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CC Resolution No. 07-069 RESOLUTION 07-069 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CUPERTINO AMENDING RESOLUTION NO. 05-106, UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM WHEREAS, the City Council desires to amend the Unrepresented Employees' Compensation Program. NOW, THEREFORE, BE IT RESOLVED that the Unrepresented Compensation Program be amended as shown in Attachment "A" which is incorporated in this resolution by this reference. PASSED AND ADOPTED at a regular meeting of the City Council of the City of Cupertino this 17th day of April 2007 by the following vote: Vote Members of the City Council AYES: NOES: ABSENT: ABSTAIN: Wang, Lowenthal, Mahoney, Sandoval None Kwok None ATTEST: APPROVED: ~ L Attachment "A" City of Cupertino UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM Policy No. 1 PROGRAM PURPOSE AND DEFINITIONS FOR ELIGffiILITY It is City of Cupertino policy that those certain persons holding positions hereinafter defmed and designated either as management or confidential positions shall be eligible for participation under the Unrepresented Employees Compensation Program as hereby adopted by action of the City Council and as same may be amended or as otherwise modified from time to time. It is the stated purpose of this Compensation Program to give recognition to and to differentiate those eligible employees from represented employees who achieve economic gain and other conditions of employment through negotiation. It is the intent that through this policy and those which are adopted or as may be modified or rescinded from time to time such recognition may be given. Eligibility for inclusion with this Compensation program is limited to persons holding positions as management or confidential employees as defined under section 2.52.290 of the Cupertino Municipal Code. These are as designated by the Appointing Authority and may be modified as circumstances warrant. . \.....- Although subject to change in accordance with provision of the Personnel Code, the positions in the following classifications have been designated as unrepresented. MANAGEMENT AND CONFIDENTIAL CLASSIFICATIONS: Classification Title Accountant Accounting Technician Administrative Assistant Assistant City Attorney Asst. Director of Public Works - Engineering Asst. Director of Public Works - Maintenance Building Official City Architect City Clerk City Manager City Planner Community Relations Coordinator Deputy City Attorney Deputy City Clerk '-' Director of Administrative Services Director of Community Development Director of Parks & Recreation Director of Public Works Environmental Programs Manager Executive Assistant to the City Attorney Executive Assistant to the City Manager Finance Director GIS Coordinator Human Resources Analyst Human Resources Director Human Resources Technician . Information Technology Manager 1 L MANAGEMENT AND CONFIDENTIAL CLASSIFICATIONS (Continued) Network Specialist Public Communications Manager Public Works Projects Manager Public Works Supervisor Recreation Supervisor Redevelopment/Economic Development Manager Senior Civil Engineer Web Specialist \.....- Adopted by Action of the City Council, April 1 , 1974 Revised 10/74, 3/78, 6/81, 6/82, 7/85, 7/87, 1/89, 7/90, 4/91, 5/91, 7/92,6/95,6/96, 7/99, 6/02, 7/04, 6/05, 04/07 '-' 2 \ '-' \.....- L \ City of Cupertino UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM Policy No.2 SALARY SCHEDULE AND OTHER SALARY RATES It is City of Cupertino policy that eligible persons under this Compensation Program shall be compensated for services rendered to and on behalf of the City on the basis of equitably of pay for duties and responsibilities assigned, meritorious service and comparability with similar work in other public and private employment in the same labor market; all of which is contingent upon the City's ability to pay consistent with its fiscal policies. As rates of pay are developed through meet and confer processes subject to the underlying provisions of the Pay Plan for administration purposes, so are those rates of pay included herein as a part of this Compensation program. The inclusion herein of said rates and schedules does not affect any effective dates or otherwise reflect on the approval processes required but is shown as an integral part of this Program for completeness of record. Adopted by Action of the City Council April 1, 1974 Revised 8/78, 7/79, 6/80, 7/92, 6/95 3 '-' City of Cupertino UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM Policy No.3 TRAINING AND CONFERENCES I. POLICY A. Management Personnel It is City of Cupertino policy that eligible persons, other than the City Manager, under this Compensation Program shall be reimbursed in accordance with the schedules, terms and conditions as set forth herein for attendance at conferences, meetings and training sessions as defmed below for each. It is the intent of this policy to encourage the continuing education and awareness of said persons in the technical improvements and innovations in their fields of endeavor as they apply to the City. One means of implementing this encouragement is through a formal reimbursement schedule for authorized attendance at such, conferences, meetings and training sessions. . B. Non-Management Personnel \.