HomeMy WebLinkAboutRES NO 136-08RESOLUTION NO. ~ 3 6 - Q $
A RESOLUTION SETTING SALARIES AND
RELATED BENEFITS FOR OFFICERS AND
EMPLOYEES OF THE GENERAL SUPERVISORY,
POLICE SUPERVISORY (NON-SAFETY) AND MANAGEMENT UNITS.
WHEREAS, the Charter of the City of Bakersfield, Section 12, authorizes
the City Council to provide for salaries and related benefits for officers and employees
of the City; and
WHEREAS, the Council has determined what such salaries and related
benefits should be for such officers and employees of the City to be in effect on August
20, 2008.
SECTION 1.
Resolution No. 078-06 and all amendments are superseded by this Resolution.
SECTION 2.
Term of Agreement
This Resolution shall commence on January 1, 2008 and expire at 12:00 midnight on
December 31, 2010, for the General Supervisory, Police Supervisory (Non-Safety), and
Management Units.
SECTION 3.
Salary Schedule
Attachment "A" is the salary schedule effective December 24, 2007 through July 6, 2008
and Attachment "B" is the salary schedule effective July 7, 2008 through December 21,
2008 and are hereby adopted and incorporated into this Resolution as though fully set
forth herein, thereafter this Resolution shall be published in printed form.
Salary ranges shall be increased according to the effective dates described in the
following schedule:
December 24, 2007 3.0%
July 7, 2008 1.0%
December 22, 2008 4.0%
December 21, 2009 4.0%
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The City may reopen negotiations for salary adjustments if salary compaction issues are
created in a department due to salary settlements for subordinate employees in that
department during the term of this resolution.
SECTION 4.
Car and Mileage Allowances
A. Effective March 20, 2006, department heads who are not furnished an official
City car shall be reimbursed for automobile use at the rate of One hundred twenty
dollars ($120) per week. Members of the City Council shall be reimbursed for
automobile use at a rate equivalent to that designated for department heads.
B. Effective March 20, 2006, Management employees not furnished an official City
car and who are not department heads shall be reimbursed at the rate of twenty-five
percent (25%) of the Department Head allowance.
C. Effective March 20, 2006, future automobile allowance rates will be increased
annually thereafter on January 1st based upon the percentage annual increase of the
IRS mileage reimbursement rate. If the IRS mileage reimbursement rate decreases in
any given year, no change to the automobile allowance will be made.
D. Mileage allowances on the above where the car is in use on City business shall
be allowed based upon factors of gasoline costs and maintenance costs; provided,
however, that City officers named in Subsection A. shall receive mileage allowances
only for out-of-town travel on City business.
E. The car allowance provided in Subsection A. shall be annually determined based
upon the factors of leasing costs, gasoline costs and up-keep cost increases, if any,
from year to year.
SECTION 5.
Medical and Dental Insurance
All future meeting and conferring and decisions regarding the structure of
medical/dental insurance coverage shall take place through the Joint City/Employee
Insurance Committee. The Committee shall consist of representatives from each Unit
and the City. There shall be a good faith effort to make all decisions by October 31st of
each year. Discussions as to the City's contribution toward medical/dental insurance
shall continue to be determined through the formal meet and confer process between
the City and the individual Units.
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General Supervisory Police Supervisory LNon-Safety) and Manaaement Units -The
City will contribute towards medical and dental insurance equivalent to the Blue and
White Collar Units. As members of the Insurance Committee the Management and
Supervisory Units will participate as part of the Insurance Committee in reviewing
alternate benefit insurance plans such as PERS, SISC or others. For January 1, 2009 to
December 31, 2009 the 80%/20% split on health care cost shall remain in effect, with a
collective cap of 10% total for all plans. Any premium increases above the collective
10% cap shall be fully covered by the employees. Going forward, unless an alternative
agreement has been reached, any changes to the coverage shall revert to the existing
process whereby the City will meet with the Insurance Committee to make any plan
changes.
