HomeMy Public PortalAbout15-007RESOLUTION NO. 15-007
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CARSON, CALIFORNIA, ESTABLISHING THE SALARY AND
BENEFITS FOR THE UNCLASSIFIED, NON -REPRESENTED
NON -MANAGEMENT FULL-TIME EMPLOYEES
(FIELD DEPUTY AND SENIOR FIELD DEPUTY)
EFFECTIVE MARCH 4, 2015
ADOPTED MARCH 4, 2015
ARTICLE I DEFINITION OF TERMS.......................................................................................2
SECTION 1. - ACTING DUTY: ...................................................................................... 2
SECTION 2. - CLASSIFICATION: ................................................................................. 2
SECTION 3. - EMPLOYEE: ............................................................................................ 2
SECTION4. - DAY: .......................................................................................................2
SECTION 5. - DIRECTOR: :...............................................................2
SECTION 6. - DOMESTIC PARTNERSHIP: ................................................................. 2
SECTION7. - FULL TIME: ............................................................................................ 2
SECTION 8. - IMMEDIATE FAMILY: ......................................................................... 3
SECTION 9. - IN LOCO PARENTIS: ............................................................................. 3
SECTION10. - LEAVE: .................................................................................................. 3
SECTION 11. - MANAGEMENT: .................................................................................. 3
SECTION 12. - PAY PERIOD: ........................................................................................ 3
SECTION13. - POSITION: ............................................................................................. 3
SECTION 14. - PREVAILING PAY RATE:...................................................................3
SECTION15. - SENIORITY: .......................................................................................... 3
SECTION16. - TENURE:...............................................................................................3
SECTION17. - WORKDAY: .......................................................................................... 3
SECTION 18. - WORKWEEK: ....................................................................................... 4
SECTION 19. -WORK SCHEDULE: .............................................................................. 4
ARTICLE II COMPENSATION..................................................................................................4
SECTION1. - SALARY: .................................................................................................
4
SECTION 2. - LONGEVITY PAY: .................................................................................
4
SECTION 3. - ACTING DUTY PAY: .............................................................................
5
SECTION 4. - ANNUAL PROFESSIONAL DEV. ALLOWANCE: .............................
7
SECTION 5. - SALARY ADVANCEMENT: .................................................................
7
SECTION 6. - ALLOWANCE FOR MILEAGE: ............................................................
8
SECTION 7. - REDEMPTION OF ACCUMULATED LEAVE: ....................................
8
SECTION 8. - PAYCHECK DISTRIBUTION: ...............................................................
8
SECTION 9. - OVERPAYMENT REMEDY: ................................................................
9
SECTION 10. - BILINGUAL USAGE PAY: ..................................................................
9
SECTION 11. - COURT SUMMONS/SUBPOENA/JURY DUTY: ...............................
9
SECTION 12. - SICK LEAVE INCENTIVE PLAN: ....................................................
10
SECTION 13. -SICK LEAVE BANK:...........................................................................10
ARTICLEIII LEAVES..............................................................................................................10
SECTION 1.
- ANNUAL LEAVE: ................................................................................
10
SECTION 2.
- SICK LEAVE: ........................................................................................
12
SECTION 3.
- HOLIDAY LEAVE: ...............................................................................
13
SECTION 4.
- ADMINISTRATIVE LEAVE: ...............................................................
14
SECTION 5.
- WORKERS' COMPENSATION LEAVE: ............................................
14
SECTION 6.
- MILITARY LEAVE: ..............................................................................
15
SECTION 7.
- BEREAVEMENT LEAVE: ...................................................................
15
SECTION 8.
- LEAVE OF ABSENCE WITHOUT PAY: ............................................
15
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SECTION 9. - TIME OFF FOR VOTING: .................................................................... 16
SECTION 10. - LUNCH PERIOD: ................................................................................ 16
SECTION 11. - REST PERIOD: .................................................................................... 17
SECTION 12. - FLEXIBLE WORK SCHEDULES: ..................................................... 17
ARTICLE IV INSURANCE AND RETIREMENT BENEFITS ...............................................17
SECTION 1. - HEALTH INSURANCE PREMIUM: .................................................... 17
SECTION 2. - DENTAL INSURANCE PREMIUM: .................................................... 18
SECTION 3. - LIFE INSURANCE COVERAGE: ........................................................ 19
SECTION 4. - SHORT/LONG TERM DISABILITY INSURANCE PROG.: .............. 19
SECTION 5. - CA PUBLIC EMPLOYEES RETIRE. SYSTEM (CALPERS):............20
SECTION 6. - DEFERRED COMPENSATION PROGRAM: ..................................... 22
SECTION 7. - VISION CARE PLAN: ........................................................................... 22
SECTION 8. - SECTION 125 PLAN ............................................................................. 22
ARTICLE V MISCELLANEOUS PROVISIONS ..................................................................... 22
SECTION 1. - USE OF VETERANS PARK SPORTS COMPLEX: ............................ 22
SECTION 2. - FAIR LABOR STANDARDS ACT: ..................................................... 22
SECTION 3. - PERSONNEL FILE: ............................................................................... 23
SECTION 4. - NON -APPLICABILITY OF PERSONNEL RULES:............................23
SECTION 5. - SEVERABILITY: ................................................................................... 23
SECTION 6. - DISCIPLINARY ACTION: ................................................................... 23
SECTION7. - DURATION: .......................................................................................... 23
APPENDIX A - SALARY SCHEDULE
EFFECTIVE JULY 11 2013 ............................................................................ 25
APPENDIX B - SALARY SCHEDULE
EFFECTIVE MARCH 15, 2014....................................................................... 26
APPENDIX C - SALARY SCHEDULE
EFFECTIVE APRIL 2, 2014 ........................................................................... 27
APPENDIX D - SALARY SCHEDULE
EFFECTIVE JUNE 21, 2014 ........................................................................... 28
APPENDIX E - SALARY SCHEDULE
EFFECTIVE MARCH 4, 2015 .................................................................... 29
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A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARSON, CALIFORNIA,
ESTABLISHING THE SALARY AND BENEFITS FOR UNCLASSIFIED, NON -
REPRESENTED, NON -MANAGEMENT, FULL-TIME EMPLOYEES (FIELD DEPUTY
AND SENIOR FIELD DEPUTY POSITIONS) EFFECTIVE FEBRUARY 3, 2015, AND
RESTATING RESOLUTION NOS. 12-109, 13-1043 13-1125 14-0161 14-0181 14-034, 14-085,
14-087, AND ANY OTHER PRIOR SIMILAR RESOLUTIONS
WHEREAS, Section 36506 of the California Government Code requires that the City
Council fix the compensation of all appointive officers and employees by resolution or
ordinance;
WHEREAS, Section 2304 of the Carson Municipal Code similarly requires that the City
Council fix the salaries and compensation of all officers and employees of the City by resolution;
WHEREAS, the Field Deputy and the Senior Field Deputy positions have received the
same salary and benefits afforded to the Association of Confidential Employees (ACE)
membership;
WHEREAS, the Salary and Benefits for the Field Deputy and Senior Field Deputy
positions are being established by City Council Resolution;
WHEREAS, the City Council adopted Resolution No. 12-109 on October 16, 2012,
fixing the employer's contribution under PEMHCA, effective January 1, 2013;
WHEREAS, the City Council adopted Resolution No. 13-104 on November 19, 2013,
establishing the City's vesting contribution under Section 22893.1 of the Public Employees'
Medical and Hospital Care Act (PEMHCA), effective January 1, 2014;
WHEREAS, the City Council adopted Resolution No. 13-112 on November 19, 2013,
fixing the employer's contribution under PEMHCA, effective January 1, 2014;
WHEREAS, the City Council adopted Resolution No. 14-016 on March 18, 2014,
Memorandum of Understanding between the City of Carson and the Association of Confidential
Employees (ACE), effective July 1, 2013;
WHEREAS, the City Council adopted Resolution No. 14-018 on March 18, 2014,
eliminating Employer Paid Member Contributions (EPMC) effective March 15, 2014;
WHEREAS, the City Council adopted Resolution No. 14-034 on April 2, 2014,
reclassifying one Council Field Representative position to Senior Council Field Representative;
WHEREAS, the City Council adopted Resolution No. 14-085 on September 2, 2014,
fixing the employer's contribution under PEMHCA, effective January 1, 2015;
WHEREAS, the City Council adopted Resolution No. 14-087 on September 2, 2014,
establishing the City of Carson's vesting contribution under section 22893.1 of PEMHCA,
effective January 1, 2015;
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NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CARSON,
CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:
ARTICLE I
DEFINITION OF TERMS
The following terms, whenever used in this Resolution, shall have the meanings set forth in this
Article.
