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HomeMy Public PortalAbout17) 7M Approval of Resolution No. 16-5172 adopting salary and benefit changes for unrepresented full time managment employeesAGENDA ITEM 7.M . ADMINISTRATIVE SERVICES DEPARTMENT MEMORANDUM DATE: June 7, 2016 TO: The Honorable City Counci l FROM: Bryan Cook, City Manager By: Tracey L. Hause, Administrative Services Director SUBJECT: APPROVAL OF A RESOLUTION NO. 16-5172 ADOPTING SALARY AND BENEFIT CHANGES FOR UNREPRESENTED FULL TIME MANAGEMENT EMPLOYEES FOR JULY 1, 2016 THROUGH JUNE 30, 2017 RECOMMENDATION: Th e City Council is requested to adopt Resolution No. 16-5172 (Attachment "A") adopting salary and benefit changes for unrepresented full time management employees for July 1, 2016 through June 30, 2017. BACKGROUND: 1. On July 23,2015, the City and Temple City Employees Association (TCEA) had their first Joint Labor-Management Committee (JLMC) meeting to discuss compensation philosophy. 2. Between July 23, 2015 and April 20, 2016, the City met on numerous occasions with TCEA to further discuss compensation philosophy and possible terms of an Memorandum of Understanding (MOU) for July 1, 2016 through June 30, 2018. 3. On April20, 2016, TCEA membership voted to ratify the terms contained in the City's counter proposal, which was presented to TCEA's Board on April 20, 2016. ANALYSIS: This Resolution authorizes certain salary and benefit adjustments for all unrepresented full time management employees. City Council June 7, 2016 Page 2 of 2 The unrepresented positions are: Administrative Services Director Assistant to the City Manager/Economic Development Di rector City Clerk Community Development Director Executive Assistant to the City Manager Parks and Recreation Director Parks and Recreation Supervisor Planning Manager Public Safety Supervisor The adjustments in salary ranges and benefits are consistent with the adjustments made for employees represented by TCEA, with the exception of the Education Incentive program. This program has not been extended to any employees outside the TCEA bargaining unit. CITY STRATEGIC GOALS: By adopting Resolution No. 16-5172, authorizing certain salary and benefit adjustments for all unrepresented full time employee furthers the City's Strategic Goal to promote Good Governance. FISCAL IMPACT: Funds for implementation of the first year of the MOU are included in the proposed Fiscal Year (FY) 2016-17 City Budget. Annual costs for implementation will range from $25,700 to $33,600 depending on how the changes in benefits will affect each unrepresented full time management employee (i.e., number of years of completed in full time employment and or amount of health insurance premium costs). ATTACHMENT: A. Resolution No. 16-5172 ATTACHMENT A RESOLUTION NO. 16-5172 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TEMPLE CITY, CALIFORNIA AMENDING THE SALARY RANGES AND ADDING BENEFITS FOR UNREPRESENTED MANAGEMENT FULL TIME POSITIONS SECTION 1. The City Council hereby approves increases salary ranges for full time classifications (Exhibit "1 ")implementing a 1.5% salary adjustment for unrepresented full time management classifications, effective with the pay period ending July 8, 2016 SECTION 2. Holidays. With the exception of Section 1.A of Article 23 of the City's Personnel Rules, which shall be inapplicable to employees covered by this Agreement, the provisions of Article 23 of the City's Personnel Rules establishes the procedures for holidays. The following holidays shall be observed: New Year's Day January 1st Martin Luther King, Jr. Day Presidents' Day 3rd Monday in January 3rd Monday in February Last Monday in May July 4th Memorial Day Independence Day Labor Day Veterans' Day Thanksgiving Day 1st Monday in September November 11th Day After Thanksgiving Christmas Eve Christmas Day 4th Thursday in November 4th Friday in November December 24th (half day) December 25th SECTI ON 3. A. Optional Benefit. This Section shall exclusively govern the terms for City's provision of optional benefits to covered time positions. No other City resolution , policy or agreement regarding optional benefits shall apply. B. The City will provide an optional benefit to employees in an amount of up to $822.00/year. (1) Employees who were hired before July 1, 2016 will receive a full amount of $822.00/year, which employees may apply towards qualifying benefits, such as health insurance premiums on a pre-tax basis. (2) Employees who are hired on or after July 1, 2016 may receive up to $822.00/year, for the sole purpose of payment of health insurance premiums. C. Effective with