 1, 2015 or on the first day
of employment whichever is later.
An employee is not eligible to begin using any accrued paid sick leave until after
ninety (90) days of employment with the City, An employee is only allowed to use.up
to a maximum of 3 days or 24 hours of paid sick leave in a 12-month period. An
employee can only accrue paid sick leave up to a cap of 6 days or 48 hours ongoing.
Any unused accrued paid sick leave will carryover year to year while continuously
employed.
in accordance with California's Paid Sick Leave law, an employee may use accrued
paid sick leave for one of the following reasons:
• For the employee's own diagnosis, care, or treatment of an existing health
condition or preventative care.
• For the diagnosis, care, or treatment of an existing health condition or
preventativecare for an employee's family member, including:
• Child (including a biological, adopted, or foster child, stepchild, legal ward, or
a child to whom the employee stands in loco parentis.)
• Spouse or Registered Domestic Partner.
• Parent (including biological, adoptive, or foster parent, stepparent, or legal
guardian of an employee or the employee's spouse or registered domestic
partner, or a person who stood in loco parentis when the employee was a
minor child.)
• Grandparent.
• Grandchild.
• Sibling.
• To obtain any relief or services related to being a victim of domestic violence,-
sexual assault, or stalking including the following with appropriate certification
of the need for such services are:'
o A temporary restraining order or restraining order.
o Other injunctive relief to help ensure the health, safety or welfare of
themselves or their children.
o To seek medical attention for injuries caused by domestic violence,
sexual assault, or stalking.
o To obtain services from a domestic violence shelter, program, or rape
crisis center as a result of domestic violence, sexual assault, or
stalking.
o To obtain psychological counseling related to an experience of
domestic violence, sexual assault, or stalking.
• o' To 'participate in safety planning and take other actions to` increase
safety from future domestic violence, sexual assault, or stalking,
including temporary or permanent relocation.
Sick leave is not a leave which an employee may use at his/her discretion, but shall
be allowed only in cases of actual illness, diagnosis, care or treatment of an existing
health condition of an employee or employee's family member or preventative care
for an employee or employee's family member, relief or services related to being a
victim of domestic violence, sexual assault, or stalking and emergency or routine
medical appointments. Sick leave may not be utilized for the purposes of trading
shifts or rescheduling shifts.
An employee shall provide reasonable advance notification (oral or written) of their
need to use accrued paid sick leave to their direct supervisor if the need for paid sick
leave use is foreseeable (e.g., doctor's appointment scheduled in advance). If the
need for paid sick leave use is unforeseeable, the employee shall provide notice of
the need for the leave to their supervisor as soon as is practicable.
•
An employee who uses paid sick leave must do so with a minimum increment of two
(2) hours of sick leave.
Paid sick leave will not be considered hours worked for purposes of overtime
calculation, An employee will not receive compensation for unused accrued paid
sick leave upon termination, resignation, retirement or other separation from
employment from the City.
If an employee separates from City employment and is re-hired by the City within
one year of the date of separation, previously accrued and unused paid sick leave
hours shall be reinstated to the extent required by law. However, if a rehired
employee had not yet worked the requisite 90 days of employment to utilize paid sick
leave at the time of separations the employee must still satisfy the 90 days of.
employment requirement collectively over the periods of employment with the City
before any paid sick leave canbe used.
The City will not lend sick leave in advance of accrual.
The City will not retaliate against an employee who utilizes paid sick leave.
Any abuse of sick leave usage shall be grounds for disciplinary action up to and
including dismissal.
• Bilingual Pay:
The City will offer a bilingual pay program for eligible 3/ time 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. [t will be applicable at all primary sites (RCRC, Garvey
Center, Public Safety and Maintenance Yard). 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, 3/4 time positions shall receive a bilingual
stipend of$75 per month_
Any Team Member who is not certified by the City shall not be 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 shall make a
reasonable effort to accommodate and assist in a polite and professional manner.
• Computer Purchase Program:
The City provides a computer purchase program that is available to s/4 time Team
Members.
b. Other parttime Team Members are not eligible for benefits, except for the following:
• Retirement
Enrollment in the Public Agency Retirement Services (PARS) 457 Alternate
Retirement System 457 Plan. The City's contribution shall be 3.75%; and the Team
Member's contribution shall be 3.75%.
• • Sick Leave
Effective July 1, 2015, California law ("AB 1522") requires that all employees who
have worked for more than 30 days for an employer be provided paid sick leave at
the accrual rate of one hour of sick leave for every 30 hours worked, up to a
minimum of 3 days or 24 hours of paid sick leave to be provided in a 12-month
period.
An employee becomes eligible for paid sick leave after the 30th day of employment.
An employee will begin to accrue paid sick leave at the rate of one (1) hour of paid
sick leave for every thirty (30) hours worked beginning July 1, 2015 or on the first day
of employment whichever is later.
An employee is not eligible to begin using any accrued paid sick leave until after
ninety (90) days of employment with the City. An employee is only allowed to use up
to a maximum of 3 days or 24 hours of paid sick leave in a 12-month period. An
employee can only accrue paid sick leave up to a cap of 6 days or 48 hours ongoing.
