Resolution 13689CITY OF ALAMEDA RESOLUTION NO. 13 6 8 9
AMENDING EXHIBIT A - COMPENSATION PLAN ESTABLISHED BY COUNCIL
RESOLUTION 13545 TO ADJUST BENEFITS PROVIDED TO DEPUTY CITY
MANAGER CLASSIFICATION ASSIGNED TO THE ALAMEDA POINT PROJECT
MANAGER POSITION AND AMEND EXHIBIT A -1 TO REESTABLISH THE
SALARY RANGE FOR THE DEPUTY CITY MANAGER CLASSIFICATION
ASSIGNED TO THE ALAMEDA POINT PROJECT MANAGER POSITION
WHEREAS, the City Council of the City of Alameda previously adopted City of
Alameda Resolution No. 13545 establishing the salary and benefits for the City Clerk,
Assistant City Manager, Deputy City Manager, Human Resources Director and Executive
Management Team Members (who include Public Works Director, Finance Director,
Planning Director, Executive Director of the Housing Authority, Recreation & Park
Director, General Manager of Golf Complex, IT Director, Library Director and General
Manager, Alameda Power and Telecom) for the period commencing November 1, 2002
and ending June 30, 2004; and
WHEREAS, staffing vacancies and changes in the organizational needs of
Development Services and Alameda Point activities and functions call for adjustment to
previous administrative and reporting relationships, and thus for modifying the salary and
certain benefit provisions to grant appropriate compensation for the Deputy City Manager
assigned to the Alameda Point Project Manager position.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF ALAMEDA,
DOES RESOLVE, DECLARE, DETERMINE AND ORDER AS FOLLOWS:
1. Effective March 4, 2004, the Council hereby amends Exhibit A —
Compensation Plan to City of Alameda Resolution 13545 as set forth in
the Compensation Plan attached as Exhibit A to this Resolution to grant
appropriate compensation for the Deputy City Manager assigned to the
Alameda Point Project Manager position by providing for the provision of
the salary and benefits to that position in accordance with Exhibit A, as
amended, with the exception of Section 3.2 (Money Purchase Plan (IRC
401(a)) and Section 7.1 (Vacation Benefits) paragraph 4, and with
modification to Section 2 (Management Incentive Pay).
2. That the position classifications, salary rates, salary ranges, and salary
steps set out in Exhibit A to this Resolution are hereby designated as those
applicable to the respective classifications in the service of the City of
Alameda, originally effective November 1, 2002, as amended on March 3,
2004 and ending June 30, 2004.
Code
Classification
EXEMPT
BI- WEEKLY
Step
1
Step
2
Step
3
Step
4
Step
5
1055*
Deputy City Manager
$5298
*Indicates classification within thirty -seven and one -half (37 Y2) or forty (40) hour
original work week.
EXIIIBIT A — COMPENSATION PLAN
(As Amended)
Section 1. At -Will and Exempt FLSA Status
All employees covered under this Resolution are at -will, serving at the discretion of the City Manager (except
that the City Clerk serves at the pleasure of the City Council), and are exempt from FLSA coverage. The job
titles of the positions covered by this Compensation Plan are:
City Clerk
Assistant City Manager
Deputy City Manager
Human Resources Director
Public Works Director
Finance Director
Planning Director
Executive Director of the Housing Authority
Recreation and Park Director
General Manager of Golf Complex
Information Technologies Director
Library Director
Development Services Director
General Manager, Alameda Power and Telecom
Section 2. Management Incentive Pay
Fifteen (15) days per fiscal year of Management Incentive Pay is available for employees covered by this
Resolution. -
Section 3. Salaries
3.1 Rates of Pay
The bi- weekly salary range for each classification shall be as set forth in Exhibit A -1, which is attached hereto.
3.2 Money Purchase Plan (IRC 401(a))
Oneper cent (1%) deferred compensation will be paid by the City and two per cent (2 %) paid by the employee
towards an IRC 401(a) money purchase plan for employees covered by this Resolution.
Section 4. Health and Welfare
4.1 Flexible Benefit Plan
The City has contracted with the Public Employee's Retirement System (PERS) for the purpose of providing
medical insurance benefits for employees covered by this Resolution, eligible retired employees and eligible
survivors of retired employees. Eligibility of retired employees and survivors of retired employees to
participate in this program shall be in accordance with regulations promulgated by PERS.
The City has established a Flexible Benefits Account for each full -time employee who is eligible to enroll in one
of the PERS medical insurance plans offered by the City. The City will contribute Sixteen Dollars ($16.00) per
month per current eligible employee who subscribes for coverage in one of the PERS medical insurance plans
offered by the City. In the event PERS requires a minimum employer payment in excess of $16.00 per month,
the City shall pay such additional amounts only during the term of this Resolution.
