CITY OFMANTECA
EXECUTIVE MANAGEMENT
SUMMARY OF SALARY AND BENEFITS
July 1, 2022 - June 30, 2023
ATTACHMENT 2
2 Table of Contents
I. TERM…………………………………………………………………………………….3
1. TERM………………………………………………………………………………...3
2. CLASSIFICATION…………………………………………………………………..3
II. COMPENSATION……………………………………………………………………….3
3. SALARIES…………………………………………………………………………...3
4. ME-TOO CLAUSE…………………………………………………………………..3
5. AMERICAN RESCUE PLAN ACT(ARPA)………………………………………...4
6. STIPEND……………………………………………………………………………..4
7. LONGEVITY PAY…………………………………………………………………..4
8. DEFERRED COMPENSATION…………………………………………………….4
9. HOLIDAY BENEFITS……………………………………………………………....5
10. OUT-OF-CLASS PAY……………………………………………………………....5
11. UNIFORM ALLOWANCE………………………………………………………….5
12. FIRE CHIEF MUTUAL AID………………………………………………………..5
III. LEAVES…………………………………………………………………………………6
13. VACATION LEAVE………………………………………………………………..6
14. ADMINISTRATIVE LEAVE……………………………………………………….6
15. SICK LEAVE………………………………………………………………………..6
16. BEREAVEMENT LEAVE………………………………………………………….7
IV. INSURANCE……………………………………………………………………………7
17. HEALTH INSURANCE…………………………………………………………….7
18. DENTAL INSURANCE…………………………………………………………….8
19. VISION INSURANCE………………………………………………………………9
20. LIFE INSURANCE COVERAGE…………………………………………………..9
21. SHORT TERM/LONG TERM DISABILITY INSURANCE………………………9 V. RETIREMENT…………………………………………………………………………..9
22. RETIREMENT………………………………………………………………………9
23. SUPPLEMENTAL RETIREMENT PLANS……………………………………….12
24. RETIREE HEALTH………………………………………………………………...13
25. SICK LEAVE UPON RETIREMENT……………………………………………...13
VI. MISCELLANEOUS…………………………………………………………………….13
26. CATASTROPHIC LEAVE PLAN………………………………………………….13
27. LIGHT DUTY ASSIGNMENT……………………………………………………..13
28. SEVERANCE ……………………………………………………………………....13
29. PERSONNEL FILES………………………………………………………………..14
30. SIGNATURES………………………………………………………………………15
ATTACHMENT 2
3 I. TERM
1. TERM
The term outlined in this summary are effective July 1, 2022 through June 30, 2023.
2. CLASSIFICATION
The full-time unrepresented executive manager classifications entitled to the salaries and benefitsdefined in the summary, including any new executive management positions authorized, are as follows:
Assistant City Manager
City Attorney
City Manager
Director of Development Services
Director of Engineering/City Engineer
Director of Human Resources
Director of Information Technology and Innovation
Director of Legislative Services/City Clerk
Finance Director
Fire Chief
Police Chief
Public Works Director
II. COMPENSATION
3. SALARIES
Refer to Salary Matrix published by the Human Resources Department for salary range and corresponding salary steps within that range.
General Salary Increases
Effective July 1, 2022, 1% cost of living adjustment for all executive managers.
Minimum Salary Compaction
Total net PERSable compensation, including any cost sharing, will be reviewed to ensure salaries have a minimum 5% compaction separation from the immediate subordinates of the executive manager.
This review will occur anytime there is a change in compensation of a subordinate.
4. ME-TOO CLAUSE
ATTACHMENT 2
4 Should another bargaining unit agree to a higher salary increase than the percentage specifically listed above, members of this bargaining unit shall receive a commensurate wage increase at the same time as agreed to by the other bargaining unit.
5. AMERICAN RESCUE PLAN ACT (ARPA)
Employees in this bargaining unit that are on payroll June 30, 2022 shall receive a onetime, non-PERSable stipend of $3,000 upon execution of this contract for Fiscal Year 2023, to be paid on the first payday following ratification of this contract. Employees hired on or after July 1, 2022 will not be eligible for the stipend.
6. STIPEND
Employees will receive a non-PERSable stipend equal to 6% of their base salary.
