COMPENSATION SUMMARY FOR EXECUTIVE MANAGEMENT, SENIOR
MANAGEMENT, UNCLASSIFIED MIDDLE MANAGEMENT/PROFESSIONAL,
CONFIDENTIAL MIDDLE MANAGEMENT/PROFESSIONAL, UNCLASSIFIED
CONFIDENTIAL, CONFIDENTIAL CLASSIFIED, MAYOR, COUNCIL, CITY
ATTORNEY AND UNCLASSIFIED HOURLY EMPLOYEES
FISCAL YEARS 2021-2022, 2022-2023, 2023-2024
I. EXECUTIVE MANAGEMENT GROUP
(ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA-EXEMPT)
A. SALARY & WAGES
1. FY 21/22 – 2% salary adjustment
2. FY 22/23 – 3% salary adjustment
3. FY 23/24 – 3% salary adjustment
4. Equity Adjustments – Equity adjustments will be phased in over three years for positions identified as below market.
5. Executive Managers employed on July 2, 2021 shall receive a one -time Non - PERSable $2,000 Stipend in conjunction with the above FY/21-22 s alary adjustment. This premium pay stipend (also called “Essential Worker Premium”) is being paid in response to the American Recovery Plan Act of 2021, where the Federal Government has allowed local fiscal recovery funds to be utilized “(B) to respond to workers performing essential work during the COVID–19 public health emergency by providing premium pay to eligible workers … that are performing such essential work…” ( https://www.congress.gov/bill/117th-congress/house- bill/1319/text#toc-HA2014788068F45DFB8DF03D5E72AFEE7).
6. COVID Vaccination Wellness Incentive:
a. Executive Managers employees who have provided proof of COVID Vaccination (two shots for Moderna or Pfizer or one shot for Johnson & Johnson) will be eligible for a $3,000 wellness incentive to be paid the paycheck of July 20, 2022.
b. To be eligible for this incentive Executive Managers must be employed by the City on July 1, 2022 and be in an active status on July 20, 2022. c. Executive Managers that have not provided proof of vaccination by July 1, 2022 shall not be eligible for this incentive.
d. Executive Managers who are employed by the City on July 1, 2022 and have not provided vaccination documentation will be eligible for 40 hours of COVID-19 Leave as an alternative wellness incentive if they test positive for COVID-19 and are unable to perform their regular duties.
This leave may not be cashed out. This paragraph (and leave) will expire on December 31, 2022.
B. BENEFITS
1. Deferred Compensation Plan
457 plan - Employees in the Executive Group may participate in the City's approved deferred compensation plans.
2. Cafeteria Plan
a. In calendar year 2021, Executive Managers will receive $17,948 annually to be used for the purchase of approved employee benefits through the City’s cafeteria plan or to be placed in a taxable cash option. The maximum taxable option shall be $8,000.
b. In the event of increases in health care plan premiums, the City will split the cost of the increase 50/50 with the employees. The annual cafeteria plan benefit allotment will be increased by one-half of the average cost increase for full family non -indemnity health plan premiums. The City's share of the increased cost will be added to the beginning cafeteria plan balance of the next available cafeteria plan year.
c. From the annual Cafeteria Plan allotment, each employee must elect medical coverage under one of the City sponsored plans, unless the em ployee has group medical insurance from another source including coverage under their City employee spouse’s plan in which case they may waive coverage so long as the alternative plan is deemed to be an acceptable plan by the City. When waiving coverage, the full value of the Cafeteria Plan allotment will be available to purchase any of the other options available under the Cafeteria Plan. Waiver of coverage is irrevocable during a plan year unless the City is notified within 30 days that the employee has involuntarily lost the alternative coverage.
d. The Flex Benefit Amount for Employee Only, those with coverage outside of the City, and those employees covered by another City Employee is fixed at the amount provided in the calendar year 2013 ($15,162). The flex amount for Employee+1 and Employee+Family will be adjusted under the current 50/50 cost sharing formula.
3. Short/Long Term Disability Insurance
The City will pay the full cost of the short/long -term disability insurance premium for Executive Managers.
4. Retiree Healthcare
The City will no longer provide for subsidized retiree health care rates by offering a blended healthcare rate for employees hired after January 1, 2011.
5. Post Employment Health Plan
Employees may participate in an Insurance Premium Reimbursement Account (106 Plan) Post Employment Health Plan (PEHP), subject to the terms of the PEHP document, be solely funded with mandatory Eligible Employee contributions as specifically determined by the employee group. Those employees not wishing
to participate may sell back up to 100% of vacation (annual leave) the last full pay period of employment prior to retirement. No City funds shall be used to maintain or fund this plan. Employees are fully re sponsible for meeting all funding requirements. Employees are further solely responsible for any and all tax consequences related to the 106/PEHP plan.
6. Life Insurance
City pays for a Group Term Life and AD&D insurance policy with coverage in the amount of $50,000 per employee.
7. Retirement
The City will provide to unrepresented members retirement benefits via contract with the California Public Employees Retirement System (CalPERS) as set forth in the California Government Code.
The City will provide the following defined benefit formulas:
Tier 1 Local Miscellaneous 3% @ 60
Local Safety 3% @ 50
Tier 2* Local Miscellaneous 2% @ 60
Local Safety 3% @ 55
Tier 3** Local Miscellaneous 2% @ 62
Local Safety 2.7% @ 57
* Effective 04/22/2011
** Effective 01/01/2013
Tier 1: Local Miscellaneous 3% @ 60 and Local Safety 3% @ 50
Pension Contributions: PEPRA provides that equal sharing of normal costs shall be the standard. To reach that standard, Tier 1 Employees will continue to make the required employee contribution (with no EPMC) of 8% for Local Miscellaneous and 9% for Local Safety, but will also contribute the following amounts to the employer’s side (pursuant to Government Code (GC) section 20516) to reach the CalPERS standard of equal sharing of normal costs.
Local Miscellaneous unrepresented employees in Tier 1 shall also contribute the amount necessary to the emplo yer’s side (GC 20516) so that equal sharing of normal costs is reached.
Local Safety unrepresented employees in Tier 1 shall also contribute an additional
4.5% to the Employer’s share for FY 22-23. This contribution shall increase 0.5% each year until 50% equal sharing of normal costs is reached.
The following is a summary of Tier 1 CalPERS contract provisions:
A. One-Year Final Compensation
B. Post-Retirement Survivor Allowance
C. Credit for Unused Sick Leave
D. 4th Level 1959 Survivor Benefit.
E. Military Service Credit as Prior Service
F. Cost of Living Allowance (2%)
G. Post-Retirement Survivor Allowance Continuance
H. Pre-Retirement Death Benefit for Spouse
I. Retired Death Benefit $5,000
J. Prior Service Credit
Tier 2: Local Miscellaneous 2% @ 60 and Local Safety 3% @ 55
Pension Contributions: PEPRA provides that equal sharing of normal costs shall be the standard. To meet that standard, Employees will continue to make the required employee contribution (with no EPMC) of 7% for Local Miscellaneous and 9% for Local Safety, but will also contribute to the employer’s side (Government Code (GC) section 20516) to reach the CalPERS standard of equal sharing of normal costs. Accordingly, Tier 2 employees shall make the following pension contributions.
Local Miscellaneous unrepresented employees in Tier 2 shall also contribute the amount necessary to the employer’s side (GC 20516) so that equal sharing normal costs until of normal cost is reached.
Local Safety unrepresented employees in Tier 2 shall also contribute an additional
4.5% to the Employer’s share for FY 22-23. This contribution shall increase 0.5% each year until 50% equal sharing of normal costs is reached.
The following is a summary of Tier 2 CalPERS contract provisions:
A. Three-Year Final Compensation
B. Post-Retirement Survivor Allowance
C. Credit for Unused Sick Leave
D. 4th Level 1959 Survivor Benefit.
E. Military Service Credit as Prior Service
F. Cost of Living Allowance (2%)
G. Post-Retirement Survivor Allowance Continuance
H. Pre-Retirement Death Benefit for Spouse
I. Retired Death Benefit $5,000
J. Prior Service Credit
Tier 3: Local Miscellaneous 2% @ 62 and Local Safety 2.7% @ 57
Local Miscellaneous and Local Safety unrepresented employees in Tier 3 shall be responsible for the full employee contribution which will be applied to the CalPERS employee contribution. There shall be no EPMC. PEPRA provides that equal sharing of the normal costs shall be the standard. To meet this standard, Tier 3 employees shall also make additional contributions on the employer’s side (GC 20516) to attain the equal cost sharing of normal costs standard.