the pay period containing July 1, 2016, the City will provide up to an additional $822.00/year to employees, for the sole purpose of payment of any additional health insurance premiums in excess of the $822.00/year provided . D. The maximum optional benefit payment for an employee shall not exceed $1,644.00/year. SECTION 4 . Merit Leave Bank. A. Eligibility. Each unpresented full time employee who has completed at least one full year in a full-time position and receives an overall rating of "Commendable" or "Exceptional" on his/her annual performance evaluation shall receive a bank of merit leave in accordance with the schedule set forth. B. On July 1st of each year, eligible employees will receive a bank of merit leave correspond ing to the number of full years of full-time employment that they have completed with the City as of that date, as follows: Number of Completed Years of Full-Time Employment 1-5 years 6-10 years 11 -15 years 16-20 years 21 years or more Amount of Merit Leave Bank Hours 10 hours 20 hours 30 hours 40 hours 50 hours C. Employees may use merit leave at any time between July 1 and June 30 of the fiscal year in which it is received , with advance written approval from their Department Director. D. On June 30 of each year, the City will automatically cash out any unused merit leave hours at the employee's current base hourly rate . Emp loyees who separate from City employment prior to June 30 will receive compensation at the ir base hourly rate for any unused merit leave hours. THE CITY COUNCIL OF THE CITY OF TEMPLE CITY DOES HEREBY RESOLVE, DETERMINE AND ORDER AS FOLLOWS: SECTION 5. The City Clerk shall certify to the adoption of this Resolution . PASSED, APPROVED AND ADOPTED on this 7th day of June, 2016 MAYOR ATTEST: APPROVED AS TO FORM: City Clerk City Attorney I hereby certify that the foregoing resolution, Resolution No. 16-5172, was duly passed , approved and adopted by the City Council of the City ofT em pie City at a special meeting held on the 7th day of June 2016, by the following vote: A YES: Councilmember: NOES: Councilmember: ABSENT: Councilmember: ABSTAIN: Councilmember: City Clerk ADMINISTRATIVE SERVICES DEPARTMENT MEMORANDUM DATE: June 7, 2016 TO: The Honorable City Council FROM: Bryan Cook, City Manager By: Tracey L. Hause, Administrative Services Director SUBJECT: APPROVAL OF A RESOLUTION NO. 16-5172 STIPULATING SALARY AND BENEFIT CHANGES FOR UNREPRESENTED FULL TIME MANAGEMENT EMPLOYEES FOR JULY 1, 2016 THROUGH JUNE 30, 2018 RECOMMENDATION: The City Council is requested to adopt Resolution No. 16-5172 (Attachment "A") stipulating salary and benefit changes for unrepresented full time management employees for July 1, 2016 through June 30, 2017. BACKGROUND: 1. On July 23, 2015, the City and Temple City Employees Association (TCEA) had their first Joint Labor-Management Committee (JLMC) meeting to discuss compensation philosophy. 2. Between July 23, 2015 and April 20, 2016, the City met on numerous occasions with TCEA to further discuss compensation philosophy and possible terms of an Memorandum of Understanding (MOU) for July 1, 2016 through June 30, 2018. 3. On April20, 2016, TCEA membership voted to ratify the City's most recent response to TCEA's original suggestions, presented to TCEA's Board on April 20, 2016. ANALYSIS: This Resolution authorizes certain salary and benefit adjustments for all unrepresented fu ll time management employees. City Council June 7, 2016 Page 2 of 2 The unrepresented positions are: Administrative Services Director Assistant to the City Manager/Economic Development Director City Clerk Community Development Director Executive Assistant to the City Manager Parks and Recreation Director Parks and Recreation Supervisor Planning Manager Public Safety Supervisor The adjustments in salary ranges and benefits are consistent with the adjustments made for employees represented by TCEA, with the exception of the Education Incentive program. This program has not been extended to unrepresented full time management employees CITY STRATEGIC GOALS: By adopting Resolution No. 16-5172, auth orizing certain salary and benefit adjustments for all unrepresented full time employee furthers the City's Strategic Goal to promote Good Governance. FISCAL IMPACT: Funds for implementation of the first year of the MOU are included in the proposed Fiscal Year (FY) 2016-17 City Budget. Annual costs for implementation will range from $25 ,700 to $33,600 depending on how the changes in benefits will affect the unrepresented full time management em ployees (i.e., number of years of completed in full time employment). ATTACHMENT: A. Resolution No. 16-5172 ATTACHMENT A RESOLUTION NO . 