HomeMy WebLinkAbout04. Adopt revised resolution outlining salary and benefits for unrepresented at-will positions Page 1 of 7
Item 4.
CENTRAL SAN BOARD OF DIRECTORS
' POSITION PAPER
MEETING DATE: APRIL 26, 2018
SUBJECT: ADOPT RESOLUTION NO. 2018-007 OUTLINING THE SALARYAND
BENEFITS FOR THE UNREPRESENTED AT-WILL POSITIONS AND
RESCINDING RESOLUTION NO. 2016-036
SUBMITTED BY: INITIATING DEPARTMENT:
TEJI O'MALLEY, HUMAN RESOURCES OPERATIONS - POD - HUMAN RESOURCES
MANAGER
REVIEWED BY: ANN SASAKI, DEPUTY GENERAL MANAGER
Roger S. Bailey
General Manager
ISSUE
Board authorization is required to adopt the revised resolution and rescind and replace the active
resolution.
BACKGROUND
In 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 Resolution No. 2016-036, confirming the salary and benefits for the unrepresented at-will
positions.
It has come to staff's attention that there was a clerical error in the vacation accrual for 30-plus years of
service. That error has been corrected, with tracked changes shown in Attachment 1. Additionally, some
minor language has been added to clarify the timing of some of the benefits.
April 26, 2018 Special Board Meeting Agenda Packet- Page 25 of 177
Page 2 of 7
ALTERNATIVES/CONSIDERATIONS
None.
FINANCIAL IMPACTS
None.
COMMITTEE RECOMMENDATION
The Administration Committee reviewed this item at its April 10, 2018, meeting and recommended that the
full Board adopt the resolution.
RECOMMENDED BOARD ACTION
Adopt the proposed revised resolution confirming the salary and benefits for the unrepresented at-will
positions and rescinding Resolution No. 2016-036.
ATTACHMENTS:
1. Proposed Resolution (in strikeout)
April 26, 2018 Special Board Meeting Agenda Packet- Page 26 of 177
Page 3 of 7
RESOLUTION NO. `'0�02018-
A RESOLUTION OF THE CENTRAL CONTRA COSTA SANITARY DISTRICT
OUTLINING THE EMPLOYMENT BENEFITS FOR
UNREPRESENTED AT-WILL POSITIONS
AND RESCINDING RESOLUTION NO. 2016-036
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 Employed 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 --38 30 60
3&+ 35 70
April 26, 2018 Special Board Meeting Agenda Packet- Page 27 of 177
Page 4 of 7
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 maybe 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
April 26, 2018 Special Board Meeting Agenda Packet- Page 28 of 177
Page 5 of 7
Central Contra Costa Sanitary District
Resolution 20162018-
Page 3 of 5
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.
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 I I I retirees and
dependents are ineligible for life insurance.
k. DISABILITY PLAN - Employees shall pay the premiums for the Long-Term
Disability Program.
1. 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.
April 26, 2018 Special Board Meeting Agenda Packet- Page 29 of 177
Page 6 of 7
Central Contra Costa Sanitary District
Resolution 20162018-
Page 4 of 5
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
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.
April 26, 2018 Special Board Meeting Agenda Packet- Page 30 of 177
Page 7 of 7
Central Contra Costa Sanitary District
Resolution 20162018-
Page 5 of 5
S. EMPLOYEE ASSISTANCE PROGRAM (EAP) - Provided by the District to the
employee.
THAT the unrepresented at-will employees may discuss their salary, benefits, and
conditions of employment with the General Manager at any time; and
THAT as of the effective date of this resolution, the existing Central San Resolution
No. 2016-036 is rescinded.
PASSED AND ADOPTED this 26th 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
April 26, 2018 Special Board Meeting Agenda Packet- Page 31 of 177