To the extent permitted by Assembly Bill 340 , known as the California Public Employees’ Pension Reform Act of 2013, the following is a summary of Tier 3 benefits:
A. Three-Year Final Compensation
B. Post-Retirement Survivor Allowance
C. Credit for Unused Sick Leave
D. 4th Level 1959 Survivor Benefit. The month ly member cost for this benefit will be paid by the City.
E. Military Service Credit as Prior Service
F. Cost of Living Allowance (2%)
G. Post-Retirement Survivor Allowance Continuance
H. Pre-Retirement Death Benefit for Spouse
I. Retired Death Benefit $5,000
J. Prior Service Credit
8. Termination of Sick Leave Balances
Upon either acceptance of an application by a Safety employee for disability retirement, or upon the independent determination of CalPERS that a non -safety employee is disabled, the employee shall not be entitled to use any remaining sick leave to cover absences beyond their FMLA entitlement. Sick leave balances may be applied to applicable CalPERS service credit. An application for industrial disability retirement, either employee or employer initiated, shall not affect the employee's rights under Workers Compensation laws, such as any otherwise existing right to Temporary Disability benefits for safety officers.
9. Sick Leave
Sick leave shall accrue as designated in the Civil Service Rules and, if eligible, be reimbursed via an irrevocable election consistent with IRS regulations.
10. Annual Leave
a. Executive Managers shall earn five weeks (25 days) annual leave per fiscal year accrued at 7.69 hours per pay period. An employee may not accumulate more than three times the number of annual leave days accrued annually.
b. Executive Managers will have the option of selling back three (3) weeks accrued annual leave each calendar year via irrevocable election consistent with IRS regulations. Additional sell back may be allowed at the discretion of the City Manager during the irrevocable election period.
11. Holidays
a. Executive Managers will be credited 24 hours each fiscal year for floating holidays (Lincoln's and Washington's Birthdays, and Admission Day). b. Executive Managers shall also be allotted eight (8) additional hours of floating holiday per year for Fiscal Years 2021-2022, 2022-2023, and 2023-2024. The eight (8) hours may be taken in the same manner as vacation leave. The eight (8) hours must be used in its respective fiscal year, may not be carried over to the next fiscal year, and may not be cashed out.
c. The City will be closed on the following hard holidays: Independence Day, Labor Day, Veterans Day, Thanksgiving, the day after Thanks giving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day and Juneteenth.
12. Administrative Leave
Executive Managers will receive ninety-six (96) hours of Administrative Leave each fiscal year.
13. Mileage Reimbursement
Employees in this unit shall be subject to a mileage reimbursement program when required to use their private automobile for authorized City business.
Reimbursement rate will be tied to the IRS rate, in effect at the time reimbursement is requested, as permitted by law.
14. Cell Phone Allowance
Executive Managers may elect to receive a cell phone allowance of up to $100 per month.
15. Severance Pay
In the event an Executive Manager is terminated without cause, he or she shall receive compensation in a lump sum cash payment equal to nine (9) months of his or her annual salary and health insurance payments. The aforementioned severance pay shall not be reduced during the term of their employment.
Notwithstanding the aforementioned severance terms, if an Executive Manager has an employment contract their severance payment shall be as set forth in their employment contract/offer letter.
16. Special Assignment Pay
Executive Managers may receive up to 10% additional compensation when assigned by the City Manager to a special project.
17. Acting Pay
Executive Managers shall receive Acting Pay when:
a. They are temporarily assigned to a vacant position for a period of ten (10) or more consecutive work days;
b. Perform the duties of a higher paid classification; and c. Receive prior approval by the City Manager or his or her designee prior to the assignment.
Acting pay shall be:
a. Compensated with a minimum of five percent (5%) above current salary rate, up to a maximum of 20%.
b. Effective the first day of the assignment.
18. Out of Class Assignment
a. Executive Managers shall receive Out of Class Assignment (OCA) pay when:
They are assigned to perform the duties of a higher paid classification for a period of ten (10) or more consecutive workdays; and
b. Receive prior approval by the City Manager or his or her designee prior to the assignment.
Out-of-Class Assignment pay shall:
a. Be compensated with a minimum of five percent (5%) above current salary rate, up to a maximum of 20%.
b. Be effective the first day of the assignment.
c. Not exceed twelve months.
Note: For clarification, OCA is differentiated from Acting Pay in that OCA is granted to an employee remaining in their current classification but performing higher level duties even though no vacancy may exist at the higher level.
Acting Pay is granted to employees assuming the duties of a vacant, higher level position for a period of time.
19. Educational and Uniform Allowances
The Chief of Police and Fire Chief will be provided with the uniform allowance and educational differentials as specified in the POA and IAFF MOUs respectively.
In addition, the Chief of Police will be provided $ 1,200 per month for a POST Management Certificate or higher. This educational differential is not cumulative with the educational differential specified in the POA MOU.
20. Response Away from Official Duty Station and Assigned to an Emergency Incident The Fire Chief shall receive portal-to-portal time-and-a-half overtime when assigned to a fully reimbursable aid assignment.
(Remainder of page intentionally left blank.)
II. SENIOR MANAGEMENT GROUP
(ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA-EXEMPT)
A. SALARY & WAGES
1. FY 21/22 – 2% salary adjustment
2. FY 22/23 – 3% salary adjustment
3. FY 23/24 – 3% salary adjustment
4. Equity Adjustments – Equity adjustments may be made each fiscal year for positions identified as below market.
5. Senior Managers employed on July 2, 2021 shall receive a one -time Non - PERSable $2,000 Stipend in conjunction with the above FY/21 -22 s alary adjustment. This premium pay stipend (also called “Essential Worker Premium”) is being paid in response to the American Recovery Plan Act of 2021, where the Federal Government has allowed local fiscal recovery funds to be utilized “(B) to respond to workers performing essential work during the COVID–19 public health emergency by providing premium pay to eligible workers … that are performing such essential work…” ( https://www.congress.gov/bill/117th-congress/house- bill/1319/text#toc-HA2014788068F45DFB8DF03D5E72AFEE7)
6. COVID Vaccination Wellness Incentive:
a. Senior Managers employees who have provided proof of COVID Vaccination (two shots for Moderna or Pfizer or one shot for Johnson & Johnson) will be eligible for a $3,000 wellness incentive to be paid the paycheck of July 20, 2022.
b. To be eligible for this incentive Senior Managers must be employed by the City on July 1, 2022 and be in an active status on July 20, 2022. c. Senior Managers that have not provided proof of vaccination by July 1, 2022 shall not be eligible for this incentive.
d. Senior Managers who are employed by the City on July 1, 2022 and have not provided vaccination documentation will be eligible for 40 hours of COVID-19 Leave as an alternative wellness incentive if they test positive for COVID-19 and are unable to perform their regular duties. This leave may not be cashed out. This paragraph (and leave) will expire on December 31, 2022.
B. BENEFITS
1. Deferred Compensation Plan
457 Plan - Employees in the Senior Management Group may participate in the City's approved deferred compensation plans.
2. Cafeteria Plan
a. In calendar year 2021, Senior Managers will receive $ 16,548 annually to be used for the purchase of approved employee benefits or to be placed in a taxable cash option. The maximum taxable option shall be $7,000.
b. In the event of increases in health care plan premiums, the City will split the cost of the increase 50/50 with the employees. The annual cafeteria plan allotment will be increased by one -half of the average cost increase for full family non-indemnity health plan premiums. The City's share of the increased cost will be added to the beginning cafeteria plan balance of the next available cafeteria plan year.
c. From the annual Cafeteria Plan allotment, each employee must elect medical coverage under one of the City sponsored plans, unless the employee has group medical insurance from another source including coverage under their City employee spouse’s plan in which case they may waive coverage so long as the alternative plan is deemed to be an acceptable plan by the City. When waiving coverage the full value of the Cafeteria Plan allotment will be available to purchase any of the other options available under the Cafeteria Plan. Waiver of coverage is irrevocable during a plan year unless the City is notified within 30 days that the employee has involuntarily lost the alternative coverage.
d. The Flex Benefit Am ount for Employee Only, those with coverage outside of the City, and those employees covered by another City Employee is fixed at the amount provided in the calendar year 2013 ($13,762). The flex amount for Employee+1 and Employee+Family will be adjusted under the curre nt 50/50 cost sharing formula.
3. Short/Long Term Disability Insurance
The City will pay the full cost of the short/long -term disability insurance premium for Senior Managers.
4. Retiree Healthcare
The City will no longer provide for subsidized retiree health care rates by offering a blended healthcare rate for employees hired after January 1, 2011.
