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HomeMy WebLinkAbout06. Adopt resolution adding two additional positions to unrepresented at-will employees Page 1 of 7 Item 6. CENTRAL SAN CENTRAL SAN BOARD OF DIRECTORS POSITION PAPER MEETING DATE: AUGUST 16, 2018 SUBJECT: ADOPT PROPOSED RESOLUTION NO. 2018-017 (1) INCLUDING THE POSITIONS OF DIRECTOR OF ENGINEERING AND TECHNICAL SERVICES AND DIRECTOR OF FINANCE AND ADMINISTRATION AS UNREPRESENTED AT-WILL EMPLOYEES, (2) OUTLINING THE EMPLOYMENT BENEFITS FOR UNREPRESENTED AT-WILL POSITIONS, AND (3) RESCINDING RESOLUTION NO. 2018-007 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 approval is required to adopt a new revised resolution, which rescinds and replaces the active resolution. BACKGROUND I n April of 2018, the Board adopted Resolution No. 2018-007, which details the salary and benefits for the two existing unrepresented at-will positions (Deputy General Manager and Human Resources Manager). Since that time, a proposed change has been made, which is subject to adoption by the Board. The August 16, 2018 Regular Board Meeting Agenda Packet- Page 57 of 149 Page 2 of 7 Management Group voted in July 2018 to modify and remove two classifications from the Management Group bargaining unit. The District agreed to the removal, and the Director of Engineering and Technical Services and the Director of Finance and Administration will now be considered at-will unrepresented classifications. The above-mentioned change has been reflected in the proposed resolution (Attachment 1)with the revisions to Resolution 2018-007 highlighted. ALTERNATIVES/CONSIDERATIONS Deny the removal of the Director of Engineering and Technical Services and the Director of Finance and Administration from the Management Group bargaining unit. FINANCIAL IMPACTS There is no financial impact associated with this action. COMMITTEE RECOMMENDATION This matter was discussed at the August 7, 2018 Administration Committee meeting, and the Committee recommended Board adoption. RECOMMENDED BOARD ACTION Adopt proposed Resolution No. 2018-017 (1) including the positions of Director of Engineering and Technical Services and Director of Finance and Administration as unrepresented at-will employees, (2) outlining the employment benefits for unrepresented at-will positions, and (3) rescinding Resolution No. 2018-007. ATTACHMENTS: 1. Proposed Resolution August 16, 2018 Regular Board Meeting Agenda Packet- Page 58 of 149 Page 3 of 7 RESOLUTION NO. 2018-09717 A RESOLUTION OF THE CENTRAL CONTRA COSTA SANITARY DISTRICT AMENDING THE POSITIONS INCLUDED AS UNREPRESENTED AT-WILL EMPLOYEES, OUTLINING THE EMPLOYMENT BENEFITS FOR UNREPRESENTED AT-WILL POSITIONS., AND RESCINDING RESOLUTION NO. 20186-00736 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 Management Group voted in July 2018 to modify and remove from the bargaining unit the positions of Director of Engineering and Technical Services and the Director of Finance and Administration.�d WHEREAS, the salary and benefits of the fQUr tWG Rewly unrepresented at will peSitieRS should be momeFialized. 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 August 16, 2018 Regular Board Meeting Agenda Packet- Page 59 of 149 Page 4 of 7 Central Contra Costa Sanitary District Resolution 2018-01797 Page 2 of 5 10 - 15 17 34 15 - 20 20 40 20 - 25 25 50 25+ 30 60 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. August 16, 2018 Regular Board Meeting Agenda Packet- Page 60 of 149 Page 5 of 7 Central Contra Costa Sanitary District Resolution 2018-01797 Page 3 of 5 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. 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. August 16, 2018 Regular Board Meeting Agenda Packet- Page 61 of 149 Page 6 of 7 Central Contra Costa Sanitary District Resolution 2018-01797 Page 4 of 5 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 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 August 16, 2018 Regular Board Meeting Agenda Packet- Page 62 of 149 Page 7 of 7 Central Contra Costa Sanitary District Resolution 2018-01797 Page 5 of 5 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. 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. 20186-00766 is rescinded. PASSED AND ADOPTED this 16th day of August, 2018 by the Board of Directors of the Central Contra Costa Sanitary District by the following vote: AYES: Members: Gauss„ nnGGi1l DileGki Williams Nejedl NOES: Members: Ike ABSENT: Members: Nene 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 August 16, 2018 Regular Board Meeting Agenda Packet- Page 63 of 149