SECTION 1. - ACTING DUTY:
On a temporary basis, the performance by employees of the duties of a higher classification with
a higher pay range than the pay range of their assigned classification.
SECTION 2. - CLASSIFICATION:
A position or group of positions sufficiently similar in respect to authority, duties and
responsibilities that the same descriptive classification title is assigned.
SECTION 3. - EMPLOYEE:
An individual compensated through the City payroll and appointed to one of the following
classifications.
Field Deputy
Senior Field Deputy
SECTION 4. - DAY:
A calendar day, unless otherwise designated.
SECTION 5. - DIRECTOR:
An individual assigned to any of the following classifications: Director of Finance, Director of
Public Works, Director of Community Development, Director of Community Services, Director
of Human Resources and Risk Management and any other Director position created during the
terms of this Resolution.
SECTION 6. - DOMESTIC PARTNERSHIP:
As defined in the California Family Code Section 297, two adults who have chosen to share one
another's lives in an intimate and committed relationship of mutual caring and that meet the
conditions and/or requirements of Section 297 and related statutes defining such relationships.
SECTION 7. - FULL TIME:
A period of forty (40) hours of work time per workweek in increments of eight (8), nine (9) or
ten (10) hours per shift.
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SECTION 8. - IMMEDIATE FAMILY:
An employee's spouse, domestic partner, children, grandchildren, sons-in-law, daughters-in-law,
parents, grandparents, parents-in-law, brothers, sisters, brothers-in-law, and sisters -in -lain.
"Children" shall also include a biological, foster, or adopted child, a stepchild, a legal ward, a
child of a domestic partner, or a child of a person standing in loco parentis. "Parent" shall
include a biological, foster, or adoptive parent, a stepparent, or a legal guardian.
SECTION 9. - IN LOCO PARENTIS:
To assume the duties and responsibilities of a parent; in the place of a parent.
SECTION 10. - LEAVE:
An absence from work.
SECTION 11. - MANAGEMENT:
A City employee appointed to any classification designated by the City Manager as managerial.
SECTION 12. - PAY PERIOD:
A pay period consists of two (2) consecutive workweeks established to provide twenty-six (26)
pay periods each calendar year.
SECTION 13. - POSITION:
Authority, duties and responsibilities assigned by the City which constitute the services to be
performed by a City employee.
SECTION 14. - PREVAILING PAY RATE:
The basic pay rate within a pay range paid to a City employee for the performance of the duties
and responsibilities of a classification.
SECTION 15. - SENIORITY:
A status acquired by an employee based upon the employee's period of total actual service in a
specific job classification.
SECTION 16. - TENURE:
A status acquired by an employee based upon the employee's period of total actual service with
the City.
SECTION 17. - WORKDAY:
A workday is an individual 24-hour period within a seven consecutive day (168 -hour)
workweek.
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SECTION 18. - WORKWEEK:
A workweek is a fixed and regularly recurring period of 168 hours - seven consecutive 24-hour
periods (workdays) - which begins at 12:01 a.m. on Saturday and ends at 12:00 a.m. on Friday.
SECTION 19. - WORK SCHEDULE:
A full-time work schedule is a forty (40) hour per workweek schedule consisting of:
19.1 Eight (8) hours in a workday for five (5) consecutive workdays within a workweek; or
19.2 Ten (10) hours in a workday for four (4) consecutive workdays within a workweek.
ARTICLE II
COMPENSATION
SECTION 1. - SALARY:
1.1 FY 2014/15: 2.5% COLA effective June 21, 2014, contingent upon Employees being
current with the completion of performance evaluations for subordinate employees.
Individual Employees that as of June 21, 2014, are not current with the completion of
performance evaluations for subordinate employees will not receive the 2.5% COLA as
of June 21, 2014, but shall receive the 2.5% COLA upon completion of the outstanding
performance evaluations. A current performance evaluation shall mean an evaluation
completed within the prior 12 months.
1.2 The City may engage an independent consultant to conduct a salary and total
compensation survey of comparable cities of similar size and organizational structure to
the City of Carson.
SECTION 2. - LONGEVITY PAY:
2.1 The City agrees to continue to pay Employees two and one-half percent (21/2%) of their
prevailing pay rate as longevity pay commencing on the anniversary of attaining fifteen
(15) years service credit.
2.2 The City agrees to continue to pay Employees an additional two and one-half percent
(21/2%) of their prevailing pay rate as longevity pay commencing on the anniversary of
attaining twenty (20) years service credit.
2.3 Effective July 1, 2013, the City agrees to pay Employees an additional two and one-half
percent (21/2%) of their prevailing pay rate as longevity pay commencing on the
anniversary of attaining twenty-five (25) years service credit. This two and one-half
(21/2%) at 25 years of service is to replace the two and one-half (21/2%) at 30 years of
service, not to supplement it.
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SECTION 3. - ACTING DUTY PAY:
3.1 The City Manager, or his/her designee, may appoint an employee to acting duty status to
perform the duties of a higher classification that is vacant, either permanently or
temporarily, or newly created, subject to numbers 3.2 through 3.19 below.