5. Post Employment Health Plan
Employees may participate in an Insurance Premium Reimbursement Account (106 Plan) Post Employment Health Plan (PEHP), subject to the terms of the PEHP document, be solely funded with mandatory Eligible Employee contributions as specifically determined by the employee group. Those employees not wishing to participate may sell back up to 100% of vacation (annual leave) the last full pay period of employment prior to retirement. No City funds shall be used to maintain or fund this plan. Employees are fully re sponsible for meeting all funding requirements. Employees are further solely responsible for any and all tax consequences related to the 106/PEHP plan.
6. Life Insurance
City pays for a Group Term Life and AD& D insurance policy with coverage in the amount of $50,000 per employee.
7. Retirement
The City will provide to unrepresented members retirement benefits via contract with the California Public Employees Retirement System (CalPERS) as set forth in the California Government Code.
The City will provide the following defined benefit formulas:
Tier 1 Local Miscellaneous 3% @ 60
Local Safety 3% @ 50
Tier 2* Local Miscellaneous 2% @ 60
Local Safety 3% @ 55
Tier 3** Local Miscellaneous 2% @ 62
Local Safety 2.7% @ 57
* Effective 04/22/2011
**Effective 01/01/2013
Tier 1: Local Miscellaneous 3% @ 60 and Local Safety 3% @ 50
Pension Contributions: PEPRA provides that equal sharing of normal costs shall be the standard. To reach that standard, Tier 1 Employees will continue to make the required employee contribution (with no EPMC) of 8% for Local Miscellaneous and 9% for Local Safety, but will also contribute the following amounts to the employer’s side (pursuant to Government Code (GC) section 20516) to reach the CalPERS standard of equal sharing of normal costs.
Local Miscellaneous unrepresented employees in Tier 1 shall also contribute the amount necessary to the employer’s side (GC 20516) so that equal sharing of normal costs is reached.
Local Safety unrepresented employees in Tier 1 shall also contribute an additional
4.5% to the Employer’s share for FY 22-23. This contribution shall increase 0.5% each year until 50% equal sharing of normal costs is reached.
The following is a summary of Tier 1 CalPERS contract provisions:
A. One-Year Final Compensation
B. Post-Retirement Survivor Allowance
C. Credit for Unused Sick Leave
D. 4th Level 1959 Survivor Benefit.
E. Military Service Credit as Prior Service
F. Cost of Living Allowance (2%)
G. Post-Retirement Survivor Allowance Continuance
H. Pre-Retirement Death Benefit for Spouse
I. Retired Death Benefit $5,000
J. Prior Service Credit
Tier 2: Local Miscellaneous 2% @ 60 and Local Safety 3% @ 55
Pension Contributions: PEPRA provides that equal sharing of normal costs shall be the standard. To meet that standard, Employee s will continue to make the required employee contribution (with no EPMC) of 7% for Local Miscellaneous and 9% for Local Safety, but will also contribute to the employer’s side (Government Code (GC) section 20516) to reach the CalPERS standard of equal sha ring of normal costs. Accordingly, Tier 2 employees shall make the following pension contributions.
Local Miscellaneous unrepresented employees in Tier 2 shall also contribute the amount necessary to the employer’s side (GC 20516) so that equal sharing normal costs until of normal cost is reached.
Local Safety unrepresented employees in Tier 2 shall also contribute an additional
4.5% to the Employer’s share for FY 22-23. This contribution shall increase 0.5% each year until 50% equal sharing of normal costs is reached.
The following is a summary of Tier 2 CalPERS contract provisions:
A. Three-Year Final Compensation
B. Post-Retirement Survivor Allowance
C. Credit for Unused Sick Leave
D. 4th Level 1959 Survivor Benefit.
E. Military Service Credit as Prior Service
F. Cost of Living Allowance (2%)
G. Post-Retirement Survivor Allowance Continuance
H. Pre-Retirement Death Benefit for Spouse
I. Retired Death Benefit $5,000
Prior Service Credit
Tier 3: Local Miscellaneous 2% @ 62 and Local Safety 2.7% @ 57
Local Miscellaneous and Local Safety unrepresented employees in Tier 3 shall be responsible for the full employee contribution which will be applied to the CalPERS employee contribution. There shall be no EPMC. PEPRA provides that equal sharing of the normal costs shall be the standard. To meet this standard, Tier 3 employees shall also make additional contributions on the employer’s side (GC 20516) to attain the equal cost sharing of normal costs standard.
To the extent permitted by Assembly Bill 3 40, known as the California Public Employees’ Pension Reform Act of 2013, the following is a summary of Tier 3 benefits:
A. Three-Year Final Compensation
B. Post-Retirement Survivor Allowance
C. Credit for Unused Sick Leave
D. 4th Level 1959 Survivor Benefit. The mon thly member cost for this benefit will be paid by the City.
E. Military Service Credit as Prior Service
F. Cost of Living Allowance (2%)
G. Post-Retirement Survivor Allowance Continuance
H. Pre-Retirement Death Benefit for Spouse
I. Retired Death Benefit $5,000
J. Prior Service Credit
8. Termination of Sick Leave Balances
Upon either acceptance of an application by a Safety employee for disability retirement, or upon the independent determination of PERS that a non -safety employee is disabled, the employee shall not be entitled to use any remaining sick leave to cover absences beyond their FMLA entitlement. Sick leave balance may be applied to applicable PERS service credit. An application for industrial disability retirement, either employee or employer initiated, sha ll not affect the employee's rights under Workers Compensation laws, such as any otherwise existing right to Temporary Disability benefits for safety officers.
9. Sick Leave
Sick leave shall accrue as designated in the Civil Service Rules and, if eligible, b e reimbursed via an irrevocable election consistent with IRS regulations.
10. Annual Leave
a. Senior Managers shall earn a minimum of three weeks (15 days) annual leave per year during the first through ninth year of continuous service, four weeks (20 days) annual leave after completion of tenth through fourteenth year of continuous service, and five weeks (25 days) annual leave for fifteen or more years of continuous service. An employee may not accumulate more than three times the number of annual leave days accrued annually.
b. Senior Managers have the option of selling back three (3) weeks of accrued annual leave each calendar year via irrevocable election consistent with IRS regulations.
11. Holidays
a. Senior Managers will be credited 24 hours each fiscal year for floating holidays (Lincoln's and Washington's Birthdays, and Admission Day).
b. Senior Managers shall also be allotted eight (8) additional hours of floating holiday per year for Fiscal Years 2021-2022, 2022-2023, and 2023-2024 . The eight (8) hours may be taken in the same manner as vacation leave. The eight
(8) hours must be used in its respective fiscal year, may not be carried over to the next fiscal year, and may not be cashed out.
c. The City will be closed on the following hard holidays: Independence Day, Labor Day, Veterans Day, Thanksgiving, day after Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day, Juneteenth.
12. Mileage Reimbursement
Employees in this unit shall be subject to a mileage reimbursement program when required to use their private automobile for authorized City business.
Reimbursement rate will be tied to the IRS rate, in effect at the time reimbursement is requested, as permitted by law.
13. Cell Phone Allowance
Senior Managers may elect to receive a cell phone allowance of up to $ 100 per month.
14. Administrative Leave
Senior Managers will receive (ninety-six) (96) hours of Administrative Leave each fiscal year.
15. Special Assignment Pay
Senior Managers may receive up to 10% additional compensation when assigned by the City Manager to a special project.
16. Acting Pay
Senior Managers shall receive Acting Pay when:
d. They are temporarily assigned to a vacant position for a period of ten (10) or more consecutive work days;
e. Perform the duties of a higher paid classification; and f. Receive prior approval by the City Manager or his or her designee prior to the assignment.
Acting pay shall be:
c. Compensated with a minimum of five percent (5%) above current salary rate, up to a maximum of 20%.
d. Effective the first day of the assignment.
17. Out of Class Assignment
c. Senior Managers shall receive Out of Class Assignment (OCA) pay when: They are assigned to perform the duties of a higher paid classification for a period of ten (10) or more consecutive workdays; and
d. Receive prior approval by the City Manager or his or her designee prior to the assignment.
Out-of-Class Assignment pay shall:
d. Be compensated with a minimum of five percent (5%) above current salary rate, up to a maximum of 20%.
e. Be effective the first day of the assignment.
f. Not exceed twelve months.
Note: For clarification, OCA is differentiated from Acting Pay in that OCA is granted to an employee remaining in their current classification but performing higher level duties even though no vacancy may exist at the higher level.
Acting Pay is granted to employees assuming the duties of a vacant, higher level position for a period of time.
18. Uniform Allowances and Educational Differentials
Sworn public safety Senior Managers will be provided with the uniform allowance and educational differentials as specified in the applicable public safety MOU.
