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CC - Item 4E - MOU with Rosemead Employees Association and Salary and Benefits Resolutions for the Rosemead Employees Association, the Middle Management, Professional, and Confidential Unit, Management Unit and Part-Time EmployeesROSEMEAD CITY COUNCIL TO: MAYOR AND CITY COUNCIL STAFF REPORT FROM: GLORIA MOLLEDA, CITY MANAGER J. . DATE: SEPTEMBER 22, 2020 SUBJECT: MEMORANDUM OF UNDERSTANDING WITH ROSEMEAD EMPLOYEES ASSOCIATION AND SALARY AND BENEFITS RESOLUTIONS FOR THE ROSEMEAD EMPLOYEES ASSOCIATION, THE MIDDLE MANAGEMENT, PROFESSIONAL, AND CONFIDENTIAL UNIT, MANAGEMENT UNIT AND PART-TIME EMPLOYEES SUMMARY The City Council will consider approval of a one-year Memorandum of Understanding (MOU) with the Rosemead Employees Association (REA) covering all General Service employees. The corresponding Resolution No. 2020-37 details the terms and conditions of employment and salary ranges for their represented members effective July 1, 2020 through June 30, 2021. Resolution No. 2020-38 describes the salary and benefits for Middle Management, Professional, and Confidential (MMPC) employees effective July 1, 2020. Resolution No. 2020-39 describes the salary and benefits for the Management Unit effective July 1, 2020. The amendments to the Resolution include language consistent with the 2020-2021 Memorandum of Understanding (MOU) with the City of Rosemead Employee Association. Additionally, Resolution No 2020-40 describes the salary and.benefits for part-time employees effective September 22, 2020. DISCUSSION The existing MOU with the Rosemead Employee Association (REA) expired on June 30, 2020. Representatives of the REA have submitted requests for salary and benefit adjustments for fiscal year 2020-2021. These requests have been reviewed in relation to the terms for a successor MOU. Due to the COVID-19 Pandemic and its economic toll on the City of Rosemead, the City is unable incur increased budgetary costs. As a result, the successor MOU provides no increase in salary and/or benefit costs. The Salary Schedule for fiscal year 2020-2021 for employees covered by the Rosemead Employees Association is attached. AGENDA ITEM 4.E City Council Meeting September 22, 2020 Page 2 of 3 Changes to the REA MOU are as follows: Term: One-year term through fiscal year 2020-2021, to allow for time to assess the true financial impacts of the COVID-19 Pandemic to the City of Rosemead. Salary Adjustments: All salary surveys and corresponding adjustments are suspended through fiscal year 2020-2021. Merit Increases: The numerical rating that correspond to the performance rating of "Meets Expectations" was adjusted to reflect that an employee receiving a rating of 3.0-3.9 is eligible to receive a three percent (3%) merit salary adjustment. In addition, language was added to include a 2.5% increase for employees with an insufficient basis for evaluation. Overtime/Compensatory Time: Department Directors will have the authority to approve overtime hours worked by an employee. Previously, only the City Manager could approve overtime hours worked. Wellness Program,: The Wellness Reimbursement Program is suspended for fiscal year 2020/2021. Changes to the MMPC and Management Resolutions are the same as those indicated above for the REA with the exception that the MMPC and Management unit employees are classified as exempt and, therefore, do not earn overtime. Additionally, the classification of Public Service Manager has been added to the MMPC Resolution and full-time salary schedule as was approved through the FY20-21 budget. The changes to the Part Time Resolution and Part Time Salary Schedule includes suspension of the Wellness Reimbursement for FY 20-21 and the addition of the classification of Accountant as was approved through the FY20-21 budget. Additionally, the Salary Schedule for part-time employees effective January 1, 2021 is attached. The September 22, 2020 salary schedule reflects the current salary range updates in compliance with California minimum wage requirements. The California minimum wage increase to $14.00 is reflected in the January 1, 2021 Salary Schedule. Additionally, the Salary Schedules contain minor adjustments to the Lifeguard class series to maintain an appropriate salary range spread between the classifications. STAFF RECOMMENDATION That the City Council approve the Memorandum of Understanding with the Rosemead Employees Association ending June 30, 2021; Adopt Resolution No. 2020-37 for the salary schedule for Full - Time Employees effective July 1, 2020; Resolution No. 2020-38 for the Middle Management, Professional, and Confidential Services; Resolution No. 2020-39 for Management Services; Resolution No. 2020-40 for Part -Time Salary Schedule and addressing benefits and salaries for Part -Time employees effective July 1, 2020 and January 1, 2020; and Resolution No. 2020-41 establishing the Comprehensive Salary Schedule for all Full -Time Employees City Council Meeting September 22, 2020 Page 3 of 3 FISCAL IMPACT The fiscal year budget increase between the old schedule and the new schedule from July 1, 2020 to December 31, 2020 is approximately $38,600. The fiscal year budget increase between the old schedule and the new schedule from January 1, 2021 to June 30, 2021 is approximately $22,100, thus the total estimated FY 20-21 impact is $60,650. This is based on a total fiscal year amount for parttime employees of $1,527,300. These estimates might change based on how many of the parttime positions are filled and the number of hours they work. These estimated increases were anticipated when the staff developed the FY 20-21 Budget and these amounts are already included in the FY 20-21 Budget, so no budget action is required of the City Council at this time. In addition, it is estimated that there will be a minimal net cost to implement the terms and conditions of the revised MOU into the City's budget for FY 2020-2021 fiscal year and thus, there is no budget action required of the City Council on this item at this time either. STRATEGIC PLAN IMPACT None PUBLIC NOTICE PROCESS This item has been noticed through the regular agenda notification process. by; Elizabeth Nescu Human Reso ces Manager Attachment A:Rosemead Employee Association Memorandum of Understanding Attachment B:Resolution No. 2020-37 Establishing Annual Salary Ranges and Benefits for the Rosemead Employee Association Attachment C:Resolution No. 2020-38 Establishing Annual Salary Ranges and Benefits for the Middle Management, Professional, and Confidential Unit Attachment D:Resolution No. 2020-39 Establishing Annual Salary Ranges and Benefits for the Management Unit Attachment E: Resolution No. 2020-40 Establishing Annual Salary Ranges and Benefits for Part- time Employees Attachment F:Resolution No. 2020-41 Full-time Employee Listing of Salary Ranges and Classifications effective July 1, 2020 Attachment A Memorandum of Understanding with the Rosemead Employees Association 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 Employee 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 & EFFECTIVE 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, 2020 upon approval of the City Council. This MOU is effective July 1, 2020 and will continue in effect until June 30, 2021. 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: Accounting Specialist Housing Project Coordinator AccountingSpecialist, Senior Maintenance Worker Administrative Assistant Maintenance Lead Worker Assistant Planner Office Specialist Code Enforcement Officer Public Safety Coordinator Facilities Technician Recreation 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 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, 2020 and ending June 30, 2021. ARTICLE 7: COMPENSATION SALARY RANGE ADJUSTMENTS BASED ON LABOR MARKET COMPARISONS Based on the COVID-19 Pandemic and resulting uncertainty regarding its impact to the City's overall budget, all provisions regarding labor market adjustments are suspended for fiscal year 2020-2021. The language below regarding labor market adjustments, salary surveys, and survey cities was contained in the 2018-2020 MOU. The parties agree that none of those provisions are in effect for the 2020-2021 MOU. The parties agree, however, that the language regarding merit increases will be in effect, as modified, for the 2020-2021 MOU. A basic tenet of the compensation system is that the City will not provide annual across-the-board "cost of living adjustments" (COLA). Rather, the City will annually adjust salary ranges to the "target" of 95% of the average prevailing wage rates for similar occupations in the survey cities, provided that the City has the financial budgeted resources to do so. (Salary range adjustments will not result in automatic salary increases for Team Members unless the Team Member's salary rate is below the bottom of the salary range). This target of 95% of the average is based on the professionally recognized principle that a deviation of plus or minus five percent (+/-5%) constitutes a "competitive position" in the labor market. This is particularly true when total compensation and benefit variations are taken into account. Such determinations on salary range adjustments would be made on a classification -by -classification basis as dictated by labor market conditions and the City's ability to pay. The "target" of 95% of the average prevailing wage rates will be determined by calculating the average (mean) base pay of the survey cities. The selected pay range will then be reduced by five percent (5%) in recognition of the City's rich benefits allowance and the principle that +/-5% of the average constitutes a "competitive" position in the labor market. On a bi-annual basis, the non -benchmark to benchmark linkages will be reviewed. 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 of criteria and rationale: 1) contiguous geographic proximity to Rosemead; 2) full contract city status; and/or a sufficient number of comparable positions. The following cities will be surveyed on a periodic basis for comparison purposes: Alhambra La Mirada Paramount Temple City Diamond Bar La Puente Pico Rivera Duarte Montebello San Dimas EI Monte Monterey Park San Gabriel SALARY ADJUSTMENTS WITHIN SALARY RANGE BASED ON .JOB PERFORMANCE The City's pay -for -performance system allows a Team Member to obtain a percentage merit salary increase consistent with his/her annual performance evaluation. All Team Member salary increases, within the salary range, are based on merit through the annual performance evaluations. Based on the Team Member's performance rating on his/her performance 2 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. The parties agree that the following language, which was contained in prior MOUS, is not in effect for the 2020-2021 MOU: Effective July 1, 2014, the salary ranges of all positions that are "topped out" or exceed the maximum salary range for the classification will be surveyed on an annual basis. All other classifications will be surveyed bi-annually. All full-time Team Members are part of the Merit Based Compensation System. All Team Member salary increases, within the salary range, are based on merit through the annual performance evaluations. Based on the Team Member's performance overall rating on the performance evaluation, a Team Member is eligible for a merit increase. The following is the performance rating categories and percentage increases that a Team Member may be eligible for based upon funding for FY2020-2021. The City will provide for merit increases up to 5% for the FY 2020-2021. The City recognizes that a situation may arise in which, as a result of personnel changes at the supervisory or managerial level, the City Manager determines that there is no currently employed supervisor or manager who has sufficient basis to evaluate an employee's performance in the prior review period. In that limited circumstance, the employee will be provided with an increase in the amount of 2.5% of base compensation. ARTICLE 8: 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. 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. 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 the 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 12: 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. 4 Team Members hired after July 1, 2007 will receive retiree health benefits in accordance with public employees' retirement laws and CalPERS. ARTICLE 13: RETIREMENT PROGRAM (CALIPERS) 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 full-time Team Members hired prior to July 1, 2010 will remain at the 2.7@55 formula. Under the Public Employees' Pension Reform Act of 2013 (PEPRA), effective January 1, 2013, all "new members" will be subject to the 2.0% @ age 62 benefit formula which also requires a three year final compensation (the highest average annual pensionable compensation earned by a member during a period of at least 36 months) with an early retirement age of 52. A "New Member" is defined as: 1. A new hire that is brought into CalPERS membership for the first time on or after January 1, 2013, and who has no prior membership in any other California public retirement system. 2. A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who is not eligible for reciprocity with another California public retirement system. 