3.2 An employee may serve in acting duty status only until such time as the City Manager, or
his/her designee, makes a regular appointment to the classification or until such time that
the incumbent employee returns to work. Only Employees in good standing, e.g. not
currently rated unsatisfactory, not currently on a work improvement plan, or not currently
having disciplinary action pending or in effect, may be appointed to acting duty.
3.3 An acting duty appointment may be effective for a period of up to thirty (30) days, except
for special circumstances as defined by the City Manager or his/her designee. The City
Manager, or his/her designee, may extend an acting duty appointment, at their sole
discretion. Special circumstances include, but are not limited to, needing required
licenses, certificates, or degrees, or needing certain training or abilities.
3.4 An employee appointed to acting duty status shall be paid a rate not less than the
minimum pay range for the acting classification. Acting duty pay shall be at least 10%
more than the Employee's prevailing pay rate.
3.5 An employee appointed to acting duty status shall not be paid more than the maximum
pay rate in the pay range for the acting duty classification.
3.6 While serving in acting duty status an employee shall continue to receive any pay
adjustments, advancements and fringe benefit increases granted to the Employee's regular
classification. These adjustments or advancements may cause a n Employee's acting
duty pay rate to increase correspondingly, if still under the maximum acting pay rate
noted in this section 3.5 of Article II.
3.7 An employee appointed to acting duty status shall receive acting duty pay immediately
upon assuming the acting duty position, provided the assignment is for at least one
scheduled work week (40 consecutive work hours).
3.8 An employee has the right to refuse or discontinue any acting duty assignment with 72 -
hours written notice to the Employee's Director with a "cc" copy to the Director of
Human Resources and Risk Management.
3.9 An employee may be removed from any acting duty assignment for any reason, as
determined by the City Manager or his/her designee.
3.10 An employee may be appointed to an acting duty assignment while serving in their initial
six months of employment in the City service, at the discretion of the City Manager, or
his/her designee.
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3.11 Employees that are appointed to acting duty in positions that are FLSA exempt from
overtime, will be subject to those provisions provided by the FLSA and will not receive
overtime compensation.
3.12 An employee in an acting duty appointment for 90 days or longer, shall receive leave and
holiday pay at the acting rate for all such subsequent leaves and holidays that fall after the
90th day, provided that the position is not backfilled with another acting appointment.
3.13 The City shall not employ temporary or contract employees in any vacant or newly
created budgeted position or for a temporary assignment where an acting appointment
could be offered to a full-time employee.
3.14 The City shall continue a citywide policy of rotating acting duty appointments, based on
the following order: 1) from the current employment eligibility list, 2) from a list of
employees, within the respective division, in the immediately subordinate
classification(s) of the vacant position, ranked by seniority, 3) from a list of employees,
within the respective work group, in the immediately subordinate classification(s) of the
vacant position, ranked by seniority, 4) from a list of employees, from outside the
respective work group, in the immediately subordinate classification(s) of the vacant
position, ranked by seniority. An acting appointment from outside the work group can
only be made upon the approval of the Directors of the two affected work groups. The
rotation of acting appointments should be used for all periods exceeding thirty (30)
calendar days, unless extended by the City Manager or his/her designee. Upon
completion of the acting assignment, the employee will be placed at the bottom of the
acting rotation list. For an employee that was previously not eligible for acting duty but
subsequently becomes eligible, their name will be added to the rotation list in seniority
order. Copies of acting duty rotation lists should be provided to both Human Resources
and Payroll. Employees may submit a statement of exception to the City Manager, or
his/her designee, if the rotation of acting duty appointments as stated within section 3 is
not followed.
3.15 An employee on an acting duty rotation list may only be by-passed by receipt of written
memorandum from the employee's Director to the employee stating the reasons for
omission from this round of acting duty. Such notice shall be provided within one week.
The memo shall state whether the employee is being placed on the bottom of the list i.e.
to gain more experience, etc. or whether they are being left at the top of the rotating list
for the next available acting assignment i.e. a shorter term acting assignment. An
employee may not be removed from an acting duty eligibility list without written
notification.
3.16 When an employee is appointed to an acting position, his regular position will not be
automatically filled by a subordinate employee in an acting capacity (cascading acting)
unless the anticipated work load in that unit will be sufficient to warrant this action. This
decision will be made in consultation with the division's supervisors, manager and the
work group's Director.
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3.17 The "Notification of Acting Appointment" form (Form 1201/1099), must be completed
and authorized by both the City Manager, or his/her designee, and the Director of Human
Resources and Risk Management prior to the first day of the acting assignment, unless
unforeseen circumstances occur which prevent such completion.
3.18 Although employees may be given the opportunity to accept an acting duty assignment,
the placement in acting duty assignments will not negate the need to meet the required
minimum qualifications of the position during the recruitment process for that position.
3.19 If an employee has served in an acting capacity long enough to satisfy the normal
probation period, and if that employee is promoted into the position that he/she has been
acting in, the probationary period shall be reduced to ninety (90) days.
SECTION 4. - ANNUAL PROFESSIONAL DEVELOPMENT ALLOWANCE:
The City agrees to provide employees with six hundred fifty dollars ($650.00), payable in the
first quarter of the fiscal year, as an allowance towards expenditures for professional
development. Professional development expenditures may include: costs incurred for job-related
classes or seminars not paid for by the City; computer equipment and job-related software,
books, reference publications or other educational materials; professional membership or
association fees; or any other expenses which promote the professional development of the
employee and promote the best interests of the City.
SECTION 5. - SALARY ADVANCEMENT:
5.1 Advancement shall mean a pay rate increase given to an employee contingent upon merit
and performance, within the pay range established for the Employee's classification. An
employee's pay rate increase shall be effective the first day of the payroll period in which
the appropriate length of service is achieved.
5.2 In addition to those conditions provided for in the City's Standard Management
Procedures ("SMPs"), employees shall be eligible for advancement when their length of
satisfactory service in their classification satisfies at a minimum the following
requirements:
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Salary
Salary
Salary
Salary
Salary
Salary
Step A
Step B
Step C
Step D
Step E
Step F
Date of
6 mos. after
12 mos.
After at least
After at least
After at least
appointment
appt.
after appt.
12 months
12 months
12 months
in Step C
in Step D
in Step E
5.3 If an employee's performance evaluation has not been completed, discussed with the
employee and received by Human Resources by the merit date, the merit increase will be
processed as scheduled.
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5.4 The City Manager, at his/her sole discretion, or upon the recommendation the immediate
supervisor, as applicable, may grant an accelerated step increase for exceptional job
performance. Such merit pay increase shall not be governed by the required service time
differential required by subsection 5.2 above. Exceptional job performance merit pay
increases shall not exceed ten percent (10%) in any twelve (12) month period. As used
herein, the phrase "outstanding job performance" shall mean an employee whose
performance evaluations are current, and who received an "outstanding" rating on his/her
most recent performance evaluation.
5.5 The City shall retain its flexibility to hire and/or promote employees with exceptional
skills or qualifications at a pay rate above Step A.
