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Home My Public Portal AboutORD15091PASSED AS AMENDED BILL NO. 2012 -148 SPONSORED BY COUNCILMAN Schulte ORDINANCE NO. 15091 AN ORDINANCE OF THE CITY OF JEFFERSON, MISSOURI, AMENDING THE 2012 -2013 BUDGET. BE IT ENACTED BY THE COUNCIL OF THE CITY OF JEFFERSON, MISSOURI, AS FOLLOWS: Section 1. The 2012 -2013 is hereby amended as indicated on Exhibit A, attached hereto. Section 2. The Separation Incentive Plan for employees is hereby authorized and approved as provided in Exhibit B. Section 3. This Ordinance shall be in full force and effect from and after the date of its passage and approval. Passed: March 18. 2013 Presiding Office ATTEST: v ` ,4;a-;;/_ I � City Clerk Approved: Mayor APPROVED AS TO FORM: ‘/:72,/rte y Counselor CERTIFICATION BY MAYOR Pursuant to Article VII, Section 7.1(5.) of the Charter of the City of Jefferson, Missouri, I hereby certify that the sums appropriated in the ordinance .1e available in the various funds to meet the requirements of this bill. GL Account Number Exhibit A Item Amount 10- 100 - 410053 . Audit - Revenue $110,000.00 10- 100 - 440010 Administration Chargeback - Parks $13,300.00 10- 100 - 485050 Land Sale - Water Tower Land $277,000.00 10- 120 - 520050 City Clerk - Meetings and conf $500.00 10- 140 - 520050 Administration - Meetings and conf $500.00 10- 140 - 520030 Administration - dues and publications $1,885.00 10- 150 - 501090 Law - Overtime $2,000.00 10 -150- 511010 Law - Advertising $300.00 10- 150 - 511020 Law - Postage $600.00 10- 160 - 511010 Court - Advertising $150.00 10- 160 - 511020 Court - Postage $700.00 10- 160 - 512010 Court - Printing $300.00 10 -160- 512020 Court - Copies $300.00 10 -160- 522020 Court - Security $8,000.00 10- 160 - 525010 Court - Care of Prisoners $20,000.00 10- 170 - 501050 HR Parttime wo benefits $10,000.00 10- 170 - 521060 Human Resources Drug and Alcohol Screening $3,600.00 10- 180 - 520070 Finance Training and Ed. $2,250.00 10- 185 - 501020 Non - Departmental - Early Retirement Plan $150,000.00 10- 185 - 501020 Non - Departmental - Additional Vacancy savings $187,000.00 10 -185- 514011 Non Departmentmental Fuel - $105,000.00 10- 185 - 527020 Non - Departmental E.D. (Chamber contract) $15,000.00 10- 185 - 540020 Non - Departmental Street Tree Maint. - Parks $20,000.00 10- 185 - 550036 Non- Departmental Salute to America $5,000.00 10- 185 - 550038 Non - Departmental Civil War Reenactment $5,000.00 10- 185 - 550080 Non - Departmental Moreland Imp. Project $50,000.00 10- 185 - 578030 Non - Departmental Council Infrastructure Projects $207,051.00 10- 185 - 521010 Non - Departmental General Insurance - $21,000.00 10- 190 - 572020 IT Purchase of Equipment $25,000.00 10- 300 - 501060 Police - Seasonal Salaries (Crossing Guards) $1,000.00 10- 300 - 501090 Police - Overtime $40,000.00 10 -310- 501090 Police - School Resource Officer Overtime $10,000.00 10- 320 - 501090 Police MUSTANG - Overtime $10,000.00 10- 330 - 501090 Police Animal Control - Overtime $3,000.00 10- 330 - 529050 Police Animal Control - Spay Neuter Program $45,000.00 10- 390 - 501090 Police 9 -1 -1- Overtime $12,000.00 10 -400- 501050 Fire - PT without benefits $10,660.00 10- 400 - 500090 Fire - Overtime $20,000.00 10- 400 - 520050 Fire - Meetings and Conferences $1,000.00 10- 400 - 520070 Fire - Training and Education $10,000.00 10 -400- 540010 Fire - Building and Grounds Maintenance $10,000.00 10- 520 - 512030 PPS Admin - Photo supplies 100.00 10- 520 - 515040 PPS Admin - First aid 50.00 10- 520 - 520050 PPS - Meetings and conferences 1,000.00 10- 520 - 520070 PPS - Training and education 1,401.00 10- 521 - 501060 PPS Admin - Seasonal salaries 10,000.00 10- 521 - 512010 PPS Admin - Printing 1,000.00 10- 521 - 514040 PPS Admin - Food 200.00 10- 521 - 520070 PPS Admin - Training and education 1,200.00 10 -521- 520080 PPS Admin - Tuitition reimbursement 2,000.00 5,500.00 10- 521 - 522020 PPS Admin - Professional services 10- 531 - 512010 PPS Bld Reg - Printing 700.00 10- 531 - 520030 PPS Bld Reg - Dues and publications 1,000.00 10- 531 - 529020 PPS Bld Reg - Historic preservation 5,000.00 10 -532- 501020 PPS - Seasional salaries (Kept weekend inspector) 12,000.00 10- 532 - 511010 PPS - Advertising 1,000.00 10- 532 - 512010 PPS - Printing 630.00 10 -532- 524028 PPS - Misc recycling 7,000.00 10- 535 - 501090 CM Overtime $5,000.00 10- 535 - 524010 CM trash service $650.00 10- 535 - 541010 CM Vehicle Repairs - $75,000.00 10- 541 - 501060 Engineering seasonal employees $8,000.00 10- 541 - 501090 Engineering Overtime $3,000.00 10- 541 - 520050 Engineering Meeting and Conferences $1,000.00 10- 542 - 501060 Street Seasonal Employees 543,000.00 10- 542 - 501090 Streets overtime $8,000.00 10- 542 - 514020 Street Chemicals $200,000.00 10- 542 - 515020 Street Materials $210,000.00 10- 542 - 524010 Street dept. Trash Collection $2,410.00 10- 542 - 529070 Street dept. Street Tight installation $5,000.00 10- 542 - 531020 Street Lighting - $142,900.00 10- 542 - 542030 Street Signs and marking $15,000.00 10- 700 - 590075 Reduce Transit Subsidy: Transit fuel $60,000.00 Transit vehicle repairs $20,000.00 Transit - 2 Hour Midday Break $55,000.00 Jefftran - Bus Advertising (Additional Revenue) $3,500.00 Total Transit Subsidy Reduction: $138,500.00 1Public Works personnel Shifts $52,000.00 Total Cuts $1,685,537.00 Total Shortfall $ (1,684,241.00) Variance of Cuts and Shortfall $1,296.00 EXHIBIT B CITY OF JEFFERSON SEPARATION INCENTIVE PLAN (SIP) PROGRAM OUTLINE The purpose of the Separation Incentive Plan (SIP) is to provide incentives to retirement - eligible and other employees who wish to voluntarily separate their employment with the City in order to facilitate reductions to the FY 2013 and FY 2014 budgets during the current budget crisis. This program is being offered to afford the City the opportunity to reduce positions based on voluntary actions in lieu of mandatory reductions, such as furloughs, job reductions or layoffs. The SIP, as described in this program outline, shall apply for FY 2013 only, subject to the timelines described herein. ELIGIBILITY This program applies to all City departments and to all full -time employees in the following eligibility categories: those who are LAGERS retirement - eligible, all full -time employees who are not LAGERS retirement - eligible but have 20 or more years of full -time service with the City, and those full -time employees with at least five years but less than 20 years of full -time service with the City. ELECTION Employees who decide to separate their employment and take advantage of this program must notify the Human Resources Department in writing of their decision to elect retirement or to resign by April 15, 2013 and the retirement or resignation must be effective by May 31, 2013. The City reserves the right to refuse the resignation or retirement under this program of any employee if the City is not able to achieve salary savings by either deleting or holding the position or another position vacant until at least November 1, 2014. Approval will be offered first to those who are LAGERS retirement eligible, second to those with 20 or more years of service, and third to those with five to 20 years of service. In those cases where multiple employees in a similar work area and the same eligibility category want to take advantage of this program, eligibility will be based on a first come, first served basis. INCENTIVES 1. Sick and Vacation Leave Payout. Participants in the SIP will receive the sick leave payout as designated in the Personnel Policy Manual, Section 13-4 and the Vacation Leave Payout as designated in the Personnel Policy Manual, Section 12- 3. However, this program will give the employee various options of how this amount will be paid. The payout may be paid out in cash, deposited pre -tax into a 457 deferred compensation account (subject to federal limits), or used to pay the balance of health insurance premiums for the City's health insurance on a monthly basis until the amount has been depleted; or any combination thereof. In addition, the eligible employee may request to have the lump sum payout held and paid out on January 15, 2014. 2. Health Insurance Subsidy. Participants will receive a subsidy of $150 per month for six months following their separation to offset the costs of Retiree health on the City's health insurance plan, COBRA continuation coverage or coverage under another plan the participant uses. This subsidy shall be payable either directly to the City's health insurance plan or to the participant in a lump sum, as appropriate. To be eligible for this subsidy, the eligible employee must separate employment by April 30, 2013. 3. Severance Pay. Participants will receive a lump sum payment in an amount equal to 15% of the participant's annual base salary. This lump sum may be paid out in cash, deposited pre -tax into a 457 deferred compensation account (subject to federal limits), or used to pay the balance of health insurance premiums for the City's health insurance on a monthly basis until the amount has been depleted; or any combination thereof. In addition, the eligible employee may request to have the lump sum payout held and paid out on January 15, 2014. SEPARATION AGREEMENT Employees who elect to retire or resign and accept the SIP incentives will be required to enter into a separation agreement with the City. MISCELLANEOUS Health Insurance: Retirement eligible employees may keep health insurance indefinitely. If the incentive program has the City making the health insurance premium payments for them, they may continue to keep the coverage at their own expense once the incentive program payments conclude. Employees not retirement eligible will be able to keep the City's health insurance as stipulated by the Consolidated Omnibus Budget Reconciliation Act (COBRA) which is typically a period of 18 months. Any funds remaining as a part of the incentive program will be paid in full to the employee at the conclusion of the COBRA period and health insurance eligibility. January 15, 2014 lump sum payments: Eligible employees may choose this option in order to defer wages to a new calendar year resulting in a possible lower tax bracket. Employees choosing to defer the entire amounts of payout included in numbers 1 and 3 above or a set amount as designated in the Separation Agreement, will receive the lump payout plus 2% flat interest. Denial of application: A committee comprised of the City Administrator, Director of Human Resources and the applicable department director will determine if an application cannot be accepted due to staffing needs.