- When authorized by a Department Head, a non-management person may attend a conference, meeting or training session subject to the stated terms and conditions included herein for each with 'payment toward or reimbursement of certain expenses incurred being limited to authorized actual costs thereof. II DEFINITIONS A. BudgetaIy Limitations Funding capability for payment toward or reimbursement of expenses incurred for attendance at conferences, meetings and training sessions shall be limited to the amount appropriated as a line item for each applicable amount. B. Conferences A conference is an annual meeting of a work related organization the membership of which may be held in the name of the City of the individual. '-' 4 '- C. Local Area A local area is that within an approximate 100 mile radius or two hours drive of the City. D. Meetings A "meeting" shall mean a convention, conference, seminar, workshop, meal or like assembly having to do with municipal government operations. An employee serving on a panel for interviews of job applicants shall not come under this definition. E. Training Session A training session is any type of seminar or workshop the attendance at which is for the purpose of obtaining information of a work related nature to benefit the City's operations or to enhance the attendee's capabilities in the discharge of assigned duties and responsibilities. ill REIMBURSEMENT SCHEDULE A. Registration Registration fees for authorized attendance at a meeting or training session will be paid by the City. '-' B. Transportation When an expenditure is authorized or is eligible for reimbursement the City will pay transportation costs from the attendee's home to the destination and return on the basis of the costs for the nearest route by air at the air coach fare. Transportation costs also may include limousine or taxi service to and from the attendee's home and the airport or for airport or destination parking charges for personal automobiles so parked when such is used in lieu of travel by air. Use ofa personal automobile for City business shall be reimbursed at a rate per mile then in effect for such use except in no case shall it exceed air coach fare. Requests for car rentals must have prior approval by the City Manager for reimbursement. Reimbursement for use of a personal automobile on City business within a local area will not be made so as to supplement that already being paid to those persons receiving a monthly mileage allowance. L 5 '-' C. Hotel Payments toward or reimbursement of hotel or lodging expenses is limited to the actual cost of the room. Such payments or reimbursements shall not be made for hotel or lodging expense when incurred within the local area. Exceptions to this requirement shall be for attendance at the Annual League of California Cities Conference and for those nights when attendance at other conferences, meetings and training sessions official functions would preclude the return to the City by the attendee within two hours after the end of the normal working day. D. Other EXDenses \ Payments toward or reimbursement of expenses at such functions shall be limited to the actual costs consistent with the application of reasonable standards. Costs of special luncheon or dinner meetings or other programs on the agenda and not covered by registration fees may be paid or reimbursed in addition to this daily allowance when approved by the City Manager. Other reasonable expenses related to business purposes shall be paid consistent with this policy. \- No payments shall be made unless, where available, receipts are kept and submitted for all expenses incurred. When receipts are not available, qualifying expenditures shall be reimbursed upon signing of an affidavit of expenditure. No payment shall be made for any expenses incurred which are of a personal nature or not within a standard or reasonableness for the situation as may be defmed by the City Manager. IV ATTENDANCE AUTHORIZATION A. Budgetary Limitations Notwithstanding any attendance, authorization contained herein, reimbursement for expenses incurred or expenditures made relative to conferences, meeting or training sessions shall not exceed the budgetary limitations. '-' 6 \- B. Conference Attendance Attendance at conferences or seminars by employees must be approved by the Department Head or the City Manager. C. Meetings Any employee, management or non-management, may attend a meeting when authorized by the Department Head. D. Training Sessions Any employee, management or non-management, may attend a training session when authorized by the Department Head. V. FUNDING A. Ap.proDriation Policv It shall be the policy of the City to appropriate funds subject to availability of resources. B. Training Sessions '-' Payments toward or reimbursement of expenses incurred in attendance at training sessions, will be appropriated annually through the budget process. There also will be an appropriation to the Department of Parks and Recreation each year to be used as payment toward or reimbursement of expenses incurred for its in-service training program. Excluded from this funding capability is that amount to be determined each year and appropriated to the Personnel Division for costs incurred in training programs of a general nature and applicable to all employees. Revised 7/83, 7/85, 7/87, 7/88, 7/91, 7/92 '-' 7 \.