The 6% stipend can be cashed out or placed into a deferred compensation account. This option can occur anytime during the fiscal year. The stipend will be forfeited at separation or on June 30 each year, if not cashed out or placed into a deferred compensation account.
An employee hired after July 1, will receive a prorated stipend in the fiscal year in which they were hired.
7. LONGEVITY PAY
Executive managers with over five years of continuous employment with the City of Manteca are eligible to be considered for one longevity bonus per year of 10% of one month’s base salary.
Executive managers with ten years of continuous employment are eligible for 20% of one month's base salary. This bonus will be considered on the employee's anniversary date of employment and paid with the next regular payroll.
8. DEFERRED COMPENSATION
Mission Square Retirement Corporation and Strategic Retirement Advisors administer a deferred compensation plan for the City. Managers may voluntarily contribute to this plan with a minimum contribution of $10.00 per pay period. The maximum amount that may be deferred is available in the deferred compensation provider materials.
Managers may catch up on unused deferrals for any years since January 1, 1979 that they did not defer the maximum amounts. The maximum catch-up contribution amount is available in the deferred compensation provider ATTACHMENT 2
5 materials.
9. HOLIDAY BENEFITS
The following are recognized as legal holidays:
New Year’s Day Labor Day
Martin Luther King Day Veterans Day
Presidents Day Thanksgiving Day
Memorial Day Day after Thanksgiving
Cesar Chavez Day Christmas Eve
Independence Day Christmas Day
When a holiday falls on a Sunday, the following Monday shall be observed.
When a holiday falls on a Saturday, it shall be observed on the preceding Friday. Managers who work a 4/10 work schedule will be granted one additional floating holiday if a holiday lands on a day that is previously designated as their day off. Rules regarding usage of floating holidays as outlined below shall otherwise apply.
Executive Managers will receive four (4) floating holidays the first pay period in July of each year. The floating holidays are to be taken any time as a whole day throughout the fiscal year with the approval of the City Manager.
Employees will not be allowed to carryover the floating holidays. The floating holidays cannot be cashed out in lieu of taking the day off.
10. OUT-OF-CLASS PAY
The City agrees in concept with providing just compensation to executive managers working out-of-class, either when managing another department or in acting for the City Manager. Out-of-class compensation of 5% is eligible after the completion of five consecutive days of working out-of-class or 15 accumulative days of working out-of-class per fiscal year with authorization by the City Manager. Any increment amount over 5% is to be based on comparison of "out-of-class" r ange being worked to regular range.
11. UNIFORM ALLOWANCE
The Police Chief and Fire Chief shall receive the same uniform allowance provided to their respective department personnel.
12. FIRE CHIEF MUTUAL AID
ATTACHMENT 2
6 If the Fire Chief participates in a mutual aid assignment and such participation is eligible for reimbursement, the Fire Chief will receive additional pay atstraight time compensation for hours worked outside of the City's regular business hours.
The Fire Chief must have approval fromthe City Manager before accepting a mutual aid assignment.
III. LEAVES
13. VACATION LEAVE
Executive managers shall be entitled to vacation leave based upon their full and continuous length of service with the City in accordance with the following accrual rates and the Personnel and Rules and Regulations
1 thru 48 months 6.667 hours per month
49 thru 96 months 10.00 hours per month
97 thru 144 months 12.666 hours per month
145 months & on 15.333 hours per month
The maximum vacation accrual limit shall be three (3) times the annual accrual rate. Once the vacation cap is reached, no additional accruals of vacation will be made until the reduction is at least equal to the monthly accrual. Payment for cashing out up to 80 hours of vacation leave per fiscal year may be made upon request.
14. ADMINISTRATIVE LEAVE
Executive managers shall receive 120 hours of administrative leave per fiscal year.
Each month it will be funded at a rate of 5 hours per pay period with a cap of 300 hours.
Once the cap is reached, no further administrative leave will accrue until the reduction is at least equal to the monthly accrual rate. Payment for cashing out up to 80 hours per fiscal year of administrative leave may be made upon request.
15. SICK LEAVE
Executive managers shall accrue sick leave at the Rate of eight (8) hours for each full month of continuous service. There shall be no maximum accumulation limit on sick leave accrual. Sick leave with pay shall not be considered an earned right to time off from work at the employee's discretion but shall only be ATTACHMENT 2
7 allowed in cases of actual necessity caused by personal illness, disability or preventive medical, dental, or optical care.