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The City shall make the following contributions per month per eligible employee toward the Flexible Benefits
Plan for Medical, Dental and Life Insurance (includes $16.00 City contribution if enrolled in PERS medical
insurance):
Effective Effective
1/1/02 1/1/03
Employee with no PERS Medical $663.84 $762.22
Employee only $649.84 $778.22
Employee and one dependant 649.84 778.22
Employee and two or more dependents 649.84 778.22
The balance of the cost incurred to provide medical care benefits for the employee and eligible dependents shall
be paid by the employee, provided, however, that should there be any increases in the PERS Kaiser premium
rates, the City shall adjust the above rates in each category by eighty -five (85%) of such increases when such
increases exceed the Kaiser rate structure as of 1992 -93 (at that time 1 party was $162.82, 2 party was $325.64
and Family was $433.11).
For the purpose of section, a dependent is defined as a person who satisfies the definition of dependent in
the PERS medical insurance plan in which the employee is enrolled. Such dependents must also be enrolled in
and covered by the plan.
In the event the above listed amounts plus the City payment towards medical insurance premium specified in
paragraph 2 above are insufficient to pay 100% of the premiums required of employees enrolled in any one of
the PERS medical insurance plans listed below, the City shall make a payroll deduction from the employee's
pay to cover the difference in cost.
The City's current practice to return the unused portion of the flexible benefit monies to the employee as a
taxable case payment shall be continued.
4.2 Dental insurance
The City shall provide dental insurance coverage on or after November 1, 2002 for full -tune employees and
their eligible dependents. This coverage will be mandatory for all employees. Any increase in premium shall
cause a like increase in the flexible benefit account.
Effective the first day of the month following the date of the adoption of this Resolution by the City Council, the
dental plan will be the $2,500/$2,500 plan per employee and eligible dependents for annual dental care and
lifetime orthodontic care.
4.3 Life Insurance
The City shall provide each employee with a One Hundred Thousand Dollar ($100,000.00) life insurance
program. This coverage will be mandatory for all employees covered by this Resolution. Any increase in
premium shall cause a like increase in the flexible benefit account.
The City shall provide each employee with the opportunity to purchase, at their own cost, additional optional
life insurance up to the maximum amount provided by and subject to the conditions of the carrier.
4.4 WC Section 125
In conjunction with the Flexible Benefits Plan, the City agrees to implement an IRC Section 125 plan to redirect
the employees' pre- selected amount of salary to pay employee paid insurance premiums and other approved
expenses with "pre -tax" instead of "after tax" dollars.
4.5 Employee Assistance Program
The City shall continue to provide for all employees an employee assistance program. The cost of suchprogram
shall continue to be paid by the City only during the term of this Resolution.
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4.6 Long Term Disability Insurance
The City will provide a paid for LTD insurance plan equal to benefits provided for in the current plan which is
66.6667% of monthly earnings up to a maximum benefit of $8,000 per month for the number of months
according to the terms and conditions of the plan. If benefits are improved, such improvement shall be
incorporated in the Long Term Disability Plan at no cost to all employees covered under this Resolution.
Section 5. Retirement Plan
5.1 The present Retirement Plan between the City and Public Employees Retirement System shall be maintained at
the current benefit level for the duration of this Resolution.
1. 2% at 55.
2. The City provides the PERS single highest year retirement benefit.
3. Employees pay their own seven (7 %) percent contribution.
4. The City amended its contract with PERS during 1991 to provide for additional service credit for
unused sick leave. Those employees eligible for sick leave payoff may select to use eligible payoff
days for either payoff or prior service credit. There will be no maximum sick leave accrual.
5. The City will allow any employee retired under the PERS Retirement plan a one time only election to
participate permanently in the City's medical plans at his or her own expense. Participation in this
program shall be in accordance with rules and regulations promulgated by PERS.
5.2 In lieu of a 4.0% of salary adjustment to be effective July 1, 2003, the City Manager and employees covered by-
this Compensation Plan agree to implement a .5% retirement enhancement through a stackable PARS Plan
subject to the following conditions:
Receipt of retirement enhancement benefits under the PARS Plan shall be subject to
the terms and conditions of the Plan. The incremental cost of the PARS actuarial
study shall be paid for by the employees. The actual cost of City contributions to
the PARS Plan during the period covered by this Resolution shall not exceed the
cost of the July 1, 2003 4% salary adjustment during the period covered by this
Resolution. Should the cost of the PARS Plan be less than the cost of the 4% salary
adjustment, the remaining amount of salary adjustment shall be effective July 1,
2003.
In the event that no agreement is reached regarding the PARS Plan, the employees covered by this
resolution shall receive the 4% salary increase effective July 1, 2003.
Section 6. Holidays
Employees covered by this Resolution shall be entitled to take all authorized holidays at full pay, not to exceed
7.5 hours pay for any one (1) day.