Medicare Coverage -Any employee eligible to receive retiree medical insurance
coverage who is eligible for Medicare coverage whether through the City of Bakersfield,
other employers, spouse/domestic partner coverage, or for any other reason, shall be
required to obtain and utilize such coverage as a condition for receiving coverage under
the City's plan.
The City shall provide the surviving spouse/domestic partner and eligible dependent (s)
of any deceased employee with the health and welfare benefit contribution that had
been made on behalf of the employee prior to their death.
A. Retiree Medical -Employees Hired Prior to April 1, 1996 who retire following fifteen
(15) years of permanent service or retire due to disability, eligibility for and contributions
towards retiree medical insurance shall be as originally set forth in City Council
Resolution #227-88 and herein set forth:
1. Retired employees enrolled under the City's health plan shall receive city
contributions based on the following formula:
a. Participation in the City retiree medical insurance plan will be offered to
those employees who retire following fifteen (15) years of regular service
or retire due to disability. Such retirees will receive a premium subsidy
based upon 3% per year of service, to the nearest quarter year, up to a
maximum of 30 years (90%), of the lower of the HMO or Fee-For-Service
Single rate. In no case shall a retiree in this class receive more than 90%
of their applicable rate structure (i.e. single without Medicare rate, single
with Medicare rate, etc.) in subsidies from the City.
b. Forty-two (42%) percent of the actual premium for the "Fee for Service"
Retiree Health Plan shall be paid by .the City and the balance of the
premium shall be calculated and paid pursuant to the formula in "A" above.
2. Retired employees covered under the HMO Insurance plans shall only receive the
City contributions under the formula in "A" above.
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B. Retiree Medical - Employees hired after April 1 1996 but before February 22, 2006,
will be eligible for retiree medical under the following conditions:
1. Participation in the City retiree medical insurance plan will be offered to those
employees who retire following twenty (20) years of regular service or retire due
to disability. Such retirees will receive a premium subsidy based upon 3% per
year of service, to the nearest quarter year, up to a maximum of 30 years (90%),
of the lower of the HMO or Fee-For-Service Single rate. In no case shall a retiree
in this class receive more than 90% of their applicable rate structure (i.e. single
without Medicare rate, single with Medicare rate, etc.) in subsidies from the City.
2. Any employee eligible to receive retiree medical insurance coverage who is
eligible for Medicare coverage (Part A) whether through the City of Bakersfield,
other employers, spouse coverage, or for any other reason, shall be required to
obtain and utilize such coverage as a condition for receiving coverage under the
City's retiree medical plan.
2. Employees hired after April 1, 1996 shall not be eligible to receive the 42% Fee
For-Service plan subsidy.
Employees hired after February 22, 2006, shall not be eligible to receive retiree medical
insurance.
SECTION 6.
Life Insurance
The City shall provide a basic term life insurance policy for employees included within
this Resolution. In addition, the City shall provide contributions toward a life insurance
plan as follows:
Basic Life Benefit - up to $2,000 plus, 1 times Basic Annual Salary, rounded to the
nearest $1,000, up to a maximum of $100,000.
SECTION 7.
Administrative Leave
Employees may be granted administrative leave under Section 2.84.620(d) of the
Bakersfield Municipal Code and Section III - 1.3.3 of the Administrative Rules with the
approval of the department head and the City Manager.
The Supervisory Units may use up to 3 days consecutively of administrative leave.
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SECTION 8.
Uniform and Tool Allowance
The City shall provide a uniform allowance paid on a bi-weekly basis as follows:
A. Police and Fire Management, safety members shall receive the same allowance
provided for represented Fire and Police employees.
B. Miscellaneous and Police Supervisory, (Non-Safety) employees who are required
to wear a uniform shall be provided with Four hundred fifty-five dollars ($455) per
year.
E. General Supervisory employees required to wear uniforms will be furnished
uniforms at no cost to the employee.
F. General Supervisory employees who are required to provide a full complement of
hand tools shall be reimbursed for replacement of such tools up to Four hundred
twenty-five dollars ($425) annually, effective January 1, 2007.
SECTION 9.