Employees may utilize up to 80 hours of accrued sick leave per calendar year for illness, disability or preventative medical, dental or optical care for members of the employee’s immediate f a m i l y.
Retirees;
See Section V Retirement for retiree sick leave accrual cash out.
16. BEREAVEMENT LEAVE
In the event of an immediate family member’s death, he/she/they upon request be granted up to three days bereavement leave with pay without charge to his/her/their accumulated sick leave credits or accrued vacation. The City may grant an additional two (2) days bereavement leave, upon request , which shall be charged against the employee's accumulated sick leave credits in cases where extensive travel is required to attend the funeral or where the employee is responsible for completing funeral arrangements for the family members.
For the purpose of this section, "immediate family" shall be defined as the employee's spouse/registered domestic partner, children/stepchildren, siblings, parents (including foster orstep), parents of the employee's spouse /registered domestic partner (including foster or step), grandparents and grandchildren of the employee or the employee's spouse/registered domesticpartner or other individuals whose relationship to the employee is that of a dependent.
In the event of the death of a relative other than those defined above as immediate family, the employee may be granted up to one (I) day of bereavement leave upon request which shall be charged against the employee's accumulated sick leave credits. Any additional leave required under circumstances of bereavement for the purpose of funeral arrangements, estate matters or additional travel time, will be charged against the employee's accrued vacation or compensatory time off credits.
The City may require evidence of the relationship and attendance of the funeral.
IV.INSURANCE
17. HEALTH INSURANCE
Active Employees:
ATTACHMENT 2
8 A health care plan will be provided for all employees. The monthly maximum benefit paid, including the Minimum Employer Contribution (MEC) and the City contribution,will be asfollows:
Single $ 795
Employee +1 $ 1580
Family $ 2040
If the City paid cap exceeds the cost of the medical insurance premium, no monetary value will result for the employee regardless of the medical insurance option they chose. Any unused cap dollars will be maintained by the City and no additional compensation will be afforded to the employee.
If a Manager chooses to decline health insurance coverage, the City will contribute $475 to the Manager's deferred compensation account or cash in lieu of deferred compensation each month. The employee shall notify Finance if they want the contribution in cash or deferred compensation by February of each year. Failure to notify Finance will result in continuation of the previous year's option.
If the Manager currently contributes the maximum allowed amount to deferred compensation, that contribution must be reduced by the amount exceeding the maximum contribution to enable the City to make the in-lieu of contribution. In this case, the Manager will net the difference in their paycheck.
The Manager will be required to sign a waiver when canceling coverage. Reenrollment to CalPERS plans can only be made during the open enrollment period unless criteria for re-enrollment are met as defined by CalPERS.
Retirees;
See Section V Retirement for retiree health benefits.
18. DENTAL INSURANCE
The City shall pay the entire premium for dental coverage for the employee and dependents. Diagnostic/preventative work will be covered 100%. Deductibles will also be waived for diagnostic/preventative work.
Orthodontia Coverage:
The City will provide orthodontia coverage under the dental plan. The plan will be 50% of ATTACHMENT 2
9 the cost of orthodontia serves up to a lifetime maximum of $1,500 per person covered.
19. VISION INSURANCE
The City shall pay the entire premium for vision care of employees and their dependents.
20. LIFE INSURANCE COVERAGE
Employees shall receive $10,000, plus an equivalent amount to their annual salary of group life insurance coverage upon being employed one full calendar month. The City shall pay all premium costs for life insurance coverage.
21. SHORT TERM/LONG TERM DISABILITY INSURANCE
The City shall provide a short term/long-term disability insurance plan. The plan shall provide a maximum monthly income benefit of 66 2/3% of the first $15,000 of base monthly earnings.
The maximum benefit paid shall not exceed $10,000 per month. Benefits of the plan shall not be paid until 50% of accrued sick leave has been exhausted or until the 30th day following the onset of disability, whichever is longer. The City pays the majority of the cost of the long-term disability insurance plan. Employees will pay the difference in the cost (with pre-tax dollars) for the enhanced benefit.