Any unused accrued paid sick leave will carryover year to year while continuously
employed.
In accordance with California's Paid Sick Leave law, an employee may use accrued
paid sick leave for one of the.following reasons:
• For the employee's own diagnosis, care, or treatment of an existing health
condition or preventative care.
• For the diagnosis, care, or treatment of an existing health condition or
preventative care for an employee's family member, including:
• Child (including a biological, adopted, or foster child, stepchild, legal ward, or
a child to whom the employee stands in loco parentis.)
• Spouse or Registered Domestic Partner.
• Parent (including biological, adoptive, or foster parent, stepparent, or legal
guardian of an employee or the employee's spouse or registered domestic
partner, or a person who stood in loco parentis when the employee was a
minor child.)
• Grandparent.
• Grandchild.
• Sibling.
• To obtain any relief or services related to being a victim of domestic violence,
sexual assault, or stalking including the following with appropriate certification
of the need for such services are:
• A temporary restraining order or restraining order.
o Other injunctive relief to help ensure the health, safety or welfare of
themselves or their children.
O To seek medical attention for injuries caused by domestic violence,
sexual assault, or stalking,
O To.obtain services from a domestic violence shelter, program, or rape
crisis center as a result of domestic violence, sexual assault, or
stalking.
O To obtain psychological counseling related to an experience of
domestic violence,sexual assault, or stalking.
o To participate in safety planning and take other actions to increase
safety from future domestic violence, sexual assault, or stalking,
including temporary or permanent relocation.
Sick leave is not a leave which an employee may use at'his/her discretion, but shall
be allowed only in cases of actual illness, diagnosis, care or treatment of an existing
health condition of an employee or employee's family member or preventative care
for an employee or employee's family member, relief or servicesrelated to being a
victim of domestic violence, sexual assault, or stalking and emergency or routine
medical appointments. Sick leave may not be utilized for the purposes of trading
shifts,or rescheduling shifts. .
Anemployee shall provide reasonable advance notification (oral or written) of their
•
need to use accrued paid sick leave to their direct supervisor if the need for paid sick
leave use is foreseeable (e.g., doctor's appointment scheduled in advance). If the
need for paid sick leave use is unforeseeable, the employee shall provide notice of
the need for the leave to their supervisor as soon as is practicable.
An employee who uses paid sick leave must do so with a minimum increment of two
(2) hours of sick leave.
Paid sick leave will not be considered hours worked for purposes of overtime
calculation. An employee will not receive compensation for unused accrued paid
sick leave upon termination, resignation,. retirement or other separation from
employment from the City.
If an employee separates from City employment and is re-hired by the City within
one year of the date of separation, previously accrued and unused paid sick leave
hours shall be reinstated to the extent required by law. However, if a rehired
employee had not yet worked the requisite 90 days of employment to utilize paid sick
leave at the time of separation, the employee must still satisfy the 90 days of
employment requirement collectively over the periods of employment with the City
before any paid sick leave can be used.
The City will not lend sick leave in advance of accrual.
The City will not retaliate against an employee who utilizes paid sick leave.
Any abuse of sick leave usage shall be grounds for disciplinary action up to and
including dismissal.
•
PASSED, APPROVED AND ADOPTED at a Regular Meeting of the City Council of the
City of Rosemead on the 8th day of August 2017.
Polly Low
Mayor
ATTEST:
•
•
Marc Donohue
. City.Clerk •
APPROVE AS TO FORM:
Rachel Richman
City Attorney
•
CITY OF ROSEMEAD
PART-TIME HOURLY SALARY SCHEDULE
EFFECTIVE DATE:JULY 1,2017
.5.. r..z _ _
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P
• Administrative Intern $1325 • $13.91 $14.61 $15.34 $16,11 $16.91 .
M _ 5� 4f)-
at1�-9� "fit - -';.:,_ . . ^->':�<�< .. �E'i$. .�. .. ....
15:05 1 0 16. 9
Assistant Pool Manager • r' � -'••.. � - $13,00 $13.65- $14.33 $ $ S,8 $ S
!cam ga 01 \-g0 ,. ,1.00:.5:646-$240g.
Lifeguard $12.00 $12.80 $13.23 $13.89 $14.59 $15.32
..M.... x. ,,, .-,.\3 ._.. _.. ,. .,.•,....:.r.: :_:c.•;:rr tit:
•.:u.. _ ,'x;78 1'i4 15i;1` SS
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ttP g.�rd1$ ttr.3......._gcf..l':�s<"::,{z;�.c=^==�„�:i{, � ,.. . , ... . .. .., .