19. Professional Enrichment
Senior Managers are eligible to participate in the City’s Professional Enrichment Program. The annual Professional Enrichment allocation for Senior Managers of $25,000 is for exclusive use by me mbers of the Senior Management group for conferences and training. An employee is eligible to receive up to $2,500 per fiscal year for professional enrichment. Funds may be used at any time during the fiscal year. Fiscal year reimbursements under the Ci ty’s “Professional Enrichment” will be closed the second Thursday in June. Employees may request reimbursement for professional enrichment expenses in accordance with Internal Revenue Code Section 132, or any other applicable state and federal law. Employe es must receive approval from their Appointing Authority and the City Manager’s designee before funds may be claimed for reimbursement. Reimbursements are on a first come, first serve basis until the funds have been exhausted.
20. Severance Pay
In the event a Senior Manager is terminated without cause, he or she shall receive compensation in a lump sum cash payment equal to three (3) months of his or her annual salary. The aforementioned severance pay shall not be reduced during the term of their employment.
21. Longevity Pay
Police Captains shall receive longevity pay in the form of a 5% increase in their base pay when they have served twenty-five (25) or more complete years of full - time, sworn service with the Chula Vista Police Department.
22. Response Away from Official Duty Station and Assigned to an Emergency Incident The Deputy Fire Chief and shall receive portal-to-portal time-and-a-half overtime when assigned to a fully reimbursable aid assignment.
(Remainder of page intentionally left blank.)
III. UNCLASSIFIED AND CONFIDENTIAL MIDDLE M ANAGEMENT/PROFESSIONAL GROUP – ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA -EXEMPT;
CONFIDENTIAL MIDDLE MANAGERS/PROFESSIONALS ARE CLASSIFIED UNREPRESENTED EMPLOYEES UNLESS OTHERWISE NOTED IN ATTACHMENT 1 – GROUP MEMBERSHIP LISTING.
A. SALARY & WAGES
1. FY 21/22 –
i. 2% salary adjustment the first full pay period of July 2021 ii. 0.98% (for a total of 3% for FY 21/22) or equity adjustments identified for those below market plus 3%.
2. FY 22/23 – 2% salary adjustment the first full pay period of January 2023 .
3. FY 23/24 – 3% salary adjustment the first full pay period of January 2024.
4. Unclassified and Confidential Middle Management/Professional employees employed on July 2, 2021 shall receive a one -time Non -PERSable $2,000 Stipend in conjunction with the above FY/21 -22 s alary adjustment. This premium pay stipend (also called “Essential Worker Premium”) is being paid in response to the American Recovery Plan Act of 2021, where the Federal Government has allowed local fiscal recovery funds to be utilized “(B) to respond to worker s performing essential work during the COVID –19 public health emergency by providing premium pay to eligible workers … that are performing such essential work…” ( https://www.congress.gov/bill/117th- congress/house-bill/1319/text#toc-
HA2014788068F45DFB8DF03D5E72AFEE7) )
* Salary adjustments and stipend for employees in position titles with a represented counterpart will receive a salary adjustment and Stipend equal to that of their represented counterpart.
5. COVID Vaccination Wellness Incentive:
i. Unclassified and Confidential Middle Management/Professional employees who have provided proof of COVID Vaccination (two shots for Moderna or Pfizer or one shot for Johnson & Johnson) will be eligible for a $3,000 wellness incentive to be paid the beginning of the pay period after adoption by the City Council.
ii. To be eligible for this incentive employees must be employed by the City in a MM/PR represented position on or before April 21, 2022 and be in an active status on May 12, 2022.
iii. Employees that have not provided proof of vaccination by May 5, 2022 shall not be eligible for this incentive.
iv. All employees who are employed by the City on April 21, 2022 and have not provided vaccination documentation will be eligible for 40 hours of COVID-19 Leave as an alternative wellness incentive if they test positive for COVID-19 and are unable to perform their regular
duties. This leave may not be cashed out. This paragraph (and leave) will expire on June 30, 2022.
B. BENEFITS
1. Acting Pay
Unclassified and Confidential Middle Managers/Professionals shall receive Acting Pay when:
a. They are temporarily assigned to a vacant position for a period of ten (10) or more consecutive work days;
b. Perform the duties of a higher paid classification; and c. Receive prior approval by the City Manager or his or her designee prior to the assignment.
Acting pay shall be:
a. Compensated with a minimum of five percent (5%) above current salary rate, up to a maximum of 20%.
b. Effective the first day of the assignment.
2. Out of Class Assignment
a. Unclassified and Confidential Middle Managers/Professionals shall receive Out of Class Assignment (OCA) pay when: They are assigned to perform the duties of a higher paid classification for a period of ten (10) or more consecutive workdays; and
b. Receive prior approval by the City Manager or his or her designee prior to the assignment.
Out-of-Class Assignment pay shall:
a. Be compensated with a minimum of five percent (5%) above current salary rate, up to a maximum of 20%.
b. Be effective the first day of the assignment.
c. Not exceed twelve months.
Note: For clarification, OCA is differentiated from Acting Pay in that OCA is granted to an employee remaining in their current classification but performing higher level duties even though no vacancy may exist at the higher level.
Acting Pay is granted to employees assuming the duties of a vacant, higher level position for a period of time.
3. Retirement
The City will provide to unrepresented members retirement benefits via contract with the California Public Employees Retirement System (CalPERS) as set forth in the California Government Code.
The City will provide the following defined benefit formulas:
Tier 1 Local Miscellaneous 3% @ 60
Local Safety 3% @ 50
Tier 2* Local Miscellaneous 2% @ 60
Local Safety 3% @ 55
Tier 3** Local Miscellaneous 2% @ 62
Local Safety 2.7% @ 57
* Effective 04/22/2011
**Effective 01/01/2013
Tier 1: Local Miscellaneous 3% @ 60 and Local Safety 3% @ 50
Pension Contributions: PEPRA provides that equal sharing of normal costs shall be the standard. To reach that standard, Tier 1 Employees wi ll continue to make the required employee contribution (with no EPMC) of 8% for Local Miscellaneous and 9% for Local Safety, but will also contribute the following amounts to the employer’s side (pursuant to Government Code (GC) section 20516) to reach the CalPERS standard of equal sharing of normal costs.
Local Miscellaneous unrepresented employees in Tier 1 shall also contribute the amount necessary to the employer’s side (GC 20516) so that equal sharing of normal costs is reached.
Local Safety unrepresented employees in Tier 1 shall also contribute an additional
4.5% to the Employer’s share for FY 22-23. This contribution shall increase 0.5% each year until 50% equal sharing of normal costs is reached.
The following is a summary of Tier 1 CalPERS contract provisions:
A. One-Year Final Compensation
B. Post-Retirement Survivor Allowance
C. Credit for Unused Sick Leave
D. 4th Level 1959 Survivor Benefit.
E. Military Service Credit as Prior Service
F. Cost of Living Allowance (2%)
G. Post-Retirement Survivor Allowance Continuance
H. Pre-Retirement Death Benefit for Spouse
I. Retired Death Benefit $5,000
J. Prior Service Credit
Tier 2: Local Miscellaneous 2% @ 60 and Local Safety 3% @ 55
Pension Contributions: PEPRA provides that equal sharing of normal costs shall be the standard. To meet that standard, Employees will continue to make the required employee contribution (with no EPMC) of 7% for Local Miscellaneous and 9% for Local Safety, but will also contribute to the employer’s side (Government Code (GC) se ction 20516) to reach the CalPERS standard of equal sharing of normal costs. Accordingly, Tier 2 employees shall make the following pension contributions.
Local Miscellaneous unrepresented employees in Tier 2 shall also contribute the amount necessary to the employer’s side (GC 20516) so that equal sharing normal costs until of normal cost is reached.
Local Safety unrepresented employees in Tier 2 shall also contribute an additional
4.5% to the Employer’s share for FY 22-23. This contribution shall increase 0.5% each year until 50% equal sharing of normal costs is reached.
The following is a summary of Tier 2 CalPERS contract provisions:
A. Three-Year Final Compensation
B. Post-Retirement Survivor Allowance
C. Credit for Unused Sick Leave
D. 4th Level 1959 Survivor Benefit.
E. Military Service Credit as Prior Service
F. Cost of Living Allowance (2%)
G. Post-Retirement Survivor Allowance Continuance
H. Pre-Retirement Death Benefit for Spouse
I. Retired Death Benefit $5,000
J. Prior Service Credit
Tier 3: Local Miscellaneous 2% @ 62 and Local Safety 2.7% @ 57
Local Miscellaneous and Local Safety unrepresented employees in Tier 3 shall be responsible for the full employee contribution which will be applied to the CalPERS employee contribution. There shall be no EPMC. PEPRA provides that equal sharing of the normal costs shall be the standard. To meet this standard, Tier 3 employees shall also make additional contributions on the employer’s side (GC 20516) to attain the equal cost sharing of normal costs standard.
