RESOLUTION NO. 2022-07
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF GONZALES ESTABLISHING THE 2022-2024 LEVEL OF BENEFITS FOR MANAGEMENT
EMPLOYEES
WHEREAS, the City Council of the City of Gonzales establishes the salaries and benefits for the City’s management employees via resolution; and WHEREAS, the City Council has determined that the salary schedules for the Management classifications listed shall be revised and certain other terms and conditions of the Level of Benefits shall continue for 2022 through 2024.
NOW, THEREFORE, IT IS HEREBY RESOLVED, by the City Council of the City of Gonzales that the following benefits are approved for all FLSA exempt executive, administrative and professional employees, as well as all exempt executive, administrative, professional and safety employees for 2022 through 2024 and shall be applicable to the following classifications:
Management (Exempt) Employees:
Deputy City Manager/Special Projects Director
Director of Community Engagement and Strategic Partnerships Community Development Director
Public Works Director
Public Works Director/City Engineer
Building Official/Code Enforcement Officer
Recreation Coordinator/Administrative Analyst
Public Works Supervisor
Public Safety Management (Exempt) Employees:
Public Safety Director
Police Chief
Fire Chief
Deputy Police Chief
Deputy Fire Chief
Section 1: Salary Adjustment
Salary Adjustment Schedule: The City agrees that all classifications covered by this resolution may be entitled to a wage increase in accordance with the following schedule and procedure:
A) All employees in these classifications except Public Safety Director, Police Chief and Deputy Police Chief shall receive the following cost-of-living-adjustment (COLA) as follows:
First full Pay Period, January 2022: 3.5%
First full Pay Period, January 2023: 3.75%
First full Pay Period, January 2024: 3.75%
B) For the classification of Public Safety Director, Police Chief and Deputy Police Chief, the City agrees that they are tied to the same salary adjustments provided in the Gonzales Police Supervision Association Memorandum of Understanding.
Section 2: Tenured (Longevity) Pay
The City agrees to provide Tenured (Longevity) adjustments to base salary pursuant to the following schedule:
• Employees who have been employed with the City for at least fifteen (15) years, will be compensated an additional two percent (2%) of the employee’s base pay; • Employees who have been employed with the City for at least twenty (20) years, will be compensated an additional two percent (2%) of the employee’s base pay; • Employees who have been employed with the City for at least twenty (25) years, will be compensated an additional two percent (2%) of the employee’s base pay. • Employees who have been employed with the City for at least thirty (30) years, will be compensated an additional two percent (2%) of the employee’s base pay.
Section 3: Administrative Leave
Pursuant to Chapter 5 Section 5.13 of the Personnel Rules, Regulations, and Policies, administrative leave is set at (40) hours per year.
Section 4: Retirement
The City will provide the following CalPERS Retirement plan:
Management (Exempt) Employees:
• CALPERS CLASSIC EMPLOYEES: The City shall contribute the Employer’s contribution, as per the existing contract between CalPERS and the Gonzales management group under the 2% @ 60 defined benefit retirement plan for classic employees as defined by CalPERS. Employees under this designation will contribute the full 7% of reportable compensation toward this benefit on a pre-tax basis.
• GRANDFATHERED CLASSIC EMPLOYEES RETIREMENT PAYMENT
OFFSET: Effective July 1, 2016, the City will provide a 3.5% increase to the base
salary for those employed on that date with no break in service since. For all other CalPERS classic employees hired after July 1, 2016, the 3.5% increase to the employee’s base salary does not apply and does not apply to re-hires. • NEW (PEPRA) EMPLOYEES: Effective January 1, 2013 the City shall contribute the employer’s contribution as per the formula established by CalPERS for the Gonzales miscellaneous group under the 2% @ 62 defined benefit retirement plan for new (PEPRA) employees as defined by CalPERS. However, as required by PEPRA the City is no longer allowed to pay for the Employee Paid Member Contribution (EPMC) and therefore, new (PEPRA) employees are responsible for paying the full amount of the employee’s portion of the CalPERS defined benefit retirement plan.
Public Safety Management (Exempt) Employees:
• For the Classifications under this designation, the CITY agrees that they are tied to the same CalPERS retirement plan and defined contribution plan (PARS) provided in the Gonzales Police Supervision Association Memorandum of Understanding.
Section 5: 457 Deferred Compensation Plan
The City shall contribute 2% of the employee’s actual earnings, plus an additional one hundred dollars ($100) per month to the deferred compensation plan of the employee’s choice (CalPERS or ICMA).
Section 6: Medical/Dental/Vision Insurance
The City shall pay 100% of the cost of health insurance premiums for an employee's medical, vision and dental coverage and contributes towards dependent coverage.
The City’s Health Insurance is a self-funded plan. The City no longer provides medical retiree health coverage.
A. Employee Contribution: If dependents coverage is requested, employee shall pay at the rate of $106.62 per month for 1 dependent or $341.30 per month for 2 or more dependents.