3. A member who established CalPERS membership prior to January 1, 2013, and who is hired by a different CalPERS employer after January 1, 2013, after a break in service of greater than six months. Effective January 1, 2013, PEPRA prohibited employers from paying any portion of a "new member's" member contribution rate. All non -classic, new CalPERS members must pay 50% of total normal cost as employee contribution rate. CalPERS refers to all members that do not fit within the definition of a new member as "classic members". All existing CalPERS members as of December 31, 2012, will retain the existing benefit levels for future service with the same employer. By January 1, 2018, all "classic members" were required to contribute their full share up to 8% of the Team Member contribution of the CalPERS rate. Effective July 1, 2014, all classic members enrolled in CalPERS began paying 2% of salary to CalPERS 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 CalPERS began paying an additional 2% of salary to CalPERS towards retiree benefits for a total of 4%. In consideration of the member's additional 2% contribution towards CalPERS, all classic members received another 2% salary increase on July 1, 2015. Effective July 1, 2016, all classic members enrolled in CalPERS began paying an additional 2% of salary to CalPERS towards retiree benefit for a total of 6%. In consideration of the member's additional 2% contribution towards CalPERS, all classic members received a 2% increase in pay on July 1, 2016. Effective July 1, 2017, Tier 1 classic members began contributing an additional 2% to CalPERS for a total of 8% and Tier 2 classic members began contributing an additional 1% for a total of 7%. In consideration of the members' additional contribution towards CalPERS, Tier 1 classic members received a 2% increase in pay and Tier 2 classic members received a 1% increase in pay. ARTICLE 14: ENHANCED RETIREMENT PROGRAM: PUBLIC AGENCY RETIREMENT SERVICES (PARS) The City offers an enhanced retirement package through Public Agency Retirement Services (PARS) for all Team Members hired prior to July 1, 2010. Covered full-time Team Members who retire from Rosemead after working 20 years for the City will have their pension formula enhanced to 3%@55, with the provision that the maximum pension allowance that Team Member's can accrue through PARS is 90% of their final pay. The PARS retirement pension is limited to 90% of their final pay. Team Members must be at least 55 years of age to qualify for PARS. All Team Members hired on or after July 1, 2010 are ineligible for the Enhanced Retirement Program through PARS in accordance with State law. PARS has been eliminated for all new full- time Team Members. ARTICLE 15: SOCIAL SECURITY The City deducts from each full-time employee's paycheck, an amount as determined by law for the Federal Insurance Contributions Act (Social Security). In addition, the City contributes an additional amount at least equal to the employee's contribution. ARTICLE 16: 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: Years of Service % of Salary Contributed into 401A Deferred Compensation Program 0-4 1% 5-9 2% 10-14 3% 15-19 4% 20+ 5% In accordance with State law, all Team Members hired on or after July 1, 2010 are ineligible for the employer funded deferred compensation program. The employer funded deferred compensation program has been eliminated for all new full-time Team Members. ARTICLE 17: VACATION ACCRUAL AND ACCRUAL CAP Full-time team members will receive vacation accruals as follows: 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 9 All full-time Team Members accrue 100 hours of vacation leave during their first year of service. 140 hours are accrued for Team Members with one year of service, up to (but not over) 13 years. For Team Members with over 13 years of service (13+) the accrual rate is 160 hours. Team members cease to accrue vacation hours when, in any pay period, they exceed two times their annual accrual as determined by their anniversary date. All vacation requests are to be pre -approved by the Department Director. Negative vacation banks or borrowing from future accruals will not be allowed. Vacation accruals will be determined by the percentage formula of actual hours in a paid status by the City. Examplel: A Team Member (with 1-13 years of service) who works 80 hours on paid status per pay period will accrue 5.38 hours/pay period. A Team Member (with 1-13 years of service) who works 40 hours on paid Example 2: status per pay period will accrue 2.69 hours/pay period (50% of 5.38 hours/pay period). A Team Member (with 1-13 years of service) who has a zero leave Example 3: balance and takes an extended leave of absence will not accrue any hours. ARTICLE 18: VACATION BUYBACK In order to encourage Team Members to take regular vacations on an annual basis and to partially limit the growth of the City's long-term liability of Team Member accrued vacation hours upon separation of employment, the City has established the following criteria for vacation buyback. Once per calendar year, a full-time Team Member is eligible to have the City buyback up to 60 hours 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. ARTICLE 19: 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. 7 At the discretion of the City Manager and based upon business needs, Team Members may be released at 12:00 p.m. on December 24tH ARTICLE 20: HOLIDAY PAY Full-time, non-exempt Team Members receive straight time for the holiday plus 1% time for hours worked on the holiday if the work schedule in the work period in which the holiday falls has not been designated as an alternative work schedule as listed in Article 25 of this agreement. ARTICLE 21: 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 22: OVERTIME / COMPENSATORY TIME Team Members may be required to work overtime by their respective department director. 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. Emergency or unforeseen events/circumstances will be determined on a case-by-case basis by the department director. 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 23: 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 with or 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. Employees promoted to a higher position shall also serve a probationary period that is subject to the provisions of this article. ARTICLE 24: 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. ARTICLE 25: FLEXIBLE SCHEDULING ON SPECIAL EVENTS Based on economic or business necessity, all full-time Team Members are required to work special events with the ability to "flex" their hours to meet the human resources demands of the City's special events which include: • 4th of July Parade/Carnival/Fireworks Show • Fall Fiesta This condition exists in every week in which there is a special event. If an unscheduled event arises, the City Manager has the authority to implement an Alternative Work Schedule which allows for the "flexing" of hours within the same work period of the special event. Supervisors and department directors have the authority to approve/deny or reschedule "flex" hours so that appropriate staff coverage is maintained for operational needs and continued City service. If a holiday falls on a day of the week that would have been a normal workday, the hours worked up to ten (10) will be banked which must be used by December 31St. Those hours must be used before the end of the calendar year or they will be forfeited. In addition, an emergency disaster is exempt from a flexible scheduling and does not fall under the definition of special events. 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. 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. Example 1: A Team Member who works 80 hours on paid status per pay period will accrue 4.62 hours/pay period. A Team Member who works 40 hours on paid status per pay period Example 2: 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 Example 3: extended leave of absence will not accrue any hours. Except for retirement, all unused sick leave hours will be forfeited when a Team Member separates from employment, voluntarily or involuntary. Upon retirement, a Team Member's unused sick leave hours will be converted to service credit as contracted with CaIPERS. 2. Advanced Sick Leave: Sick leave time shall not be taken until such time has been accrued. Utilization of Sick Leave Benefits: The right to utilize benefits under the sick leave provisions herein continues only during the period that the Team Member is employed by the City. All benefits hereunder terminate upon the Team Member leaving City service. A Team Member on military leave is not granted sick leave during the military leave period. Team Members are not eligible to utilize sick leave benefits within the first thirty (30) days of employment. Sick leave is not a leave which a Team Member may use at his/her discretion, but is allowed only in cases of actual sickness or disability which make it impossible or inadvisable for the Team Member to perform normal work assignments/functions. Sick leave may be utilized for dental or medical appointments, medical assessments and/or due to a serious illness in the immediate family. The City Manager/department director may deny or revoke sick leave if the incapacitation for which it is taken is caused or substantially aggravated by compensated outside employment. If a Team Member is absent from work for more than three (3) working days without notifying his/her direct supervisor or department, the Team Member may be dismissed from City service for being absent without official leave. Any abuse of sick leave usage is grounds for disciplinary action up to and including dismissal. 4. Illness During Vacation Leave: Team Members who become ill while on approved vacation leave may request from his/her supervisor to have vacation time converted to sick leave. Verification of illness may be required prior to approval. 5. Notification to Supervisor: Any Team Member needing to be absent because of sickness or other physical disability must notify the appropriate department director or immediate supervisor at least one (1) day prior to such absence if circumstances permit, or within one (1) hour before or after the start of his/her regular shift when prior notice cannot be given. Sick Leave Authorized Due to Illness in Family: A Team Member is allowed sick leave due to a serious illness in the immediate family. The definition of "family" defined under the Family and Medical Leave Act (FMLA) policy will be utilized. In the event of a serious illness in the immediate family, a certificate of such illness and the need for the Team Member's absence by the acceptable medical authority may be required by the department director. In such case, the Team Member must be able to produce a verifying certification upon request by the immediate supervisor or management. Return to Work Following Illness: The department director may require a Team Member to submit to a medical and/or psychiatric examination by a physician designated by the City before permitting the Team Member to return to work after the Team Member has been on sick leave. If the results of any such examination indicate that the Team Member is unable to perform assigned duties, or if performance of those duties will expose others to infection, the Team Member will be placed on sick leave, or leave without pay after all sick leave has been used, until adequate medical evidence is submitted that the Team Member is competent to perform assigned duties or will not subject others to the infection. 8. Medical Certificate Requirement: In order to be paid for sick leave, the Team Member must make every good faith effort to notify his immediate supervisor prior to or within one hour of the start of the Team Member's work day. The department director may request, IN 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 CalPERS. Any other balances or if a Team Member resigns or is dismissed will be forfeited. The parties agree that during the term of this MOU, the City will adopt a sick leave donation policy. The parties agree that the policy is intended to be adopted in accordance with IRS Revenue Ruling 90-29 and other applicable legal standards under which employees can donate sick leave to another employee whose own medical condition, or family member's medical condition, will require the prolonged absence of that other employee from duty and will result in a substantial loss of income to the employee because the employee will have exhausted all paid leave available, apart from the donated leave under the plan. 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 11 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 DISABILITY/LONG TERM DISABILITY State Disability Insurance (SDI) is a partial wage replacement insurance in which the City does not participate in. However, for non -work related Team Member disabilities, the City offers Short - Term Disability (STD)/Long-Term Disability (LTD) to full-time Team Members. Workers compensation injuries are excluded from disability leave/insurance offered by the City. The City provides Team Members with a short-term disability plan to protect against cases where a non -work-related illness or injury is sustained which results in an inability to work for a short period of time. Team Members will receive 66.67% or 2/3 of their pre -disability base salary (1 year average of W-2) with a waiting period of 15 calendar days before receiving their benefits and can last up to 11 weeks. Team Members will receive continued payment until the Team Member is medically able to return to work, or has to begin utilizing long term disability, or until the Team Member reaches the age of 65, whichever comes first. The maximum short-term disability benefit amount will be $1,848 per week. Family and Medical Leave Act (FMLA) will run concurrently with disability. The City provides Team Members with a long-term disability plan to protect against cases where a non -work-related illness or injury is sustained which results in an inability to work for a long period of time. In these cases, LTD is received only after STD has expired and the Team Member continues to be medically disabled. Team Members will receive 66.67% or 2/3 of their pre -disability base salary with a 90 day waiting period. Team Member will receive continued payment until the Team Member is medically able to return to work, or until the Team Member reaches the age of 65, whichever comes first. The maximum long-term disability benefit amount will be $8,000 per month. Family and Medical Leave Act (FMLA) runs concurrently with disability. Team Members have the option of receiving a full paycheck by utilizing his/her own leave time to subsidize the 1/3 while on disability. Disability will cover 2/3 or 66.67% of the pre -disability base salary based off of the W-2 (1 year average). However, when on disability, Team Members may not utilize sick leave. Team Members may use vacation, floating holiday, holiday, and/or compensatory time (if applicable). Leave Accrual rate will be based upon the hours utilized. All disability claim forms must be submitted to Human Resources on a timely basis. As a guideline, all claim forms should be submitted within 15 calendar days. All medical certifications or modifications to the medical certification must be submitted to Human Resources on a timely basis. Team Members are required to submit a Fitness for Duty — Return From Leave Certification at least 2 working days prior to the date of return to the Department Director. Team Members may not return to work without this certification. ARTICLE 31: 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 2020-2021 based upon availability of funding. 