To the extent permitted by Assembly Bill 340 , known as the California Public Employees’ Pension Reform Act of 2013, the following is a summary of Tier 3 benefits:
A. Three-Year Final Compensation
B. Post-Retirement Survivor Allowance
C. Credit for Unused Sick Leave
D. 4th Level 1959 Survivor Benefit. The month ly member cost for this benefit will be paid by the City.
E. Military Service Credit as Prior Service
F. Cost of Living Allowance (2%)
G. Post-Retirement Survivor Allowance Continuance
H. Pre-Retirement Death Benefit for Spouse
I. Retired Death Benefit $5,000
J. Prior Service Credit
4. Termination of Sick Leave Balances
Upon either acceptance of an application by a Safety employee for disability retirement, or upon the independent determination of PERS that a non -safety employee is disabled, the employee shall not be entitled to use any remaining sick leave to cover absences beyond their FMLA entitlement. Sick leave balance may be applied to applicable PERS service credit. An application for industrial disability retirement, either employee or employer initiated, shall not a ffect the employee's rights under Workers Compensation laws, such as any otherwise existing right to Temporary Disability benefits for safety officers.
5. Post Employment Health Plan
Employees may participate in an Insurance Premium Reimbursement Account (106 Plan) Post Employment Health Plan (PEHP), subject to the terms of the PEHP document, be solely funded with mandatory Eligible Employee contributions as specifically determined by the employee group. Those employees not wi shing to participate may sell back up to 100% of vacation (annual leave) the last full pay period of employment prior to retirement. No City funds shall be used to maintain or fund this plan. Employees are fully responsible for meeting all funding requirements. Employees are further solely responsible for any and all tax consequences related to the 106/PEHP plan.
6. 457 Plan – Deferred Compensation Plans
Employees in the Unclassified and Confidential Middle Management/Professional Group may participate in the City's approved deferred compensation plans.
7. Cafeteria Plan
a. In calendar year 2021, each Unclassified and Confidential Middle Management/Professional employee will receive $16,048 to be used solely for approved employee benefits.
b. Employees hired by the City into a permanent benefited position on or before December 31, 2018 may allocate a portion of their Cafeteria Plan Allotment to a taxable cash payment. These payments will be paid to employees on a pro- rata accrual the first two pay checks of each month (24 times per calendar year). The maximum taxable cash option for will be $9,600.
c. Employees hired by the City into a permanent benefited position on or after January 1, 2019 shall have no cash out.
d. In the event of increases in health care plan premiums, the City will split the cost of the increase 50/50 with the employee s. The annual cafeteria plan allotment will be increased by one -half of the average cost increase for full family non - non-indemnity health plan premiums. The City's share of the increased cost will be added to the beginning cafeteria plan balance of the next available cafeteria plan year.
e. From the Cafeteria Plan allotment, each represented employee must select coverage for him or herself under one of the City sponsored medical plans.
However, if the employee has group medical insurance from another reliable
source that is acceptable to the City of Chula Vista Department of Human Resources, the employee may elect to decline medical insurance from a City provider and apply the value, of the City’s “Flexible Benefit Plan” contribution to other available City Flex options. Any employee married to another benefited City employee who is covered under his or her spouse’s plan may waive coverage under the Cafeteria Plan and will receive full credit. Any employee who declines medical insurance coverage may enroll in the City medical plan prior to the ne xt open enrollment only if the employee involuntarily loses the coverage. Enrollment application must be received in Human Resources within 30 days from loss of coverage. The employee, through payroll deductions, will pay any premium cost in excess of the Cafeteria Plan Allotment.
f. The Flex Benefit Amount for Employee Only, those with coverage outside of the City, and those employees covered by another City Employee is fixed at the amount provided in the calendar year 2013 ($12,762). The flex amount for Employee+1 and Employee+Family will be adjusted under the current 50/50 cost sharing formula. For calendar year 2020, the flex amount for Employee+1 and Employee+Family will be adjusted to $15,490.
8. Life Insurance
City pays for a group term life insurance policy with coverage in the amount of $50,000 per employee.
9. Retiree Healthcare
The City will no longer provide for subsidized retiree health care rates by offering a blended healthcare rate for employees hired after January 1, 2011.
10. Short/Long Term Disab ility Insurance
The City will pay the full cost of the short/long -term disability insurance premium for middle management positions.
11. Professional Enrichment
The Unclassified and Confidential Middle Managers/Professionals are eligible to participate in the City’s Professional Enrichment Program. The annual Professional Enrichment Fund allocation for Unclassified and Confidential Professional Enrichment Fund of $32,500 is for exclusive use by members of the Unclassified and Confidential Middle Management/Pro fessional group for conferences and training. An employee is eligible to receive up to $2,000 per fiscal year for professional enrichment. Funds may be used at any time during the fiscal year. Fiscal year reimbursements under the City’s “Professional En richment” will be closed the second Thursday in June. Employees may request reimbursement for professional enrichment expenses in accordance with Internal Revenue Code Section 132, or any other applicable state and federal law. Employees must receive approval from their Appointing Authority and the City Manager’s designee before funds may be claimed for reimbursement. Reimbursements are on a first come, first serve basis until the funds have been exhausted.
12. Sick Leave Reimbursement/Conversion
Sick leave shall accrue as designated in the Civil Service Rules.
Employees using thirty-two hours (32) of sick leave, or less, during the fiscal year, shall have the option of converting twenty five percent (25%) of their remaining yearly sick leave to annual leave (vacation).
13. Annual Leave
a. Unclassified and Confidential Middle Management/Professional employees will earn two weeks (10 days) annual leave per year in the first through fourth year of continuous employment, three weeks (15 days) annual leave per year in the fifth through ninth year of continuous service, four weeks annual leave (20 days) per year in the tenth through fourteenth year of continuous service, and five weeks annual leave (25 days) for fifteen or more years of continuous service. An employee may not accumulate more than three times the number of annual leave days accrued annually.
b. Unclassified and Confidential Middle Manage ment/Professional employees who have completed at least five (5) years of service shall have the option of selling back a total of 104 hours of accrued annual leave two times per calendar year in 52 hour increments via irrevocable election consistent with IRS regulations.
14. Administrative Leave
Unclassified and Confidential Middle Manage ment/Professional employees will receive eighty-eighty (88) hours of Administrative Leave each fiscal year.
15. Holidays
a. Unclassified and Confidential Middle Management/Professional employees will receive 24 hours each fiscal year for floating holidays (Lincoln's and Washington's Birthdays, and Admission Day).
b. Unclassified and Confidential Middle Manage ment/Professional employees shall also be allotted eight (8) additional hours of floating holiday per year for Fiscal Years 2021-2022, 2022-2023 & 2023-2024. The eight (8) hours may be taken in the same manner as vacation leave. The eight (8) hours must be used in its respective fiscal year, may not be carried over to the next fiscal year, and may not be cashed out.
c. The City will be closed on the following hard holidays: Independence Day, Labor Day, Veterans Day, Thanksgiving, Day After Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day and Juneteenth.
16. Mileage Reimbursement
Unclassified and Confidential Middle Manage ment/Professional employees shall be subject to a mileage reimbursement program when required to use their private automobile for authorized City business. Reimbursement rate will be tied to the IRS rate, in effect at the time reimbursement is requested, as permitted by law.
17. Uniform Allowances & Educational Differentials
Sworn public safety Unclassified and Confidential Middle Manage ment/ Professional employees will be provided with the uniform allowances and educational differentials as specified in the applicable public safety MOU.
18. Bilingual Pay
Those Unclassified and Confidential Middle Management/Professional employees who, upon recommendation of their Department Head, approval of the Director of Human Resources, and successful completion of a bilingual performance evaluation will receive $100 per month in addition to their regular pay on the condition that they continuously utilize their bilingual skills in the performance of their duties effective the first full pay period after adoption.
19. Special Assignment Pay
Unclassified and Confidential Middle Manage ment/Professional employees may receive up to 15% additional compensation when assigned by the City Manager to a special project.
20. Response Away from Official Duty Station and Assigned to an Emergency Incident The Fire Division Chief and shall receive portal-to-portal time-and-a-half overtime when assigned to a fully reimbursable aid assignment.
(Remainder of page intentionally left blank.)
IV. CONFIDENTIAL GROUP – ARE CLASSIFIED UNREPRESENTED EMPLOYEES UNLESS OTHERWISE NOTED IN ATTACHMENT 1 – GROUP MEMBERSHIP LISTING.
