CC - Item 4E - Adoption of Resolutions No. 2023-51 Establishing Salary and Benefits for the City Council of the City of Rosemead and Resolution No. 2023-52 for the Unrepresented Executive Management Group from July 1, 2023-June 30, 2025ROSEMEAD CITY COUNCIL
STAFF REPORT
TO: THE HONORABLE MAYOR AND CITY COUNCIL
FROM: BEN KIM, CITY MANAGER
DATE: SEPTEMBER 12, 2023
SUBJECT: ADOPTION OF RESOLUTIONS NO. 2023-51 ESTABLISHING
SALARY AND BENEFITS FOR THE CITY COUNCIL OF THE CITY
OF ROSEMEAD FROM JULY 1, 2023 THROUGH JUNE 30, 2025, AND
RESOLUTION NO. 2023-52 ESTABLISHING ANNUAL SALARY AND
BENEFITS FOR CLASSIFICATIONS IN THE UNREPRESENTED
EXECUTIVE MANAGEMENT GROUP FROM JULY 1, 2023
THROUGH JUNE 30, 2025
SUMMARY
Resolution No. 2023-51 describes the salary and benefits for the City Council, while Resolution
2023-52 describes salary and benefits for Executive Management (formerly known as
Management) employees of the City effective July 1, 2023, through June 30, 2025.
DISCUSSION
The salary for the City Council is set by Ordinance and not changed herein. The only benefit
changes are to the Cafeteria Style Health benefits which were implemented for all employee
groups. Cleanup language, as with all employee group Resolutions and Memorandum of
Understanding, has also been incorporated.
The Executive Management group of employees is unrepresented and, therefore, does not bargain
for the terms and conditions of their employment; however, traditionally, the group has received
compensation consideration and benefit changes afforded to other employee groups in the City.
The City Manager and City Clerk, while part of the Executive Team of the City, are not included
in the Executive Management group Resolution; however, both positions have been afforded the
same level of benefits as provided within the Executive Management Salary and Benefits
Resolution. It is the intent that the benefits provided within the Resolution be provided to the City
Manager and City Clerk, but that any increase in salary for the City Clerk (excluding the City
Manager who has elected to forego the salary increase) be considered by the City Council
separately. Resolution No. 2023-52 (Attachment B) describes salary and benefits for the
AGENDA ITEM 4.E
City Council Meeting — Council & Exec Salary and Benefits — Reso No. 2023-51 and Reso No. 2023-52
September 12, 2023
Page 2 of 3
classifications within the Executive Management group. The key terms of the Resolution are
described below.
Compensation:
• Salary Increase — On July 1, 2023, all Executive employees, except the City Manager, will
receive a 4% Cost of Living Adjustment ("COLA") salary increase. On July 1, 2024, all
Executive employees, except the City Manager, will receive a 3% COLA salary increase.
Benefits:
• Cafeteria Style Health, Welfare, and Savings Benefit — The Cafeteria Style Health benefit
provides $1,700/month to employees towards the cost of health, dental, and vision
premiums. For employees hired on or before October 26, 2021, any unused benefit is paid
to employees in either taxable cash or deposits to the employee's deferred compensation
account. Employees hired after October 26, 2021, is not eligible for cash back of any
unused portion of the cafeteria -style benefit, but those who choose to opt -out of medical
coverage offered by the City will receive $500 per month. On November 1, 2021, the City
provided an additional $100/month for `out-of-pocket' health costs with no additional cash-
back allowance. Beginning July 1, 2023, the City will provide an additional $100/month
for `out-of-pocket' health costs with no additional cash -back allowance for a total of
$200/month for `out-of-pocket' health costs with no additional cash -back allowance.
Schedules/Leaves:
• Vacation Accrual and Accrual Can — The years of service for vacation accruals were
amended to lower the second-tier years of service from year 1 to year 13 to year 1 to year
9, and the third -tier accrual was lowered from year 13+ to year 9+. The rate of accrual
remains unchanged.
• Vacation Buy Back — The City currently allows employees to cash in up to 60 hours
available vacation hours once a year in December. The proposed MOU increases the
buyback to 100 hours and allows for two buyback periods in June and December, with a
maximum buyback in June of 50 hours and 100 hours in December for a total maximum
of 100 hours per calendar year.
STAFF RECOMMENDATION
It is recommended that the City Council adopt Resolution No. 2023-51 approving annual salary
and benefits for the City Council, and Resolution No. 2023-52 approving salary and benefits for
the Executive Management Group.
City Council Meeting — Council & Exec Salary and Benefits — Reso No. 2023-51 and Reso No. 2023-52
September 12, 2023
Page 3 of 3
FISCAL IMPACT
The estimated ongoing incremental annualized cost for the Executive Management unit Resolution
is $45,800 which includes the 4% across-the-board salary increase for year one (excluding the City
Manager). The cost of the second year 3% across-the-board increase is approximately $35,400.
Any appropriations needed for this action will be presented in the Mid -Year Budget Report. The
estimated cost for the annual increase to City Council benefits is $2,400.
PUBLIC NOTICE PROCESS
This item has been noticed through the regular agenda notification process.
Prepared by:
Bryan Chua
Finance Director
Attachment A: Resolution No. 2023-51
Attachment B: Resolution No. 2023-52 with Exhibit A — Memorandum of Understanding
Attachment A
Resolution No. 2023-51
RESOLUTION NO. 2023-51
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ROSEMEAD, CALIFORNIA, ESTABLISHING SALARY
AND BENEFITS FOR THE CITY COUNCIL OF THE CITY
OF ROSEMEAD FROM JULY 1, 2023 THROUGH JUNE 30,
2025
WHEREAS, City Council Members are critical to the efficient and effective operations of the
City, due to the policy-making nature and responsibilities of the position; and
NOW THEREFORE, BE IT RESOLVED that effective July 1, 2023, the salary and
benefits for the City Council Members will be as follows:
SECTION 1: COMPENSATION
Members of the City Council will receive $1,118.63 per month pursuant to Ordinance No. 841.