SECTION 6. - ALLOWANCE FOR MILEAGE:
6.1 The City shall reimburse employees for use of their personal automobiles for official City
business at the current IRS rate, as adjusted annually, plus any parking fees or tolls
associated with City business.
6.2 Reimbursement for mileage and related fees shall be made through submission of a petty
cash reimbursement form and mileage reimbursement form to the City Treasurer's office.
Such reimbursements may not exceed seventy-five dollars ($75.00). Reimbursements
exceeding seventy-five dollars ($75.00) must be reimbursed through the City's demand
register process.
6.3 Reimbursement requests must be filed within the time frame required by SMP No. 3.18,
or any SMP which may be subsequently adopted.
SECTION 7. - REDEMPTION OF ACCUMULATED LEAVE:
Eligible employees covered by this Resolution may redeem up to one hundred (100) hours of any
accumulated leave in each fiscal year of this Resolution. The redemption shall be subject to the
following conditions:
7.1 Sick leave will be paid at a rate of one (1) hour of pay for each two (2) hours of sick
leave redeemed.
7.2 All other types of leave will be paid at the rate of one (1) hour of pay for each hour of
leave redeemed.
SECTION 8. - PAYCHECK DISTRIBUTION:
8.1 Payday shall be bi-weekly on Thursday. In the event the City determines to change the
method of paycheck distribution, the Association shall be advised thirty (30) working
days in advance.
8.2 Check distribution shall be through mandatory direct bank deposits except for employees
who cannot obtain a checking or savings account. Proof and/or verification of inability to
open a savings or checking account must be presented to the Director of Human
Resources and Risk Management and the Director of Finance to be granted exception.
8.3 The City does not permit payroll check advances.
SECTION 9. - OVERPAYMENT REMEDY:
Employees covered herein shall reimburse the City for any overpayment of wages or benefits.
Employees shall notify the City within three (3) working days of any such overpayment. Said
reimbursement shall not be required until the City notifies the affected employee in writing.
Reimbursement may be accomplished by lump -sum deduction made on the next subsequent
employee payroll check following overpayment notification, or by other reasonable repayment
method acceptable to the employee and the City, except that the lump -sum deduction shall be
required if the next subsequent employee payroll check is the final or termination check issued to
the affected employee. Human Resources shall not unreasonably withhold approval of payroll
deductions to recover the overpayment. Failure by the City to timely notify any employee of an
overpayment, does not waive the City's right to repayment.
SECTION 10. - BILINGUAL USAGE PAY:
10.1 The Director of Human Resources and Risk Management may authorize compensation to
an employee for using bilingual skills during the course of work upon receipt of a written
justification from the City Manager.
10.2 Employees required to use bilingual skills during the course of work may petition for
bilingual usage pay by submitting written justification, approved by the City Manager to
the Director of Human Resources and Risk Management.
10.3 Bilingual usage pay shall be fifty dollars ($50.00) per month.
10.4 The City may, at its discretion, test employees for proficiency in a second language in
order for such employees to receive bilingual usage pay.
10.5 No employees may qualify for more than one "second" language or more than one
bilingual usage pay at any given time.
SECTION 11. - COURT SUMMONS/SUBPOENA/JURY DUTY:
a. Any employee appearing to provide testimony on behalf of himself/herself, or
summoned to provide testimony on behalf of any other employee or on behalf of
any third party, in any municipal, superior or federal court proceeding, in any
administrative proceeding before any local, federal or state agency, board or
commission, or in any mediation or arbitration, shall be required to use approved
accrued leave time, or shall take time off as approved leave without pay.
b. Pay for jury service shall be limited to ten (10) working days in any one calendar
year. Payment for jury duty shall be limited to those workdays, or portions of
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workdays, which fall during the employee's regular work schedule, and shall not
exceed forty (40) hours in any workweek.
SECTION 12. - SICK LEAVE INCENTIVE PLAN:
Each eligible employee who has used fifty (50) hours or less of sick leave during the preceding
calendar year may elect to receive pay for 50% of the sick leave earned (at one hour pay for one
hour converted) during the preceding calendar year, less the amount of sick leave used during the
same period.
12.1 At the employee's election, the payment for unused sick leave may be converted to
equivalent annual leave.
12.2 The employee shall indicate election by written request to the Director of Finance on the
City leave request form on or before January 15 of the succeeding calendar year.
Payment for unused sick leave or the posting of annual leave shall be done on or before.
February 15 of each succeeding year as indicated above.
12.3 When an employee elects to receive payment in cash or annual leave, such employee's
sick leave balance shall be reduced by the amount paid off in cash or converted to annual
leave credit. Sick leave not converted as provided herein to cash or annual leave will
accumulate as sick leave credit.
12.4 To be eligible for this provision, an employee must have been a full-time regular
employee for two full years prior to the calendar year during which the sick leave to be so
converted is earned. The employee must have minimum of two hundred forty (240)
hours of sick leave credits on December 31 of each year in order to qualify for the
conversion benefit.
SECTION 13. - SICK LEAVE BANK
In accordance with the Person to Person Leave Donation Standard Management Procedure
(SMP), Employees may donate up to 25% of any combination of their accrued leave hours,
provided the donation leaves the Employee with at least a combined balance of one hundred
(100) hours of the combined leave. These donated hours, as approved by the City, shall accrue
directly to the sick leave balance of any designated active Full -Time employee of the City.
Under certain circumstances, as spelled out by the Person to Person Leave Donation SMP,
unused donated leave will be returned to donating Employees.
ARTICLE III
LEAVES
SECTION 1. - ANNUAL LEAVE:
The City shall provide employees with annual leave subject to the following conditions:
1.1 Annual leave is a period of approved absence with pay from regularly scheduled work
which is not properly chargeable to some other category of leave.
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1.2 The immediate supervisor has the exclusive authority to preapprove use of annual leave.
Unless the employee's use of annual leave interferes with work operations, the immediate
supervisor shall permit an employee to use annual leave at the employee's discretion.
Employees shall be credited with annual leave at the following rates:
a. Thirteen and thirty-three hundredths (13.33) hours for each month of service or
major portion thereof from the date of appointment;
b. Fifteen and thirty-three hundredths (15.33) hours for each month of service or
major portion thereof upon commencement of the employee's sixth year of
service; and,
C. Eighteen and sixty-six hundredths (18.66) hours for each month of service or
major portion thereof upon commencement of the employee's eleventh year of
service.
d. Upon the twentieth anniversary date employees will be credited with ten (10)
hours of annual leave, in addition to the credit under subsection 1.3c above.
e. Upon the twenty-first anniversary date employees will be credited with ten (10)
hours of annual leave, in addition to the credit under subsection 1.3c & 1.3d
above.
f. Upon the twenty-second anniversary date employees will be credited with ten
(10) hours of annual leave, in addition to the credit under subsection 1.3c, 1.3d,
and 1.3e above.
g. Upon the twenty-third anniversary date and each anniversary date thereafter,
employees will be credited with ten (10) hours of annual leave, in addition to the
credit under subsections 1.3c, 1.3d, 1.3e, and 1.3f above.