A. SALARY & WAGES
1. FY 21/22 – Equity adjustments to the median and 3% salary increase from FY 19/20 salaries (less any increase already provided effective July 2, 2021) effective the pay period beginning September 10, 2021
2. FY 22/23 – 2% salary adjustment
3. FY 23/24 – 3% salary adjustment
4. Equity Adjustments – Equity adjustments may be made each fiscal year for positions identified as below market.
5. Confidential employees employed on July 2, 2021 shall receive a one -time Non- PERSable $2,000 Stipend in conjunction with the above FY/21 -22 s alary adjustment. This premium pay stipend (also called “Essential Worker Premium”) is being paid in response to the American Recovery Plan Act of 2021, where the Federal Government has allowed local fiscal recovery funds to be utilized “(B) to respond to workers performing essential work during the COVID–19 public health emergency by providing premium pay to eligible workers … that are performing such essential wo rk…” ( https://www.congress.gov/bill/117th-congress/house- bill/1319/text#toc-HA2014788068F45DFB8DF03D5E72AFEE7). Additional one - time Non-PERSable stipends will be provided, as follows:
a. $1,000 the first full pay period of July 2022
b. $500 the first full pay period of July 2023
B. BENEFITS
1. Retirement
The City will provide to unrepresented members retirement benefits via contract with the California Public Employees Retirement System (CalPERS) as set forth in the California Government Code.
The City will provide the following defined benefit formulas:
Tier 1 Local Miscellaneous 3% @ 60
Local Safety 3% @ 50
Tier 2* Local Miscellaneous 2% @ 60
Local Safety 3% @ 55
Tier 3** Local Miscellaneous 2% @ 62
Local Safety 2.7% @ 57
* Effective 04/22/2011
**Effective 01/01/2013
Tier 1: Local Miscellaneous 3% @ 60 and Local Safety 3% @ 50
Pension Contributions: PEPRA provides that equal sharing of normal costs shall be the standard. To reach that standard, Tier 1 Employees will continue to make the required employee contribution (with no EPMC) of 8% for Local Miscellaneous and 9% for Local Safety, but will also contribute the following amounts to the employer’s side (pursuant to Government Code (GC) section 20516) to reach the CalPERS standard of equal sharing of normal costs.
Local Miscellaneous unrepresented employees in Tier 1 shall also contribute the amount necessary to the employer’s side (GC 20516) so that equal sharing of normal costs is reached.
Local Safety unrepresented employees in Tier 1 shall also contribute an additional
4.5% to the Employer’s share for FY 22-23. This contribution shall increase 0.5% each year until 50% equal sharing of normal costs is reached.
The following is a summary of Tier 1 CalPERS contract provisions:
A. One-Year Final Compensation
B. Post-Retirement Survivor Allowance
C. Credit for Unused Sick Leave
D. 4th Level 1959 Survivor Benefit.
E. Military Service Credit as Prior Service
F. Cost of Living Allowance (2%)
G. Post-Retirement Survivor Allowance Continuance
H. Pre-Retirement Death Benefit for Spouse
I. Retired Death Benefit $5,000
J. Prior Service Credit
Tier 2: Local Miscellaneous 2% @ 60 and Local Safety 3% @ 55
Pension Contributions: PEPRA provides that equal sharing of normal costs shall be the standard. To meet that standard, Employees will continue to make the required employee contribution (with no EPMC) of 7% for Local Miscellaneous and 9% for Local Safety , but will also contribute to the employer’s side (Government Code (GC) section 20516) to reach the CalPERS standard of equal sharing of normal costs. Accordingly, Tier 2 employees shall make the following pension contributions.
Local Miscellaneous unrepresented employees in Tier 2 shall also contribute the amount necessary to the employer’s side (GC 20516) so that equal sharing normal costs until of normal cost is reached.
Local Safety unrepresented employees in Tier 2 shall also contribute an additional 4.5% to the Employer’s share for FY 23-23. This contribution shall increase 0.5% each year until 50% equal sharing of normal costs is reached.
The following is a summary of Tier 2 CalPERS contract provisions:
A. Three-Year Final Compensation
B. Post-Retirement Survivor Allowance
C. Credit for Unused Sick Leave
D. 4th Level 1959 Survivor Benefit.
E. Military Service Credit as Prior Service
F. Cost of Living Allowance (2%)
G. Post-Retirement Survivor Allowance Continuance
H. Pre-Retirement Death Benefit for Spouse
I. Retired Death Benefit $5,000
J. Prior Service Credit
Tier 3: Local Miscellaneous 2% @ 62 and Local Safety 2.7% @ 57
Local Miscellaneous and Local Safety unrepresented employees in Tier 3 shall be responsible for the full employee contribution which will be applied to the CalPERS employee contribution. There shall be no EPMC. PEPRA provides that equal sharing of the normal costs shall be the standard. To meet this standard, Tier 3 employees shall also make additional contributions on the employer’s side (GC 20516) to attain the equal cost sharing of normal costs standard.
To the extent permitted by Assembly Bill 340 , known as the California Public Employees’ Pension Reform Act of 2013, the following is a summary of Tier 3 benefits:
A. Three-Year Final Compensation
B. Post-Retirement Survivor Allowance
C. Credit for Unused Sick Leave
D. 4th Level 1959 Survivor Benefit. The month ly member cost for this benefit will be paid by the City.
E. Military Service Credit as Prior Service
F. Cost of Living Allowance (2%)
G. Post-Retirement Survivor Allowance Continuance
H. Pre-Retirement Death Benefit for Spouse
I. Retired Death Benefit $5,000
J. Prior Service Credit
2. Termination of Sick Leave Balances
Upon either acceptance of an application by a Safety employee for disability retirement, or upon the independent determination of CalPERS that a non -safety employee is disabled, the employee shall not be entitled to use any remaining sick leave to cover absences beyond their FMLA entitlement. Sick leave balances may
be applied to applicable CalPERS service credit. An application for industrial disability retirement, either employee or employer initiated, shall not affect the employee's rights under Workers’ Compensation laws, such as any otherwise existing right to Temporary Disability benefits for safety officers.
3. Deferred Compensation Plans
457 Plan - Employees in the Confidential Group may participate in the City's approved deferred compensation plans.
4. Post Employment Health Plan
Employees may participate in an Insurance Premium Reimbursement Account (106 Plan) Post Employment Health Plan (PEHP), subject to the terms of the PEHP document, be solely funded with mandatory Eligible Employee contributions as specifically determined by the employee group. Those employees not wi shing to participate may sell back up to 100% of vacation (annual leave) the last full pay period of employment prior to retirement. No City funds shall be used to maintain or fund this plan. Employees are fully responsible for meeting all funding requirements. Employees are further solely responsible for any and all tax consequences related to the 106/PEHP plan.
5. Cafeteria Plan
a. In calendar year 2021, each Confidential Employee will receive $15,172 to be used solely for approved employee benefits.
b. In the event of increases in health care plan premiums, the City will split the cost of the increase 50/50 with the employees. The annual cafeteria plan allotment will be increased by one-half of the average cost increase for full family non-indemnity health plan premiums. The City's share of the increased cost will be added to the beginning cafeteria plan balance of the next available cafeteria plan year.
c. From the annual Cafeteria Plan allotment, each employee must elect medical coverage under one of the City spon sored plans, unless the employee has group medical insurance from another source including coverage under their City employee spouse’s plan in which case they may waive coverage so long as the alternative plan is deemed to be an acceptable plan by the City . When waiving coverage the full value of the Cafeteria Plan allotment will be available to purchase any of the other options available under the Cafeteria Plan. Waiver of coverage is irrevocable during a plan year unless the City is notified within 30 days that the employee has involuntarily lost the alternative coverage.
d. The Flex Benefit Amount for Employee Only, those with coverage outside of the City, and those employees covered by another City Employee is fixed at $13,024. The flex amount for Emplo yee+1 and Employee+Family will be adjusted under the current 50/50 cost sharing formula.
e. Employees hired into a Confidential position on or before December 31, 2017 may elect to receive up to $9,100 of unused funds as a taxable cash option.
The maximum an employee can cash out each year cannot exceed the cash option that they received in the previous calendar year.
f. Employees hired into a Confidential position on or after January 1, 2018 shall not cash out unused cafeteria plan funds.
6. Short/Long Term Disability Insurance
The City will pay the full cost of the short/long -term disability insurance premium for the Confidential employees.
7. Retiree Healthcare
The City will no longer provide for subsidized retiree health care rates by offering a blended healthcare rate for employees hired after January 1, 2011.
8. Professional Enrichment
The Confidential Employees Professional Enrichment Fund of $ 21,850 is for exclusive use by members of the Confidential Employees for conferences and training. Employees may receive up to a maximum of $2,000 per fiscal year. Funds may be used at any time during the fiscal year. Fiscal year reimbursements under the City’s “Professional Enrichment” will be closed the second Thursday in June.