Parking Control Officer $16.75 $17.59 $18.47 $19:39 $20,36 $21.38
.i :%f::=•:;.: A{:�::Fi'f. _ �fi;:•..i::.r.... �.f: ..:Y:•�S,':k
;�t
.Fan ti .7 e e n:.,,,:,,..;:�::>.:,:�::�,,r:,-:�:�. ...a..-.,:�{:,•:•:,:<:�,,..: _...-._rr�. •,,:<� .,.... _. .. ..:... PAR.g305%
Preschool Teacher $13,00 , $13.65 $14.33 $15.05 $15.50 $16.59
.. .i .. ..:. .:... .. -....v.... .t., ..,s. ::.a..,. :..-..., ri ,..t......::::::...:..:..i•,.:.^.{....:.'.„:,F:v:^,:::r:::::•e:-C 0307:::f
.l i,, �` .��.ee .v�. h
.:}.... .1., ..:.}_ x:.11...h::
..,{ - /ni A •X50.00
-.f... 40100 l�W� -
Public Works Inspector,Senior $45,00 $47.00 $49.00 $51.00 $53.00 $55,00
• i:ti
,. .i_........._ .1. S .50_. __,........11:03 c:...,;. 11=�8;•r-..��..,.:.. ?.x:16"'"` ::576
Recreatlo ,Leader-.�,..:{ ,.,... ._._.. ..,.. .,i... ,,.. . , -.
Recreation Leader,Senlor $11.00 $11.55 $12.13' $12.73 $13.37 $14.04
r• y
- - 63
';tV_. .._M1t[:111a.n.erl.n e;StV..tke.,{ =....- .._.:..�...r....,...s�::: „ �.:, S Z ..e,,.__t-,,..:$�:;' , ..--
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/NC 6'PORATED 199
Attachment E
Resolution No. 2017-42 City-Wide Comprehensive
Salary Schedule
•
RESOLUTION NO. 2017-42
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ROSEMEAD, CALIFORNIA, ESTABLISHING A COMPREHENSIVE
CITY-WIDE SALARY SCHEDULE FOR ALL SERVICE UNITS
OF THE CITY OF ROSEMEAD
WHEREAS, the City Council desires to establish a comprehensive Citywide Salary
Schedule for transparency purposes and to comply with CaIPERS requirements; and
•
WHEREAS, the classifications of the City of Rosemead ("City") are critical to the efficient
and effective operations of the City; and
WHEREAS, the City-wide Salary Schedule has been updated to increase select
classifications consistent with the 2017 salary survey results and recommendations; and
WHEREAS, the City-wide Salary Schedule has been updated by increasing the 2016
rates by two percent (2%) consistent with the Management Unit Resolution; Mid-Management,
Professional and Confidential Resolution; and General Services Unit/Rosemead Employee
Association MOU and Resolution, which serves to offset the additional percentages paid by
Classic CaIPERS Members effective July 1, 2017;
NOW THEREFORE, BE IT RESOLVED that effective beginning July 1, 2017, the City
Council approves and adopts a Comprehensive City-Wide Salary Schedule for all service units,
attached hereto, of the City to include the established salary ranges for all City classifications.
PASSED, APPROVED AND ADOPTED at a Regular Meeting of the City Council of the
City of Rosemead on the 8th day of August 2017.
Polly Low
Mayor
•
ATTEST:
•
Marc Donohue
City Clerk
• APPROVE AS TO FORM:
Rachel Richman
City Attorney
•
CITY OF ROSEMEAD
SALARY SCHEDULE
EFFECTIVE DATE:JULY 1,2017
•
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Accounting Specialist
GENERAL $3,117 $4,302 $37,404 $51624
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Administrative Assistant GENERAL
$3,564 $4,918 $.42,768 $59,016
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Assistant City Manager MANAGEMENT $10,812 $14,921 $129,744 $179,052
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Associate Planner MM,P&C
$4,893 $6,753 ' $58,746 $81,036
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city.councii Member* ELECTED • $1,118.36 $1,118.36 $13,420.32
$13,420.32
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City Manager APPOENTED $16,968 $16,968 $203,616 $203,616
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Code Enforcernent Officer GENERAL _ $3,948 $5,449 $47,376 $65,388
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Deputy City Clerk MM,P&C $4,592 $5,213 $55,104. $74,556•
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Director of Finance MANAGEMENT $9,524 $13,557 $117,888 $162,684
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Director of Public Works MANAGEMENT $9,824 • $13,557 $117,888 $162,684
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Facilities Technician GENERAL4g
$3,458 $4,773 $41,496 $57,276
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Housing Project Coordinator GENERAL $4,546 $6,274 $54,552 $75,288
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Human Resources Specialist GENERAL $3,849 . $5,313 $46,188 $63,756
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• Maintenance Lead Worker GENERAL $3,867 $5,.337 ' $46,404 $64,044
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• Management Analyst,Senior MM,P&C $5,158 $7i118 $61,896
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Public Safety Coordinator $4,241
GENERAL $5,853
$50,892 $70,236
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Public Safety Supervisor-Emergency Preparedness • MM,P&C $5997.. 8106 $71,892 $97,272
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PublIcWorks Superintendent • MM,P&C $6,170 $8,515 • . $74,040 $102{180
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Recreation Manager MM,P&C
$6,607 $8,938 $79,284
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*city couhcilmembers are eligible to receive a Cornmunity Development Stipend in the amount of$75 per month,not to exceed$150 per•month per Resolution 112005-49.