Accumulated Sick Leave
Payment of accumulated sick leave in event of death or resignation of a member of the
Management Unit, General Supervisory Unit and Police Supervisory Unit (Non-Safety)
shall be as follows:
A. One-half (Y2) of the unused sick leave shall be paid to the member's beneficiary
or estate in the event of such member's death prior to his separation from City
employment after ten (10) years service.
B. One-half (~/2) of the unused sick leave shall be paid to a Police Supervisory
employee (Non-Safety) whose employment is terminated for any reason, other
than discharge, after ten (10) years service.
C. Seventy-five percent (75%) of the unused sick leave shall be paid to a
Management Unit or General Supervisory Unit employee, whose employment is
terminated for any reason, other than discharge, following five (5) years service.
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SECTION 10.
Sick Leave Conversion
General Supervisory, Police Supervisory (Non-Safety) and Management employees accrue
sick leave at the rate of twelve (12) days per calendar year, with a maximum accrual of one
hundred twenty (120) days. An employee who has an accrued balance at the end of the
calendar year, which exceeds one hundred twenty (120) days will receive one hundred
percent (100%) of his/her accruals in excess of one hundred twenty (120) days as vacation
and may convert and be paid for up to seventy-five (75%) of that amount of vacation. The
amount to be converted must be designated by the employee no later than the following
January 31, which will be paid to employee the second pay day in February. Employees
receiving the above conversion will not receive any sixty (60) to one hundred twenty (120)
day conversion of sick leave for that calendar year. The previously established non-
conversion sick leave "bank" will no longer exist for this group.
SECTION 11.
Holidavs
A. All eligible management and supervisory employees shall observe the
following eight-hour holidays with pay:
Martin Luther King Day
President's Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Day
New Year's Day
Three Floating Holidays, as provided below.
Employees shall also receive every day designated by the City Council as
special holidays in commemoration or in memorial of an extraordinary
occurrence as paid holidays.
During the time of any leave of absence without pay employees will not be
eligible for Holiday Pay.
B. Whenever a holiday falls on a Sunday, the following Monday shall be
observed. Whenever a holiday falls on a Saturday, the previous Friday shall be
observed as a holiday.
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C. Employees assigned to seven-day per week shift schedules shall observe
the actual, not the observed holiday.
D. Floating Holidays -Each employee in the General Supervisory, Police
Supervisory (Non-Safety) and Management Units not working on a shift basis,
who is employed by the City when floating holiday is credited, shall be eligible for
floating holiday(s). Floating holiday(s) must have prior departmental approval
and shall be consistent with the efficient operation of the affected department and
its activities.
Floating holidays shall be utilized as follows on years that Christmas and New
Years fall on:
Saturday, Sunday, or Monday, three floating holidays will be credited to
employees.
Tuesday, Wednesday, or Friday, Christmas and New Years eve will be observed
as full day holidays and one floating holiday will be credited each employee.
Thursday, the Fridays following Christmas and New Years will be observed as
full day holidays and one floating holiday will be credited each employee.
Floating holidays not observed as Christmas or New Year's Eve shall be credited
and available by July 1 of each year.
E. Whenever a holiday falls on a Sunday, the following Monday shall be
observed. Whenever a holiday falls on a Saturday, none of the above shall be
observed as a holiday.
Employees assigned to seven-day per week shift schedules shall observe the
actual, not the observed holiday.
F. Eli ibilit - All probationary and full-time employees except those
employees who are absent without pay
before and/or after the holiday, shall
manner herein provided.
one-half ('/2) day or more immediately
~e eligible to observe holidays in the
G. Holiday Work -When General Supervisory and Police Supervisory (Non-
Safety) are required to work on a holiday, the eligible employee shall be credited
for the holiday once at the straight time rate and shall be credited once again for
the actual time worked as overtime at the employee's applicable overtime rate.
General Supervisory Unit employees working on a holiday designated in
Subsection A. shall be credited for overtime at time and one-half.
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H. Holidays on Day off - When a holiday falls on an employee's scheduled
day off, the eligible employee shall be credited for the holiday as overtime at the
straight time rate.