12 Subject to City Manager approval, Team Members may attend and be reimbursed for part or all of the costs of educational and other training courses (up to $5,000 per fiscal year) which provide a benefit to the City provided there are budgeted funds for such approval by the City Council. The educational/training courses must be job-related leading towards a college or university degree or certificate and Team Members must remain with the City for three (3) years after the successful completion of class/course or must refund the amount received to the City on a pro -rated basis. If a Team Member leaves employment (voluntarily or involuntarily) with the City, prior to the three (3) years after the completion of class/course, the Team Member must refund the amount received based upon the following pro -rated basis: Pro -Rated Schedule of Refund Years of Service After Completion Refund Amount Due to the Cit Less than one 1 year Full Amount Received Less than two 2 ears 2/3 of Amount Received Less than three 3 ears 1/3 of Amount Received Team Members with prior approval by the City Manager, may be reimbursed for registration, cost of books, tuition, lab fees and parking for classes or instruction, provided such classes or instruction are related to the Team Member's assigned duties with the City. Reimbursement will be made only after a Team Member has satisfactorily completed the class or workshop with the grade of "C" or better or a "B" or better for graduate level courses and that proof of completion has been submitted and approved by the City Manager. In general, mandatory or required training time during working hours shall be considered part of the job. If the City directs a Team Member to attend a specific, job-related training course during non -working hours, Team Members may utilize flex time. All study time shall be considered completely voluntary. No overtime pay, additional pay or compensatory time shall be given unless advanced written approval is granted by the City Manager. There is no mileage reimbursement for travel to and from educational classes. Required forms must be completed and necessary documentation (receipts and grades) must be provided in order to receive reimbursement. Final and conclusive determinations of the reimbursement amount shall be made by the City Manager/Assistant City Manager after review of the request and recommendations by the Department Director. ARTICLE 33: WELLNESS PROGRAM The City provided the Wellness Reimbursement Program at $300 per fiscal year for FY2018- 2020. The parties agree that based on the COVID-19 Pandemic and resulting uncertainty regarding its impact to the City's overall budget, the Wellness Reimbursement Program is suspended for fiscal year 2020-2021. 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). 13 ARTICLE 36: STAND-BY / CALL-BACK PAY If a Team Member is on stand-by/on-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 for certain expenses (child care, unreimbursed medical expenses, insurance premiums) with pre-tax dollars. ARTICLE 38: 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. 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 services 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: BY: BY: BY: BY: ARACELI GALINDO REA PRESIDENT JANETTE VICARIO REA VICE-PRESIDENT JANICE HUANG REA REPRESENTATIVE JIMMY LIMON REA REPRESENTATIVE JANET LEE REA REPRESENTATIVE GLORIA MOLLEDA CITY MANAGER ELIZABETH POPESCU HUMAN RESOURCES MANAGER THE PARTIES HERETO HAVE CAUSED THIS MEMORANDUM OF UNDERSTANDING TO BE EXECUTED THIS DAY OF 12020. 15 Attachment B Resolution No. 2020-37 RESOLUTION NO. 2020-37 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROSEMEAD, COUNTY OF LOS ANGELES, STATE OF 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; and 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, 2020, 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: GENERAL SERVICES UNIT Accounting Specialist Maintenance Worker Administrative Assistant Maintenance Lead Worker Assistant Planner Office Specialist Civil Engineer Assistant Public Works Inspector Code Enforcement Officer Recreation Coordinator Facilities Technician Senior Accounting Specialist Housing Project Coordinator PASSED, APPROVED, AND ADOPTED this 22nd day of September 2020. Sandra Armenta, Mayor APPROVED AS TO FORM: ATTEST: Rachel Richman, City Attorney STATE OF CALIFORNIA ) COUNTY OF LOS ANGELES) CITY OF ROSEMEAD ) Ericka Hernandez, City Clerk I, Ericka Hernandez, City Clerk of the City Council of the City of Rosemead, California, do hereby certify that the foregoing City Council Resolution, No. 2020-37, was duly adopted by the City Council of the City of Rosemead, California, at a regular meeting thereof held on the 22nd day of September, 2020, by the following vote, to wit: AYES: NOES: ABSENT: ABSTAIN: Ericka Hernandez, City Clerk Attachment C Resolution No. 2020-38 RESOLUTION NO. 2020-38 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 WHEREAS, 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, 2020, 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: Administrative Specialist Management Analyst Administrative Analyst Planning and Economic Development Manager Associate Planner Public Safety Supervisor City Engineer Public Safety Manager Code Enforcement Officer, Senior Public Works Manager Deputy City Clerk Public Works Superintendent Executive Assistant to the City Manager Recreation Manager Finance Services Supervisor Recreation Supervisor Human Resources Analyst Senior Management Analyst Human Resources Manager SECTION 2: COMPENSATION SALARY RANGE ADJUSTMENTS BASED ON LABOR MARKET COMPARISONS Based on the COVID-19 Pandemic and resulting economic uncertainty and its impact to the City's overall budget, all salary adjustments are suspended for fiscal year 2020-2021. The language below regarding labor market adjustments, salary surveys, and survey cities was contained in the 2018-2020 Resolution. None of those provisions are in effect for the 2020-2021 Resolution. However, the language regarding merit increases will be in effect, as modified, for the 2020-2021 Resolution. A basic tenet of the compensation system is that the City will not provide annual across-the- board "cost of living adjustments" (COLA). Rather, the City will annually adjust salary ranges to the "target" of 95% of the average prevailing wage rates for similar occupations in the survey cities, provided that the City has the financial budgeted resources to do so. (Salary range adjustments will not result in automatic salary increases for Team Members unless the Team Member's salary rate is below the bottom of the salary range). This target of 95% of the average is based on the professionally recognized principle that a deviation of plus or minus five percent (+/-5%) constitutes a "competitive position" in the labor market. This is particularly true when total compensation and benefit variations are taken into account. Such determinations on salary range adjustments would be made on a classification -by -classification basis as dictated by labor market conditions and the City's ability to pay. The "target" of 95% of the average prevailing wage rates will be determined by calculating the average (mean) base pay of the survey cities. The selected pay range will then be reduced by five percent (5%) in recognition of the City's rich benefits allowance and the principle that +/- 5% of the average constitutes a "competitive" position in the labor market. On a bi-annual basis, the non -benchmark to benchmark linkages will be reviewed. If a Team Member's base salary is below the adjusted minimum salary range of his/her classification, his/her salary will be adjusted to the minimum salary range in the range for that classification. SURVEY CITIES In order to determine the prevailing salary rates in the local labor market, the following survey cities have been selected based on a three -fold set of criteria and rationale: 1) contiguous geographic proximity to Rosemead; 2) full contract city status; and/or a sufficient number of comparable positions. The following cities will be surveyed on a periodic basis for comparison purposes: Alhambra La Mirada Diamond Bar La Puente Duarte Montebello El Monte Monterey Park Paramount Temple City Pico Rivera San Dimas San Gabriel SALARY ADJUSTMENTS WITHIN SALARY RANGE BASED ON .TOB 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. The following language, which was contained in prior Resolution's, is not in effect for the 2020- 2021 Resolution: Effective July 1, 2014, the salary ranges of all positions that are "topped out" or exceed the maximum salary range for the classification will be surveyed on an annual basis. All other classifications will be surveyed bi-annually. All full-time Team Members are part of the Merit Based Compensation System. All Team Member salary increases, within the salary range, are based on merit through the annual performance evaluations. Based on the Team Member's performance overall rating on the performance evaluation, a Team Member is eligible for a merit increase. The following is the performance rating categories and percentage increases that a Team Member may be eligible for based upon funding for FY2020-2021: Unsatisfactory 0.0-2.4 0% 7 Needs Development 2.5-2.9 0% Meets Expectations 3.0-3.9 3/o 0 Exceed Expectations 4.0-4.5 4% Substantially Exceeds Expectations 4.6-5.0 5% The City will provide for merit increases up to 5% for the FY 2020-2021. The City recognizes that a situation may arise in which, as a result of personnel changes at the supervisory or managerial level, the City Manager determines that there is no currently employed supervisor or manager who has sufficient basis to evaluate an employee's performance in the prior review period. In that limited circumstance, the employee will be provided with an increase in the amount of 2.5% of base compensation. SECTION 3: PERFORMANCE EVALUATION All Team Members will receive an annual performance evaluation. The City recognizes the importance of conducting timely evaluations. Supervisors, managers, and department directors must submit and conduct performance evaluations in a timely manner on the date the evaluations are due. Every effort must be made by the supervisors, managers, and department directors to submit timely evaluations. However, the City recognizes that when an emergency or an unforeseen circumstance arises, the expectation is to submit the evaluations as soon as practicable. Aside from an emergency or an unforeseen circumstance, in the event that a supervisor will not be able to complete an employee performance evaluation report in a timely manner, the supervisor shall notify the department director and request a time extension for completion of the performance evaluation report. An extension of two (2) weeks will be permitted for the supervisor to complete the evaluation. In addition, the supervisor must inform and notify the respective Team Member if the evaluation will not be completed on time. If a Team Member is out on an extended leave of absence, the performance evaluation will be extended out by the equal amount of time/duration the Team member is out on the leave of absence. An extended leave of absence is defined as thirty (30) days or longer. A probationary Team Member will receive an interim performance evaluation at six months from the date of hire. Interim performance evaluations are not linked to any merit adjustments or increases. SECTION 4: HEALTH INSURANCE PROVIDER The City contracts with California Public Employees' Retirement System (Ca1PERS) to serve as the health insurance provider for the City. SECTION 5: CAFETERIA -STYLE HEALTH, WELFARE, & SAVINGS BENEFIT Effective July 1, 2016, the City will provide each full-time Team Member with $1,700 per month for use towards enrolling in any of the City offered health plans, dental plans, and vision plans. Any unused remainder can be put into a deferred compensation plan, taken as a taxable cash disbursement, or used for the purchase of any City sponsored insurance, long-term care, or long- term saving program. Team Members can also choose to waive coverage and take the entire benefit as deferred compensation or cash, but must first show proof of group health insurance coverage through an individual, a spouse or family member's coverage through their employer and complete the Voluntary Decline of Health Care Offered Under City of Rosemead Group Plan form. SECTION 6: CHANGES TO HEALTHCARE LAWS The parties recognize that certain changes to State or Federal laws, programs, taxes or regulation including, but not limited to, the Affordable Care Act (ACA), may impact future medical plan offerings. In the event that such reform measures or resulting changes in the ACA altering the healthcare coverage, options, costs or other elements, the City may reopen Section 4,5, and 30 regarding medical insurance/benefits. SECTION 7: RETIREMENT HEALTH PLAN For all full-time Team Members hired on or before July 1, 2007, who have 20 years or more of service with the City, and who retire from the City, an allocation of up to $1,000/ month will be given to pay for health care benefits for the duration of their retirement. If the health insurance program selected by the Team Member costs more than $1,000/month, the City will only cover the first $1,000/month of the cost of the selected program. Once the Team Member reaches age 65 or becomes eligible for Medicare coverage, the Team Member will transition to Medicare coverage, with the City picking up the remaining cost of health insurance coverage up to a maximum of $1,000/month. For all full-time Team Members hired on or before July 1, 2007, who have 12-19 years of service with the City, and who retire from the City, an allocation of up to $500/month will be given to pay for health care benefits for the duration of their retirement. If the health insurance program selected by the Team Member costs more than $500/month, the City will only cover the first $500/month of the cost of the selected program. The above retirement health contributions will only be in effect for full-time Team Members employed with the City as of July 1, 2007. When Team Member reaches 65 years of age, or becomes eligible for Medicare, said Team Members will transition to Medicare coverage and the City will continue to contribute towards the cost of health care coverage during the duration of the Team Members retirement according to the program as defined in Section 5. Furthermore, it is expressly noted that the retirement health contribution can be used towards health coverage for the Team Member, their spouse, and/or any eligible dependent. Team Members hired after July 1, 2007 will receive retiree health benefits in accordance with public employees' retirement laws and Ca1PERS. SECTION 8: RETIREMENT PROGRAM WALPERS) Team Members will be enrolled in the City's retirement program through Ca1PERS. On July 1, 2007, the City began providing the 2.7%@55 benefit formula with one-year final compensation option with no cap. On July 1, 2010, the City implemented a 2 -tier system with changes for new hires only. All full- time new hires, hired on or after July 1, 2010, will be subject to the 2%@55 formula with one- year 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 Ca1PERS membership for the first time on or after January 1, 2013, and who has no prior membership in any other California public retirement system. 