Employees may request reimbursement for professional enrichment expenses in accordance with Internal Revenue Code Section 132, or any other applicable state and federal law. Employees must receive approval from their Appointing Authority and the City Manager’s designee before funds may be claimed for reimbursement.
Reimbursements are on a first come, first serve basis until the funds have been exhausted.
9. Life Insurance
City pays for a Group Term Life and AD&D insurance policy with coverage in the amount of $50,000 per employee.
10. Sick Leave
Sick leave shall accrue as designated in the Civil Service Rules and, if eligible, be reimbursed via an irrevocable election consistent with IRS regulations. .
11. Annual Leave
1. Employees will accrue 80 -hours during the first through fourth years of service (cumulative to a total leave balance of 240-hours). This benefit will be accumulated at the rate of 3.07 working hours for each full biweekly pay period of service performed.
2. Employees will accrue and be eligible to receive 120 -hours (cumulative to a total leave balance of 360-hours) during the fifth through ninth year of service.
The benefits will be accumulated at the rate of 4.60 working hours for each full biweekly pay period of service performed.
3. Employees will accrue and be eligible to receive 160-hours (cumulative to a total leave balance of 480 -hours) during the tenth through fourteenth years of service. This benefit will be accumulated at the rate of 6.14 working hours for each full biweekly pay period of service performed.
4. Employees will accrue and be eligible to receive 200 -hours (cumulative to a total leave balance of 600-hours) during the fifteenth and succeeding years of service. This benefit will be accumulated at the rate of 7.70 working hours for each full biweekly pay period of service performed.
5. Vacation accrual rate changes will become effective at the beginning of the pay period closest to the actual date which includes the employee anniversary date of benefited status.
6. Vacation sell back – All Confidential unrepresented classifications who have completed at least five (5) years of service shall have the option of selling up to 60-hours of said vacation back to the City one time per calendar year via irrevocable election consistent with IRS regulations. The accumulated vacation balance will be reduced accordingly.
7. Each part-time Confidential unrepresented employee paid at a biweekly rate shall be entitled to vacation with pay. The number of working days of such vacation shall be computed on the basis set forth in subsec tion (a), (b), (c), or (d) and shall be in the proportion that such part time employment bears to full time employment.
8. Employees separated from City service, whether voluntarily or involuntarily, shall be granted all of the unused vacation to which they are entitled based upon continuous service computed on the basis set forth in subsection (a), (b), (c), or (d). Payment shall be made hour -for-hour with any portion of an hour being considered a full hour.
9. Vacation Use: Vacation leave balances shall be reduced for actual time not worked to the nearest quarter hour. Absences may not be charged to vacation not already accumulated.
12. Holidays
a. Confidential employees will receive 24 hours each fiscal year for floating holidays (Lincoln's and Washington Birthday's, and Admissions Day).
b. Confidential employees shall also be allotted eight (8) additional hours of floating holiday per year for Fiscal Year 2021-2022, 2022-2023 and 2023-2024.
The eight (8) hours may be taken in the same manner as vacation leave. The eight (8) hours must be used in its respective fiscal year, may not be carried over to the next fiscal year, and may not be cashed out.
c. The City will be closed on the following paid hard holidays: Independence Day, Labor Day, Veterans Day, Thanksgiving, Day after Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day and Juneteenth.
13. Administrative Leave
Employees in the confidential group prior July 1, 2021 will receive forty (40) hours of Administrative Leave each fiscal year.
14. Mileage Reimbursement
Employees in this unit shall be subject to a mileage reimbursement program when required to use their private automobile for authorized City business.
Reimbursement rate will be tied to the IRS rate in effect at the time reimbursement is requested, as permitted by law.
15. Bilingual Pay
Those employees who, upon recommendation of the Department Head, approval of the Director of Human Resources, and successful completion of a Bilingual Performance Evaluation, and who are required to continuously use their bilingual skills in the performance of their duties, will receive $100 per month in addition to their regular pay effective the first full pay period after adoption.
16. Special Assignment Pay
Confidential employees may be eligible to receive a maximum of 15% above their base pay when assigned by the Appointing Authority or designee and approved by the City Manager and the Director of Human Resources to a “Special Project.”
17. Out-of-Class Assignment
When an employee is assigned to perform duties of a higher paid classification, immediately upon assignment, the employee shall be compensated with a minimum of 7.5% above the employee’s current salary rate up to a maximum of 15% effective the first day of t he out -of-class assignment. If the out of class assignment lasts for duration of 6 months the employee will receive an additional 5% compensation. Increases greater than 5% must be approved by the Director of Human Resources. Requests for out-of-class compensation shall be submitted by the Appointing Authority on a “Payroll Change Notice” form as percentage amounts only.
18. Notice of Change in Work Schedule
The City will strive to give at least fourteen calendar day (14 calendar days) notice to employees when management initiates a change in an employee’s work schedule except in cases of emergencies.
Overtime shall be paid at 1 ½ times the “regular rate of pay” solely as defined and required by the Fair Labor Standards Act (“FLSA”) .
(Remainder of page intentionally left blank.)
V. MAYOR, COUNCIL AND CITY ATTORNEY
A. SALARY & WAGES
1. Salary Increases
As mandated by City of Chula Vista City C harter Section 302 the Mayor shall receive an annual salary equivalent to 66% of the salary of a Judge of the Superior Court of the State of California. As mandated in City of Chula Vista City Charter Section 304(C), the four Council members shall receive 40% of the salary o f the Mayor. Salary adjustments will occur at the same time and be effective on the same date as the Superior Court Judges.
As mandated by City of Chula Vista City Charter Section 503(C) the City Attorney shall receive an annual salary equivalent to the salary of a Judge of the Superior Court of the State of California. Salary adjustments will occur at the same time and be effective on the same date as the Superior Court Judges.
B. BENEFITS
1. Cafeteria Plan
Cafeteria plans will be set at the level specified for Executive Managers. The cafeteria plan is to be used solely for approved employee benefits or to be placed in a taxable cash option. From the annual Cafeteria Plan allotment, each employee must elect medical coverage under one of the City sponsored pl ans, unless the employee has group medical insurance from another source including coverage under their City employee spouse’s plan in which case they may waive coverage so long as the alternative plan is deemed to be an acceptable plan by the City.
When waiving coverage the full value of the Cafeteria Plan allotment will be available to purchase any of the other options available under the Cafeteria Plan.
Waiver of coverage is irrevocable during a plan year unless the City is notified within 30 days that the employee has involuntarily lost the alternative coverage.
The Flex Benefit Amount for Employee Only, those with coverage outside of the City, and those employees covered by another City Employee is fixed at the amount provided in the calendar year 2013 ($15,162) . The flex amount for Employee+1 and Employee+Family will be adjusted under the current 50/50 cost sharing formula. The maximum taxable option shall be $8,000.
2. Retiree Healthcare
The City will no longer provide for subsidized retiree health care rates by offering a blended healthcare rate for employees hired after January 1, 2011.
3. Auto Allowance
The Mayor may elect to receive a monthly auto allowance up to $1,000. Council members and City Attorney may elect to receive a monthly auto allowanc e of up to $550. The allowance is contingent upon evidence of adequate auto insurance.
4. Cell Phone Allowance
The Mayor, Council members and City Attorney may elect to receive a cell phone allowance of up to $60 per month.
5. Travel Reimbursements
The Mayor and Council members shall receive reimbursement on order of the City Council for Council -authorized travel and other expenses when on official duty outside of the City.
6. Stipends
The Mayor and Council members will receive $50 stipend for attending Housing Authority meetings. No member shall receive compensation for attending more than four meetings of the Housing Authority during any calendar month.
7. Retirement
The City will provide to unrepresented members retirement benefits via contract with the California Public Employees Retirement System (CalPERS) as set forth in the California Government Code.
The City will provide the following defined benefit formulas:
Tier 1 Local Miscellaneous 3% @ 60
Local Safety 3% @ 50
Tier 2* Local Miscellaneous 2% @ 60
Local Safety 3% @ 55
Tier 3** Local Miscellaneous 2% @ 62
Local Safety 2.7% @ 57
* Effective 04/22/2011
** Effective 01/01/2013
Tier 1: Local Miscellaneous 3% @ 60
Pension Contributions: PEPRA provides that equal sharing of normal costs shall be the standard. To reach that standard, Tier 1 Employees will continue to make the required employee contribution (with no EPMC) of 8% for Local Miscellaneous and 9% for Loca l Safety, but will also contribute the following amounts to the employer’s side (pursuant to Government Code (GC) section 20516) to reach the CalPERS standard of equal sharing of normal costs.
Local Miscellaneous unrepresented employees in Tier 1 shall a lso contribute the amount necessary to the employer’s side (GC 20516) so that equal sharing of normal costs is reached.