16-51 72 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TEMPLE CITY, CALIFORNIA AMENDING THE SALARY RANGES AND ADDING BENEFITS FOR UNREPRESENTED FULL TIME POS ITIONS SECTION 1. The City Council hereby approves salary ranges for full time classifications (Exhibit "1 ") implementing a 1.5% sa lary adjustment for unrepresented fu ll time classifications, effective with the pay period ending July 8, 2016 SECTION 2. Holidays. With the exception of Section 1.A of Article 23 of the City's Personnel Rules, which shall be inapplicable to employees covered by this Agreement, the provisions of Article 23 of the City's Personnel Rules establishes the procedures for hol idays. The following holidays shall be observed: New Year's Day Martin Luther King, Jr. Day Presidents' Day Memorial Day Independence Day Labor Day Veterans' Day Thanksgiving Day Day After Thanksgiving Christmas Eve Christmas Day January 1st 3rd Monday in January 3rd Monday in February Last Monday in May July 4th 1st Monday in September November 11th 4th Thursday in November 4th Friday in November December 24th (half day) December 25th SECTION 3. Optional Benefit. This Section shall exclusively govern the terms for City's provision of optional benefits to unrepresented ful l time positions. No other City resolution or policy regarding optional benefits shall apply. The City will provide an optional benefit to employees in an amount of up to $822.00/year. (1) Employees who were hired before July 1, 2016 wil l rece ive a full amount of $822.00/year, which employees may apply towards qualifying benefits, such as health insurance premiums on a pre-tax basis. (2) Employees who are hired on or after July 1, 2016 may receive up to $822.00/year, for the sole purpose of payment of health insurance premiums. Effective with the pay period containing July 1, 2016 , the City will provide up to an additional $822.00/year to employees, for the sole purpose of payment of any additional health insurance premiums in excess of the $822.00/year provided . The maximum optional benefit payment for an employee shall not exceed $1 ,644.00/year. SECTION 4. Merit Leave Bank. Eligibility. Each unpresented full time employee who has completed at least one fu ll year in a full-time position and receives an overall rating of "Commendable" or "Exceptional" on his/her annual performance evaluation shall receive a bank of merit leave in accordance with the schedule set forth. On July 1st of each year, eligible employees will receive a bank of merit leave corresponding to the number of full years of full-time employment that they have completed with the City as of that date, as follows: Number of Completed Years of Full-Time Employment 1-5 years 6-10 years 11-15 years 16-20 years 21 years or more Amount of Merit Leave Bank ~ours 10 hours 20 hours 30 hours 40 hours 50 hours Employees may use merit leave at any tim e between July 1 and June 30 of the fiscal year in which it is received, with advance written approval from their Department Director. On June 30 of each year, the City will automatically cash out any unused merit leave hours at the employee's current base hourly rate. Employees who separate from City employment prior to June 30 will receive compensation at their base hourly rate for any unused merit leave hours. THE CITY COUNCIL OF THE CITY OF TEMPLE CITY DOES HEREBY RESOLVE, DETERMINE AND ORDER AS FOLLOWS: SECTION 5. The City Clerk shall certify to the adoption of this Resolution. PASSED, APPROVED AND ADOPTED on this 7th day of June, 2016 MAYOR ATIEST: APPROVED AS TO FORM: City Clerk City Attorney I hereby certify that the foregoing resolution , Resolution No. 16-5172, was duly passed, approved and adopted by the City Council of the City of Temple City at a special meeting held on the 7th day of June 2016, by the following vote: AYES: Councilmember: NOES: Councilmember: ABSENT: Councilmember: ABSTAIN: Councilmember: City Clerk FULL TIME CLASSIFICATIONS Administrative Services Director Assistant to the City Manager/Economic Development Manager City Clerk Community Development Director Executive Assistant to the City Manager Parks and Recreation Director Parks and Recreation Supervisor Planning Manager Public Safety Supervisor CITY OF TEMPLE CITY FULL TIME SALARY RANGES-UNREPRESETNED FISCAL YEAR 2016-17 1 2 3 $ 10,329 -- $ 8,326 -- $ 7,216 -- $ 10,350 -- $ 4,306 -- $ 9,595 -- $ 4,089 $ 4,253 $ 4,423 $ 8,006 -- $ 6,636 -- Exhibit 1 STEPS 4 5 6 7 ---$ 13,070 - --$ 10,535 - - -$ 9,130 ---$ 13,097 ---$ 5,448 ---$ 12,141 $ 4,600 $ 4,784 $ 4,976 $ 5,174 ---$ 10,129 ---$ 8,396