2. A new hire who is brought into Ca1PERS membership for the first time on or after January 1, 2013, and who is not eligible for reciprocity with another California public retirement system. 3. A member who established Ca1PERS membership prior to January 1, 2013, and who is hired by a different Ca1PERS employer after January 1, 2013, after a break in service of greater than six months. Effective January 1, 2013, PEPRA prohibited employers from paying any portion of a "new member's" member contribution rate. All new members must pay 50% of total normal cost as Team Member contribution rate. Ca1PERS refers to all members that do not fit within the definition of a new member as "classic members". All existing CalPERS 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 (CalPERS) 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 CalPERS rate. Effective July 1, 2014, all classic members enrolled in CalPERS began paying 2% of salary to CalPERS towards retiree benefits. In consideration of the member's 2% contribution towards CalPERS, all classic members received a 2% increase in pay on July 1, 2014,. Effective July 1, 2015, all classic members enrolled in CalPERS began paying an additional 2% of salary to CalPERS towards retiree benefits for a total of 4%. In consideration of the member's 2% contribution towards CalPERS, all classic members received a 2% increase in pay on July 1, 2014. Effective July 1, 2016, all classic members enrolled in CalPERS began paying an additional 2% of salary to CalPERS towards retiree benefits for a total of 6%. In consideration of the member's 2% contribution towards CalPERS, 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 CalPERS 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 CalPERS, Tier 1 classic members received a 2% increase in pay and Tier 2 classic members received a 1% increase in pay. SECTION 9: ENHANCED RETIREMENT PROGRAM: PUBLIC AGENCY RETIREMENT SERVICES PARS The City offers an enhanced retirement package through Public Agency Retirement Services (PARS) for all Team Members hired prior to July 1, 2010. Covered full-time Team Members who retire from Rosemead after working 20 years for the City will have their pension formula enhanced to 3%@55, with the provision that the maximum pension allowance that Team Member's can accrue through PARS is 90% of their final pay. The PARS retirement pension is limited to 90% of their final pay. Team Members must be at least 55 years of age to qualify for PARS. All Team Members hired on or after July 1, 2010 are ineligible for the Enhanced Retirement Program through PARS in accordance with State law. PARS has been eliminated for all new full-time Team Members. SECTION 10: SOCIAL SECURITY The City deducts from each full-time employee's paycheck, an amount as determined by law for the Federal Insurance Contributions Act (Social Security). In addition, the City contributes an additional amount at least equal to the employee's contribution. SECTION 11: EMPLOYER FUNDED 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: Years of Service % of Salary Contributed into 401A Deferred Cont ensation Pro ram 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 12: VACATION ACCRUAL Full-time Team Members will receive vacation accruals as follows: Years of Service Hours/Pay Period Hours/Year Days/Year Up to year 1 3.85 100 10 Year 1 — Year 13 5.38 140 14 13+ 6.15 160 16 All full-time Team Members accrue 100 hours of vacation leave during their first year of service. 140 hours are accrued for Team Members with one year of service, up to (but not over) 13 years. For Team Members with over 13 years of service (13+) the accrual rate is 160 hours. Team members cease to accrue vacation hours when, in any pay period, they exceed two times their annual accrual as determined by their anniversary date. All vacation requests are to be pre -approved by the Department Director. Negative vacation banks or borrowing from future accruals will not be allowed. All full-time Team Members are entitled to a paid vacation following one year of employment. Team Members may begin taking accrued vacation after six months of employment. Vacation accruals will be determined by the percentage formula of actual hours in a paid status by the City. Examplel• A Team Member (with 1-13 years of service) who works 80 hours on paid status per pay period will accrue 5.38 hours/pay period. A Team Member (with 1-13 years of service) who works 40 hours Example 2: on paid 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 Example 3: balance and takes an extended leave of absence will not accrue any hours. SECTION 13: VACATION BUYBACK In order to encourage Team Members to take regular vacations on an annual basis and to partially limit the growth of the City's long-term liability of Team Member accrued vacation hours upon separation of employment, the City has established the following criteria for vacation buyback. Once per calendar year, a full-time Team Member is eligible to have the City buyback up to 40 hours (1 week) of accumulated unused vacation time. On July 1, 2011, the City established two (2) vacation banks as follows: Bank A: Vacation eamed/accrued prior to June 30, 2011. Bank B: Vacation earned/accrued after July 1, 2011 (Subject to a 2 year cap). For the purposes of vacation buyback, all Team Members must utilize Bank A prior to utilizing Bank B. However, if there are no hours accrued in Bank A, Team Members may utilize Bank B SECTION 14: CITY -RECOGNIZED HOLIDAYS The following days are recognized and observed as paid holidays: 1. New Year's Day (January 1St) 2. Martin Luther King's Birthday (the third Monday in January) 3. Presidents' Birthday (the third Monday in February) 4. Memorial Day (the last Monday in May) 5. Independence Day (July 4th) 6. Labor Day (the first Monday in September) 7. Veteran's Day (November 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 12:00 p.m. on December 24th SECTION 15: FLOATING HOLIDAYS Team Members receive 20 hours of floating holiday per calendar year. Those hours must be used before the end of the calendar year or they will be forfeited. In case a Team Member terminates employment with the City, he/she will forfeit any unused floating holidays. SECTION 16: ADMINISTRATIVE LEAVE On January 1, Team Members are allocated an allotment of 60 hours per year of administrative leave. On July 1, 2011, the opportunity to sell back administrative leave was eliminated. The use of administrative leave will be limited to no more than one (1) day/shift intervals/increments. Team members will not be able to supplant/combine administrative leave with vacation. The only exception will be from Christmas to New Year's Day when non-essential City services and facilities will be closed. Any administrative leave hours that are not utilized by December 31 of a calendar year will be lost. Furthermore, any administrative leave on the books for a terminating Team Member will be paid out at the Team Member's hourly rate at a prorated unit of administrative leave available by pay period. Any existing full-time Team Members who were eligible for administrative leave entitlements prior to July 1, 2010 under the terms of the administrative leave clause will continue to be eligible for said entitlements. SECTION 17: PROBATIONARY PERIOD The probationary period, of one year (2080 supervised hours), shall be an integral part of the employment examination process and shall be utilized as an opportunity to closely observe the Team Member's work, to provide special training, to assist the Team Member in adjusting to the new position, and to reject any Team Member whose work performance, adaption, or personal conduct fails to meet required standards. A probationary Team member shall have no right of tenure and may be dismissed without cause, at any time, during the probationary period without right of appeal, grievance, or hearing. Probationary Team Members do not have property or vested rights in their positions with the City. All Team Members shall receive an interim performance report after completion of six (6) months of the probationary period. Satisfactory completion of probation is based on total performance during the entire probationary period. The City Manager may, in his/her sole discretion, extend the probationary period an additional 1040 hours (six (6) months). If a Team Member is out on an extended leave of absence, the probationary period will be extended out by the equal amount of time/duration the Team member is out on the leave of absence. SECTION 18: FLEXIBLE SCHEDULING Depending on a Team Member's area of assignment, an alternate work schedule may be arranged with Department Director approval. This could include the possibility of utilizing a flextime or telecommuting from an offsite location. Any prolonged telecommuting arrangement must be approved by the City Manager. Any alternate workweek must be approved, in writing, by the City Manager. SECTION 19: FLEXIBLE SCHEDULING ON SPECIAL EVENTS Based on economic or business necessity, all full-time Team Members are required to work special events with the ability to "flex" their hours to meet the human resources demands of the City's special events which include: • 4th of July Parade/Carnival/Fireworks Show • Fall Fiesta This condition exists in every week in which there is a special event. If an unscheduled event arises, the City Manager has the authority to implement an Alternative Work Schedule which allows for the "flexing" of hours within the same work period of the special event. Supervisors and department directors have the. authority to approve/deny or reschedule "flex" hours so that appropriate staff coverage is maintained for operational needs and continued City service. If a holiday falls on a day of the week that would have been a normal workday, the hours worked up to ten (10) will be banked which must be used by December 31St. Those hours must be used before the end of the calendar year or they will be forfeited. In addition, an emergency disaster is exempt from a flexible scheduling and does not fall under the definition of special events. SECTION 20: SICK LEAVE A full-time Team Member who is incapacitated from the performance of such Team Member's duties by reason of a non -service related illness or injury, pregnancy, legal requirements of public health officials or for reasons specified in the Family and Medical Leave (FMLA) are eligible for sick leave. 1. Amount Earned: All full-time, regular or probationary Team Members will accrue ten (10) hours of sick leave per month. Sick leave will be earned, commencing on the first day of employment as a probationary Team Member, and accrued on a bi-weekly basis. Team Members may accumulate up to a maximum of 120 hours of sick leave with pay per year. Sick leave accruals will be determined by the percentage formula of actual hours in a paid status by the City. Example 1: A Team Member who works 80 hours on paid status per pay period will accrue 4.62 hours/pay eriod. A Team Member who works 40 hours on paid status per pay period will accrue 2.31 hour/pay period (50% of 4.62 Exam le 2: hours/pay period). A Team Member who has a zero leave balance and takes an Example 3: 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 CalPERS. Any other sick leave balance or if the Team Member leaves employment, voluntarily or involuntarily, will be forfeited. Except for retirement, all unused sick leave hours will be forfeited when a Team Member separates from employment, voluntarily or involuntary. Upon retirement, a Team Member's unused sick leave hours will be converted to service credit as contracted with Ca1PERS. 2. Advanced Sick Leave: Sick leave time shall not be taken until such time has been accrued. 3. Utilization of Sick Leave Benefits: The right to utilize benefits under the sick leave provisions herein continues only during the period that the Team Member is employed by the City. All benefits hereunder terminate upon the Team Member leaving City service. A Team Member on military leave is not granted sick leave during the military leave period. Team Members are not eligible to utilize sick leave benefits within the first thirty (30) days of employment. Sick leave is not a leave which a Team Member may use at his/her discretion, but is allowed only in cases of actual sickness or disability which make it impossible or inadvisable for the Team Member to perform normal work assignments/functions. Sick leave may be utilized for dental or medical appointments, medical assessments and/or due to a serious illness in the immediate family. The City Manager/department director may deny or revoke sick leave if the incapacitation for which it is taken is caused or substantially aggravated by compensated outside employment. If a Team Member is absent from work for more than three (3) working days without notifying his/her direct supervisor or department, the Team Member may be dismissed from City service for being absent without official leave. Any abuse of sick leave usage is grounds for disciplinary action up to and including dismissal. 4. Illness During Vacation Leave: Team Members who become ill while on approved vacation leave may request from his/her supervisor to have vacation time converted to sick leave. Verification of illness may be required prior to approval. 