I. Designated Holidays and Manner of Payment for Holiday Work on Shift
Basis -Safety Management and Police Supervisory (Non-Safety) Units. All
eligible employees in the Safety Management and Police Supervisory (Non-
Safety) Unit working on a shift basis, without regard to holidays, are entitled to
thirteen (13) holidays to be paid at straight time.
SECTION 12.
Public Emplovees Retirement Svstem Contribution
In addition to amounts presently paid by City, the City shall pay the following
contribution to PERS (Public Employees Retirement System) normally paid by
the employee:
A. General Supervisory and Police Supervisory (Non-Safety) - At the
beginning of the employees sixth (6t") cumulative years of service, the city
shall pay (8%) on behalf of the employee.
B. Police and Fire Management (Safety) -the City shall pay nine percent
(9%) on behalf of the employee.
C. Management Unit exc~t Police and Fire Management (Safety) -The
City shall pay eight percent (8%) on behalf of the employee.
C. Employer Paid Member Contributions (EPMC) shall be reported as salary
earnings for retirement credit for Management, General Supervisory and
Police Supervisory (Non-Safety), beginning January 1, 2003, for those
employees with five (5) years or more cumulative employment with the
City.
D. The City will implement the Cal PERS pre-retirement optional Death
Benefit.
SECTION 13.
Longevity Pav
The City shall compensate employees for longevity as follows:
A. General Supervisory and Police Supervisory (Non-Safety) Units -Effective
the first full pay period in April 1984, the City will institute a Longevity Pay
Program for Unit members as follows (the amounts are not cumulative):
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1. Ten (10) or more uninterrupted years of City employment -two percent
(2%) of base pay.
2. Fifteen (15) or more uninterrupted years of City employment -four
percent (4%) of base pay.
3. Twenty (20) or more uninterrupted years of City employment -six
percent (6%) of base pay.
Employees hired after January 1, 1985, shall not be eligible for longevity pay.
SECTION 14.
Incentive Pav
City shall contribute an additional five percent (5%) of employee's base salary to
all Police Management employees possessing either an Intermediate or
Advanced Certificate, or both, issued by the Police Officers Standards and
Training Commission (P.O.S.T.).
City shall contribute an additional five percent (5%) of employee's base salary to
Fire Management personnel holding an Associate in Arts Degree which fulfills all
requirements of a Fire Science Certificate and five (5) years employment with the
Bakersfield Fire Department, or two and one-half percent (21/2%) of employee's
base salary for those safety personnel in the Bakersfield Fire Department who
have obtained a Fire Science Certificate requiring thirty (30) units and eight (8)
years employment of Fire Management Certificate requiring twenty-one (21) units
and eight (8) years employment with the department.
SECTION 15.
Shift Differential
General Supervisory and Police Supervisory (Non-Safety) Unit employees shall
receive an increased shift differential of $.90 per hour 3 p.m. to midnight and
$1.25 between 12 midnight and 7 a.m., effective January 1, 2007.
SECTION 16.
Stand-Bv Pav
Effective March 22, 2006, General Supervisory employees designated by
management who are directed to remain on stand-by, pursuant to Section
2.84.270 of the Bakersfield Municipal Code, shall receive Forty dollars ($40.00)
per each eight (8) hours on stand-by or fraction thereof.
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SECTION 17.
Additional Working Shift Compensation
In consideration for working an additional full shift, in addition to regularly
scheduled duty shifts, Police Lieutenants will be compensated at straight time for
each such additional full shift worked.
SECTION 18.
Overtime: Supervising Fire Dispatchers
Supervising Fire Dispatchers will be compensated for overtime worked at time
and one-half.
SECTION 19.
Overtime: Communications Center Supervisors
Effective March 20, 2006, Communications Center Supervisors will be
compensated for overtime worked at a straight hourly rate and will receive an
additional 3.5% of salary in lieu of overtime at time and one half.
SECTION 20.