SECTION 2: HEALTH INSURANCE PROVIDER
The City contracts with California Public Employees' Retirement System (CalPERS) to serve as
the health insurance provider for the City.
SECTION 3: CAFETERIA -STYLE HEALTH, WELFARE. & SAVINGS BENEFIT
The City will provide each full-time City Council Member with $1,700 per month for use towards
enrolling in any of the City offered health, dental, and vision plans. Effective July 1, 2023, the
City will provide an additional $200 per month for excess health care premiums with no cash -out
value.
1. Unused Contributions. For Council Members elected/appointed on or prior to
November 30, 2021, any unused remainder of the $1,700 monthly cafeteria -style
benefit will be put into a 457 deferred compensation plan up to the maximum amount
allowed by law. Council Members elected/appointed after November 30, 2021, will
not be compensated for any unused portion of the cafeteria -style benefit.
2. Excess Premiums. Employees shall be required to pay any cost of the health, dental,
and vision premiums for their selected plans that exceeds the amount of the City's
monthly contribution.
Opt -Out. Council Members elected/appointed on or prior to November 30, 2021, may
also choose to waive coverage and receive the entire benefit as deferred compensation
(457 Plan -up the maximum contribution allowed by law) 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. Council Member elected/appointed
after November 30, 2021 choosing to opt -out of medical coverage offered by the City,
under the same conditions, will receive $500 per month deposited into the 457 deferred
compensation plan.
SECTION 4: 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, may impact future medical
plan offerings.
SECTION 5: RETIREMENT HEALTH PLAN
For Members of the City Council elected/appointed on or before July 1, 2007, who have 20 years
or more of service with the City of Rosemead, 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 Member costs more than $1,000/month, the City will
only cover the first $1,000/month of the cost of the selected program.
For members elected/appointed on or before July 1, 2007. who have 12-19 years of service
with the City of Rosemead, 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 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 Members
elected/appointed as of July 1, 2007. When a retired Council Member reaches 65 years of
age, or becomes eligible for Medicare, said Members will transition to Medicare coverage and
the City will continue to contribute towards the cost of health care coverage to the maximum
amounts provided above during the duration of the Members' retirement. Furthermore, it is
expressly noted that the retirement health contribution can be used towards health coverage
for the retired Council Member, their spouse, and/or any eligible dependent.
Members hired after July 1, 2007, will receive retiree health benefits in accordance with public
employees' retirement laws and CalPERS.
SECTION 6: RETIREMENT PROGRAM WALPERS)
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. Council
Members, hired on or after July 1, 2010, are subject to the 2%@55 formula with one-year final
compensation option. All existing Council 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" are 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 CAPERS membership for the first time on or after
Resolution No. 2023-51 Page 2
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
employee contribution rate.
CalPERS refers to all members that do not fit within the definition of a new member as "classic
members". All "classic members" are required to contribute their full share, up to 8%, of the
employee contribution of the Ca1PERS rate. Additionally, all existing CalPERS members as
of December 31, 2012, will retain the existing benefit levels for future service with the same
employer.
SECTION 7: ENHANCED RETIREMENT PROGRAM PUBLIC AGENCY
RETIREMENT SERVICES (PARS)
The City offers an enhanced retirement package through Public Agency Retirement Services
(PARS) for all members hired prior to July 1, 2010. Such members who retire from Rosemead
after working 12 years for the City will have their pension formula enhanced to 3%@55, with
the provision that the maximum pension allowance that members can accrue through PARS
is 90% of their final pay. The PARS retirement pension is limited to 90% of their final pay.
Members must be at least 55 years of age to qualify for PARS.
Council Members elected/appointed on or after July 1, 2010, are not eligible for the Enhanced
Retirement Program through PARS.
SECTION 8: DEFERRED COMPENSATION PROGRAM (401A & 457)
401A: Members of the City Council receive $500 per month to be deferred through the 401A
Plan which allows members to make contributions through a supplemental retirement
savings program. This benefit was eliminated for all Council Member
elected/appointed on or after July 1, 2010.
457: For Council Members elected/appointed after Any remaining balance of the monthly
health benefit allowance will be put into a 457 deferred compensation plan, up the
maximum allowed by law, as specified in Section 3.
SECTION 9: LIFE INSURANCE
Members of the City Council receive an accidental death and dismemberment and life
insurance policy of $100,000.
Resolution No. 2023-51 Page 3
SECTION 10: TUITION REIMBURSEMENT
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
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 Member leaves office (voluntarily or involuntarily) with the City, prior to the three (3)
years after the completion of class/course, the Member must repay the City the amount
received based upon the following pro -rated basis:
Pro -Rated Schedute of Repayment
''mss f'Smice After Com bion'Repayment
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
Members 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 Member's assigned duties with
the City.
Reimbursement will be made only after a 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 reviewed by the City Manager.
All study time shall be considered completely voluntary and there is no mileage reimbursement
provided 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.
SECTION 11: WELLNESS PROGRAM
The City shall reimburse City Council Members up to three -hundred dollars ($300) per fiscal year
for qualifying expenses of the City's Wellness Program.
SECTION 12: COMPUTER PURCHASE PROGRAM
The City provides a computer purchase program for members of the City Council as outlined
in the Administrative Policy No. 30-09 approved by the City Manager. Loans are due and
payable in full upon termination or separation of service.
SECTION 13: EMPLOYEE ASSISTANCE PROGRAM
The City provides access to the Employee Assistance Program (EAP).
SECTION 14: DIRECT DEPOSIT
Members of the City Council are provided with an option to authorize the automatic deposit
of each paycheck into an individual's checking, savings or credit union account. Payroll
Resolution No. 2023-51 Page 4
checks will not be issued in advance.
