1 COMPENSATION PLAN FOR
CONFIDENTIAL NON-MANAGEMENT PERSONNEL
OF THE CITY OF SALINAS
______________________________________________________________________________
SECTION 1 - PREAMBLE
This Compensation Plan applies to the job classifications listed in Appendix A.
SECTION 2 - PAY RATES AND PRACTICES
A. Wages
Employees will receive a four percent (4%) increase on the wage scale effective with the first full payroll period following City Council approval of this Compensation Plan or the payroll period inclusive of January 1, 2023, whichever is later.
Employees will receive a two percent (2%) increase on the wage scale effective with the payroll period inclusive of January 1, 2024.
B. Bilingual Pay
A premium of five percent (5%) of base salary shall be paid to an employee assigned by management to speak and use a language other than English in the course of the employee's duties. This section is subject to administrative direction.
C. Special Assignment Pay
The City has established two categories of special assignment pay.
1. Temporary Upgrade Pay (Special Assignment Pay While Working Out of Class).
An employee who is assigned by the Department Director to perform all the duties of a vacant position in a higher classification for a limited duration (up to 960 hours each fiscal year ), during recruitment for a regular appointment to the vacant position, while relieved of the duties of the employee’s current position, shall receive a ten percent (10%) Special Assignment Pay while performing those duties.
Such pay shall start on the first day of assignment and be based on the employee's established base salary. Request for Temporary Upgrade Pay must be submitted within the pay period in which the special assignment pay was worked.
2. Special Assignment Pay While Performing Additional Responsibilities. An employee who is assigned by the Department Director a significant increase in duties and responsibility in his/her classification may receive a ten percent (10%) special assignment pay. Such pay is aut horized on recommendation of the Department Director with approval of the City Manager. It may be paid for special assignments of not less than two (2) weeks nor more than three (3) months duration.
2 The City Manager may approve additional special assignment pay beyond three (3) months for exceptionally difficult long-range assignments.
D. Confidential Premium
Confidential Non-Management Personnel will be paid $200 per month as a confidential premium, in recognition of the fact that such employees are r outinely and consistently assigned to sensitive positions requiring trust and discretion.
E. Longevity Pay
Employees who have attained twenty (20) years of regular service with the City of Salinas shall receive a longevity pay incentive of an additional five pe rcent (5%) base salary in recognition of their time in service.
F. Educational Incentive
Upon Department Director approval and the Human Resource Director's verification, employees are eligible for a monthly educational incentive based upon verification of accredited college or university units as listed below:
Bachelor’s Degree $150 per month
Associate’s Degree or Ninety (90) Semester Units $120 per month Sixty (60) Semester Units $90 per month
Thirty (30) Semester Units $60 per month
SECTION 3 - BENEFITS
A. Health, Dental, and Vision Plan
1. Dental and Vision Premiums
a. The City will pay the full amount of premiums for dental and vision plans for the employee and eligible dependents for full-time employees (40 hours per week).
b. The City will pay the full amount of premiums for dental and vision plans for the employee only for employees working in budgeted regular, part- time positions.
2. Health Premiums
a. The City will continue to contribute toward monthly health benefits premiums, for regular, full -time employees (based on level of coverage selected by the employee) and regular, part-time employees (with employee only coverage) , an amount equal to 95% of th e premium for the plan
3 selected, up to a maximum of 95% of the cost of the premium for the PERS Platinum health plan.
b. Beginning in the first full pay period of January 2024 , the City will contribute toward monthly health benefits premiums, for regular, full-time employees (based on level of coverage selected by the employee) and regular, part -time employees (with employee only coverage) , an amount equal to 95% of the premium for the plan selected, up to a maximum of 80% of the cost of the premium for the PERS Platinum health plan.
c. The employee shall pay for premium costs above the City’s contribution, as indicated above, through payroll deductions.
d. Employees enrolled in the City’s medical program under the California Public Employees’ Medical and Hospital Care Act (“PEMHCA”) receive a contribution by the City equal to the statutory minimum monthly contribution under PEMHCA. The City contribution amo unts described above shall include the PEMHCA statutory minimum contribution.
