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HomeMy WebLinkAbout3.b. Adopt a Revised Resolution Documenting the Salary and Benefits for the Unrepresented at-will Positions Page 1 of 12 Item 3.b. CENTRAL SAN BOARD OF DIRECTORS POSITION PAPER DRAFT MEETING DATE: APRIL 10, 2018 SUBJECT: ADOPT REVISED RESOLUTION DOCUMENTING THE SALARYAND BENEFITS FOR THE UNREPRESENTED AT-WILL POSITIONS SUBMITTED BY: INITIATING DEPARTMENT: TEJI O'MALLEY, HUMAN RESOURCES GM DEPUTY GENERAL MANAGER MANAGER REVIEWED BY: ANN SASAKI, DEPUTY GENERAL MANAGER ROGER S. BAILEY, GENERAL MANAGER ISSUE Board authorization is required to adopt the revised Resolution. BACKGROUND n September of 2016, the Board approved an Amendment to the 2012 Memorandum of Understanding between the District and the Management Group, effectively removing the classifications of Deputy General Manager and Human Resources Manager from the bargaining unit. The Board subsequently adopted a resolution confirming the salary and benefits for the unrepresented at-will positions. It has come to our attention that there was a clerical error in the vacation accrual for 30-plus years of service. That error has been corrected in the attached revised resolution. Additionally, some minor language has been added to clarify the timing of some of the benefits. ALTERNATIVES/CONSIDERATIONS None. FINANCIAL IMPACTS None with this action. COMMITTEE RECOMMENDATION The Administration Committee reviewed this item at their April 10, 2018, meeting and recommended/did not recommend approval by the full Board. RECOMMENDED BOARD ACTION April 10, 2018 Regular ADMIN Committee Meeting Agenda Packet- Page 12 of 90 Page 2 of 12 Adopt the revised resolution confirming the salary and benefits for the unrepresented at-will positions. GOAL THREE:Be a Fiscally Sound and Effective Water Sector Utility Strategy 2- Manage Costs ATTACHMENTS: Revised Resolution for Unrepresented At-Will Position - Strikeout Version Revised Resolution for Unrepresented At-Will Position - Final Version April 10, 2018 Regular ADMIN Committee Meeting Agenda Packet- Page 13 of 90 Page 3 of 12 RESOLUTION NO. 12016 0362018- A RESOLUTION OF THE CENTRAL CONTRA COSTA SANITARY DISTRICT OUTLINING THE EMPLOYMENT BENEFITS FOR UNREPRESENTED AT-WILL POSITIONS WHEREAS, the Central Contra Costa Sanitary District Management Group is the formally recognized exclusive employee representative for all Management Employees, excluding the Executive Management Team, and WHEREAS, the Management Group voted in August 2016 to modify and remove from the bargaining unit the positions of Deputy General Manager and Human Resources Manager; and WHEREAS, the salary and benefits of the two newly unrepresented at-will positions should be memorialized. NOW, THEREFORE, BE IT RESOLVED by the Board of Directors of the Central Contra Costa Sanitary District ("District") as follows: THAT the unrepresented at-will employees shall be entitled to the following salary and benefits: a. GENERAL AND MERIT INCREASES - Effective April 18, 2017, employees' wages shall be adjusted by the change in the Consumer Price Index (CPI) for all Urban Consumers (San Francisco/ Oakland /San Jose) during the most recently completed February to February time period prior to the applicable April, with a minimum of 2% and a maximum of 5%, plus an additional 1% wage increase will be added to the CPI adjustment. Employees will normally receive a salary step increase every twelve (12) months until they reach the top of their range. b. VACATION Years Employ Annual Accrual Maximum Accrual 0 — 3 Years 10 Days 20 Days 3-5 15 30 5-10 16 32 10 - 15 17 34 15 - 20 20 40 20 - 25 25 50 25 30 60 -3-5 7-0 April 10, 2018 Regular ADMIN Committee Meeting Agenda Packet- Page 14 of 90 Page 4 of 12 Central Contra Costa Sanitary District Resolution 20162018- Page 2 of 5 The extra days accrued due to service of over five (5) years are credited to each employee's account on his /her anniversary date. If an employee leaves the District they will be paid for any earned vacation time not used. An employee may request payment of accumulated vacation time provided that the employee has either used at least ten (10) vacation days during the last twelve (12) months or has accrued sufficient vacation time to take a mandatory ten (10) days of vacation time off within the calendar year of application. The only exception is the payment of accumulated vacation time above the maximum annual accrual shall occur automatically