1.3 Employees shall not be credited with annual leave during leaves of absence without pay
exceeding eighty (80) working hours in any calendar month.
1.4 Employees may use annual leave only after satisfactorily completing their initial six
months of employment.
1.5 Employees shall not use less than one (1) hour of annual leave at any time.
1.6 Employees shall not accrue more than five hundred (500) hours of annual leave.
1.7 When an employee separates from the City service for any reason, the City shall
compensate the employee for all accrued annual leave. The value of accrued annual
leave shall be calculated using the employee's prevailing pay rate, plus longevity pay on
the date of his/her separation from City service. Annual leave hours cashed at separation
are not eligible for the City's match under the City's deferred compensation program.
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SECTION 2. - SICK LEAVE:
The City shall provide employees with sick leave subject to the following conditions:
2.1 Employees shall be credited with sick leave at the rate of ten (10) hours of sick leave for
each month of service or major portion thereof. Employees shall not be credited with
sick leave during leaves of absence without pay exceeding eighty (80) working hours in
any calendar month.
2.2 Employees may accrue a maximum of one thousand two hundred (1,200) hours of sick
leave. Employees may use accrued sick leave only after completing their initial month of
service.
2.3 Employees may not use sick leave at their discretion, but only in cases of actual sickness,
illness, injury or quarantine of the employee or actual sickness, illness, injury or
quarantine of the employee's immediate family, or for bereavement. Sick leave may be
used for personal or family medical, dental, and optical appointments, and for any other
appointments for the purpose of obtaining professional diagnosis and/or examinations for
a medical or mental health condition of the employee or his/her immediate family.
Employees shall also use any accrued sick leave for leave necessitated as the result of
pregnancy disability under California Government Code Section 12945, family medical
leave under California Government Code Sections 12945.2 and 12945.3 (the Moore -
Brown -Roberti Family Rights Act), or 42 U.S.C. Section 2601, et seq. (the federal
Family Medical Leave Act).
2.4 When an employee wishes to use accrued sick leave, the employee shall notify the
immediate supervisor of the intended absence due to sickness, either before, or within
one (1) hour after, the time set for beginning the work period, unless the employee is
incapacitated and physically unable to provide the required notification. Employees on
sick leave shall regularly inform the immediate supervisor of their physical condition.
2.5 When an employee uses sick leave, the employee will complete and submit a signed
leave request form stating the need for such sick leave, including partial day absences.
When an employee uses sick leave in excess of two (2) consecutive working days and
there is a pattern of absenteeism, the City may require an employee to present upon return
to work a medical certification signed by a physician or licensed medical practitioner
verifying the need for such sick leave.
2.6 When an employee separates from the City service for whatever reason the employee
shall be compensated for one-half ('/2) the value of accrued sick leave. The value of
accrued sick leave shall be calculated using the employee's prevailing pay rate, plus
longevity pay on the date of the employee's separation from City service. Employees that
separate from City employment within their initial six months of employment shall not be
paid for any accrued sick leave. Sick leave hours cashed at separation are not eligible for
the City's match under the City's deferred compensation program.
2.7 Employees failing to satisfactorily complete their initial six months of employment or
who resign during their initial six months of employment must reimburse the City for
12
utilized sick leave. Sick leave may not be used in increments of less than one hour.
Employees may use accrued sick leave only after completing their initial one (1) month
of service.
2.8 The immediate supervisor may only approve the use of other leaves in lieu of sick leave
when an employee has no sick leave available and the need for such leave is due to a
serious health condition of the employee or his/her immediate family.
SECTION 3. - HOLIDAY LEAVE:
The City shall provide employees with the following ten (10) holidays with pay subject to the
following conditions:
3.1 January 1 st (New Year's Day)
The third Monday in January (Dr. Martin Luther King Jr. Day)
The third Monday in February (President's Day)
March 31 st (Cesar Chavez Day)
The last Monday in May (Memorial Day)
July 4th (Independence Day)
The first Monday in September (Labor Day)
November l Ith (Veteran's Day)
The fourth Thursday in November (Thanksgiving Day)
December 25th (Christmas)
Every day proclaimed by the President, Governor, or Mayor of this City as a public
holiday
3.2 When any day designated as a holiday falls on a Friday or Saturday, the ten (10) hours of
holiday leave will be converted to annual leave and added to the employee's annual leave
balance. When any day designated as a holiday falls on a Sunday, the following Monday
shall be observed as the holiday. In order to be paid for a holiday or receive the leave
conversion, the employee must work his or her frill regularly -scheduled workday
immediately before and after the holiday unless the employee is absent from any portion
or all of his or her regularly -scheduled workday immediately before or after the holiday
on authorized paid leave. An employee shall not receive pay for a holiday, or receive the
leave conversion, if any leave without pay was used by the employee during his or her
regularly -scheduled workday immediately before or after the holiday.
3.3 In the event that the Mayor or the City Council declares a portion of the day before
Christmas (December 24th) or a portion of the day before New Year's Day (December
31 st) to be a holiday, the employee must use such additional holiday leave when granted,
and such leave cannot be accrued. Employees absent on other paid leave when such
additional holiday leave is granted shall not receive compensatory leave or additional pay
because of their absence. An employee shall not receive holiday pay for this half-day
holiday if any leave without pay was used by the employee during his or her regularly -
scheduled workday immediately before or after the half-day holiday.
13
3.4 All designated holidays shall be compensated for in ten (10) hour increments, for a total
of one hundred (100) hours annually regardless of an employee's work schedule.
3.5 Should the City abandon the closure of City Hall on Fridays, the day after Thanksgiving
will be reinstated as a holiday and holiday hours will be renegotiated to ensure that all
employees accrue the same number of holiday hours.
SECTION 4. - ADMINISTRATIVE LEAVE:
The City shall provide exempt employees with administrative leave as time off from work,
instead of pay or compensatory leave credit for overtime work, subject to the following
conditions:
4.1 Employees who are designated exempt shall be credited with ten (10) hours of
administrative leave per month. Exempt employees may accrue a maximum of one
hundred sixty (160) hours of administrative leave.
4.2 Use of administrative leave shall require the prior written approval of the immediate
supervisor. The immediate supervisor shall permit administrative leave to be used at the
discretion of the employee, unless the immediate supervisor determines that the
employee's use of administrative leave on the date and/or times requested interferes with
work operations.
4.3 When an employee who is exempt separates from the City service for any reason, the
City shall compensate the employee for all accrued administrative leave. The value of
accrued administrative leave shall be calculated using the employee's prevailing pay rate,
plus longevity pay on the date of his/her separation from City service. Administrative
leave hours cashed at separation are not eligible for the City's match under the City's
deferred compensation program.
4.4 Employees shall not be credited with administrative leave hours for leaves of absence
without pay exceeding eighty (80) working hours in a calendar month.