B. Long Term Disability
The City shall contribute to the City sponsored Long Term Disability Plan the full cost of the 60%. No maximum monthly benefit program.
C. Life Insurance
The City shall provide term life insurance in an amount of $50,000 for each Confidential Non-Management employee.
D. Professional Development
An employee shall be allowed up to one thousand dollars ($1000) per fiscal year for professional development expenses , voluntarily incurred, on a reimbursement basis and with prior approval by the Department Director for the following:
• Academic course s of study , seminars, workshops, conferences, training, software, hardware, and associated expenses related to the employee’s position. • Professional memberships, subscriptions, and books/publications related to the employee’s position.
E. Retirement Benefits
1. New York Life Participants
Effective for the term of this Compensation Plan, employees enrolled in the City’s New York Life Retirement Program shall pay four and one-half percent (4½%) of salary as the
4 “employee-paid” contributions to the City’s New York Life Retirement Program. The City shall pay all contributions in excess of the employee-paid contribution.
Effective June 1, 2001 , the New York Life Retirement Program shall be amended to provide for a retirement benefit based on single highest year compensation.
Subject to majority vote of all New York Life Retirement Program active participants, the NYL Retirement Program may be amended to a two (2%) percent at age fifty -five (55) benefit and employee -paid contribution increasing from the current four and one -half (4½%) percent to seven (7%) percent.
2. PERS
a. Classic Employees
Effective for this term of this Compensation Plan, employees enrolled in the California Public Employees’ Retirement System (PERS) shall pay seven percent (7%) as the employee-paid contribution.
Effective June 1, 2001, the PERS Retirement Benefit shall be amended to provide for the two (2%) percent at age fifty -five (55) retirement formula based on single highest year compensation.
b. New Members
The formulas above do not apply to persons who are defined as “new members” under the Public Employees’ Pension Reform Act of 2013 (“PEPRA”). New members are subject to all applicable PEPRA provisions, including the 2% at age 62 formula. Each new member will contribute 50% of the normal cost of his/her benefit as determined by PERS.
SECTION 4 - LEAVE PROVISIONS
A. Holidays (8 hours per day)
1. Fixed Holidays Date
New Year's Day January 1
Martin Luther King Third Monday in January
Lincoln's Birthday February 12
Presidents Day Third Monday in February
Memorial Day Last Monday in May
Independence Day July 4th
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Friday after Thanksgiving Day after Thanksgiving
Christmas Eve December 24
5 Christmas Day December 25
2. Every day appointed by the President or Governor for a public day of mourning, Thanksgiving, or holiday, when ratified by the Mayor or the Salinas City Council.
B. Annual Leave
1. Annual Leave shall be as provided in the Per sonnel Manual/Rules and Regulations .
Benefit is calculated at 8-hour day.
2. Annual leave will accrue incrementally over the course of a year as provided below.
1st through 5th year 258 hours per year
6th through 10th year 298 hours per year
11th through 15th year 314 hours per year
16th through 17th year 322 hours per year
18th through 19th year 330 hours per year
20th through 24th year 338 hours per year
25th through retirement 346 hours per year
The maximum annual leave accrual cap per employee shall be 692 hours. An employee who reaches the maximum annual leave accrual cap will not accrue additional annual leave until the annual leave balance is below the maximum accrual cap. Employees may cash out up to 80 hours of accrued annual leave in February; any additional accrued unused annual leave will be paid at separation.
C. Bereavement Leave
Confidential Non-Management Personnel shall be entitled to four (4) days of leave with pay for the death of a family member. Up to five (5) days of leave with pay may be authorized to an employee who travels out of the state to attend the funeral of the deceased family member. All provisions of the Personnel Manual regarding Bereavement Leave shall apply.