SECTION 15: UNEMPLOYMENT INSURANCE BENEFITS
Members of the City Council are not eligible for unemployment insurance benefits.
SECTION 16: The City Clerk shall certify to the adoption of this resolution and hereafter the
same shall be in full force and effect.
PASSED, APPROVED, AND ADOPTED this 12u' day of September, 2023.
APPROVED AS TO FORM:
Rachel Richman, City Attorney
Steven Ly, Mayor
ATTEST:
Ericka Hernandez, City Clerk
Resolution No. 2023-51 Page 5
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. 2023-51 was duly adopted by the City
Council of the City of Rosemead, California, at a regular meeting thereof held on the 12`h day of
September, 2023, by the following vote, to wit:
AYES:
NOES:
ABSENT:
ABSTAIN:
Ericka Hernandez, City Clerk
Resolution No. 2023-51 Page 6
Attachment B
Resolution No. 2023-52 with
Exhibit A — Memorandum of Understanding
RESOLUTION NO. 2023-52
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ROSEMEAD, CALIFORNIA, ESTABLISHING ANNUAL SALARY
RANGES AND BENEFITS FOR EXECUTIVE MANAGEMENT
EMPLOYEES OF THE CITY OF ROSEMEAD FROM JULY 1, 2023
THROUGH JUNE 30, 2025
WHEREAS, the classifications in the Executive Management 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 provision of the
Federal Fair Labor Standards Act and serve in an "at -will' employment capacity.
NOW THEREFORE, BE IT RESOLVED that effective July 1, 2023, the salary ranges and
benefits for Executive Management unrepresented employees, as set forth in
Exhibit A, attached hereto, are adopted.
PASSED, APPROVED, AND ADOPTED this 12`s day of September, 2023.
Steven Ly, 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. 2023-52 was duly adopted
by the City Council of the City of Rosemead, California, at a regular meeting thereof held on
the 12`� day of September, 2023, by the following vote, to wit:
AYES:
NOES:
ABSENT:
ABSTAIN:
Ericka Hernandez, City Clerk
EXHIBIT A
City of Rosemead
S E M F
,NCORPORATE0 X959
Executive Management Salary & Fringe Benefits
Resolution No. 2023-52
Approved
September 12, 2023
TABLE OF CONTENTS
SECTION
APPLICABILITY/ PURPOSE .........................................................................................................3
SECTION 2
OBJECTIVES OF THE COMPENSATION PLAN RELATIVE TO EXECUTIVE MANAGEMENT ...........................3
SECTION
SEVERABILITY..........................................................................................................................3
SECTION 4
NON-DISCRIMINATION.............................................................................................................3
COMPENSATION
SECTION 5
SECTION 6
SECTION 7
SECTION 8
SECTION 9
SECTION 10
BENEFITS
SECTION 11
SECTION 12
SECTION 13
SECTION 14
SECTION 15
SECTION 16
SECTION 17
SECTION 18
SECTION 19
SECTION 20
SECTION 21
SECTION 22
SECTION 23
SECTION 24
SECTION 25
SECTION 26
COMPENSATION SALARY RANGES...
COMPENSATION PLAN ..................
PROBATIONARY PERIOD ................
MANAGEMENT INCENTIVE PAY ......
AUTO ALLOWANCE ......................
TELECOMMUNICATION ALLOWANCE
HEALTH INSURANCE PROVIDER..............................................................................
CAFETERIA -STYLE HEALTH, WELFARE, AND & SAVINGS BENEFIT ..................................
CHANGES TO HEALTHCARE LAWS...........................................................................
RETIREMENT HEALTH PLAN...................................................................................
RETIREMENT PROGRAM (CALPERS).......................................................................
ENHANCED RETIREMENT PROGRAM: PUBLIC AGENCY RETIREMENT SERVICES (PARS).....
SOCIALSECURITY.................................................................................................
DEFERRED COMPENSATION PROGRAM (401A)........................................................
DEFERRED COMPENSATION PROGRAM (457)...........................................................
FLEXIBLE SPENDING ACCOUNT (SECTION 125) .........................................................
SHORT-TERM DISABILITY/LONG TERM DISABILITY.....................................................
LIFEINSURANCE...................................................................................................
TUITION REIMBURSEMENT....................................................................................
WELLNESS PROGRAM...........................................................................................
COMPUTER PURCHASE PROGRAM..........................................................................
EMPLOYEE ASSISTANCE PROGRAM (EAP)................................................................
SCHEDULES/LEAVES
................... 7
................... 7
................... 7
................... 7
................... 8
................... 9
................... 9
................... 9
................... 9
.................10
.................10
.................11
.................11
.................12
.................12
.................12
SECTION 27
VACATION ACCRUAL AND ACCRUAL CAP....................................................................................
12
SECTION28
VACATION BUYBACK...............................................................................................................
13
SECTION 29
ADMINISTRATIVE LEAVE..........................................................................................................
14
SECTION30
SICK LEAVE...........................................................................................................................
14
SECTION 31
CITY -RECOGNIZED HOLIDAYS...................................................................................................
17
SECTION 32
FLEXIBLE SCHEDULING............................................................................................................
17
EXEC Resolution Attachment — No. 2023-52 Page I 1
SECTION 33
FLEXIBLE SCHEDULING DUE TO SPECIAL EVENTS..........................................................................
17
SECTION 34
BEREAVEMENT LEAVE ............................. :................................................................................
18
SECTION 35
JURY DUTY LEAVE...................................................................................................................
18
OTHER
SECTION 36
DIRECT DEPOSIT....................................................................................................................
18
SECTION 37
TECHNOLOGY EQUIPMENT......................................................................................................
18
SECTION 38
EMERGENCY WAIVER PROVISION.............................................................................................
19
APPENDIX A
SALARY SCHEDULE.................................................................................................................