SECTION 5. - WORKERS' COMPENSATION LEAVE:
The City will provide employees with workers' compensation coverage and leave in accordance
with California Workers' Compensation Law.
5.1 Except as otherwise provided, employees disabled by bodily injury or sickness in the
course and scope of employment shall be paid their regular pay rate for up to seventeen
(17) weeks from the date of disability, or until the City's workers' compensation
administrator terminates workers' compensation leave due to payment of a "compromise
and release" settlement, a disability and/or service retirement, the employee returning to
work, or a refusal by the employee to return to work following a determination by a
physician that the employee is no longer temporarily disabled, whichever comes first. In
the event of a dispute between the treating physician and another physician as to the
employee's temporary disability status, such dispute shall be resolved in accordance with
applicable California Workers' Compensation laws. During the time the disabled
14
employee is receiving the 17 weeks of paid Workers' Compensation leave, the employee
shall continue to accrue annual leave, sick leave, seniority and tenure, for purposes of pay
adjustments or advancements.
5.2 Employees who are still disabled after seventeen (17) weeks, may apply for long term
disability leave and long term disability benefits in accordance with Article IV, Section 4.
5.3 The City shall make all reasonable efforts to provide employees with light duty
assignments when the employee is still disabled after seventeen (17) weeks from the date
of disability.
5.4 As used in this Section 5, the term "disabled" or "disability" shall have that meaning set
forth in California Workers' Compensation law.
5.5 If in the opinion of the City, the City's claims administrator, or the Workers'
Compensation Appeals Board, an employee has been found by a physician to be
permanently, physically incapable of performing the essential duties of the currently held
position, the City may place the employee into another vacant position of an equal or
lower level. The employee must be able to perform the essential duties of that position.
Nothing herein shall be construed to prevent such employee from applying for and
competing for a position of a higher class.
SECTION 6. - MILITARY LEAVE:
The City shall grant military leave to employees as provided in California Military and Veterans
Code Sections 389 through 395.
SECTION 7. - BEREAVEMENT LEAVE:
An employee will be allowed twenty (20) consecutive hours of paid bereavement leave per
calendar year without carryover into the next calendar year in the event of the death of the
employee's spouse, domestic partner, children, step children, foster children, parent, step parent,
brother, sister, grandparents, or grandchildren.
SECTION 8. - LEAVE OF ABSENCE WITHOUT PAY:
8.1 The City Manager has the exclusive authority to approve an employee's request for leave
of absence from work without pay. Such leave of absence shall not be approved unless
the employee provides the City Manager with a written reason for the request. If the City
Manager approves such leave of absence for a period of eight (8) working days or less,
the employee shall not lose any seniority or tenure for such leave of absence. After the
expiration of an approved leave of absence without pay, the employees shall be
reassigned to their former classification. A leave of absence without pay will not be
granted in excess of one (1) year. Employee shall be responsible for paying for the cost
of his/her benefits from the COBRA effective date.
8.2 The City Manager has the authority to grant or deny an employee's request for leave of
absence from work without pay, except that the City Manager shall not unreasonably
15
deny a request for unpaid leave due to the medical disability of the employee or a
member of his/her immediate family. In accordance with federal and/or state laws, the
City has the right to grant an employee's request for up to twelve (12) weeks of unpaid,
job protected leave to eligible employees for certain family and medical reasons under
the Family and Medical Leave Act of 1993 (FMLA).
8.3 The continuation of City paid benefits period for employees on leave without pay for
medical reasons shall be 90 days or longer in accordance with the Family Medical Leave
Act (FMLA), California Family Rights Act (CFRA) and Pregnancy Disability Leave
(PDL). Those Employees not covered by FMLA, CFRA, or PDL shall not be eligible for
the 90 days or longer continuation of City paid benefits.
8.4 The City shall not grant an unpaid leave in excess of one (1) year for employees with five
(5) years or less tenure, or in excess of three (3) years for employees with more than ten
(10) years tenure. An employee on an unpaid leave for sixty-one (6 1) days or more shall
not accrue seniority or tenure for that portion of the leave over sixty (60) days. After the
expiration of the unpaid leave, the employee shall be assigned to his/her former
classification. Employees with less than six months of employment with the City are not
eligible for unpaid leaves of absence, except as required by law. The employee
requesting the leave shall state in writing the reasons for the request.
SECTION 9. - TIME OFF FOR VOTING:
The City shall provide employees with time off for voting subject to the following conditions:
9.1 When an employee claims not to have sufficient time outside of working hours to vote at
a statewide election, the employee may, without loss of pay, and with the approval of the
City Manager, take off up to two (2) working hours, which when added to the voting
hours available outside of working hours will enable the employee to vote. The City
Manager may not authorize an employee to take off more than two (2) hours from work
for voting with pay. The time off authorized for voting shall be only at the beginning or
end of a work period, whichever allows the Employee the most time for voting and the
least time off from work.
9.2 If the Employee knows or has reason to believe that time off for voting shall be necessary
on Election Day, the employee shall notify the City Manager of that fact at least two (2)
work days in advance.
SECTION 10. - LUNCH PERIOD:
An uninterrupted, uncompensated lunch period of no less than thirty (30) minutes or longer than
one (1) hour will be afforded to employees. The lunch period may not be combined with the rest
periods or used to compensate for a late arrival or early departure from work unless approved by
the immediate supervisor.
16
SECTION 11. - REST PERIOD:
The immediate supervisor shall provide employees with a compensated rest period of fifteen (15)
minutes for each half work period as determined by standard management procedures.
Employees may not use the rest period to compensate for a late arrival or early departure from
work. Rest periods shall have no monetary value and shall be forfeited if not used during the
work day.
SECTION 12. - FLEXIBLE WORK SCHEDULES:
The City will work with employees to achieve flexibility in work schedules to accommodate
special needs in areas such as: childcare, eldercare or education. These accommodations can be
made whenever they can be done without causing hardship on the work unit. The allowable
work schedule flexibility shall be restricted to those that can be made within the work day, such
as: modifying starting or ending time by thirty (30) minutes, and/or reducing the meal period to
thirty (30) minutes. Flexibility may also include other modifications which would require the
use of leave hours or reductions in pay.
ARTICLE IV
INSURANCE AND RETIREMENT BENEFITS
SECTION 1. - HEALTH INSURANCE PREMIUM:
1.1 Effective January 1, 2015, the City shall pay the highest full family HMO premium for
the Los Angeles region up to a cap of seven and one-half percent (7.5%) over the January
11 2014 allowance.
1.2 The cafeteria cap on the use of excess monies shall be one hundred fifty-five dollars
($155.00) per month for all employees.
1.3 Employees shall have the right to use monies remaining from the sums provided for
health insurance to purchase additional term life insurance, vision care and/or long term
care insurance offered by the City.