5. Notification to Supervisor: Any Team Member needing to be absent because of sickness or other physical disability must notify the appropriate department director or immediate supervisor at least one (1) day prior to such absence if circumstances permit, or within one (1) hour before the start of his/her regular shift when prior notice cannot be given. 6. Sick Leave Authorized Due to Illness in Family: A Team Member is allowed sick leave due to a serious illness in the immediate family. The definition of "family" defined under the Family and Medical Leave Act (FMLA) policy will be utilized. In the event of a serious illness in the immediate family, a certificate of such illness and the need for the Team Member's absence by the acceptable medical authority may be required by the department director. In such case, the Team Member must be able to produce a verifying certification upon request by the immediate supervisor or management. 7. Return to Work Following Illness: The department director may require a Team Member to submit to a medical and/or psychiatric examination by a physician designated by the City before permitting the Team Member to return to work after the Team Member has been on sick leave. If the results of any such examination indicate that the Team Member is unable to perform assigned duties, or if performance of those duties will expose others to infection, the Team Member will be placed on sick leave, or leave without pay after all sick leave has been used, until adequate medical evidence is submitted that the Team Member is competent to perform assigned duties or will not subject others to the infection. 8. Medical Certificate Requirement: In order to be paid for sick leave, the Team Member must make every good faith effort to notify his immediate supervisor prior to the start of the Team Member's work day. The department director may request, for cause, a certificate issued by a licensed physician or other satisfactory proof of illness before sick leave is granted. The department director may also choose a licensed physician to conduct a physical examination at City expense. Any Team Member who makes application for sick leave may be required by either the department director or City Manager to file a certificate signed by a duly and regularly licensed physician authorized to practice medicine or may be required to submit a personal statement which states the Team Member was incapacitated from performing the duties of the position for each day that sick leave is requested. Authority will also be given to the physician signing the certificate, to disclose to the City Manager or the department director, information relating to sick leave. Sick leave will be granted when the application for sick leave is approved by the department director or the City Manager. 9. Transfer of Sick Leave: New Team Members may bring with them/transfer up to two hundred (200) hours of sick leave from their previous employer provided the previous employer did not otherwise compensate the Team Member for said hours. The new Team Member must provide a letter or documentation from the previous employer verifying accrued but uncompensated hours. A Team Member will not receive any payment for unused accumulated sick leave upon dismissal of employment or retirement (either disability or regular). A Team Member may not use sick leave to extend a retirement (either disability or regular) or dismissal date. This prohibition does not affect a Team Member's right to obtain sick leave credit with Ca1PERS. Any other balances or if a Team Member resigns or is dismissed will be forfeited. During the term of this Resolution, the City will adopt a sick leave donation policy. The policy is intended to be adopted in accordance with IRS Revenue Ruling 90-29 and other applicable legal standards under which employees can donate sick leave to another employee whose own medical condition, or family member's medical condition, will require the prolonged absence of that other employee from duty and will result in a substantial loss of income to the employee because the employee will have exhausted all paid leave available, apart from the donated leave under the plan. SECTION 21: BEREAVEMENT LEAVE In the event of the death of a Team Member's immediate family (defined as spouse, parent, step- parent, grandparent, sibling, children, grandchildren, mother-in-law, father-in-law, sister-in-law, brother-in-law, registered domestic partner or child of a registered domestic partner), Team Members are entitled to forty (40) hours for bereavement leave per incident. SECTION 22: JURY LEAVE Team Members required to serve on a jury are entitled to their regular compensation for up to eighty (80) hours provided that fees for jury service are deposited to the Finance Department. SECTION 23: BILINGUAL PAY The City offers a bilingual pay program for eligible Team Members who consistently utilize other languages to translate during the normal course of work. To qualify, Team Members must pass the test developed or utilized by the City for the following recognized languages: Spanish, Vietnamese, Cantonese, and Mandarin. A maximum of three (3) positions per language per site may be certified to receive bilingual pay by the City. It will be applicable at all primary sites (City Hall, Rosemead Community Recreation Center (RCRC), Garvey Community Center, Public Safety and Public Works). In the event that more than three (3) Team Members wish to apply for it, management will determine the top three (3) based upon positional need. Once certified, Team Members will receive a bilingual stipend of $75 per month. Any Team Member who is not certified by the City is not required to use a language other than English. However, when a member of the public, requests assistance in a language other than English, our Team Members must make a reasonable effort to accommodate and assist in a polite and professional manner. The City reserves the right to suspend bilingual pay if the Team Member is out on an extended leave of absence of more than 80 consecutive hours and is not physically present at work to provide bilingual services. SECTION 24: SHORT TERM DISABILITY/LONG TERM DISABILITY State Disability Insurance (SDI) is a partial wage replacement insurance in which the City does not participate in. However, for non -work related Team Member disabilities, the City offers Short -Term Disability (STD)/Long-Term Disability (LTD) to full-time Team Members. Workers compensation injuries are excluded from disability leave/insurance offered by the City. The City provides Team Members with a short-term disability plan to protect against cases where a non -work-related illness or injury is sustained which results in an inability to work for a short period of time. Team Members will receive 66.67% or 2/3 of their pre -disability base salary (1 year average of W-2) with a waiting period of 15 calendar days before receiving their benefits and can last up to 11 weeks. Team Members will receive continued payment until the Team Member is medically able to return to work, or has to begin utilizing long term disability, or until the Team Member reaches the age of 65, whichever comes first. The maximum short- term disability benefit amount will be $1,848 per week. Family and Medical Leave Act (FMLA) will run concurrently with disability. The City provides Team Members with a long-term disability plan to protect against cases where a non -work-related illness or injury is sustained which results in an inability to work for a long period of time. In these cases, LTD is received only after STD has expired and the Team Member continues to be medically disabled. Team Members will receive 66.67% or 2/3 of their pre -disability base salary with a 90 day waiting period. Team Member will receive continued payment until the Team Member is medically able to return to work, or until the Team Member reaches the age of 65, whichever comes first. The maximum long-term disability benefit amount will be $8,000 per month. Family and Medical Leave Act (FMLA) runs concurrently with disability. Team Members have the option of receiving a full paycheck by utilizing his/her own leave time to subsidize the 1/3 while on disability. Disability will cover 2/3 or 66.67% of the pre -disability base salary based off of the W-2 (1 year average). However, when on disability, Team Members may not utilize sick leave. Team Members may use vacation, floating holiday, holiday, and/or compensatory time (if applicable). Leave Accrual rate will be based upon the hours utilized. All disability claim forms must be submitted to Human Resources on a timely basis. As a guideline, all claim forms should be submitted within 15 calendar days. All medical certifications or modifications to the medical certification must be submitted to Human Resources on a timely basis. Team Members are required to submit a Fitness for Duty — Return From Leave Certification at least 2 working days prior to the date of return to the department director. Team Members may not return to work without this certification. SECTION 25: LIFE INSURANCE Team Members receive an accidental death and dismemberment and life insurance policy of $100,000. SECTION 26: TUITION REIMBURSEMENT The City will reinstate the tuition reimbursement program for FY 2020-2021 based upon availability of funding. Subject to City Manager approval, Team Members may attend and be reimbursed for part or all of the costs of educational and other training courses (up to $5,000 per fiscal year) which provide a benefit to the City provided there are budgeted funds for such approval by the City Council. The educational/training courses must be job-related leading towards a college or university degree or certificate and Team Members must remain with the City for three (3) years after the successful completion of class/course or must refund the amount received to the City on a pro- rated basis. If a Team Member leaves employment (voluntarily or involuntarily) with the City, prior to the three (3) years after the completion of class/course, the Team Member must refund the amount received based upon the following pro -rated basis: Pro -Rated Schedule of Refund Years of Service After" Completion Refund Amount Due to the City Less than one 1 year Full Amount Received Less than two 2 ears 2/3 of Amount Received Less than three 3 ears 1/3 of Amount Received Team Members with prior approval by the City Manager, may be reimbursed for registration, cost of books, tuition, lab fees and parking for classes or instruction, provided such classes or instruction are related to the Team Member's assigned duties with the City. Reimbursement will be made only after a Team Member has satisfactorily completed the class or workshop with the grade of "C" or better or a `B" or better for graduate level courses and that proof of completion has been submitted and approved by the City Manager. In general, mandatory or required training time during working hours shall be considered part of the job. If the City directs a Team Member to attend a specific, job-related training course during non -working hours, Team Members may utilize flex time. All study time shall be considered completely voluntary. No overtime pay, additional pay or compensatory time shall be given unless advanced written approval is granted by the City Manager. There is no mileage reimbursement for travel to and from educational classes. Required forms must be completed and necessary documentation (receipts and grades) must be provided in order to receive reimbursement. Final and conclusive determinations of the reimbursement amount shall be made by the City Manager/Assistant City Manager after review of the request and recommendations by the Department Director. SECTION 27: WELLNESS PROGRAM The City provided the Wellness Reimbursement Program at $300 per fiscal year for FY2018- 2020. Based on the COVID-19 Pandemic and resulting uncertainty regarding its impact to the City's overall budget, the Wellness Reimbursement Program is suspended for fiscal year 2020- 2021. SECTION 28: COMPUTER PURCHASE PROGRAM The City provides a computer purchase program for all full-time Team Members as outlined in the Administrative Policy No. 30-09 approved by the City Manager. Full-time Team Members are eligible for this program after the completion of the probationary period. Loans are due and payable in full upon termination or separation of employment. SECTION 29: EMPLOYEE ASSISTANCE PROGRAM (EAP) The City provides Team Members with access to the Employee Assistance Program (EAP). SECTION 30: FLEXIBLE SPENDING ACCOUNT (SECTION 125) The City offers Team Members a flexible benefit plan which will allow individuals to pay for certain expenses (child care, unreimbursed medical expenses, insurance premiums) with pre-tax dollars. SECTION 31: DIRECT DEPOSIT Team Members are offered an option to authorize the automatic deposit of each paycheck into an individual's checking, savings or credit union account. Payroll checks will not be issued in advance. SECTION 32: AUTO ALLOWANCE Team Members may receive up to $300 per month based on business necessity as determined by the City Manager based on the driving demands of the position. Any existing full-time Team Members who were eligible for auto allowance prior to July 1, 2010 under the terms of the Auto Allowance clause will continue to be eligible. SECTION 33: CITY RIGHTS It is understood and agreed that the City retains all exclusive rights and authority to manage municipal services and the work force performing those services. It is agreed that during the term hereof, the City shall not be required to meet and confer on matters which are solely a function of management, including the right to: • Determine and modify the organization of City government and its constituent work units. • Determine the nature, standards, levels and mode of delivery of services to be offered to the public. • Determine the methods, means, and the number and kinds of personnel by which serves are to be provided. • Determine whether goods or services shall be made or provided by the City, or shall be purchased, or contracted for. • Direct Team Members, including scheduling and assigning work, work hours, and overtime. • Establish Team Member performance standards and to require compliance therewith. • Discharge, suspend, demote, reduce in pay, reprimand, withhold salary increases and benefits, or otherwise discipline Team Members, subject to the requirement of applicable law. • Relieve Team Member from duty because of lack of work or lack of funds or for other legitimate reasons. • Implement rules, regulations, and directives consistent with law and specific provisions of this MOU. • Take all necessary actions to protect the public and carry out its mission in emergencies. • Determine the contents of job classifications. • Contract out and transfer work out of the bargaining unit. • Exercise complete control and discretion over its organization and the technology of performing its work. PASSED, APPROVED AND ADOPTED at a Regular Meeting of the City Council of the City of Rosemead on the 22nd day of September 2020. Sandra Armenta, Mayor ATTEST: Ericka Hernandez, City Clerk APPROVED AS TO FORM: Rachel Richman, City Attorney STATE OF CALIFORNIA COUNTY OF LOS ANGELES CITY OF ROSEMEAD I, Ericka Hernandez, City Clerk of the City Council of the City of Rosemead, California, do hereby certify that the foregoing City Council Resolution, No. 2020-3 8, was duly adopted by the City Council of the City of Rosemead, California, at a regular meeting thereof held on the 22nd day of September, 2020, by the following vote, to wit: AYES: NOES: ABSENT: ABSTAIN: Ericka Hernandez, City Clerk Attachment D Resolution No. 2020-39 RESOLUTION NO. 2020-39 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, 2020, 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: Assistant Ci 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 Based on the COVID-19 Pandemic and resulting economic uncertainty and its impact to the City's overall budget, all salary adjustments are suspended for fiscal year 2020-2021. The language below regarding labor market adjustments, salary surveys, and survey cities was contained in the 2018-2020 Resolution. None of those provisions are in effect for the 2020-2021 Resolution. However, the language regarding merit increases will be in effect, as modified, for the 2020-2021 Resolution. 