20
EXEC Resolution Attachment — No. 2023-52 Page 1 2
SECTION 1: APPLICABILITY/ PURPOSE
The employee classifications described in this Resolution are not represented by an employee
organization. Therefore, this Resolution does not constitute a memorandum of understanding
and is not the result of the meet and confer process; rather, this Resolution is designed to provide
the Executive Management Group employees with a reference tool regarding term and
conditions of their employment as the same are periodically determined by the City Council. Full-
time employees in the following classifications are covered by this Resolution:
Executive Management Unit
Assistant City Manager
Director of Community Development
Director of Finance
Director of Parks & Recreation
Director of Public Works
The various forms of compensation and benefits described in this comprehensive document
recognize that employees in Executive Management positions should be compensated
appropriately for exhibiting accountability, cost effectiveness, application of new technologies
and maximizing the utilization of human, physical and fiscal resources; for exerting leadership to
enhance the mission and future of the City and for stimulating the development of people and
methods which will facilitate the meeting of program goals and objectives.
SECTION 2: OBJECTIVES OF THE COMPENSATION PLAN RELATIVE TO EXECUTIVE MANAGEMENT
A. Recruit and retain well-qualified Executive Managers and enhance their management
capabilities in areas such as leadership and accountability.
B. Facilitate and enhance effectiveness and productive efforts of Executive Managers
through evaluations of performance and the recognition of merit in determining
compensation.
SECTION 3: SEVERABILITY
It is understood that this Resolution is subject to all applicable present and future Federal, State,
and Local laws and regulations, and the provisions hereof shall be effective and implemented
only to the extent permitted by such laws and regulations. If any part of this Resolution is in
conflict with such applicable provisions of Federal, State, or Local laws or regulations or otherwise
held to be invalid or unenforceable by any tribunal of competent jurisdiction, such part of
provision shall be suspended and superseded by such applicable laws and regulations and the
remainder of this Resolution shall not be affected thereby and shall remain in full force and effect.
SECTION 4: NON-DISCRI MI NATION
The City will not discriminate against any employee 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, childbirth or related medical condition, genetic information/characteristics, or
any other legally protected characteristics.
EXEC Resolution Attachment — No. 2023-52 Page 13
COMPENSATION
SECTION 5: COMPENSATION SALARY RANGES
Salaries for Executive Managers are based on a salary range which provides the minimum and
maximum salary levels as approved by the City Council and shown in Appendix A.
Year One
• Effective October 31, 2021, the maximum salary range for all Executive Management
positions will be set to the average of the top salary range of the City's thirteen survey
cities defined in the Employee Handbook. The minimum salary amount shall be set 30%
below the maximum.
• Effective July 1, 2023, all employees shall receive an across-the-board increase of four
percent (4%).
Year Two
• Effective July 1, 2024, all employees shall receive an across-the-board increase of three
percent (3%).
SECTION 6: COMPENSATION PLAN
Salary and benefit levels for Executive Managers will be reviewed by the City Manager on a
periodic basis. Such review will contain comparisons with other similar agencies within the
appropriate job market. Such comparisons will be one of the factors utilized to recommend
competitive salary and benefit levels to the City Council.
Progression in the salary range for Executive Managers shall be based on the employee's
performance. The City Manager shall be responsible for evaluating the employee's work
performance and approving salary increases within the established range based on the
employee's performance. Executive Management employees will be evaluated annually.
The Executive Management compensation and performance-based evaluation system shall
operate as follows:
A. Specific Compensation Determination
a. The City Manager is hereby given the authority to set the individual compensation,
to make adjustments thereto and to make appointments at any salary within the
established rate range as approved by the City Council for all executive positions
for which the City Manager is the appointing authority.
b. The City Manager is also granted authority to offer a beginning/increased bank of
vacation hours and/or Administrative Leave (up to 40 hours) to recruit/retain
Executive Management employees.
c. The City Manager may establish performance criteria and appraisal guidelines, in
accordance with Section 6, subsection B.a., to be utilized in determining individual
compensation for Executive Management employees.
EXEC Resolution Attachment — No. 2023-52 Page 14
B. Performance -Based Evaluation Purpose. The basic purpose of the performance-based
evaluation system is to help attract, retain, and motivate highly competent Executive
Managers and to provide them with a strong incentive to excel.
a. Evaluation System Components. The evaluation system will be comprised of the
following components:
i. Objectives. The system will include a list of outcome -based, measurable
objectives to be achieved which have been mutually agreed upon between
the City Manager or authorized appointing authority and each individual
Executive Management employee.
ii. Managerial Behaviors. In addition to the Executive Managers
performance in achieving agreed upon objective, each Executive Manager
will also be evaluated for his or her managerial behavior performance,
including such behavior as communication (oral or written), analysis and
problem solving, decision-making and judgment, planning and
organization, management control, leadership, interpersonal relations,
time -management, technical knowledge, timeliness of subordinate
evaluations, handling of stress, etc.
C. Performance Evaluations. After the salary of an employee has been first established and
fixed under this plan, salary advancement through the salary range will be at the
discretion of the City Manager based on the timing and performance ratings as follows:
1. Annual Evaluation. The City Manager will evaluate the performance of each
Executive Management employee to determine their individual eligibility for a
performance (merit) increase and how much, if any, increase will be given, but
such increase cannot exceed the salary range maximum authorized by the City
Council. Such performance evaluation will be for a determined period preceding
the date of the performance evaluation.
If an employee is out on an extended leave of absence, the performance
evaluation will be extended out by the equal amount of time/duration the
employee is out on the leave of absence. An extended leave of absence is defined
as thirty (30) days or longer.
2. Performance Ratings. Each Executive Manager's performance in relation to
agreed upon objectives and managerial behaviors will be evaluated for an
identified period according to the following performance rating scale:
i. Substantially Exceeds Expectations: Consistently exceeds all objectives
requirements and expectations by a wide margin.
ii. Exceeds Expectations: Consistently meets all objectives and
requirements and exceeds several.
iii. Meets Expectations: Meets objectives and requirements.