The following is a summary of Tier 1 CalPERS contract provisions:
A. One-Year Final Compensation
B. Post-Retirement Survivor Allowance
C. Credit for Unused Sick Leave
D. 4th Level 1959 Survivor Benefit.
E. Military Service Credit as Prior Service
F. Cost of Living Allowance (2%)
G. Post-Retirement Survivor Allowance Continuance
H. Pre-Retirement Death Benefit for Spouse
I. Retired Death Benefit $5,000
J. Prior Service Credit
Tier 2: Local Miscellaneous 2% @ 60
Pension Contributions: PEPRA provides that equal sharing of normal costs shall be the standard. To meet that standard, Employees will continue to make the required employee contribution (with no EPMC) of 7% for Local Miscellaneous, but will also contribute to the employer’s side (Government Code (GC) section 20516) to reach the CalPERS standard of equal sharing of normal costs. Accordingly, Tier 2 employees shall make the following pension contributions.
Local Miscellaneous unrepresented employees in Tier 2 shall also contribute the amount necessary to the employer’s side (GC 20516) so that equal sharing normal costs until of normal cost is reached.
The following is a summary of Tier 2 CalPERS contract provisions:
A. Three-Year Final Compensation
B. Post-Retirement Survivor Allowance
C. Credit for Unused Sick Leave
D. 4th Level 1959 Survivor Benefit.
E. Military Service Credit as Prior Service
F. Cost of Living Allowance (2%)
G. Post-Retirement Survivor Allowance Continuance
H. Pre-Retirement Death Benefit for Spouse
I. Retired Death Benefit $5,000
J. Prior Service Credit
Tier 3: Local Miscellaneous 2% @ 62
Local Miscellaneous unrepresented employees in Tier 3 shall be responsible for the full employee contribution whic h will be applied to the CalPERS employee contribution. There shall be no EPMC. PEPRA provides that equal sharing of the normal costs shall be the standard. To meet this standard, Tier 3 employees shall also make additional contributions on the employer’s side (GC 20516) to attain the equal cost sharing of normal costs standard.
To the extent permitted by Assembly Bill 340, known as the California Public Employees’ Pension Reform Act of 2013, the following is a summary of Tier 3 benefits:
A. Three-Year Final Compensation
B. Post-Retirement Survivor Allowance
C. Credit for Unused Sick Leave
D. 4th Level 1959 Survivor Benefit. The monthly member cost for this benefit will be paid by the City.
E. Military Service Credit as Prior Service
F. Cost of Living Allowance (2%)
G. Post-Retirement Survivor Allowance Continuance
H. Pre-Retirement Death Benefit for Spouse
I. Retired Death Benefit $5,000
J. Prior Service Credit
(Remainder of page intentionally left blank.)
VI. UNCLASSIFIED HOURLY EMPLOYEES
A. SALARY & WAGES
1. Salary Increase
The minimum wage for all unclassified hourly employees will be set by the State of California or Federal Government, whichever is higher:
Pay Period including January 1, 2022: $15.00/hr.
B. BENEFITS
1. Retirement
a. UCHR employees are enrolled in the Public A gency Retirement System Alternate Retirement Systems (PARS-ARS).
b. The City pays 3.75% of the employee’s salary into the employee’s PARS-ARS account.
c. Each pay period 3.75% will be deducted from the employee’s salary and deposited to the employee’s PARS-ARS account.
2. Sick Leave
Sick Leave shall accrue pursuant to the Health Workplace, Health Family Act of 2014 (AB 1522).
(Remainder of page intentionally left blank.)
ATTACHMENT 1 – GROUP MEMBERSHIP LISTING
The following shows the classifications assigned to each group as of April 2020.
A. EXECUTIVE MANAGEMENT GROUP1
City Manager (Contract)
City Clerk (Contract)
Assistant City Manager
Chief of Police
Deputy City Manager
Director of Animal Services
Director of Community Services
Director of Development Services
Director of Economic Development
Director of Engineering/City Engineer
Director of Finance
Director of Human Resources/Risk Management
Director of Information Technology Services
Director of Public Works
FA Executive Director
Fire Chief
Senior Assistant City Attorney
B. SENIOR MANAGEMENT GROUP1
Administrative Services Manager
Assistant Chief of Police
Assistant City Attorney
Assistant City Clerk
Assistant Director of Development Services
Assistant Director of Engineering
Assistant Director of Finance
Assistant Director of Human Resources
Assistant Director of Public Works
Budget and Analysis Manager
Building Official/Code Enforcement Manager
Chief Information Security Officer
Chief Sustainability Officer
City Librarian
Deputy City Attorney III
Deputy Fire Chief
Emergency Services Manager
FA Deputy Director-SD LECC
FA Deputy Executive Director
FA Director of SD LECC
FA IVDC-LECC Executive Director
FA Program Manager
Facilities Financing Manager
Finance Manager
Housing Manager
Human Resources Manager
Information Technology Manager
Marketing and Communications Manager
Parks & Recreation Administrator
Planning Manager
Police Administrative Services Administrator
Police Captain
Public Works Superintendent
Purchasing Agent
Revenue Manager
Risk Manager
Special Projects Manager
C. UNCLASSIFIED AND CONFIDENTIAL MIDDLE MANAGEMENT/PROFESSIONAL GROUP1
Benefits Manager MM-Confidential
Chief of Staff MM-Unclassified
Communications/Special Events Coordinator Professional-Unclassified Deputy City Attorney I Professional-Unclassified
Deputy City Attorney II Professional-Unclassified
Deputy City Clerk I Professional-Unclassified
Deputy City Clerk II Professional-Unclassified
FA Cyber Security Program Manager MM-Unclassified
FA Geospatial Intel Analyst Professional-Unclassified
FA Financial Manager MM-Unclassified
FA Microcomputer Specialist Professional-Unclassified
FA Network Administrator I Professional-Unclassified
FA Network Administrator II Professional-Unclassified
FA Network Administrator III Professional-Unclassified
FA Program Analyst Professional-Unclassified
FA Program Assistant Supervisor Professional-Unclassified FA Public Private Partnership and Exercise Program
Manager
MM-Unclassified
FA Information Security Program Manager MM-Unclassified FA LECC IT Manager MM-Unclassified
FA Senior Financial Analyst Professional-Unclassified
FA Senior Intelligence Analyst Professional-Unclassified FA Supervisory Intelligence Analyst Professional-Unclassified Fire Division Chief MM-Unclassified
Fiscal and Management Analyst Professional-Confidential Fiscal Debt Management Analyst MM-Confidential
Human Resources Analyst Professional-Confidential
Law Office Manager MM-Unclassified
Policy Aide Professional-Unclassified
Principal Accountant MM-Confidential
Principal Management Analyst Professional-Confidential
Risk Management Specialist Professional-Confidential
Senior Accountant MM-Confidential
Senior Deputy City Clerk Professional-Unclassified
Senior Human Resources Analyst Professional-Confidential Senior Management Analyst Professional-Confidential
Senior Risk Management Specialist
Professional-Confidential
D. CONFIDENTIAL GROUP1
Accountant
Accounting Technician (Finance/Payroll)
Administrative Secretary
Administrative Secretary (Mayor’s Office/At-Will) Confidential-Unclassified Associate Accountant
City Attorney Investigator
Executive Secretary Confidential-Unclassified
FA Accounting Technician Confidential-Unclassified
FA Administrative Analyst I Confidential-Unclassified
FA Administrative Analyst II Confidential-Unclassified
FA Analyst Confidential-Unclassified
FA Executive Assistant Confidential-Unclassified
FA Graphic Designer/Webmaster Confidential-Unclassified FA Intelligence Analyst Confidential-Unclassified
FA Management Assistant Confidential-Unclassified
FA Program Assistant Confidential-Unclassified
FA RCFL Network Engineer Confidential-Unclassified
FA Senior Program Assistant
FA Senior Secretary Confidential-Unclassified
Human Resources Technician
Legal Assistant
Management Analyst I (City Manager’s Office)
Management Analyst I (Finance/Human Resources)
Management Analyst II (Finance/Human Resources)
Paralegal
Public Information Specialist (City Manager)
Senior Council Assistant Confidential-Unclassified
Senior Legal Assistant
Senior Human Resources Technician
Senior Legal Assistant
1 The City of Chula Vista serves as a pass through agency for the San Diego and Imperial Counties High Intensity Drug Trafficking Area (HIDTA); HIDTA positions (with the "CBAG" or "FA" designation) shall receive the benefit package detailed fo r the Executiv e, Senior, Middle Management/Professional Unclassified, and Confidential group in which the CBAG or FA classification is designated. All HIDTA positions are unclassified.