on the anniversary date on which the time would be lost provided that an employee has used at least ten (10) vacation days during the last twelve (12) months. C. SICK LEAVE - Twelve (12) days of sick leave per year. Sick leave may be used up to ten (10) days annually to attend to the health needs of an immediate family member. Also, in the event of a death in the employee's immediate family, the employee may charge a maximum of ten (10) days to their sick leave account. Unused sick leave accumulates from one year to the next. There is no maximum limitation. The District shall augment the sick leave policy with an incentive benefit using the following schedule: Years of Pay-Off Credit Pay-Off Credit Service at Termination at Retirement 0-5 0% 0% 5-10 25 25 10-25 25 35 25+ 25 40 d. ADMINISTRATIVE LEAVE — Eighty (80) hours per year. These administrative leave hours will be credited to each erviulovee's account on the first day of the May pay cycle of each applicable year. e. HOLIDAYS - Thirteen (13) paid holidays per year. f. MEDICAL INSURANCE - Employees shall be provided with a choice of three health plans. The premium cost of the plans shall be borne by the District. However, employees hired after June 30, 2009 who select the PPO plan shall pay through payroll deduction the difference in premiums between the PPO plan and the highest cost HMO plan. Employees with dual health insurance coverage may waive District medical coverage and in lieu receive a District contribution to the Section 401(a) plan in the amount of$400 per month. April 10, 2018 Regular ADMIN Committee Meeting Agenda Packet- Page 15 of 90 Page 5 of 12 Central Contra Costa Sanitary District Resolution 20162018- Page 3 of 5 g. DENTAL PLAN - Fully paid by the District. h. RETIREMENT PROGRAM - Employees will contribute to the employee cost -of- living (COL) share of the retirement system as required by the Contra Costa County Retirement System. In addition, effective April 18, 2017, employees shall pay the entire employee contribution rate toward their pension based on their age at the time of hire as calculated and determined by CCCERA. i. 401(A) PLAN - District's contribution in an amount equal to that which normally would have been contributed to Social Security. j. RETIREE MEDICAL AND DENTAL COVERAGE — At the District Tier III level. The Rule of 70 must be met. Age plus years of service with the District at the time of retirement must total 70, with a minimum requirement that the employee must be at least age 55 and have at least ten (10) years of continuous service. The District shall only pay fifty percent (50%) of the premium cost for the lowest cost medical and dental plan for the retiree and spouse. Eligible employees' qualified dependents (as defined by the plan provider) other than the employee' s spouse who were covered as dependents at the time of retirement also shall be covered by medical and dental plans with the exception that the employee shall pay the full cost of coverage for those dependents. Tier III retirees and dependents are ineligible for life insurance. k. DISABILITY PLAN - Employees shall pay the premiums for the Long-Term Disability Program. I. LIFE INSURANCE - The District provides term life insurance and accidental death and dismemberment coverage as follows: The lesser of (a) an amount equal to two times the employee's annual earnings, the result rounded to the next higher multiple of$1,000 if not an exact multiple thereof, or (b) $ 250,000. Dependents term life insurance equals $1,500 for employee's spouse and $100 for employee's children according to attained age of 14 days or over but less than six months, and $1,000 for children six months or over until age nineteen, unless a full -time student less than 23 years of age and dependent upon the employee for support. M. CAFETERIA PLAN - $425 per month. Yearly benefits will be calculated as of January 1 of each n. PROFESSIONAL EXPENSE REIMBURSEMENT - $3,000 per fiscal year for use in improving knowledge and skills. This allowance may be used for professional, job-related training, class, or conference, subject to approval by the General April 10, 2018 Regular ADMIN Committee Meeting Agenda Packet- Page 16 of 90 Page 6 of 12 Central Contra Costa Sanitary District Resolution 20162018- Page 4 of 5 Manager. Travel is limited to the U. S. and Canada unless approved by the General Manager and the District Board. The unused portion may carry over two additional fiscal