BACKGROUND:
Non-represented employees are subject to Regulations covering Executive, Administrative, Professional, Confidential, and other particular employees. Non- represented employees do not participate in collective bargaining via union representation and have been similarly situated in salary and benefits as other bargaining units.
Proposed salaries, benefits and clean up language throughout the document for non- represented employees are presented to the City Council for consideration and approval.
DISCUSSION:
The following are proposed amendments to the above referenced regulations for Council’s consideration for FY 2022/2023, FY 2023/2024, and FY 2024/2025:
Cost of Living Adjustment
It is recommended to adjust the non-represented employee salary schedule, effective the first payroll period following the designated dates, as follows:
•July 1, 2022 - 0%
•July 1, 2023 - 3%
•July 1, 2024 - 3%
Additionally, the city will provide a $15,000 one-time, non-Persable supplemental pay on June 28, 2022, to regular full-time employees covered by these regulations subject to the following:
•The employee must be employed by the City at the time of ratification. •Employees who have left the City before ratification will not receive the payment;
•Employees on probation and/or less than 6-months of active service from their hire date must wait to receive the payment until after successfully completing these requirements.
Longevity Increments
The city currently provides an additional 7.5% increment to non-represented employees after fifteen (15) years of service, 5.0% after twenty (20) years and 2.5% after twenty- five (25) years of service with the City.
Recommend adding a 2nd Tier for employees hired after July 1, 2022, as follows:
a. 15 years of service: One-time payment of 7.5% the annual regular rate of pay b. 20 Years of service: One-time payment of 5% the annual regular rate of pay c. 25 Years of Service: One-time payment of 5% the annual regular rate of pay Bilingual Services Compensation
Designated employees currently receive a 2.5% per pay period stipend for bilingual usage.
Recommend adding a 2nd tier for employees hired after July 1, 2022, to $100 per month.
Certification and Education Incentives
Designated employees currently receive a 5% per pay period stipend for certification and/or Education Incentives.
Recommend adding a 2 nd tier – 2.5% of base salary for employees hired after July 1, 2022.
Holiday/Float
Remove the list of holidays from the Non-Rep Regulations and follow the Annual Holiday Council Resolution; paid holidays and float hours are capped at 144 hours.
Health Insurance
It is recommended that effective January 1, 2024, and January 1, 2025, the contribution toward group insurance be increased as follows:
Category Current Cap
Effective 2020
Effective
January 1, 2024
Effective
January 1, 2025
Unit Member Only $930 $965 $1000
Unit Member + 1 $1800 $1875 $1950
Family $2300 $2450 $2600
Enrollment in Group Insurance Plans upon Retirement
For all employees hired by the City after August 1, 2019, there will be no supplemental City contribution for retiree health benefits. The City shall contribute only the CalPERS statutory minimum. The city will, for these employees, make a $100.00 per month contribution to an employee Health Reimbursement Arrangement (HRA) and associated fixed dollar cost of administration.
Recommend increasing the contribution rate to $150 per month effective July 1, 2022.
Deferred Compensation
Current contribution by the city is $46.16 per pay period. Recommend increasing the city’s contribution rate by $8.84 per pay period for a total of $55 per pay period effective July 1, 2022.
Uniform Allowance for Police and Fire Chief
Increase uniform allowance $5 per month for a total of $140-month effective July 1, 2022.
NEW ARTICLES
Car Allowance - $200 stipend per month for selected position in lieu of a City car. This will not go into effect until completion of a fleet review to determine the need and to confirm cost savings to the City.
Smartphone Stipend - $55 stipend per month for selected positions based upon need.
This will replace the current reimbursement practice.
The decision as to which employees require use of an automobile or need for a smartphone in the normal course of conducting City’s business shall remain within the discretion of the City Manager.
FISCAL IMPACT:
A budget adjustment of $549,359 in the current fiscal year (FY21-22) will be required for the $15,000 one-time, non-Persable supplemental pay. There will be a budget savings of $127,106 in FY22-23.