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Home My WebLink AboutRES NO 059-12RESOLUTION NO. 059— 1 2 A RESOLUTION SETTING SALARIES AND RELATED BENEFITS FOR OFFICERS AND EMPLOYEES OF THE GENERAL SUPERVISORY, POLICE SUPERVISORY 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 June 27, 2012. WHEREAS, the City has established definitions of employees and recognizes those deemed as Management, General Supervisory (to include Communications Center Supervisors) and Police Supervisory (to include Police Sergeants) to be covered within this Resolution. SECTION 1. Resolution No. - 111 -11 and all amendments are superseded by this Resolution. SECTION 2. Term of Agreement This Resolution shall commence on July 1, 2012 and expire at 12:00 midnight on June 30, 2013, for the General Supervisory, Police Supervisory, and Management Units. SECTION 3. Salary Schedule Attachment "A" is the salary schedule effective July 2, 2012 through June 30, 2013 and is 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 on July 2, 2012 as follows: General Supervisory and Management: 2.0% Police Supervisory: 3.0% _A 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 ($120.00) 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 31 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. General Supervisory Police Supervisory and Management 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 PIERS, 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. Retiree Medical — Management Police Supervisory and General Supervisory Units a) Retiree Medical — Employees Hired Prior to April 1, 1996. For retired employees hired by the City 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: A. Retired employees enrolled under the City's health plan shall receive city contributions based on the following formula: The City shall contribute two percent (2 %) of the monthly premium for Health Net (under age 65 rate) times each year of service (to the nearest half year) for single -party coverage, and one and one -half percent (1 1/2 %) of monthly premium for two -party coverage for Health Net (under age 65 rate) time each year of service (to the nearest half year) for retired employees with two -party and family coverage. 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. C. Retired employees covered under the HMO Insurance plans shall only receive the City contributions under the formula in "A" above. Participation in the City retiree medical insurance plan will be offered to those employees hired after April 1, 1996 and before March 22, 2006, 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 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) Any employee eligible to receive retiree medical insurance coverage who is eligible for Medicare coverage (Part A or B) 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. c.)_ Employees hired after April 1, 1996 shall not be eligible to receive the 42% Fee - For - Service plan subsidy. d) Management and supervisory 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. SECTION 8. > n i 4 � Uniform and Tool Allowance The City shall provide a uniform allowance paid on a bi- weekly basis as follows: A. Police Management, Police Supervisory and Fire Management, (safety members) shall receive the same allowance provide for represented Fire and Police employees. B. Police Communications Center Supervisors, who are required to wear a uniform shall be provided with a FOUR HUNDRED FIFTY -FIVE DOLLARS ($455) per year. C. General Supervisory employees required to wear uniforms will be furnished uniforms at no cost to the employee. D. 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 shall be as follows: A. One -half (' /Z) 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 (' /Z) of the unused sick leave shall be paid to a Police Supervisory employee whose employment is terminated for any reason, other than discharge, after ten (10) years service. Police Supervisory employees that retire with an eligible service retirement shall be entitled to a service sick leave pay -out and receive an additional 25% of accrued sick leave compensation at the time of retirement. 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. SECTION 10. Sick Leave Conversion General Supervisory, Police Supervisory 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. Holidays 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. 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 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. Eligibility. All probationary and full -time employees except those employees who are absent without pay one -half ('/2) day or more immediately before and /or after the holiday, shall be eligible to observe holidays in the manner herein provided. G. Holiday Work. When General Supervisory and Police Supervisory 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. n General Supervisory Unit employees working on a holiday designated in Subsection A. shall be credited for overtime at time and one -half. 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 —All eligible employees in the Fire /Police (Safety) Management, Police Supervisory and Communications Center Supervisory Unit working on a shift basis, without regard to holidays, are entitled to thirteen (13) holidays to be paid at straight time. SECTION 12. RETIREMENT 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: Public Employees Retirement System Contribution General Supervisory - At the beginning of the employees sixth (6th) accumulative year of service, the city shall pay (8 %) on behalf of the employee. 