Family member includes:
Husband Mother-in-Law Step-Mother-in-Law
Wife Father-in-Law Step-Father-in-Law
Registered Domestic Partner Sister-in-Law Step Brother/Sister Father Brother-in-Law Aunt
Mother Legal Guardian Uncle
Child Step-Child
Brother Step-Father
Sister Step-Mother
Grandparent Grandchild
6 D. Family & Medical Leave
In accordance with the California Family Rights Act and the Federal Family and Medical Leave Act, the City of Salinas Family & Medical Leave Po licy is detailed in the Administrative Memorandum 94-1, as amended.
SECTION 5 - WORKING CONDITIONS
A. Grievance/Disciplinary Action Appeals Procedure
The Grievance/Disciplinary Action Appeals Procedure for Confidential Non-Management Personnel is set forth in the Personnel Manual/Rules and Regulations. No employee shall suffer retaliation resultant from use of this procedure.
B. Overtime
Overtime will conform with FLSA and the Personnel Manual. The City will pay overtime (in cash or compensatory time off subject to administrative rules) after forty (40) hours of work in any one workweek.
Overtime calculations shall include all leave time, (including, but not limited to annual leave, bereavement leave and compensatory time off) which shall be considered part of the employee's workweek.
C. Alternate Hours of Work Policy
During the term of this Memorandum of Understanding, an employee may request and the City may permit Alternate Hours of Work within the following parameters:
1. City workflow or output shall not be impaired in any way.
2. The City will attempt to accommodate the employee's needs, i.e., request will be evaluated on a case-by-case basis.
3. A supervisor shall not be able to work alternate hours if it results in a subordinate being unsupervised at any time.
D. Compensatory Time
Accumulation of compensatory time, in lieu of overtime compensation, shall be limited to one hundred twenty (120) hours, with full buy-out at the appropriate rate of pay upon separation of employment with the City.
E. Reasonable Accommodations for Employees with Disabilities
Employees with disabilities may request reasonable accommodations under state and
7 federal law.
SECTION 6 - TERM
The term of this Compensation Plan shall commence upon Council approval and shall continue until amended.
8 APPENDIX A
CONFIDENTIAL MISCELLANEOUS
Benefit
Group Grade Position
Step 1
Hourly
Step 1
Monthly
Step 2
Hourly
Step 2
Monthly
Step 3
Hourly
Step 3
Monthly
Step 4
Hourly
Step 4
Monthly
Step 5
Hourly
Step 5
Monthly
Step 6
Hourly
Step 6
Monthly
27 27.7027 Assistant City Clerk 32.2823 5,596 33.9020 5,876 35.5891 6,169 37.3683 6,477 39.2395 6,802 41.2088 7,143 27 27.7061 Confidential Office Technician 25.0567 4,343 26.3066 4,560 27.6215 4,788 29.0005 5,027 30.4515 5,278 31.9747 5,542 27 27.2036 Deferred Comp Technician 29.9990 5,200 31.5005 5,460 33.0737 5,733 34.7258 6,019 36.4642 6,320 38.2890 6,637 27 27.7006 Executive Assistant 30.7460 5,329 32.2908 5,597 33.8997 5,876 35.5951 6,170 37.3767 6,479 39.2444 6,802 27 27.7051 Human Resource Technician 25.7966 4,471 27.0823 4,694 28.4330 4,928 29.8554 5,175 31.3494 5,434 32.9155 5,705 27 27.7011 Legal Secretary 28.7132 4,977 30.1499 5,226 31.6584 5,487 33.2390 5,761 34.8982 6,049 36.6441 6,352 27 27.2026 Payroll Supervisor 36.4642 6,320 38.2890 6,637 40.2070 6,969 42.2185 7,318 44.3304 7,684 46.5502 8,069 27 27.7017 Sr Human Resources Technician 29.9990 5,200 31.5005 5,460 33.0737 5,733 34.7258 6,019 36.4642 6,320 38.2890 6,637 27 27.7077 Sr Risk Management Technician 29.9990 5,200 31.5005 5,460 33.0737 5,733 34.7258 6,019 36.4642 6,320 38.2890 6,637