V. RETIREMENT
22. RETIREMENT
Executive Managers shall be members of the California Public Employees' Retirement System (CalPERS). Any contract with CalPERS currently in effect, shall remain in effect, as they may apply to the executive managers. All employee contributions to the below retirement plans shall be paid on a pre-tax basis in accordance with the provisions of Internal Revenue Code 414(h)(2) - Employee Pick-Up. Retirement benefits shall be consistent with the laws of the State of California and the United States.
Definitions:
Retired Employee is defined as follows:
Any employee who retires from the City of Manteca under the provisions of the California Public Employees’ Retirement System.
New Member is defined as follows:
1. A unit member who becomes a member of CalPERS for the first time on or ATTACHMENT 2
10 after January 1, 2013 and who was not a member of any other public retirement system prior to that date;
2. A unit member who becomes a member of Cal PERS for the first time on or after January 1, 2013 and who was a member of another public retirement system prior to that date, but who was not subject to reciprocity under Gov. Code §7522.02(c) andrelated CalPERS reciprocity requirements; or
3. A unit member who was an active member in CalPERS with another employer and who, after a break in service of more than six (6) months, returned to active membership in CalPERS with the City.
Classic Member is defined as follows:
A unit member who entered into membership with a qualifying public retirement system on or before December 3 L 20 I 2 who does not meet the definition of a New Member under Government Code §7522.04(t) and related CalPERS membership requirements.
Status as either a New Member or Classic Member shall be determined by CalPERS.
Retirement Benefits
Classic Tier 1: Retirement plan for employees hired with the City of Manteca on or before May 31, 2012.
Classic Tier 1 members shall receive the 2.7% at 55 retirement formula. For purposes of determining a retirement benefit, final compensation for these employees shall mean the single highest year of pensionable compensation.
Classic Tier 1 members shall pay through payroll deduction 100% of the CalPERS established employee contribution, which is eight percent (8%). Additionally, Classic Tier 1 members shall pay through payroll deduction an additional eight percent (8%). Toward the employer contribution for a total of sixteen percent (16%).
Classic Tier 1 member in the Police Chief position shall receive the 3% at 50 retirement formula. For purposes of determining a retirement benefit, final compensation for these employees shall mean the single highest year of pensionable compensation.
Classic Tier I member in the Police Chief Position shall pay through payroll deduction 100% of the CalPERS establishes employee contribution which is nine percent (9%). Additionally, Classic Tier 1 members in the Police Chief position shall pay through payroll deduction an additional eight percent (8%). toward the employer contribution for a total of seventeen percent (17%).
ATTACHMENT 2
11 Classic Tier 1 member in the Fire Chief Position shall receive the 3% at 55 retirement formula. For purposes of determining a retirement benefit, final compensation for these employees shall mean the single highest year of pensionable compensation.
Classic Tier 1 member in the Fire Chief Position shall pay through payroll deduction 100% of the CalPERS established employee contribution, which is nine percent (9%). Additionally, Classic Tier 1 member in the Fire Chief position shall pay through payroll deduction an additional eight percent (8%) toward the employer contribution for a total of seventeen percent (17%).
Classic Tier 2: Retirement plan for employees hired with the City of Manteca on or after June 1, 2012 who meet the definition of a Classic member as de fined by CalPERS.
Classic Tier 2 members shall receive the 2.0% at 60 retirement formula. For purposes of determining a retirement benefit, final compensation for these employees shall mean the highest annual average pensionable compensation earned during thirty-six (36) consecutive months of service.
Classic Tier 2 members shall pay through payroll deduction 100% of the CalPERS established employee contribution, which is seven percent (7%).
Additionally, Classic Tier I members shall pay through payroll deduction an additional eight percent (8%) toward the employer contribution for fifteen percent (15%).
Classic Tier 2 member in the Police Chief position shall receive the 3% at 55 retirement formula. For purposes of determining a retirement benefit, final compensation for these employees shall mean the highest annual average pensionable compensation earned during thirty-six (36) consecutive months of service.
Classic Tier 2 member in the Police Chief Position shall pay through payroll deduction, 100% of the CalPERS established employee contribution, which is nine percent (9%). Additionally, Classic Tier 2 member in the Police Chief Positions shall pay through payroll deduction an additional eight percent (8%) toward the employer contribution for a total of seventeen percent (17%).