B. Payment-in-Lieu-of-Medical-Coverage: Any employee in this classification with valid proof of enrollment in an outside medical coverage program, whose health insurance premiums are not paid by the City, may receive a payment-in-lieu of medical coverage.
a. Employees hired prior to April 1, 2016 with no break in service, “payment-in-lieu-of-medical-coverage” is grandfathered at the monthly reimbursement rate of $400. This special rate will be permanently forfeited if an employee opts to accept the medical coverage provided by the City. b. Effective April 1, 2016, for new employees, this “payment-in-lieu-ofmedical-coverage” of $400 is for an employee with 2 or more dependents,
this will be adjusted to $200 for an employee with 1 dependent, and to $100 for an employee only.
Section 7: Life Insurance
City shall provide term life insurance for each employee. The amount of coverage shall be the employee’s annual salary multiplied by 1.5 not to exceed $150,000.
Section 8: Conversion of Accumulated Sick Leave
Any employee who retires or resigns from City services in good standing with a minimum of fifteen (15) years of service shall be entitled to convert unused sick leave as provided below:
A. Employee who has completed a minimum of twenty (20) years of service and has accumulated a minimum of one thousand (1000) hours of sick leave, shall be entitled to convert fifty percent (50%) of his/her unused sick leave to paid time off;
B. Employee who is at least fifty-five (55) years old and has completed a minimum of fifteen (15) years of service, shall be entitled to convert twenty percent (20%) of his/her unused sick leave to paid time off;
C. Employee who is under the age of fifty-five (55) and has completed a minimum of fifteen (15) years of service, shall be entitled to convert ten percent (10%) of his/her unused sick leave to paid time off;
Such paid time off shall be used immediately preceding the employee’s retirement date.
City retains the right and sole discretion to determine whether to pay an employee the cash equivalent of the unused sick leave referenced in subsections A., B., and C. above, in-lieu of paid time off. Employees terminated by City are not eligible for the provisions provided herein.
Section 9: Holidays
The following holidays are recognized as municipal holidays, and all employees shall have these days off, except as otherwise provided. Permanent employees shall receive eight (8) hours of holiday pay for each holiday.
A. January 1 (New Years Day)
B. Third Monday in January (Martin Luther King Jr. Day) C. Third Monday in February (President’s Day)
D. Last Monday in May (Memorial Day)
E. July 4 (Independence Day)
F. First Monday in September (Labor Day)
G. November 11 (Veteran’s Day)
H. Fourth Thursday in November (Thanksgiving Day)
I. Fourth Friday in November (The day following Thanksgiving Day) J. December 24 (Christmas Eve)
K. December 25 (Christmas Day)
L. Every day appointed by the President of the United States or the Governor of the State for a public fast, thanksgiving, day of mourning or holiday.
M. Floating Holiday: Each employee, upon their individual request, shall be granted one floating holiday each calendar year. Sufficient notice shall be given to the employee’s immediate supervisor prior to the use of said holiday. Scheduling of said holiday is not to interfere with the work schedule of City.
Section 10: Safety Boots
For all Public Safety Management (Exempt) Employees and Public Works Supervisor upon administrative direction, City shall pay $200.00 maximum to provide safety boots on an as-needed basis, but not more often than once every twelve (12) months. In the event, that an employee resigns within six (6) months of the purchase of the safety boots, the employee shall be required to reimburse the City for one-half (1/2) of the City’s cost of the safety boots.
Section 11: Uniforms
a. For the classification of Public Safety Director, Police Chief and Deputy Police Chief, the City shall provide uniforms as provided in the Gonzales Police Supervision Association Memorandum of Understanding.
b. For the classification of Fire Chief and Deputy Fire Chief, the City shall provide two (2) shirts and trousers annually for use at work.
c. From January 1, 2016, at the commencement of the updated resolution establishing the level of benefits for management employees, and upon the direction of CalPERS, the City will report to CalPERS the monetary value for providing, maintaining, and replacing uniforms to all employees covered under this resolution, who are required to wear uniforms provided by the City. The City will report the total bi-weekly amount for the initial cost and/or maintenance and/or replacement of uniforms, for each employee. The bi-
weekly amounts reported to CalPERS will derive from the City’s invoices of total cost per employee for the maintenance of uniforms. The bi-weekly amounts reported to CalPERS will also include the total cost for initially providing uniforms, and/or the replacement of uniforms when applicable, and the amounts for the initial cost and/or replacement. The invoices provided to the City, by its uniform vendor, will include the unit price, which will determine the total cost, per employee. The City will report to CalPERS, no more than $800 per year, per employee, for providing the initial cost, replacement, and maintenance of required uniforms, in the manner as described in this paragraph for all employees that receive a uniform.
Section 12: Other Benefit Provisions of the Personnel Rules, Regulations, and Policies Management employees shall be eligible for all benefits provided for in the Personnel Rules, Regulations, and Policies.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Gonzales duly held on the 18
th day of January 2022 by the following vote:
AYES: COUNCIL MEMBERS:
NOES: COUNCIL MEMBERS:
ABSTAIN: COUNCIL MEMBERS:
ABSENT: COUNCIL MEMBERS:
Jose L. Rios, The Honorable Mayor
ATTEST:
Mary Villegas, Deputy City Clerk