1.4 Employees electing to discontinue or not electing health insurance coverage shall receive
seventy-five percent (75%) of the lowest 2 -party premium, to be put into a City -
sponsored deferred compensation plan credited to the employee. Employees currently
receiving a higher amount than seventy-five percent (75%) of the lowest 2 -party premium
shall continue to receive the same amount to be placed into a City sponsored deferred
compensation plan credited to the employee. Employees may elect to resume health
coverage during any open enrollment period, as a result of any change in status, or any
other period of time authorized by the policies and requirements of the City -sponsored
health coverage plans.
1.5 Employees covered by this section shall have their choice of plans provided by the
California Public Employees Retirement System (CalPERS), which are available in this
service area.
17
1.6 Spouse and dependent coverage shall continue to be available as provided through
CalPERS. An employee's spouse and dependent children under age twenty-six (26), as
well as children over age twenty-six (26) who are incapable of supporting themselves
due to physical or mental disabilities existing prior to obtaining age twenty-six (26) are
currently eligible to be enrolled in the CalPERS health plans. This section will be in
effect for the duration of this Resolution, subject to any contract changes by CalPERS.
1.7 Eligible retired employees shall be covered by the health insurance provided by the City
according to the rules established by CalPERS. For employees hired prior to the
effective date of the CalPERS contract amendment (January 1, 2014) providing for a two-
tiered retiree health insurance program, the City shall pay the monthly health insurance
premium for eligible retired employees' health insurance in the same monthly amount as
provided for active full-time employees for the term of this Resolution. For employees
hired on or after January 1, 2014, the City shall pay a monthly health insurance premium
for eligible retired employees' health insurance in accordance with the following
schedule:
Full -Time service with Carson
at time of retirement
0 — 4.99 years
5 years
6 years
7 years
8 years
9 years
10 years
SECTION 2. - DENTAL INSURANCE PREMIUM:
% of difference between the
required minimum contribution
and the amount the City pays
for active Employees
0%
50%
60%
70%
80%
90%
100%
2.1 The City shall pay up to, but not exceed, the amount of eighty-seven dollars ($87.00) per
month for dental insurance provided by the City for each employee and his/her eligible
dependents.
2.2 Employees may elect to discontinue or not enroll in the dental insurance program
provided that they submit written proof of equivalent coverage. Employees electing to
discontinue or not enroll in the dental insurance program shall receive sixty-five percent
(65%) or fifty-six dollars and fifty-five cents ($56.55) to be placed into a City -sponsored
deferred compensation plan credited to the employee. Employees may elect to resume
dental coverage during any open enrollment period, as a result of any change in status, or
any other period of time authorized by the policies and requirements of the City -
sponsored dental coverage plans.
SECTION 3. - LIFE INSURANCE COVERAGE:
The City agrees to provide each full-time employee with term life insurance coverage of not less
than one hundred thousand ($100,000.00), subject to the requirements of the insurance carrier.
An employee shall have the right to purchase supplemental term life insurance, up to the
appropriate limit, using monies remaining from the monthly sum originally provided by the City
for the employee's health insurance with any balance to be paid at the employee's expense,
subject to the requirement of the insurance carrier. The City shall continue to offer additional
life insurance programs already offered for employee purchase.
SECTION 4. - SHORT/LONG TERM DISABILITY INSURANCE PROGRAM:
4.1 The City shall provide long term disability insurance (or "LTD") benefits for each full-
time employee ("covered employee") under the terms, requirements and conditions set
forth in the policy underwritten by a licensed insurance company contracted by the City.
The City reserves theright to change the LTD carrier and/or LTD benefits provided, on
such terms as the City determines are in its best interest.
4.2 The City shall provide short term disability insurance (or "STD") benefits for each
covered employee solely to provide the benefit during the 90 -day LTD benefit waiting
period, the City shall provide a STD insurance plan for each covered employee under the
terms, requirements and conditions compatible with the City's LTD benefit plan.
Nothing herein shall bind the City to provide STD insurance coverage if the City chooses
to implement a self-insured STD program.
4.3 After a maximum of a 90 -day waiting period:
a. A covered employee who has been employed with the City for five (5) or more
years, and who is disabled from his or her own occupation, shall be entitled to
sixty-six and two-thirds percent (662/3%) of his or her base pay rate to a maximum
pay rate of seven thousand five hundred dollars ($7,500.00) per month at the
commencement of disability leave up to age sixty-five (65); and
b. A covered employee who has been employed with the City for fewer than five (5)
years and who is disabled from his or her own occupation shall be entitled to
sixty-six and two-thirds percent (662/3%) of his or her base pay rate to a maximum
pay rate of seven thousand five hundred dollars ($7,500.00) per month at the
commencement of disability leave for twenty-four (24) months. A covered
employee who has been employed with the City for fewer than five (5) years and
who is disabled from all occupations shall be entitled to sixty-six and two-thirds
percent (66'-/3%) of his/her base pay rate to a maximum pay rate of seven thousand
five hundred dollars ($7,500.00) per month at the commencement of disability
leave up to age sixty-five (65).
C. There shall be no reduction of LTD or STD benefits for a workers' compensation
award for permanent disability. In no case shall an employee on workers'
W
compensation receive short-term or long-term disability benefits and worker's
compensation salary continuation or temporary disability benefits simultaneously.
d. There shall be no exclusion for "soft tissue injuries", including but not limited to
musculoskeletal and connective tissue disorders, strains and sprains of the
cervical, thoracic and lumbosacral spine.
e. The only allowable offsets are those listed in the LTD and STD policies.
The provision of the LTD Plan and the STD Plan is conditioned upon the following:
a. The continued availability of insurance coverage for LTD and/or STD at a
comparable cost as set forth in the LTD and STD policies, subject only to
increases in premium not to exceed applicable increases in the consumer price
index for each year for the LTD and STD Plans underwritten by the existing
carrier or other insurance carver.
b. Eligibility for and administration of benefits under the STD Plan and the LTD
Plan and including the determination whether a covered employee is disabled
from his or her own occupation, shall be determined by the insurance carrier, not
by the City.
4.5 While on short term or long term disability, employees may use sick leave, comp time,
administrative leave, or annual leave to bring them to 100% of their prevailing pay rate in
conjunction with the disability benefit. The use of accrued leave shall be in order
specified herein.
SECTION 5. - CALIFORNIA PUBLIC EMPLOYEES RETIREMENT SYSTEM
(CALPERS) :
5.1 For those employees hired before the effective date of the CalPERS contract amendment
(May 6, 2011) providing for a tiered retirement benefit, the City shall include employees
in the CalPERS "3% at 60" Plan with the following optional public agency contract
provisions:
i. The optional contract provision relating to one (1) year final compensation;
ii. The optional contract provision relating to military service credit as public
service;
The optional contract provision relating to the 1959 Survivors Program at the
level four benefits;
iv. The optional contract provision relating to two years additional service credit;
V. The optional contract provision relating to the ability to purchase part-time
service credit, but solely at employee's own cost;
20
vi. The optional contract provision relating to the Pre -Retirement Option 2W Death
Benefit.
5.2 Effective March 15, 2014, employees shall pay the full percentage of the member
contribution.