The authorized holidays for the City are:
(1) New Year's Day
(2) Martin Luther King's Birthday
(3) Washington's Birthday
(4) Memorial Day
(5) Independence Day
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(6) Labor Day
(7) Veterans Day
(8) Thanksgiving Day
(9) Day after Thanksgiving Day
(10) Christmas Day
(11)(12) and (13 V2) Three and one -half (3 'h) Floating Holidays (to be taken each year during the period
January 1 through December 31)
Section 7. Vacation
7.1 Vacation Benefits
Every employee who, on the most recent anniversary date of his or her employment, shall have been in the
service of the City for a period of one (1) year or more shall be entitled to a vacation as follows:
For the purposes of this section a work week is 37 -1/2 hours and a working day is 7 -1/2 hours.
Upon the discretion of the City Manager, employees covered by this Resolution, including incumbents, may
receive up to twenty (20) working days of vacation with pay annually upon employment to recognize previous
applicable experience_
An employee shall receive one additional working day of paid vacation for each additional year of service on
their anniversary date up to a total of 25 vacation days.
7.2 Vacation Accumulation
No employee may accumulate more than one hundred fifty (150) hours of vacation at any one time in addition
to the employee's annual vacation entitlement. Any vacation benefits conferred by this Resolution in excess of
that amount shall be paid to the employee at the time of receipt.
7.3 Vacation Pay at Termination
Upon termination of employment, an employee covered by this Resolution shall be paid cash value of his or her
accrued vacation leave. Vacation leave shall not be credited to any employee whose employment is terminated
prior to the completion of the initial twelve (12) months of employment with the City.
Section 8. Sick Leave
8.1 Benefits
Employees covered by this Resolution shall accrue sick leave at the rate of one (1) day (a day being based 7 -1/2
hours) per month. There shall be no limit on sick leave accrual.. In no event shall sick leave be converted into
a cash bonus. Charge for sick leave used shall be on the basis of one (1) hour for each hour used. Sick leave
may not be used before it is earned.
Section 9. Leaves of Absence
9.1 Funeral Leave
In the event of a death in the immediate family of an employee who has one (1) or more years of uninterrupted
service with the City, the employee shall, upon request, be granted such time off with pay as is necessary to
make arrangements for the funeral and attend same, not to exceed four (4) regularly scheduled working days.
This provision does not apply if the death occurs while the employee is on leave of absence, layoff, or sick
leave.
For the purpose of this provision, the immediate family shall be restricted to father, mother, brother, sister,
spouse, child, mother -in -law, father -in -law, grandparents, grandchildren, step - parents or stepchildren where
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there is a child - rearing relationship. At request of the City, the employee will furnish a death certificate and
proof of relationship.
Funeral leave applies only in instances in which the employee attends the funeral, or is required to make funeral
arrangements, but is not applicable for other purposes such as settling the estate of the deceased.
9.2 Jury Duty
An employee summoned to jury duty shall inform the City Manager and, if required to serve, may be absent
from duty with full pay for that time required to serve.
Section 10. Auto Allowance
Employees covered by this Resolution shall be provided with an auto allowance of $250 per month. This
allowance shall be treated as taxable income but shall not be considered as salary for PERS purposes.
Section 11. Outside Employment
No full -time employee shall engage in employment that constitutes a conflict for the employee or the City. No
employee shall engage in outside employment during his/her regular working hours. No uniform, emblem,
badge or other employee identification shall be worn by any person while in the employment of someone other
than the City. All requests by the employee for permission to engage in outside employment shall be made on a
form provided by the City. No employee shall accept or continue employment other than with the City of
Alameda without the approval of the City Manager, which may be withheld only if such employment constitutes
a conflict for the employee or the City or which would interfere with the employee's ability to perform his or her
City job.
Section 12. Miscellaneous
Drug Free Work Place
The parties agree to the City's Drug Free Work Place Policy and Testing Procedure.
Section 13. Separability of Provisions
The following provisions do not apply to the City Clerk:
Section 11. Outside Employment
The following provisions do not apply to the Deputy City Manager:
Section 2. Management Incentive Pay
Instead, ten (10) standard work -week days of Management Incentive Pay is available for
employees assigned to the Deputy City Manager classification.
Section 3.2 Money Purchase Plan (IRC 401 (a))
Section 7.1, Vacation Benefits, paragraph 4
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I, the undersigned, hereby certify that the foregoing Resolution was duly and regularly
adopted and passed by the Council of the City of Alameda in a regular meeting of the City Council
on the 2nd day of March, 2004, by the following vote to wit:
AYES: Councilmembers Daysog, Gilmore, Kerr, Matarrese,
and Mayor Johnson - 5.
NOES: None.
ABSENT: None.
ABSTENTIONS: None.
IN WITNESS, WHEREOF, I have hereunto set my hand and affixed the official seal of said City this
3rd day of March, 2004.
Lara Weisiger, City
City of Alameda