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 +1-5% of the average constitutes a "competitive position in the labor market. On an annual basis, the non -benchmark to benchmark linkages will be reviewed. If a Team Member's base salary is below the adjusted minimum salary range of his/her classification, his/her salary will be adjusted to the minimum salary range in the range for that classification. SURVEY CITIES In order to determine the prevailing salary rates in the local labor market, the following survey cities have been selected based on a three -fold set of criteria and rationale: 1) contiguous geographic proximity to Rosemead; 2) full contract city status; and/or a sufficient number of comparable positions. The following cities will be surveyed on a periodic basis for comparison purposes: Alhambra La Mirada Diamond Bar La Puente Duarte Montebello El Monte Monterey Park Paramount Temple City Pico Rivera San Dimas San Gabriel SALARY ADJUSTMENTS WITHIN SALARY RANGE BASED ON JOB PERFORMANCE The City's pay -for -performance system allows a Team Member to obtain a percentage merit salary increase consistent with his/her annual performance evaluation. All Team Member salary increases, within the salary range, are based on merit through the annual performance evaluations. Based on the Team Member's performance rating on his/her performance evaluation, a Team Member is eligible for a merit increase. Team Members eligible for a merit increase will be eligible to receive up to a 5% merit increase during the term of this agreement. Team Member salaries may not exceed the maximum salary range within the respective job classification. Current Team Members whose salaries exceed the maximum salary range for the job classification will be y -rated (frozen) and will not receive any merit increases until the salary ranges are adjusted based on the labor market survey comparisons. The following language, which was contained in prior Resolution's, is not in effect for the 2020-2021 Resolution: Effective July 1, 2014, the salary ranges of all positions that are "topped out" or exceed the maximum salary range for the classification will be surveyed on an annual basis. All other classifications will be surveyed bi-annually. All full-time Team Members are part of the Merit Based Compensation System. All Team Member salary increases, within the salary range, are based on merit through the annual performance evaluations. Based on the Team Member's performance overall rating on the performance evaluation, a Team Member is eligible for a merit increase. The following is the performance rating categories and percentage increases that a Team Member may be eligible for based upon funding for FY2020-2021: Unsatisfactory 0.0-2.4 0% Needs Development 2.5-2.9 0% Meets Expectations 3.0-3.9 3% Exceed Expectations 4.0-4.5 4% Substantially Exceeds Expectations 4.6-5.0 5% The City will provide for merit increases up to 5% for the FY 2020-2021 The City recognizes that a situation may arise in which, as a result of personnel changes at the supervisory or managerial level, the City Manager determines that there is no currently employed supervisor or manager who has sufficient basis to evaluate an employee's performance in the prior review period. In that limited circumstance, the employee will be provided with an increase in the amount of 2.5% of base compensation. 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 (CalPERS) to serve as the health insurance provider for the City. SECTION 5: CAFETERIA -STYLE HEALTH, WELFARE, & SAVINGS BENEFIT Effective July 1, 2016, the City will provide each full-time Team Member with $1,700 per month for use towards enrolling in any of the City offered health plans, dental plans, and vision plans. Any unused remainder can be put into a deferred compensation plan, taken as a taxable cash disbursement, or used for the purchase of any City sponsored insurance, long-term care, or long-term saving program. Team Members can also choose to waive coverage and take the entire benefit as deferred compensation or cash, but must first show proof of group health insurance coverage through an individual, a spouse or family member's coverage through their employer and complete the Voluntary Decline of Health Care Offered Under City of Rosemead Group Plan form. SECTION 6: CHANGES TO THE HEATHCARE LAWS The parties recognize that certain changes to State or Federal laws, programs, taxes or regulation including, but not limited to, the Affordable Care Act (ACA), may impact future medical plan offerings. In the event that such reform measures or resulting changes in the ACA altering the healthcare coverage, options, costs or other elements, the City may reopen Section 4,5, and 30 regarding medical insurance/benefits. SECTION 7: RETIREMENT HEALTH PLAN For all full-time Team Members hired on or before July 1, 2007, who have 20 years or more of service with the City, and who retire from the City, an allocation of up to $1,000/ month will be given to pay for health care benefits for the duration of their retirement. If the health insurance program selected by the Team Member costs more than $1,000/month, the City will only cover the first $1,000/month of the cost of the selected program. Once the Team Member reaches age 65 or becomes eligible for Medicare coverage, the Team Member will transition to Medicare coverage, with the City picking up the remaining cost of health insurance coverage up to a maximum of $1,000/month. For all full-time Team Members hired on or before July 1, 2007, who have 12-19 years of service with the City, and who retire from the City, an allocation of up to $500/month will be given to pay for health care benefits for the duration of their retirement. If the health insurance program selected by the Team Member costs more than $500/month, the City will only cover the first $500/month of the cost of the selected program. The above retirement health contributions will only be in effect for full-time Team Members employed with the City as of July 1, 2007. When Team Member reaches 65 years of age, or becomes eligible for Medicare, said Team Members will transition to Medicare coverage and the City will continue to contribute towards the cost of health care coverage during the duration of the Team Members retirement according to the program as defined in Section 5. Furthermore, it is expressly noted that the retirement health contribution can be used towards health coverage for the Team Member, their spouse, and/or any eligible dependent. Team Members hired after July 1, 2007 will receive retiree health benefits in accordance with public employees' retirement laws and CalPERS. SECTION 8: RETIREMENT PROGRAM WALPERS) Team Members will be enrolled in the City's retirement program through CalPERS. On July 1, 2007, the City began providing the 2.7%@55 benefit formula with one-year final compensation option with no cap. On July 1, 2010, the City implemented a 2 -tier system with changes for new hires only. All full-time new hires, hired on or after July 1, 2010, will be subject to the 2%@55 formula with one-year final compensation option. All existing full-time Team Members hired prior to July 1, 2010 will remain at the 2.7@55 formula. Under the Public Employees' Pension Reform Act of 2013 (PEPRA), effective January 1, 2013, all "new members" will be subject to the 2.0% @ age 62 benefit formula which also requires a three year final compensation (the highest average annual pensionable compensation earned by a member during a period of at least 36 months) with an early retirement age of 52. A "New Member" is defined as: 1. A new hire that is brought into CalPERS membership for the first time on or after January 1, 2013, and who has no prior membership in any other California public retirement system. 2. A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who is not eligible for reciprocity with another California public retirement system. 3. A member who established CalPERS membership prior to January 1, 2013, and who is hired by a different CalPERS employer after January 1, 2013, after a break in service of greater than six months. 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. CalPERS refers to all members that do not fit within the definition of a new member as "classic members". All existing CalPERS members as of December 31, 2012, will retain the existing benefit levels for future service with the same employer. Effective January 1, 2013, PEPRA prohibited employers from paying any portion of a "new member's" member contribution rate. All non -classic California Public Employees' Retirement System (Ca1PERS) members must pay 50% of total normal cost as employee contribution rate. By January 1, 2018, all "classic members" were required to contribute their full share up to 8% of the Team Member contribution of the CalPERS rate Effective July 1, 2014, all classic members enrolled in CalPERS began paying 2% of salary to CalPERS towards retiree benefits. In consideration of the member's 2% contribution towards CalPERS, all classic members received a 2% increase in pay on July 1, 2014,. Effective July 1, 2015, all classic members enrolled in CalPERS began paying an additional 2% of salary to CalPERS towards retiree benefits for a total of 4%. In consideration of the member's 2% contribution towards CalPERS, all classic members received a 2% increase in pay on July 1, 2014. Effective July 1, 2016, all classic members enrolled in CalPERS began paying an additional 2% of salary to CalPERS towards retiree benefits for a total of 6%. In consideration of the member's 2% contribution towards CalPERS, 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 CalPERS 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 CAPERS, 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: SOCIAL SECURITY The City deducts from each full-time employee's paycheck, an amount as determined by law for the Federal Insurance Contributions Act (Social Security). In addition, the City contributes an additional amount at least equal to the employee's contribution. SECTION 11: EMPLOYER FUNDED DEFERRED COMPENSATION PROGRAM For all full-time Team Members, the City set-up and began contributing into a deferred compensation account a percentage of the Team Member salary based on years of service. That funding formula is as follows: Yearn of Service % of Salary Contributed into 461A Deferred Compensation Program 0-4 1% 5-9 2% 10-14 3% 15-19 4% 20+ 5% In accordance with State law, all Team Members hired on or after July 1, 2010 are ineligible for the employer funded deferred compensation program. The employer funded deferred compensation program has been eliminated for all new full-time Team Members. SECTION 11: VACATION ACCRUAL Full-time Team Members will receive vacation accruals as follows: All full-time Team Members accrue 100 hours of vacation leave during their first year of service. 