5.3 For those employees hired on or after the effective date of the CalPERS contract
amendment (May 6, 2011) providing for a tiered retirement benefit, and defined by
Assembly Bill 340 — Pension Reform as "Classic Members", the City shall include such
employees in the CalPERS "2% at 55" Plan with the following optional public agency
contract provisions:
i. The optional contract provision relating to one (1) year final compensation;
11. The optional contract provision relating to military service credit as public
service;
iii. The optional contract provision relating to the 1959 Survivors Program at the
level four benefits;
iv. The optional contract provision relating to two years additional service credit;
V. The optional contract provision relating to the ability to purchase part-time
service credit, but solely at employee's own cost;
vi. The optional contract provision relating to the Pre -Retirement Option 2W Death
Benefit.
5.4 Effective March 15, 2014, employees shall pay the full percentage of the member
contribution.
5.5 For those employees hired on or after January 1, 2013, defined by Assembly Bill 340 —
Pension Reform, as "New Members", the City shall include such employees in the
CalPERS "2% at 62" Plan with a three year final compensation period, and with the
following optional contract provisions:
i. The optional contract provision relating to military service credit as public
service:
ii. The optional contract provision relating to the 1959 Survivors Program at the
level four benefits;
iii. The optional contract provision relating to two years additional service credit;
iv. The optional contract provision relating to the ability to purchase part-time
service credit, but solely at employee's own cost;
21
V. The optional contract provision relating to the Pre -Retirement Option 2W Death
Benefit.
5.6 "New Members" shall pay the full percentage of the member contributions.
SECTION 6. - DEFERRED COMPENSATION PROGRAM:
6.1 The City shall continue to sponsor deferred compensation programs.
6.2 The City agrees to match the amount, dollar for dollar, up to six -hundred dollars
($600.00) per calendar year, contributed to the employee's deferred compensation
account.
SECTION 7. - VISION CARE PLAN:
The City will sponsor a vision care program. Employees may purchase vision care through a
payroll deduction from wages and/or with money remaining from the monthly sum provided for
health insurance.
SECTION 8. - SECTION 125 PLAN:
The City shall provide a Section 125 Tax Code plan in order to allow employees to deduct
excess insurance premiums, unreimbursed medical expenses, and child care payments before
taxes.
ARTICLE V
MISCELLANEOUS PROVISIONS
SECTION 1. - USE OF VETERANS PARK SPORTS COMPLEX:
All City employees and their families shall be entitled to use all facilities and programs at
Veterans Sports Complex at the rates below:
Employee — one hundred dollars ($100.00) per year
Employee and family — one hundred fifty dollars ($150.00) per year
Employees who renew memberships shall receive the same percentage discount on the above
prices as the general public receives at the time of renewal. For the purposes of this section,
family shall mean those family members eligible for coverage under the Ca1PERS Health
Insurance program provided by the City.
SECTION 2. - FAIR LABOR STANDARDS ACT:
The City's has the right and obligation to determine the jobs in the City of Carson which are
exempt according to the revisions of the Fair Labor Standards Act. Those positions determined
by the City to be exempt as defined in the Fair Labor Standards Act are exempt from the
minimum wage and overtime provisions of the Fair Labor Standards Act.
0
SECTION 3. - PERSONNEL FILE:
There shall be one official personnel file for each Employee and it shall be kept at City Hall in
the Human Resources Division.
SECTION 4. - NON -APPLICABILITY OF PERSONNEL RULES:
The City's Personnel Rules do not apply to employees covered by this resolution. Subject to the
provisions of the City's Municipal Code, the City and employees covered by this resolution may,
upon mutual agreement, meet and discuss any subject or matter covered by this resolution.
SECTION 5. - SEVERABILITY:
In the event that any term, covenant, condition, or provision contained in this resolution is held
to be invalid or void by any court of competent jurisdiction, the invalidity of any such term,
covenant, condition, provision or agreement shall in no way affect any other term, covenant,
condition, or provision of this resolution and the remainder of the resolution shall still be in full
force and effect.
SECTION 6. - DISCIPLINARY ACTION:
The authority of the City to institute disciplinary action against employees covered by this
resolution and the rights of those employees with respect to such disciplinary action shall be
governed by the provisions of the Carson Municipal Code.
SECTION 7. - DURATION:
This resolution shall be binding on the City and employees covered by this resolution when
adopted by City Council. Except as otherwise provided herein, this resolution shall be in full
force and effect until such time as amended or superseded by City Council ordinance or
resolution.
PASSED, APPROVED AND ADOPTED THIS 4th DAY OF MARCH 2015.
v
MAYOR JIM DEAR
ATTEST:
CITY CLERK DONESIA L. GAUSE, CMC
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) ss.
CITY OF CARSON )
1, Donesia L. Gause, City Clerk of the City of Carson, California, do hereby certify that the
whole number of members of the City Council is four; that the foregoing resolution, being
Resolution No. 15-007 was duly and regularly adopted by said Council at a regular meeting duly
and regularly held on the 4h of March, 2015, and that the same was passed and adopted by the
following vote:
AYES: COUNCIL MEMBERS: Mayor Dear, Santarina, Davis -Holmes, and Robles
NOES: COUNCIL MEMBERS: None
ABSTAIN: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
City Clerk Donesia L. Gause, CMC
Appendix A
City of Carson
Monthly Salary Schedule
Unclassified, Non -Represented, Non -Management Full -Time Employees
Effective July 1, 2013
TITLE
RANGE
I STEP A I
STEP B
I STEP C I
STEP D
I STEP E I
STEP F
Council Field Representative
148
1 4,8901
5,1341
5,391
5,660
5,943
6,240
25
Appendix B
City of Carson
Monthly Salary Schedule
Unclassified, Non -Represented, Non -Management Full -Time Employees
Effective March 15, 2014 (6% Salary Increase in lieu of elimination of EPMC)
TITLE
RANGE
I STEP A
I STEP B I
STEP C I
STEP D I
STEP E I
STEP F
Council Field Representative
148
1 57183
5,4421
5,7141
6,0001
6,3001
6,614
C
Appendix C
City of Carson
Monthly Salary Schedule
Unclassified, Non -Represented, Non -Management Full -Time Employees
Effective April 2, 2014
TITLE
RANGE
STEP A
STEP B
STEP C
STEP D
STEP E
STEP F
Council Field Representative
148
5,183
5,442
5,714
6,000
6,300
6,614
Senior Council Field Representative
151
5,583
5,862
6,154
6,462
6,785
7,124
27
Appendix D
City of Carson
Monthly Salary Schedule
Unclassified, Non -Represented, Non -Management Full -Time Employees
Effective June 21, 2014 (2.5% COLA)
TITLE
RANGE
STEP A
STEP B
STEP C
STEP D
STEP E
STEP F
Council Field Representative
148
5,313
5,578
5,857
6,150
6,457
6,780
Senior Council Field Representative
151
5,723
6,008
6,308
6,623
6,955
7,302
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