HomeMy WebLinkAbout07. Approve salary adjustment for all unrepresented at-will employees Page 1 of 7
Item 7.
CENTRAL SAN CENTRAL SAN BOARD OF DIRECTORS
POSITION PAPER
MEETING DATE: AUGUST 16, 2018
SUBJECT: ADOPT PROPOSED RESOLUTION NO. 2018-018 (1)APPROVING A SALARY
ADJUSTMENT FOR UNREPRESENTED AT-WILL EMPLOYEES EFFECTIVE
APRIL 18, 2018, (2) OUTLINING THE EMPLOYMENT BENEFITS FOR
UNREPRESENTED AT-WILL POSITIONS, AND (3) RESCINDING
RESOLUTION NO. 2018-017
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
On August 16, the Board will be asked to adopt Resolution No. 2018-017, which (1) amends the positions
included as unrepresented at-will employees to include the classifications of Director of Engineering and
Technical Services and Director of Finance and Administration, (2)outlines the employment benefits for
unrepresented at-will employees, and (3) rescinds Resolution 2018-007. There are no other changes to
the resolution.
Assuming that Resolution No. 2018-017 is adopted, the Board is concurrently being asked to adopt a new
resolution which rescinds and replaces that resolution with one which amends the General and Merit
August 16, 2018 Regular Board Meeting Agenda Packet- Page 64 of 149
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Increases to reflect the following proposed salary adjustment:
1. Increase the salary of all at-will unrepresented classifications by 3.6% effective April 18, 2018. This
reflects the change in Consumer Price Index(CPI)for all Urban Consumers (San Francisco/
Oakland/ San Jose)during the most recently completed February to February time period.
All other provisions of the employment contract would remain unchanged.
The above-mentioned changes have been reflected in the proposed resolution (Attachment 1)with the
revisions to Resolution No. 2018-017 highlighted.
ALTERNATIVES/CONSIDERATIONS
Deny the salary adjustments for the unrepresented at-will positions.
FINANCIAL IMPACTS
The fiscal impact associated with this action is $33,329 annually, which includes salary as well any incrementa
costs in benefits.
COMMITTEE RECOMMENDATION
This matter was not reviewed by a Board Committee.
RECOMMENDED BOARD ACTION
Adopt the proposed resolution (1) approving a salary adjustment for unrepresented at-will employees
effective April 18, 2018, (2)outlining the employment benefits for unrepresented at-will positions, and (3)
rescinding Resolution No. 2018-017.
Stratecd'c Plan Tie-In
GOAL FOUR: Develop and retain a highly trained and innovative workforce
Strategy 1 - Ensure adequate staffing and training to meet current and future operational levels
ATTACHMENTS:
1. Proposed Resolution
August 16, 2018 Regular Board Meeting Agenda Packet- Page 65 of 149
Page 3 of 7
RESOLUTION NO. 2018-047
A RESOLUTION OF THE CENTRAL CONTRA COSTA SANITARY DISTRICT
,APPROVING A SALARY ADJUSTMENT
FOR UNREPRESENTED AT-WILL POSITION,
OUTLINING THE EMPLOYMENT BENEFITS FOR
UNREPRESENTED AT-WILL POSITIONS,
AND RESCINDING RESOLUTION NO. 2018-01707
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; and
WHEREAS, the salary and benefits of the four 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, 201 7, employees'
wages shall be adjusted by 3.6% which reflects 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 pri^�rrvnv the
0 and a maximum ef 0
, plus aR additie
1-% wage innrease will be added to the GPI 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
August 16, 2018 Regular Board Meeting Agenda Packet- Page 66 of 149
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Central Contra Costa Sanitary District
Resolution 2018-01847
Page 2 of 5
5-10 16 32
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.
August 16, 2018 Regular Board Meeting Agenda Packet- Page 67 of 149
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Central Contra Costa Sanitary District
Resolution 2018-01847
Page 3 of 5
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.
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
August 16, 2018 Regular Board Meeting Agenda Packet- Page 68 of 149
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Central Contra Costa Sanitary District
Resolution 2018-01847
Page 4 of 5
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
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°/x) 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
August 16, 2018 Regular Board Meeting Agenda Packet- Page 69 of 149
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Central Contra Costa Sanitary District
Resolution 2018-01847
Page 5 of 5
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.
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. 2018-01797 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: Cause„ MGGi1i oileGki Williams Neje dly
NOES: Members: Ilene
ABSENT: Members: Dene
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 70 of 149