140 hours are accrued for Team Members with one year of service, up to (but not over) 13 years. For Team Members with over 13 years of service (13+) the accrual rate is 160 hours. Team members cease to accrue vacation hours when, in any pay period, they exceed two times their annual accrual as determined by their anniversary date. All vacation requests are to be pre -approved by the Department Director. Negative vacation banks or borrowing from future accruals will not be allowed. Vacation accruals will be determined by the percentage formula of actual hours in a paid status by the City. Examplel: A Team Member (with 1-13 years of service) who works 80 hours on paid status per pay period will accrue 5.38 hours/pay eriod. A Team Member (with 1-13 years of service) who works 40 hours on paid Example 2: status per pay period will accrue 2.69 hours/pay period (50% of 5.38 hours/pay period). Example 3• A Team Member (with 1-13 years of service) who has a zero leave balance and takes an extended leave of absence will not accrue any hours. SECTION 13: VACATION BUYBACK In order to encourage Team Members to take regular vacations on an annual basis and to partially limit the growth of the City's long-term liability of Team Member accrued vacation hours upon separation of employment, the City has established the following criteria for vacation buyback. Once per calendar year, a full-time Team Member is eligible to have the City buyback up to 60 hours (1 week) of accumulated unused vacation time. On July 1, 2011, the City established two (2) vacation banks as follows: Bank A: Vacation earned/accrued prior to June 30, 2011. Bank B: Vacation earned/accrued after July 1, 2011 (Subject to a 2 year cap). For the purposes of vacation buyback, all Team Members must utilize Bank A prior to utilizing Bank B. However, if there are no hours accrued in Bank A, Team Members may utilize Bank B SECTION 14: CITY -RECOGNIZED HOLIDAYS The following days are recognized and observed as paid holidays: 1. New Year's Day (January l st) 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 411) 6. Labor Day (the first Monday in September) 7. Veteran's Day (November l It') 8. Thanksgiving Day 9. Christmas Day (December 25tH) Non-essential City services and facilities are closed from noon on Christmas Eve to New Year's Day. If a Team Member elects to take the non -holidays off, he/she is required to utilize his/her own time. If a holiday falls on a Friday or Saturday, Team Members will observe that holiday on the preceding Thursday. If the holiday falls on a Sunday, Team Members will observe that holiday on the following Monday. At the discretion of the City Manager and based upon business needs, Team Members may be released at 12:00p.m. on December 24tH SECTION 15: FLOATING HOLIDAYS Team Members receive 20 hours of floating holiday per calendar year. Those hours must be used before the end of the calendar year or they will be forfeited. In case a Team Member terminates employment with the City, he/she will forfeit any unused floating holidays. SECTION 16: ADMINISTRATIVE LEAVE On January 1, Team Members are allocated an allotment of 80 hours per year of administrative leave. On July 1, 2011, the opportunity to sell back administrative leave was eliminated. The use of administrative leave will be limited to no more than one (1) day/shift intervals/increments. Team members will not be able to supplant/combine administrative leave with vacation. The only exception will be from Christmas to New Year's Day when non-essential City services and facilities will be closed. Any administrative leave hours that are not utilized by December 31 of a calendar year will be lost. Furthermore, any administrative leave on the books for a terminating Team Member will be paid out at the Team Member's hourly rate at a prorated unit of administrative leave available by pay period. Any existing full-time Team Members who were eligible for administrative leave entitlements prior to July 1, 2010 under the terms of the administrative leave clause will continue to be eligible for said entitlements. SECTION 17: PROBATIONARY PERIOD All classifications under the Management Service Unit serve in an "at -will", exempt capacity. "At -will" employment is defined as an employment relationship in which a team member serves at the pleasure of the City Manager and may be dismissed, at any time, without cause and do not have the right of appeal, grievance, or hearing. At -will positions do not have property or vested rights and do not have a probationary period. SECTION 18: FLEXIBLE SCHEDULING Depending on a Team Member's area of assignment, an alternate work schedule may be arranged with Department Director approval. This could include the possibility of utilizing a flextime or telecommuting from an offsite location. Any prolonged telecommuting arrangement must be approved by the City Manager. Any alternate workweek must be approved, in writing, by the City Manager. SECTION 19: FLEXIBLE SCHEDULING ON SPECIAL EVENTS Based on economic or business necessity, all full-time Team Members are required to work special events with the ability to "flex" their hours to meet the human resources demands of the City's special events which include: • 4th of July Parade/Carnival/Fireworks Show • Fall Fiesta This condition exists in every week in which there is a special event. If an unscheduled event arises, the City Manager has the authority to implement an Alternative Work Schedule which allows for the "flexing" of hours within the same work period of the special event. Supervisors and department directors have the authority to approve/deny or reschedule "flex" hours so that appropriate staff coverage is maintained for operational needs and continued City service. If a holiday falls on a day of the week that would have been a normal workday, the hours worked up to ten (10) will be banked which must be used by December 31St. Those hours must be used before the end of the calendar year or they will be forfeited. In addition, an emergency disaster is exempt from a flexible scheduling and does not fall under the definition of special events. SECTION 20: SICK LEAVE A full-time Team Member who is incapacitated from the performance of such Team Member's duties by reason of a non -service related illness or injury, pregnancy, legal requirements of public health officials or for reasons specified in the Family and Medical Leave (FMLA) are eligible for sick leave. 1. Amount Earned: All full-time, regular or probationary Team Members will accrue ten (10) hours of sick leave per month. Sick leave will be earned, commencing on the first day of employment as a probationary Team Member, and accrued on a bi-weekly basis. Team Members may accumulate up to a maximum of 120 hours of sick leave with pay per year. Sick leave accruals will be determined by the percentage formula of actual hours in a paid status by the City. A Team Member who works 80 hours on paid status per pay Exam le 1: period will accrue 4.62 hours/pay eriod. A Team Member who works 40 hours on paid status per pay period will accrue 2.31 hour/pay period (50% of 4.62 hours/pay Example 2: period). A Team Member who has a zero leave balance and takes an Example 3: extended leave of absence will not accrue any hours. Except for retirement, all unused sick leave hours will be forfeited when a Team Member separates from employment, voluntarily or involuntary. Upon retirement, a Team Member's unused sick leave hours will be converted to service credit as contracted with Ca1PERS. 2. Advanced Sick Leave: Sick leave time shall not be taken until such time has been accrued. 3. Utilization of Sick Leave Benefits: The right to utilize benefits under the sick leave provisions herein continues only during the period that the Team Member is employed by the City. All benefits hereunder terminate upon the Team Member leaving City service. A Team Member on military leave is not granted sick leave during the military leave period. Team Members are not eligible to utilize sick leave benefits within the first thirty (30) days of employment. Sick leave is not a leave which a Team Member may use at his/her discretion, but is allowed only in cases of actual sickness or disability which make it impossible or inadvisable for the Team Member to perform normal work assignments/functions. Sick leave may be utilized for dental or medical appointments, medical assessments and/or due to a serious illness in. the immediate family. The City Manager/department director may deny or revoke sick leave if the incapacitation for which it is taken is caused or substantially aggravated by compensated outside employment. If a Team Member is absent from work for more than three (3) working days without notifying his/her direct supervisor or department, the Team Member may be dismissed from City service for being absent without official leave. Any abuse of sick leave usage is grounds for disciplinary action up to and including dismissal. 4. Illness During Vacation Leave: Team Members who become ill while on approved vacation leave may request from his/her supervisor to have vacation time converted to sick leave. Verification of illness may be required prior to approval. 5. Notification to Supervisor: Any Team Member needing to be absent because of sickness or other physical disability must notify the appropriate department director or immediate supervisor at least one (1) day prior to such absence if circumstances permit, or within one (1) hour before the start of his/her regular shift when prior notice cannot be given. 6. Sick Leave Authorized Due to Illness in Family: A Team Member is allowed sick leave due to a serious illness in the immediate family. The 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. 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. During the term of this Resolution, the City will adopt a sick leave donation policy. The policy is intended to be adopted in accordance with IRS Revenue Ruling 90-29 and other applicable legal standards under which employees can donate sick leave to another employee whose own medical condition, or family member's medical condition, will require the prolonged absence of that other employee from duty and will result in a substantial loss of income to the employee because the employee will have exhausted all paid leave available, apart from the donated leave under the plan. SECTION 21: BEREAVEMENT LEAVE In the event of the death of a Team Member's immediate family (defined as spouse, parent, step-parent, grandparent, sibling, children, grandchildren, mother-in-law, father-in-law, sister-in-law, brother-in-law, registered domestic partner or child of a registered domestic partner), Team Members are entitled to forty (40) hours for bereavement leave per incident. SECTION 22: JURY LEAVE Team Members required to serve on a jury are entitled to their regular compensation for up to eighty (80) hours provided that fees for jury service are deposited to the Finance Department. SECTION 23: BILINGUAL PAY The City offers a bilingual pay program for eligible Team Members who consistently utilize other languages to translate during the normal course of work. To qualify, Team Members must pass the test developed or utilized by the City for the following recognized languages: Spanish, Vietnamese, Cantonese, and Mandarin. A maximum of three (3) positions per language per site may be certified to receive bilingual pay by the City. It will be applicable at all primary sites (City Hall, Rosemead Community Recreation Center (RCRC), Garvey Community Center, Public Safety and Public Works). In the event that more than three (3) Team Members wish to apply for it, management will determine the top three (3) based upon positional need. Once certified, Team Members will receive a bilingual stipend of $75 per month. Any Team Member who is not certified by the City is not required to use a language other than English. However, when a member of the public, requests assistance in a language other than English, our Team Members must make a reasonable effort to accommodate and assist in a polite and professional manner. The City reserves the right to suspend bilingual pay if the Team Member is out on an extended leave of absence of more than 80 consecutive hours and is not physically present at work to provide bilingual services. SECTION 24: SHORT-TERM DISABILITY State Disability Insurance (SDI) is a partial wage replacement insurance in which the City does not participate in. However, for non -work related Team Member disabilities, the City offers Short -Term Disability (STD)/Long-Term Disability (LTD) to full-time Team Members. Workers compensation injuries are excluded from disability leave/insurance offered by the City. The City provides Team Members with a short-term disability plan to protect against cases where a non - work -related illness or injury is sustained which results in an inability to work for a short period of time. Team Members will receive 66.67% or 2/3 of their pre -disability base salary (1 year average of W-2) with a waiting period of 15 calendar days before receiving their benefits and can last up to 11 weeks. Team Members will receive continued payment until the Team Member is medically able to return to work, or has to begin utilizing long term disability, or until the Team Member reaches the age of 65, whichever comes first. The maximum short-term disability benefit amount will be $1,848 per week. Family and Medical Leave Act (FMLA) will run concurrently with disability. The City provides Team Members with a long-term disability plan to protect against cases where a non - work -related illness or injury is sustained which results in an inability to work for a long period of time. In these cases, LTD is received only after STD has expired and the Team Member continues to be medically disabled. Team Members will receive 66.67% or 2/3 of their pre -disability base salary with a 90 day waiting period. Team Member will receive continued payment until the Team Member is medically able to return to work, or until the Team Member reaches the age of 65, whichever comes first. The maximum long-term disability benefit amount will be $8,000 per month. Family and Medical Leave Act (FMLA) runs concurrently with disability. Team Members have the option of receiving a full paycheck by utilizing his/her own leave time to subsidize the 1/3 while on disability. Disability will cover 2/3 or 66.67% of the pre -disability base salary based off of the W-2 (1 year average). However, when on disability, Team Members may not utilize sick leave. Team Members may use vacation, floating holiday, holiday, and/or compensatory time (if applicable). Leave Accrual rate will be based upon the hours utilized. All disability claim forms must be submitted to Human Resources on a timely basis. As a guideline, all claim forms should be submitted within 15 calendar days. All medical certifications or modifications to the medical certification must be submitted to Human Resources on a timely basis. Team Members are required to submit a Fitness for Duty — Return From Leave Certification at least 2 working days prior to the date of return to the department director. Team Members may not return to work without this certification. SECTION 25: LIFE INSURANCE Team Members receive an accidental death and dismemberment and life insurance policy of $100,000. SECTION 26: TUITION REIMBURSEMENT The City will reinstate the tuition reimbursement program for FY 2020-2021 based upon availability of funding. Subject to City Manager approval, Team Members may attend and be reimbursed for part or all of the costs of educational and other training courses (up to $5,000 per fiscal year) which provide a benefit to the City provided there are budgeted funds for such approval by the City Council. The educational/training courses must be job-related leading towards a college or university degree or certificate and Team Members must remain with the City for three (3) years after the successful completion of class/course or must refund the amount received to the City on a pro -rated basis. If a Team Member leaves employment (voluntarily or involuntarily) with the City, prior