EXEC Resolution Attachment — No. 2023-52 Page 15
Level of Performance
% of Increase
Substantially Exceeds Expectations
7%-9%
Exceed Expectations
4%-6%
Meets Expectations
0%-3%
Needs Improvement
0%
D. Continuing Pay for Performance. At the discretion of the City Manager, each Executive
Management employee who has achieved and maintained the maximum salary of their
classification salary range for one (1) full year, may be eligible to receive a lump sum
performance-based incentive pay bonus for continuing exceptional performance. The
calculation of the incentive pay bonus will be based on a percentage of current annual
rate of base salary for the identified period in which the compensation was earned. For
an overall performance rating of "Substantially Exceeds Expectations', an incentive pay
bonus up to five percent (5%) of annual pay may be granted.
SECTION 7: PROBATIONARY PERIOD
All classifications under the Executive Management Unit serve in an "at -will", exempt capacity.
"At -will" employment is defined as an employment relationship in which an employee 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 8: MANAGEMENT INCENTIVE PAY
Executive Management employees shall receive 6% Management Incentive Pay above the base
salary. This compensation is granted to Executive Managers as incentive pay due to the unique
nature of their jobs involving complete responsibility for the operation of a major function of the
City's organization. This is not overtime pay and is not tied to specific hours worked.
SECTION 9: AUTO ALLOWANCE
The City Manager may authorize an auto allowance of $500 per month for the employees in the
Executive Management group. The City Manager may authorize a City vehicle be issued to the
Assistant City Manager in lieu of the auto allowance.
SECTION 10: TELECOM M UN ICATIONs ALLOWANCE
In lieu of City provided devices, employees shall be provided a $100 monthly allowance for
cellular service for personal devices. In addition, a reimbursement of up to $1000 for cellular
equipment will be provided upon receipt of invoice initially (following appointment to an affected
classification) and once every three years thereafter, if necessary, to replace existing equipment.
All contracts for cellular service for these employees shall be between the provider and the
individual.
EXEC Resolution Attachment — No. 2023-52 Page 1 6
BENEFITS
SECTION 11: HEALTH INSURANCE PROVIDER
The City contracts with California Public Employees' Retirement System (CaIPERS) pursuant to
the Public Employees' Medical and Hospital Care Act (PEMHCA) to serve as the health insurance
provider for the City
SECTION 12: CAFETERIA -STYLE HEALTH, WELFARE, & SAVINGS BENEFIT
1. The City will provide each full-time employee with $1,700 per month for use towards
enrolling in any of the City offered health plans, dental plans, and vision plans. Effective
July 1, 2023, the City will provide an additional $200 per month for excess 'out-of-pocket'
health care premium costs. The additional $200 per month has no cash out value.
2. Unused Contribution. For employees hired on or before November 30, 2021, any unused
remainder of the $1,700 monthly cafeteria -style benefit may 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 savings program. Employees
hired after November 30, 2021 will not be eligible for cash back of any unused portion of
the cafeteria -style benefit.
3. Excess Premiums. Employees shall be required to pay any cost of the health, dental, and
vision premiums for their selected plans that exceeds the amount of the City's monthly
contribution.
4. Opt -Out. Employees hired on or before November 30, 2021, may choose to waive
coverage and take the entire $1,700 monthly benefit as deferred compensation ortaxable
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.
Employees hired after November 30, 2021 choosing to opt -out of medical coverage
offered by the City, under the same conditions, will receive $500 per month.
SECTION 13: CHANGES TO THE 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.
SECTION 14: RETIREMENT HEALTH PLAN
A. All full-time employees hired on or before July 1, 2007, who have 20 years or more of
service with the City, and who retire from the City, receive an allocation of up to $1,000/
month to pay for health care benefits for the duration of their retirement. If the health
insurance program selected by the retiree costs more than $1,000/month, the City will
only cover $1,000/month of the cost of the selected program.
EXEC Resolution Attachment — No. 2023-52 Page 17
B. All full-time employees hired on or before July 1, 2007, who have 12-19 years of service
with the City, and who retire from the City, receive an allocation of up to $500/month to
pay for health care benefits for the duration of their retirement. If the health insurance
program selected by the retiree costs more than $500/month, the City will only cover
$500/month of the cost of the selected program.
C. The above retirement health contributions will only be in effect for full-time employees
employed with the City as of July 1, 2007. When a retiree reaches 65 years of age, or
becomes eligible for Medicare, said retiree must transition to Medicare coverage and the
City will continue to contribute towards the cost of health care coverage during the
duration of the former employees retirement in the amounts defined in sections A and B
of this Section.
D. The City's contribution for retirement health contribution may be used towards health
coverage of the retiree, their spouse, and/or any eligible dependent(s).
E. Employees hired after July 1, 2007 will receive retiree health benefits in accordance with
public employees' retirement laws and CalPERS.
SECTION 15: RETIREMENT PROGRAM (CALIPERS)
All employees 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 employees 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% @ 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.
EXEC Resolution Attachment — No. 2023-52 Page 18
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
employee contribution rate.
CaIPERS 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 (CaIPERS) members must pay 50% of total normal cost as employee contribution rate.
All "classic members" are required to contribute their full share, up to 8%, of the employee
contribution of the CaIPERS rate.
SECTION 16: ENHANCED RETIREMENT PROGRAM (PARS)
For full-time employees hired prior to July 1, 2010 the City offers an enhanced retirement
package through Public Agency Retirement Services (PARS). Covered full-time employees 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 employees
can accrue through PARS is 90% of their final pay. The PARS retirement pension is limited to 90%
of final pay. Employees must be at least 55 years of age to qualify for PARS.