years, allowing for a maximum expenditure in any fiscal year of $9,000. o. REGISTRATION DIFFERENTIAL - Five percent (5%) salary increase to employees who achieve registration or license as a Professional Engineer, Land Surveyor, or Certified Public Accountant in a position not requiring such registration or license. p. PROFESSIONAL REGISTRATION - The District shall pay the registration and renewal fees for all professional registered engineers, licensed land surveyors, Certified Public Accountants, and those employees who hold a current California Wastewater Treatment Plant Operator's Certificate. The registration and /or certificate must be a requirement of the employee's classification. q. LONGEVITY COMPENSATION - An additional two and one-half percent (2- 1/2%) salary increase after 10 years or more of employment with the District and an additional two and one-half percent (2-1/2%) salary increase (for a total of 5%) after twenty (20) years of continuous employment with the District. r. SALARY CONTINUANCE - It is the general policy of the District to continue pay to an employee under the Salary Continuance Plan when an employee incurs a work -related injury or illness. This plan commences if the employee qualifies for temporary disability payments from Worker's Compensation for the disability and, if in the opinion of the District, the disability is work -related. If the injury or illness is determined legitimate, all of the employee's regular benefits will continue during the time this plan is in effect. The salary continuance will be equivalent to seventy percent (70%) of gross salary less any Worker's Compensation payments. The maximum period for which this plan could be used by an employee will be six (6) months or until a stable level of disability is reached, whichever comes first. The Salary Continuance Plan will commence on the fourth day after the disabled employee leaves work as a result of the injury or illness after a three-day waiting period. However, if the injury or illness causes disability of more than twenty-one (21) days or necessitates hospitalization, the Plan will become effective from the first day the injured employee leaves work as a result of the injury or illness. The employee may use vacation or sick leave accrual during this waiting period. S. EMPLOYEE ASSISTANCE PROGRAM (EAP) - Provided by the District to the employee. April 10, 2018 Regular ADMIN Committee Meeting Agenda Packet- Page 17 of 90 Page 7 of 12 Central Contra Costa Sanitary District Resolution 20162018- Page 5 of 5 THAT the unrepresented at-will employees may discuss their salary, benefits, and conditions of employment with the General Manager at any time. PASSED AND ADOPTED this --th day of April , 2018, by the Board of Directors of the Central Contra Costa Sanitary District by the following vote: AYES: Members: NOES: Members: ABSENT: Members: James A. Nejedly President of the Board of Directors Central Contra Costa Sanitary District County of Contra Costa, State of California COUNTERSIGNED: Katie Young Secretary of the District Central Contra Costa Sanitary District County of Contra Costa, State of California Approved as to form: Kenton L. Alm, Esq. Counsel for the District 2705186.1 April 10, 2018 Regular ADMIN Committee Meeting Agenda Packet- Page 18 of 90 Page 8 of 12 RESOLUTION NO. 2018- A RESOLUTION OF THE CENTRAL CONTRA COSTA SANITARY DISTRICT OUTLINING THE EMPLOYMENT BENEFITS FOR UNREPRESENTED AT-WILL POSITIONS WHEREAS, the Central Contra Costa Sanitary District Management Group is the formally recognized exclusive employee representative for all Management Employees, excluding the Executive Management Team, and WHEREAS, the Management Group voted in August 2016 to modify and remove from the bargaining unit the positions of Deputy General Manager and Human Resources Manager; and WHEREAS, the salary and benefits of the two newly unrepresented at-will positions should be memorialized. NOW, THEREFORE, BE IT RESOLVED by the Board of Directors of the Central Contra Costa Sanitary District ("District") as follows: THAT the unrepresented at-will employees shall be entitled to the following salary and benefits: a. GENERAL AND MERIT INCREASES - Effective April 18, 2017, employees' wages shall be adjusted by the change in the Consumer Price Index (CPI) for all Urban Consumers (San Francisco/ Oakland /San Jose) during the most recently completed February to February time period prior to the applicable April, with a minimum