2. Police Supervisory - At the beginning of the employees sixth (6th) accumulative year of service, the city shall pay (9 %) on behalf of the employee for those hired prior to January 1, 2011. Those hired after January 1, 2011 will pay 100% of the PERS member contribution. 3. Police and Fire Management (Safety) - The City shall pay nine percent (9 %) on behalf of the employee for those hired prior to January 1, 2011. Those hired after January 1, 2011 will pay 100% of the PERS member contribution. 4. Management Unit, except Police and Fire Management (Safety) — The City shall pay eight percent (8 %) on behalf of the employee. 5. Employer Paid Member Contributions (EPMC) shall be reported as salary earnings for retirement credit for Management, Police Supervisory and General Supervisory beginning January 1, 2003, for those employees with five (5) years or more cumulative employment with the City. 6. The City will implement the PERS option 2 Death Benefit. B. Public Employees Retirement System Formulas Management and General Supervisory (excluding Safety) - Employees hired prior to December 20, 2008 will be eligible for the plan 3% @ age 60 and retirement is based on one year compensation. Those hired on, or after, December 20, 2008 are eligible for 2.7% @ age 55 plan and retirement is based on three year compensation. 2. Police and Fire Management (Safety) and Police Supervisory - Those hired prior to January 1, 2011 will be eligible for 3% @ age 50 and retirement is based on one year compensation. Those hired on, or after, January 1, 2011 will be eligible for 2% @ age 50 and retirement is based on three year compensation. SECTION 13. Longevity Pay The City shall compensate employees for longevity as follows: A. General Supervisory 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): 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 Pay City shall contribute an additional five percent (5 %) of employee's base salary to all Police Management and Police Supervisory employees possessing either an Intermediate or Advanced Certificate, or both, issued by the Police Officers Standards and Training Commission (P.O.S.T.). ^7 Police Sergeants in possession of a POST Supervisory Certificate shall receive an additional five (5 %) of base pay (total of 10 %). Employees promoting to Police Supervisory receiving incentive pay for an advanced certificate shall continue to receive the pay for up to 24 months pending qualification for the Supervisory Certificate. Maximum incentive pay in all cases is (10 %) ten percent. 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 (2'/z %) 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. Hazard Pay: Police Supervisory Hazardous duty pay for motorcycle duty, SWAT and bomb squad members shall be One Hundred Forty ($140.00) dollars per month. SECTION 16. Shift Differential General Supervisory 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 17. Stand -By Pay Effective March 22, 2006, General Supervisory and Police 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. Police Supervisory called back for court appearance shall receive a minimum of three (3) hours compensation. SECTION 18. 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 19. Overtime: Supervising Fire Dispatchers Supervising Fire Dispatchers will be compensated for overtime worked at time and one -half. SECTION 20. 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 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. SECTION 22. Physical Assessment Program 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 Representation Change Effective June 1, 1992, the Communications Center Supervisors will become part of the Police Supervisory Unit as Non - Safety members. Effective January 1, 2005 employees of the Communications Supervisory classification were incorporated into the General Supervisory group. This was in relationship to the Police Sergeants being granted representation through the Bakersfield Police Officer Association. The Police Sergeants were covered by this resolution prior to 2005 but had left after formal request, and approval, of the City Manager in April 2004. The Police Sergeants were returned under this resolution as, Police Supervisory Unit, after formal request was made to the City Manager and approved effective September 27, 2011. 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 employees shall participate in direct deposit for payroll purposes. SECTION 27. Bi- lingual Pay Police Supervisory Unit and Communications Center Supervisor 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. 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. ---- - - - - -- 000---- - - - - -- 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 by the following vote: L/ ✓ ✓ ✓ ✓ ✓ AY D COUNCILMEMBER BENHAM, COUCH, HANSON, JOHNSON, SALAS, SULLIVAN, WEIR NOES: COUNCIL MEMBER a ABSTAIN: COUNCIL MEMBER ABSENT: COUNCIL MEMBER �hnQ ROBERTA GAFFORD CITY CLERK AND EX OFFICIO of the Council of the City of Bakersfield APPROVED JUN 2 7 0 By ARVEY L. HALL Mayor APPROVED AS TO FORM: VIRGINIA G,FNNARO City Attor VIFGINIA 191 City Attorney Attachment: Attachment "A" ti akl INAL H I I I 1 1 I I I I I I W � i H0 i U U U A U U U q A U q A A A A q Pa i U U O U O I I U] 1 I � i E-1 I I F 1 I � 1 1 I I I I 1 I In 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 I 1 m d1 H H H N lf) 0\ N O N 0 d' LIJ o Ol l a I m H N N M M M M M M LD d1 Ul M d' Ul m d1 N 0) m d1 l0 M H m d1 N kD M �M N OM 10 r- r0 r0 r 0 Hr NLn mH �Ln U1r lD lf) Olr MO 10-W mr Om I F I 1 U) I U) H H� r0 r0 r0 N VI. 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