SECTION 17: SOCIAL SECURITY
The City deducts from each full-time employees' 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 18: EMPLOYER FUNDED DEFERRED COMPENSATION PROGRAM (401A)
For full-time employees hired prior to July 1, 2010, the City set -contributes into a deferred
compensation account a percentage of the employee's salary based on years of service. That
funding formula is as follows:
Years of Service
% of Salary
Contributed to Plan
0-4
1%
5-9
2%
10-14
3%
15-19
4%
20+
5%
SECTION 19: DEFERRED COMPENSATION 457
All employees may voluntarily participate in the available 457 deferred compensation plan. Any
EXEC Resolution Attachment — No. 2023-52 Page 19
voluntary contributions made to such plan must be made via automatic payroll deductions. The
amounts contributed to the plan are subject to the statutory limits outlined in the codes of the IRS.
SECTION 20: FLEXIBLE BENEFIT PLAN (SECTION 125)
The City offers employees a flexible benefit plan which will allow individuals to pay for certain
expenses (childcare, unreimbursed medical expenses, insurance premiums) with pre-tax dollars.
SECTION 21: 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 employee disabilities, the City offers Short -Term
Disability (STD)/Long-Term Disability (LTD) to full-time employees. Workers' compensation
injuries are excluded from disability leave/insurance offered by the City.
The City provides employees 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. Employees 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. Employees will receive continued payment until the employee is medically
able to return to work, or has to begin utilizing long term disability, or until the employee reaches
the age of 65, whichever comes first. The maximum short-term disability benefit amount will be
$2,400 per week. Family and Medical Leave Act (FMLA) will run concurrently with disability.
The City provides employees 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 employee
continues to be medically disabled. employees will receive 66.67% or 2/3 of their pre -disability
base salary with a 90 -day waiting period. Employee will receive continued payment until the
employee is medically able to return to work, or until the employee reaches the age of 65,
whichever comes first. The maximum long-term disability benefit amount will be $10,400 per
month. Where applicable, Family and Medical Leave Act (FMLA) and/or California Family Rights
Act (CFRA) leave runs concurrently with disability.
Employees 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 the W-2 (1 -year average). However, when on disability, employees may not
utilize sick leave. Employees 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. Employees 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
EXEC Resolution Attachment — No. 2023-52 Page 110
director. Employees may not return to work without this certification.
SECTION 22: LIFE INSURANCE
Employees receive an accidental death and dismemberment and life insurance policy of
$100,000.
SECTION 23: TUITION REIMBURSEMENT
Subject to City Manager approval, employees 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 employees 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 an employee leaves employment (voluntarily or involuntarily) with the City, prior to the three
(3) years after the completion of class/course, the employee must repay the amount received
based upon the following pro -rated basis:
Pro -Rated Schedule of Refund
Years of Service After Completion
Repayment Amount Due to the City
Less than one (1) year
Full Amount Received
Less than two (2) years
2/3 of Amount Received
Less than three (3) years
1/3 of Amount Received
Employees 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 employee's assigned duties with the City.
Reimbursement will be made only after an employee 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 an employee to attend a specific, job-related training course during
non -working hours, employees 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.
EXEC Resolution Attachment — No. 2023-52 Page 1 11
SECTION 24: WELLNESS PROGRAM
The City shall reimburse employees up to three -hundred dollars ($300) per fiscal year for
qualifying expenses of the City's Wellness Program. The form and information required to claim
reimbursement for this benefit, and the final determination of whether an expense qualifies for
this benefit, are left to the discretion of the City Manager.
SECTION 25: COMPUTER PURCHASE PROGRAM
The City provides a computer purchase program for all full-time employees as outlined in the
Administrative Policy No. 30-09 approved by the City Manager. Loans are due and payable in full
upon termination or separation of employment.
SECTION 26: EMPLOYEE ASSISTANCE PROGRAM
The City provides employees with access to the Employee Assistance Program (EAP).
SCHEDULES/ LEAVES
SECTION 27: VACATION ACCRUAL AND ACCRUAL CAP
Full-time employees will receive vacation accruals as follows:
Vacation Accumulation
Years of Service
Hours/Pay Period
Hours/Year
Days/Year
Maximum
Accumulated
Hours
Up to year 1
3.85
100
10
100
Year 1 —Year 9
5.38
140
14
280
9+
6.15
160
16
320
All full-time employees accrue 100 hours of vacation leave during their first year of service. One
hundred forty (140) hours are accrued for employees with one year of service, up to (but not
over) 9 years. For employees with over 9 years of service (9+) the accrual rate is 160 hours.
Vacation hours cease to accrue in any pay period the vacation balance exceeds two times the
annual accrual rate as determined by the employee's anniversary date.
All vacation requests are to be pre -approved by the City Manager. Negative vacation banks or
borrowing from future accruals will not be allowed except under provisions of Section 31C.
Vacation accruals will be determined by the percentage formula of actual hours in a paid status
by the City.
EXEC Resolution Attachment — No. 2023-52 Page 1 12
Example 1:
An employee (with 1-9 years of service) who works 80 hours on paid
status per pay period will accrue 5.38 hours/pay period.
An employee (with 1-9 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:
An employee (with 1-9 years of service) who has a zero -leave balance
and takes an extended leave of absence will not accrue any hours.
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).
SECTION 28: VACATION BUYBACK
In order to encourage employees to take regular vacations on an annual basis and to partially
limit the growth of the City's long-term liability of employee accrued vacation hours upon
separation of employment, the City has established the following criteria for vacation buyback.
A. Twice per calendar year, full-time employees are eligible to have the City buyback up to 100
combined hours of accumulated unused vacation time in June and/or December of the
following calendar year. Effective December 10, 2023, and continuing thereafter, employees
seeking buyback must submit an irrevocable election form, by no later than December 10th
of the preceding calendar year. With this form, employees can seek buyback of accumulated
unused vacation time in the following calendar year subject to the following terms:
1. The employee may seek buyback of up to 50 hours in June. Employees receiving
such June buyback may seek an additional buyback in December. Total maximum
buyback for any calendar year will be limited to 100 hours.