to the three (3) years after the completion of class/course, the Team Member must refund the amount received based upon the following pro -rated basis: Pro -Rated Schedule of Refund . Years of Service After Completion Refund Amount Due to the CSC Less than one 1 year Full Amount Received Less than two 2 ears 2/3 of Amount Received Less than three 3 ears 1/3 of Amount Received Team Members with prior approval by the City Manager, may be reimbursed for registration, cost of books, tuition, lab fees and parking for classes or instruction, provided such classes or instruction are related to the Team Member's assigned duties with the City. Reimbursement will be made only after a Team Member has satisfactorily completed the class or workshop with the grade of "C" or better or a `B" or better for graduate level courses and that proof of completion has been submitted and approved by the City Manager. In general, mandatory or required training time during working hours shall be considered part of the job. If the City directs a Team Member to attend a specific, job-related training course during non -working hours, Team Members may utilize flex time. All study time shall be considered completely voluntary. No overtime pay, additional pay or compensatory time shall be given unless advanced written approval is granted by the City Manager. There is no mileage reimbursement for travel to and from educational classes. Required forms must be completed and necessary documentation (receipts and grades) must be provided in order to receive reimbursement. Final and conclusive determinations of the reimbursement amount shall be made by the City Manager/Assistant City Manager after review of the request and recommendations by the department director. SECTION 27: WELLNESS PROGRAM The City provides the Wellness Reimbursement Program at $300 per fiscal year for FY2019-2020. Based on the COVID-19 Pandemic and resulting uncertainty regarding its impact to the City's overall budget, the Wellness Reimbursement Program is suspended for fiscal year 2020-2021. SECTION 28: COMPUTER PURCHASE PROGRAM The City provides a computer purchase program for all full-time Team Members as outlined in the Administrative Policy No. 30-09 approved by the City Manager. Full-time Team Members are eligible for this program after the completion of the probationary period. Loans are due and payable in full upon termination or separation of employment. SECTION 29: EMPLOYEE ASSISTANCE PROGRAM The City provides Team Members with access to the Employee Assistance Program (EAP). SECTION 30: FLEXIBLE BENEFIT PLAN (SECTION 125) The City offers Team Members a flexible benefit plan which will allow individuals to pay for certain expenses (child care, unreimbursed medical expenses, insurance premiums) with pre-tax dollars. SECTION 31: DIRECT DEPOSIT Team Members are offered an option to authorize the automatic deposit of each paycheck into an individual's checking, savings or credit union account. Payroll checks will not be issued in advance. SECTION 32: AUTO ALLOWANCE Management Team Members may receive up to $500 per month based on business necessity as determined by the City Manager based upon the driving demands of the position. SECTION 33: CITY RIGHTS It is understood and agreed that the City retains all exclusive rights and authority to manage municipal services and the work force performing those services. It is agreed that during the term hereof, the City shall not be required to meet and confer on matters which are solely a function of management, including the right to: • Determine and modify the organization of City government and its constituent work units. • Determine the nature, standards, levels and mode of delivery of services to be offered to the public. • Determine the methods, means, and the number and kinds of personnel by which serves are to be provided. • Determine whether goods or services shall be made or provided by the City, or shall be purchased, or contracted for. • Direct Team Members, including scheduling and assigning work, work hours, and overtime. • 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 this 22"a day of September, 2020. Sandra Armenta, Mayor APPROVED AS TO FORM: ATTEST: Rachel Richman, City Attorney Ericka Hernandez, City Clerk STATE OF CALIFORNIA COUNTY OF LOS ANGELES CITY OF ROSEMEAD I, Ericka Hernandez, City Clerk of the City Council of the City of Rosemead, California, do hereby certify that the foregoing City Council Resolution, No. 2020-39, was duly adopted by the City Council of the City of Rosemead, California, at a regular meeting thereof held on the 22"d day of September, 2020, by the following vote, to wit: AYES: NOES: ABSENT: ABSTAIN: Ericka Hernandez, City Clerk Attachment E Resolution No. 2020-40 RESOLUTION NO. 2020-40 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROSEMEAD, CALIFORNIA, ESTABLISHING ANNUAL SALARY RANGES AND BENEFITS FOR PART-TIME CLASSIFICATIONS IN THE SERVICE OF 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; WHEREAS, the State of California and Federal minimum wage shall increase to fourteen dollars ($14.00) per hour effective January 1, 2021; NOW THEREFORE, BE IT RESOLVED that effective beginning September 22, 2020, 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: Part -Time Classifications Accountant Planning Technician Administrative Intern Preschool Teacher Aquatic Attendant Public Works Inspector Assistant Pool Manager Public Works Inspector, Senior Code Enforcement Officer Recreation Leader Community Services Officer Recreation Leader, Senior Lifeguard Maintenance Worker Lifeguard/Swim Instructor Youth Worker Parking Control Officer 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 -will" capacity and serve at the pleasure of their respective Department Director. a. 3/4 Time Team Members: Upon approval of the City Manager, 3/4 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 1,664 hours or more per fiscal year. 3/4 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 (CalPERS). b. Standard Part -Time Team Members: A budgeted position, compensated at an hourly rate, of less than 28 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 6 months. Hours are not to exceed one thousand (1,000) hours per fiscal year. d. Administrative Intern, Recreation Leader, Lifeguard -Swim Instructor, and Lifeguard: A budgeted position, compensated at an hourly rate or unpaid, and may work up to twenty-eight (28) hours per week. Hours are not to exceed 1,456 hours per fiscal year. (Under the City's agreement with CalPERS, Administrative Interns are exempt from the 1,000 hour limitation for mandatory enrollment.) This position is not eligible for any benefits or CalPERS 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. 3/4 Part -Time Team Members are eligible for the following benefits: • Medical: Lowest Cost Medical Plan for Single Party • Retirement: PERS Wellness Reimbursement: The City may provide wellness reimbursement program participation at $150 per year based upon the availability of funding. Based on the COVID-19 Pandemic and resulting uncertainty regarding its impact to the City's overall budget, the Wellness Reimbursement Program is suspended for fiscal year 2020-2021. 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 leading towards a college or university degree or certificate and Team Members must remain with the City for three (3) years after the successful completion of class/course or must refund the amount received to the City on a pro- rated basis. If a Team Member leaves employment (voluntarily or involuntarily) with the City, prior to the three (3) years after the completion of class/course, the Team Member must refund the amount received based upon the following pro -rated basis: Pro -Rated Schedule of Refund Years of Service After Completion Refund Amount Due to the City" Less than one 1 year Full Amount Received Less than two 2 ears 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, 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 attend a 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 time shall 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: 3/4 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 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: 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 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. • BilingualL. The City will offer a bilingual pay program for eligible 3/4 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. It 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 3/4 time Team Members. b. Other part-time 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: 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 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 this 22nd day of September 2020. Sandra Armenta, Mayor APPROVED AS TO FORM: ATTEST: Rachel Richman, City Attorney Ericka Hernandez, City Clerk STATE OF CALIFORNIA COUNTY OF LOS ANGELES CITY OF ROSEMEAD I, Ericka Hernandez, City Clerk of the City Council of the City of Rosemead, California, do hereby certify that the foregoing City Council Resolution, No. 2020-40, was duly adopted by the City Council of the City of Rosemead, California, at a special meeting thereof held on the 22nd day of September, 2020, by the following vote, to wit: AYES: NOES: ABSENT: ABSTAIN: Ericka Hernandez, City Clerk City of Rosemead PART-TIME EMPLOYEES Salary Ranges and Job Classifications Ettective septeMber zz, zuzu TITLE,:_STEP STEP 2 STEP.3 STEP 4 STEP 5 Accountant $30.23 $31.75 $33.33 $35.00 $36.75 Administrative Intern $14.86 $15.60 $16'.38 $17 20 $18.06 Aquatic Attendant $14.61 $15.34 $16.11 $16.91 $17.76 Assistant Pooj.Manager $15.39 $16.16 $16:97 $17.82 $18.71 Code Enforcement Officer $24.80 $26.04 $27.35 $28.71 $30.15 Community Services`Officer $18.44 $19.37$20'.34 $21.35 $22.42 `< Lifeguard $13.64 $14.32 $15.04 $15.79 $16.58 Life uard/Swim Instructor • $14.49 $,15:21 ' $15.97 $16.77 $17.61 Maintenance Worker $19.68 $20.66 $21.70 $22.78 $23.92 Parking Contrgl Officer $19.95 $20.95 $22.00 $23.10 $24.25 Planning Technician $22.53 $23.66 $24.84 $26.09 $27.39 Preschool Teacher $13.00 $13.65 $14:33 $15.05 $`15.80 Public Works Inspector $30.47 $32.00 $33.60 $35.28 $37.04 Public"Works Inspector, Senior. $33.52'i $36195 $38.80 $40.74 Recreation Leader $13.11 $13.76 $14.45 $15.17 $15.93 Recreation Leader, Senior $15.17 $15.93 $16:73 $17.56 $18.44 Youth Worker $13.00 City of Rosemead PART-TIME EMPLOYEES Salary Ranges and Job Classifications Effective January 1, 2021 TITLE = - Accountant $30.23 $31.75 $33.33 $35.00 $36.75 Aquatic Attendant $14.61 $15.34 $16.11 $16.91 $17.76 Code Enforcement Officer $24.80 $26.04 $27.35 $28.71 $30.15 Lifeguard $14.02 $14.72 $15.46 $16.23 $17.04 L���gu�rd[�wim Instructor =v $14 9ZT - �" $15=64_ $16:4 $17-25 = $8.11 Maintenance Worker $19.68 $20.66 $21.70 $22.78 $23.92 Planning Technician $21.41 $22.48 $23.60 $24.78 $26.02 PreOaalTeacer Public Works Inspector $30.47 $32.00 $33.60 $35.28 $37.04 Puf1rC 1�1/oks lr�sptor-Sen�:ior $3� $2 ... -777, Recreation Leader $14.00 $14.70 $15.44 $16.21 $17.02 Receat�0'n Leafier, Serti4r :.1r 25 $17:06 $18 81 ....:.. Youth Worker $14.00 Attachment F Resolution No. 2020-41 RESOLUTION NO. 2020-41 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROSEMEAD, CALIFORNIA, ESTABLISHING THE COMPREHENSIVE SALARY SCHEDULE FOR ALL FULL-TIME CLASSIFICATIONS IN THE CITY OF ROSEMEAD WHEREAS, THE FOLLOWING classifications in the City of Rosemead ("City") are critical to the efficient and effective operations of the City; WHEREAS, the City Council desires to establish the compensation levels for full-time classifications in the City; NOW THEREFORE, BE IT RESOLVED that effective beginning July 1, 2020, the City Council adopts the attached Comprehensive Salary Schedule for full-time employees of the City of Rosemead. PASSED, APPROVED, AND ADOPTED this 22 n day of September 2020. Sandra Armenta, Mayor APPROVED AS TO FORM: ATTEST: Rachel Richman, City Attorney Ericka Hernandez, City Clerk STATE OF CALIFORNIA ) COUNTY OF LOS ANGELES) CITY OF ROSEMEAD ) I, Ericka Hernandez, City Clerk of the City Council of the City of Rosemead, California, do hereby certify that the foregoing City Council Resolution, No. 2020-41, was duly adopted by the City Council of the City of Rosemead, California, at a special meeting thereof held on the 22nd day of September, 2020, by the following vote, to wit: AYES: NOES: ABSENT: ABSTAIN: Ericka Hernandez, City Clerk City of Rosemead FULL-TIME EMPLOYEES Salary Ranges and Job Classifications Effective July 1, 2020 CLASSIFICATION MONTHLY Columnl Column2 Columns Column6 TITLE GROUP MIN MAX Accounting Specialist GENERAL $3,664 $4,565 Administrative Analyst MM,P & C $4,793 $5,911 Administrative Assistant GENERAL $3,953 $4,918 Administrative Specialist MM,P & C $4,122 $5,410 Assistant City Manager MANAGEMENT $10,812 $14,921 Assistant Planner GENERAL $4,826 $6,139 Associate Civil Engineer MM,P & C $6,564 $8,054 Associate Planner MM,P & C $5,676 $6,969 City Clerk APPOINTED $8,613 $8,613 City Engineer MM,P & C $8,221 $11,345 City Manager APPOINTED $16,968 $16,968 Civil Engineeer Assistant GENERAL $5,967 $7,322 Code Enforcement Officer GENERAL $4,300 $5,449 Deputy City Clerk MM,P & C $5,544 $6,758 Director of Community Development MANAGEMENT $9,824 $13,557 Director of Finance MANAGEMENT $9,824 $13,557 Director of Parks & Recreation MANAGEMENT $9,824 $13,557 Director of Public Works MANAGEMENT $9,824 $13,557 Executive Assistant to the City Manager MM,P & C $4,904 $6,024 Facilities Technician GENERAL $3,880 $4,794 Finance Manager MM,P & C $8,033 $9,737 Housing Project Coordinator GENERAL $4,546 $6,274 Human Resources Analyst MM,P & C $5,307 $6,414 Human Resources Manager MM,P & C $7,346 $9,089 Human Resources Analyst GENERAL $4,227 $5,313 Maintenance Lead Worker GENERAL $4,183 $5,337 Maintenance Worker GENERAL $3,548 $4,649 Management Analyst MM,P & C $5,082 $6,243 Office Specialist GENERAL $3,031 $3,789 Planning & Economic Development Manager MM,P & C $7,973 $9,714 Public Safety Manager MM,P & C $6,590 $8,917 Public Safety Supervisor MM,P & C $5,991 $8,106 Public Works Inspector GENERAL $4,991 $6,080 Public Works Manager MM,P & C $7,729 $9,500 Recreation Coordinator GENERAL $4,222 $5,131 Recreation Manager MM,P & C $7,046 $8,642 Recreation Supervisor MM,P & C $5,370 $6,755 Senior Accounting Specialist GENERAL $4,106 $5,378 Senior Code Enforcement Officer IMM,P & C $5,468 $6,858 Senior Management Analyst MM,P & C $5,769 $7,035