There is no Tier 2 formula for the Fire Chief. If the member meets the definition of a Classic Member as defined by CalPERS the member will receive the Classic Tier 1 benefit as listed above.
ATTACHMENT 2
12 PEPRA: Retirement plan for employees hired with the City of Manteca on or after January 1,2013, who meet the definition of a new member as defined by CalPERS.
PEPRA members shall receive the 2.0% at 62 retirement benefit. For purposes of determining a retirement benefit, final compensation for these employees shall mean the highest annual averagepensionable compensation earned during thirty-six (36) consecutive months of service.
PEPRA members in the Police Chief or Fire Chief positions shall receive the
2.7% at 57 retirement benefit. For purposes of determining a retirement benefit, final compensation for theseemployees shall mean the highest annual average pensionable compensation earned during thirty-six (36) consecutive months of service.
As required by Gov. Code§ 7522.04(g), PEPRA members shall pay through payroll deduction fifty percent (50%) of the total normal cost of their retirement plan as determined annually by CalPERS.
Additionally, PEPRA members shall pay through payroll deduction an additional eight percent (8%) toward the employer contribution for a total of eight percent (8%) plus fifty percent (50%) of normal cost.
Additionally, PEPRA members in the Police or Fire Chief positions shall pay through payroll deduction an additional eight percent (8%) toward the employer contribution for a total of eight percent (8%) plus, fifty percent (50%) of normal cost
Under no circumstances shall these employees pay less than half the normal cost as determinedannually by CalPERS.
All classifications will utilize Level 4 of the Cal PERS 1959 Survivor Benefit.
23. SUPPLEMENTAL RETIREMENT PLANS
Mission Square 401
Non-sworn executive managers will be eligible for Mission Square 401 Supplemental Retirement enhancement. The City will contribute five percent (5%) to this plan, and the participant may voluntarily contribute after-tax dollars. This plan supplements the CalPERS retirement benefit to provide the following vesting schedule:
ATTACHMENT 2
13 Number Years
Completed
Vesting
%
1 years 20%
2 years 40%
3 years 60%
4 years 80%
5 years 100%
24. RETIREE HEALTH
All members hired prior to December 31, 2011 will receive a monthly maximum contributionbenefit of $675, which includes the Minimum Employer Contribution (MEC) as established annually by CALPERS.
The maximum benefit provided to retirees under this section shall be $675.00.
All members hired after December 31, 2011 will receive the Minimum Employer Contribution(MEC) as established annually by CALPERS.
25. SICK LEAVE UPON RETIREMENT
Managers who retire from City service (exclusive of deferred or disability retirement) shall be entitled to all sick leave hours credited to their account in the form of 50% toward the Retirement Health Savings plan at their currently hourly rate and the remaining 50% may be applied towards retirement credit or cashed out.
VI.MISCELLANEOUS
26. CATASTROPHIC LEAVE PLAN
Managers may donate sick leave, vacation, and/or administrative leave to another employee for the use of another employee when he/she/they are off work due to a non-work related injury or illness.When an employee donates time to another employee, a release form must be signed permitting the City to transfer the time. Time may only be donated as needed.
27.LIGHT DUTY ASSIGNMENT
The City will assign managers to light duty assignments when an injured employee is found by a physician to be able to return to work but unable to assume all of the duties of his / her regular assignment. The guiding principle for the City in making light duty assignments will be that the tasks will not aggravate the employee's illness or injury.
ATTACHMENT 2
14 28. SEVERANCE
Other than the City Manager and the City Attorney (whose contracts are set and approved by the City Council) severance for all managers (department heads) listed herein shall be set at four (4) months, subject to the terms and conditions of their employment contracts.
29. PERSONNEL FILES
Managers shall have access to their personnel files including the right to inspect or receive a copy of any material placed in their personnel file maintained by the Human Resources Department and the right to respond to any such material.
Managers shall be required to provide Human Resources with 24 hours advance notice to review their personnel file.
ATTACHMENT 2
15 30.SIGNATURES
Executed this __________ day of ____________________, 2022. _________________________________________
Daniella Green, Deputy City Attorney
_________________________________________
Tricia Cobey, Acting Human Resources Manager
_________________________________________
Mike Aguilar, Chief of Police
_________________________________________
Dave Marques, Fire Chief
ATTACHMENT 2