2. Employees seeking only a December buyback may receive up to 100 hours.
The payment shall be made via payroll with the last paycheck in the following June and/or
December after receipt of the irrevocable election form. In the event an employee has less
hours in their vacation bank at the time the cash -out is to be paid than they had previously
elected to cash -out, the employee shall only be paid for up to the amount remaining in their
vacation bank at the time of the actual cash -out. Employees who do not submit an
irrevocable election form by December 10th will be deemed as foregoing participation in the
optional annual leave buy-back program for that following calendar year. The buyback in
June and/or December may not reduce the vacation leave balance below the equivalent of
one year's accrual.
C. For the purposes of vacation buyback, all employees must utilize Bank A prior to utilizing Bank
B. However, if there are no hours accrued in Bank A, employees may utilize Bank B.
EXEC Resolution Attachment — No. 2023-52 Page 1 13
D. An employee who experiences an unforeseeable emergency may be permitted to make a
new irrevocable election and/or to increase the amount of the previous election, subject to
the same value that was permitted at the time the annual irrevocable election forms were
due. For these purposes, an "unforeseeable emergency" means a financial hardship to the
employee resulting from any of the following:
• Accident, illness, injury or death of the employee or an immediate family member. For
this purpose, an "immediate family member" is restricted to a spouse, registered
domestic partner, child/legal dependent, or parent; or
• Loss or extensive damage to the employee's property due to casualty; or
■ Other similar extraordinary and unforeseeable circumstances arising from events beyond
the control of the participant.
Whether an occurrence is an unforeseeable emergency shall be solely determined by the City
Manager or designee, but requests made under this provision shall not be unreasonably
denied.
The payment shall be made with the last paycheck in December of that same calendar year.
E. If it is subsequently determined by the City, the IRS, a court of competent jurisdiction or
another governing authority that the annual buyback provisions in place prior to December
10, 2021, or substantially similar, will not trigger constructive receipt of income from accrued
leave, the City will remove the irrevocable election process.
F. All buybacks shall be paid at the employee's base hourly rate of pay at the time of the
payment.
SECTION 29: ADMINISTRATIVE LEAVE
Employees will accrue 3.08 hours of Administrative Leave per pay period with a 2 -year accrual
cap (160 hours). All unused Administrative Leave hours be paid upon employment separation at
the employee's rate of pay.
SECTION 30: SICK LEAVE
A full-time employee who is incapacitated from the performance of such employee'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) and/or California Family
Rights Act (CFRA) leave are eligible for sick leave.
1. Amount Earned: All full-time employees will accrue ten (10) hours of sick leave per
month. Sick leave will be earned, commencing on the first day of employment employee,
and accrued on a bi-weekly basis. Employees 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.
EXEC Resolution Attachment — No. 2023-52 Page 1 14
Example 1:
An 'employee who works 80 hours on paid status per pay
period will accrue 4.62 hours/pay period.
An employee who works 40 hours on paid status per pay
Example 2:
period will accrue 2.31 hour/pay period (50% of 4.62
hours/pay period).
An employee 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 an employee
separates from employment, voluntarily or involuntary. Upon retirement, an employee's
unused sick leave hours will be converted to service credit as contracted with CaIPERS.
2. Sick Leave Cap: Accrued sick leave is capped at 500 hours for employees hired after
November 30, 2021.
3. Advanced Sick Leave: Sick leave time shall not be taken until such time has been accrued.
4. Utilization of Sick Leave Benefits: The right to utilize benefits under the sick leave
provisions herein continues only during the period that the employee is employed by the
City. All benefits hereunder terminate upon the employee leaving City service. An
employee on military leave is not granted sick leave during the military leave period.
Employees are not eligible to utilize sick leave benefits within the first thirty (30) days of
employment.
Sick leave is not a leave which an employee 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 employee 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 may deny or revoke sick leave if the
incapacitation for which it is taken is caused or substantially aggravated by compensated
outside employment. If an employee is absent from work for more than three (3) working
days without notifying the City Manager, the employee 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.
5. Illness During Vacation Leave: Employees who become ill while on approved vacation
leave may request to use available sick leave in lieu of the approved vacation time for the
period of illness. Verification of illness may be required by the City Manager prior to
approval.
6. Notification to Supervisor: Any employee needing to be absent because of sickness or
other physical disability must notify the City Manager, or designee, at least one (1) day
EXEC Resolution Attachment — No. 2023-52 Page 1 15
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.
7. Sick Leave Authorized Due to Illness in Family: An employee 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
employee's absence by the acceptable medical authority may be required by the City
Manager. In such case, the employee must be able to produce a verifying certification
upon request by the City Manager.
8. Return to Work Following Illness: The City Manager may require an employee to submit
to a medical and/or psychiatric examination by a physician designated by the City before
permitting the employee to return to work after the employee has been on sick leave. If
the results of any such examination indicate that the employee is unable to perform
assigned duties, or if performance of those duties will expose others to infection, the
employee 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 employee is competent to
perform assigned duties or will not subject others to the infection.
9. Medical Certificate Requirement: In order to be paid for sick leave, the employee must
make every good faith effort to notify the City Manager prior to the start of the
employee's workday. The City Manager may request, for cause, a certificate issued by a
licensed physician or other satisfactory proof of illness before sick leave is granted. The
City Manager may also choose a licensed physician to conduct a physical examination at
City expense. Any employee who makes application for sick leave may be required by the
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 employee 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, information relating to sick leave. Sick
leave will be granted when the application for sick leave is approved by the City Manager.
