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