Retirement
Retired Non-Safety Employees -Effective January 1, 1985, only employees
retiring with a minimum of fifteen (15) years accumulated service shall be eligible
for participation in the Retiree Medical Insurance Program. The fifteen-year
minimum shall be waived for employees retiring because of disability.
SECTION 21.
Residency Requirement
The residency requirement for General Supervisory Unit employees shall be
amended to require that employees maintain residency within forty-five (45)
minutes normal driving time from City Hall. Normal driving time shall be defined
as driving the most direct route at the posted speed limit. Employees must
comply with the residency requirement within six months of passing probation.
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SECTION 22.
Physical Assessment Pro4ram
Up to one time each eighteen (18) month period starting January 1, 1995 for
Police Supervisory Unit (Non-Safety) employees and starting January 1, 1996 for
Management Unit employees, the City will offer these employees the opportunity
to receive a comprehensive physical assessment and follow-up counseling
session. The Assessment will measure:
Cardiovascular fitness
Blood pressure
Blood composition (cholesterol, etc.)
Body composition
Muscular endurance
Flexibility
When indicated by initial results, follow-up testing will be performed. Results of
the assessment will be confidential and for the individual employee's use only.
The City will receive composite data to be used in evaluating the need for
training, seminars, etc. The program will be provided on work time and will be
voluntary.
SECTION 23.
Witness/Jury Duty
The City shall amend its Administrative Policy and Procedure regarding jury duty
to provide for paid leave when an employee is subpoenaed to appear as a
witness in court in Kern County on matters of civic concern. Examples of matters
of civic concern would include criminal matters, accidents, etc.
SECTION 24.
Vacation
Annual vacation accrual will be as set forth in the Bakersfield Municipal Code,
Section 2.84.350. The maximum vacation accrual allowed will be three (3) years
plus after ten (10) years of service to three (3) years plus 9 days, to allow for
possible sick leave conversion.
SECTION 25.
Unit Rearesentation Change
Effective June 1, 1992, the Communications Center Supervisors will become part
of the Police Supervisory Unit as Non-Safety members.
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SECTION 26.
Payroll
Effective immediately, all payroll changes shall take place at the nearest pay
period. The City no longer processes early release of vacation checks.
Direct Deposit - Effective January 8, 1996, all Management and Police
Supervisory (Non-Safety) employees shall participate in direct deposit for payroll
purposes.
SECTION 27.
Bi-lingual Pay
Police Supervisory Unit (Non-Safety) employees capable of speaking Spanish
shall be eligible to receive an additional Thirty-five dollars ($35.00) per pay
period. During the time of any leave of absence without pay employees will not
be eligible for bilingual pay. All personnel shall utilize any language skills they
possess to the best of their ability in handling their responsibilities on a non
regular basis without compensation. To be eligible, an employee must: 1) Pass
the test demonstrating conversational fluency in Spanish; 2) Pass periodic
retests in language skills; and 3) Serve as translators as required.
Additional languages may be added by the Chief of Police. Notwithstanding the
above, all personnel shall utilize any language skills they possess to the best of
their ability in handling their responsibilities. In case of an emergency, all
employees will use whatever language skills they possess to assist to the
maximum extent possible.
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I HEREBY CERTIFY that the foregoing Resolution was passed and
adopted by the Council of the City of Bakersfield at a regular meeting thereof held on
AUG ~, by the following vote:
A~YE~• COUNCILMEMBER BENHAM, CARSON, COUCH, HANSON SCR NER, SULCIVAN, W IE R
~iQQES: COUNCIL MEMBER III.O'1t:~..
ABSTAIN: COUNCIL MEMBER YLOI~~.
ABSENT: COUNCIL MEMBER 1'L~0-
PAMELA McCARTHY
CITY CLERK AND EX OF I 10 of the
Council of the City of Bakersfield
AUG 2 0 1Uu~
APPROVED
By
HA EY L. HALL
Mayor
APPROVED AS TO FORM:
VIRGINIA GENNARO
City Attorney~~
BY.
aINIA GENNARO
Attorney
Attachment: Attachment "A" & Attachment "B"
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