10. Transfer of Sick Leave: New employees may be credited with up to two hundred (200)
hours of sick leave from their previous public agency employer provided the previous
employer did not otherwise compensate the employee for said hours. The new employee
must provide a letter or documentation from the previous employer verifying accrued but
uncompensated hours.
11. Unused Accumulated Sick Leave Upon Separation: An employee will not receive any
payment for unused accumulated sick leave upon dismissal of employment or retirement
(either disability or regular). An employee may not use sick leave to extend a retirement
(either disability or regular) or dismissal date. This prohibition does not affect an
employee's right to obtain sick leave credit with CaIPERS. Any other balances or if an
employee resigns or is dismissed will be forfeited.
EXEC Resolution Attachment — No. 2023-52 Page 1 16
SECTION 31: CITY -RECOGNIZED HOLIDAYS
A. The following days are recognized and observed as paid holidays:
1. New Year's Day (January 11)
2. Martin Luther King's Birthday (the third Monday in January)
3. Presidents' Birthday (the third Monday in February)
4. Cesar Chavez (March 311)
5. Memorial Day (the last Monday in May)
6. Juneteenth (June 191h)
7. Independence Day (July 4th)
8. Labor Day (the first Monday in September)
9. Veteran's Day (November 11th)
10. Thanksgiving Day (the fourth Thursday of November)
11. Christmas Eve (December 24th)
12. Christmas Day (December 25th)
B. If one of the above listed City recognized holidays falls on a Friday or Saturday, the
holiday will be observed on the preceding Thursday. If the holiday falls on a Sunday,
the holiday will be observed on the following Monday.
C. Non-essential City services and facilities are closed from Christmas Eve through New
Year's Day. Employees are required to utilize their own time or may opt to take the
time off without pay during the holiday closure. Employees with less than 3 months
of service may use unearned vacation time with any resulting negative balances to be
repaid from future accruals, or in the event of separation prior to repayment, from
direct repayment of the outstanding balance to the City by the former employee.
SECTION 32: FLEXIBLE SCHEDULING
Depending on the Director's area of assignment, an alternate work schedule may be arranged
with City Manager approval. This could include the possibility of utilizing flextime or
telecommuting from an offsite location. Any prolonged telecommuting arrangement, or
alternate workweek, must be approved, in writing, by the City Manager.
SECTION 33: FLEXIBLE SCHEDULING ON SPECIAL EVENTS
All full-time employees are required to work the 411 of July Parade/Carnival/Fireworks special
event. In addition, some employees are required to work special events in the course of their
regular duties. The City reserves the right to adjust the day's work hours to meet the staffing
needs of the 4" of July Parade/Carnival/Fireworks special event.
For every work week in which there is a designated special event, the City Manager may authorize
the 'flexing' of all hours within the same workday or same workweek of the special event while
ensuring that appropriate staff coverage is maintained for operational needs and continued City
services. For purposes of this Section, a "special event" is a scheduled, pre -planned program,
EXEC Resolution Attachment — No. 2023-52 Page 1 17
activity, or other event that is offered by the City for attendance by one or more members of the
public.
If an employee is required to work on a city recognized holiday, holiday hours equivalent to the
number of hours worked, up to ten (10), will be banked. Banked hours not used by December
311t will be forfeited.
SECTION 34: BEREAVEMENT LEAVE
In the event of the death of an employee's immediate family (defined as spouse, parent,
stepparent, 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),
employees are entitled to forty (40) hours for bereavement leave per incident.
SECTION 35: JURY LEAVE
An employee of the City who is required to participate as a juror or required to participate in the
jury selection process, shall be paid up to and including 80 hoursofsalary and benefits during each
fiscal year while engaged in such activities. Any employee called to serve as a juror shall receive
regular compensation while on such leave, provided that the employee remits to the City any
payments or fees received as a juror, excluding mileage reimbursement. Employee shall provide
from the courts, certification of the amount of time served on jury duty each day for which jury
duty leave with pay is requested. Employees shall return to their regular job assignment after
being released from jury duty each day provided at least one-half (1/2) of their shift remains.
Compensation shall extend beyond 80 hours only upon provision to the City of a certified court
document showing that trial counsel and/or the Court estimated the length of trial for which an
employee has been selected as juror, to be more than 80 hours.
The employee shall advise the City Manager and the Human Resources Manager upon receiving
a court order to appear beyond the 80 hours as a juror. The granting of such leave with pay shall
be subject to the approval of the City Manager or designee, consistent with the requirements set
forth herein.
OTHER
SECTION 36: DIRECT DEPOSIT
Employees 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 37: TECHNOLOGY EQUIPMENT
Employees may be provided with a laptop, tablet, WAD or other device to be used for City
business. This equipment may be stored and used at home. At the end of employment, the
employee shall return the City -owned equipment.
EXEC Resolution Attachment — No. 2023-52 Page 1 18
SECTION 38: EMERGENCY WAIVER PROVISION
In the event of circumstances beyond the control of the City, such as acts of God, fire, flood,
insurrection, civil disorder or national emergency, or similar circumstances, the provisions of this
Resolution or City's Human Resources Rules and Regulations, which restrict the City's ability to
respond to these emergencies, shall be suspended for the duration of such emergency.
EXEC Resolution Attachment — No. 2023-52 Page 1 19
City of Rosemead
Executive Management Group
July 1, 2023 -June 30, 2025
Position Title
Assistant City Manager
Director of Community Development
Director of Finance
Director of Parks & Recreation
Director of Public Works
Effective July 1, 2023
APPENDIX A
Effective July 1, 2024
Monthly Salary Monthly Salary
Minimum Maximum Minimum Maximum
13,883
18,048
12,186
15,841
12,582
16,357
11,588
15,064
12,629
16,417
14,300
18,589
12,551
16,316
12,960
16,848
11,935
15,516
13,007
16,910
EXEC Resolution Attachment — No. 2023-52 Page 1 20