of 2% and a maximum of 5%, plus an additional 1% wage increase will be added to the CPI adjustment. Employees will normally receive a salary step increase every twelve (12) months until they reach the top of their range. b. VACATION Years Employ Annual Accrual Maximum Accrual 0 — 3 Years 10 Days 20 Days 3-5 15 30 5-10 16 32 10 - 15 17 34 15 - 20 20 40 20 - 25 25 50 25+ 30 60 April 10, 2018 Regular ADMIN Committee Meeting Agenda Packet- Page 19 of 90 Page 9 of 12 Central Contra Costa Sanitary District Resolution 2018- Page 2 of 5 The extra days accrued due to service of over five (5) years are credited to each employee's account on his /her anniversary date. If an employee leaves the District they will be paid for any earned vacation time not used. An employee may request payment of accumulated vacation time provided that the employee has either used at least ten (10) vacation days during the last twelve (12) months or has accrued sufficient vacation time to take a mandatory ten (10) days of vacation time off within the calendar year of application. The only exception is the payment of accumulated vacation time above the maximum annual accrual shall occur automatically on the anniversary date on which the time would be lost provided that an employee has used at least ten (10) vacation days during the last twelve (12) months. C. SICK LEAVE - Twelve (12) days of sick leave per year. Sick leave may be used up to ten (10) days annually to attend to the health needs of an immediate family member. Also, in the event of a death in the employee's immediate family, the employee may charge a maximum of ten (10) days to their sick leave account. Unused sick leave accumulates from one year to the next. There is no maximum limitation. The District shall augment the sick leave policy with an incentive benefit using the following schedule: Years of Pay-Off Credit Pay-Off Credit Service at Termination at Retirement 0-5 0% 0% 5-10 25 25 10-25 25 35 25+ 25 40 d. ADMINISTRATIVE LEAVE — Eighty (80) hours per year. These administrative leave hours will be credited to each employee's account on the first day of the May pay cycle of each applicable year. e. HOLIDAYS - Thirteen (13) paid holidays per year. f. MEDICAL INSURANCE - Employees shall be provided with a choice of three health plans. The premium cost of the plans shall be borne by the District. However, employees hired after June 30, 2009 who select the PPO plan shall pay through payroll deduction the difference in premiums between the PPO plan and the highest cost HMO plan. Employees with dual health insurance coverage may waive District medical coverage and in lieu receive a District contribution to the Section 401(a) plan in the amount of$400 per month. April 10, 2018 Regular ADMIN Committee Meeting Agenda Packet- Page 20 of 90 Page 10 of 12 Central Contra Costa Sanitary District Resolution 2018- Page 3 of 5 g. DENTAL PLAN - Fully paid by the District. h. RETIREMENT PROGRAM - Employees will contribute to the employee cost -of- living (COL) share of the retirement system as required by the Contra Costa County Retirement System. In addition, effective April 18, 2017, employees shall pay the entire employee contribution rate toward their pension based on their age at the time of hire as calculated and determined by CCCERA. i. 401(A) PLAN - District's contribution in an amount equal to that which normally would have been contributed to Social Security. j. RETIREE MEDICAL AND DENTAL COVERAGE — At the District Tier III level. The Rule of 70 must be met. Age plus years of service with the District at the time of retirement must total 70, with a minimum requirement that the employee must be at least age 55 and have at least ten (10) years of continuous service. The District shall only pay fifty percent (50%) of the premium cost for the lowest cost medical and dental plan for the retiree and spouse. Eligible employees' qualified dependents (as defined by the plan provider) other than the employee' s spouse who were covered as dependents at the time of retirement also shall be covered by medical and dental plans with the exception that the employee shall pay the full cost of coverage for those dependents. Tier III retirees and dependents are ineligible for life insurance. k. DISABILITY PLAN - Employees shall pay the premiums for the Long-Term Disability Program. I. LIFE INSURANCE - The District provides term life insurance and accidental death and dismemberment coverage as follows: The lesser of (a) an amount equal to two times the employee's annual earnings, the result rounded to the next higher multiple of$1,000 if not an exact multiple thereof, or (b) $ 250,000. Dependents term life insurance equals $1,500 for employee's spouse and $100 for employee's children according to attained age of 14 days or over but less than six months, and $1,000 for children six months or over until age nineteen, unless a full -time student less than 23 years of age and dependent upon the employee for support. M. CAFETERIA PLAN - $425 per month. Yearly benefits will be calculated as of January 1 of each year. n. PROFESSIONAL EXPENSE REIMBURSEMENT - $3,000 per fiscal year for use in improving knowledge and skills. This allowance may be used for professional, job-related training, class, or conference, subject to approval by the General April 10, 2018 Regular ADMIN Committee Meeting Agenda Packet- Page 21 of 90 Page 11 of 12 Central Contra Costa Sanitary District Resolution 2018- Page 4 of 5 Manager. Travel is limited to the U. S. and Canada unless approved by the General Manager and the District Board. The unused portion may carry over two additional fiscal years, allowing for a maximum expenditure in any fiscal year of $9,000. o. REGISTRATION DIFFERENTIAL - Five percent (5%) salary increase to employees who achieve registration or license as a Professional Engineer, Land Surveyor, or Certified Public Accountant in a position not requiring such registration or license. p. PROFESSIONAL REGISTRATION - The District shall pay the registration and renewal fees for all professional registered engineers, licensed land surveyors, Certified Public Accountants, and those employees who hold a current California Wastewater Treatment Plant Operator's Certificate. The registration and /or certificate must be a requirement of the employee's classification. q. LONGEVITY COMPENSATION - An additional two and one-half percent (2- 1/2%) salary increase after 10 years or more of employment with the District and an additional two and one-half percent (2-1/2%) salary increase (for a total of 5%) after twenty (20) years of continuous employment with the District. r. SALARY CONTINUANCE - It is the general policy of the District to continue pay to an employee under the Salary Continuance Plan when an employee incurs a work -related injury or illness. This plan commences if the employee qualifies for temporary disability payments from Worker's Compensation for the disability and, if in the opinion of the District, the disability is work -related. If the injury or illness is determined legitimate, all of the employee's regular benefits will continue during the time this plan is in effect. The salary continuance will be equivalent to seventy percent (70%) of gross salary less any Worker's Compensation payments. The maximum period for which this plan could be used by an employee will be six (6) months or until a stable level of disability is reached, whichever comes first. The Salary Continuance Plan will commence on the fourth day after the disabled employee leaves work as a result of the injury or illness after a three-day waiting period. However, if the injury or illness causes disability of more than twenty-one (21) days or necessitates hospitalization, the Plan will become effective from the first day the injured employee leaves work as a result of the injury or illness. The employee may use vacation or sick leave accrual during this waiting period. S. EMPLOYEE ASSISTANCE PROGRAM (EAP) - Provided by the District to the employee. April 10, 2018 Regular ADMIN Committee Meeting Agenda Packet- Page 22 of 90 Page 12 of 12 Central Contra Costa Sanitary District Resolution 2018- Page 5 of 5 THAT the unrepresented at-will employees may discuss their salary, benefits, and conditions of employment with the General Manager at any time. PASSED AND ADOPTED this --th day of April , 2018, by the Board of Directors of the Central Contra Costa Sanitary District by the following vote: AYES: Members: NOES: Members: ABSENT: Members: James A. Nejedly President of the Board of Directors Central Contra Costa Sanitary District County of Contra Costa, State of California COUNTERSIGNED: Katie Young Secretary of the District Central Contra Costa Sanitary District County of Contra Costa, State of California Approved as to form: Kenton L. Alm, Esq. Counsel for the District 2705186.1 April 10, 2018 Regular ADMIN Committee Meeting Agenda Packet- Page 23 of 90