- City of Cupertino UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM Policy No.4 AUTOMOBILE ALLOWANCES AND MILEAGE REIMBURSEMENTS It is City of Cupertino policy that eligible persons under this Compensation Program shall be compensated fairly for the use of personal automotive vehicles on City business. In many instances the use of personal vehicles is a condition of employment due to the absence of sufficient City owned vehicles for general transportation purposes. It is not intended, however, that such a condition of employment should work an undue hardship. F or this reason, the following policies shall apply for mileage reimbursements. Those persons who occasionally are required to use their personal automobiles for City business shall be reimbursed for such use at an appropriate rate established by the City Council. Submission of reimbursement requests must be approved by the Department Head. Employees in the following classifications shall be paid on a monthly basis the following automobile allowance: "--' Classification City Manager City Attorney Director of Administrative Services Director of Community Development Director of Parks and Recreation Director of Public Works Assistant Director of Public Works City Clerk Human Resources Director Public Communications Manager City Architect Traffic Engineer Recreation Supervisor Executive Assistant to the City Manager Allowance $350.00 350.00 300.00. 300.00 300.00 300.00 . 250.00 250.00 250.00 250.00 250.00 250.00 200.00 200.00 Employees receiving automobile allowance shall be eligible for reimbursement for travel that exceeds two hundred miles round trip. Adopted by Action of the City Council April1, 1974 Revised 7/74,5/79,6/80, 7/81, 8/84, 7/87, 1/89, 7/90, 7/92,6/96,8/99,6/00,9/01, 1/02,6/02 '-- 8 '-, City of Cupertino UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM Policy No.5 ASSOCIATION MEMBERSHIPS AND PROFESSIONAL PUBLICATIONS It is City of Cupertino policy that eligible persons under this Compensation Program shall be entitled to City sponsored association memberships as well as receiving subscriptions to professional and technical publications. Such sponsorship, however, shall be conditioned upon the several factors as set forth below. Each association for which membership is claimed must be directly related to the field of endeavor of the person to be benefited. Each claim for City sponsored membership shall be submitted by or through the Department Head with their concurrence to the City Manager for approval. Subscriptions to or purchase of professional and technical publications may be provided at City expense when such have been authorized by the Department Head providing the subject matter and material generally contained therein are related to municipal governmental operations. "--' Adopted by Action of the City Council April 1, 1974 Revised 7/92 '- 9 \.- '-..-. '- City of Cupertino UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM Policy No.6 OVERTIME WORKED Management and non-represented professional employees are ineligible for overtime payments for time worked in excess of what otherwise would be considered as a normal work day or work week for other employees. However, no deduction from leave balances are made when such an employee is absent for less than a regular work day as long as the employee has his/her supervisor's approval. Nothing in this policy precludes the alternative work schedule, which may include an absence of a full eight hour day, when forty hours have been worked in the same seven day work period. Adopted by Action of the City Council April 1, 1974 Revised 6/80, 7/91, 7/92, 6/96, 7/97, 4/07 10 L City of Cupertino UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM Policy No..7 HEALTH BENEFITS PLAN - EMPLOYER CONTRIBUTION It is the policy of the City of Cupertino to provide group hospital and medical insurance under which employees in Management and Confidential positions and their dependents may be covered. The purpose of this program is to promote and preserve the health of employees and their families through comprehensive health plans available only through employer sponsorship. Although the premium cost for the insurance provided remains the ultimate responsibility of the employee in these positions, the City shall contribute the amounts listed below towards the premium or pay the full cost of the premium if less than the stated amounts. If the premium amounts for any employee covered by this policy are less than the amounts listed below per month, the difference between the premium amount and the stated amounts will be included in the employee's gross pay. The City will no longer pay medical insurance cash back (excess of the monthly premium less the cost of the medical coverage) for new employees hired after July 1,2005. L. Medical Insurance Coverage Level City Contribution Employee 702.00 Employee + I 762.00 Employee +2 802.00 Adopted by Action of the City Council September 16, 1974 Revised 7/75, 7/76, 7/77, 8/78, 7/79, 6/80, 6/81, 7/81, 6/82, 7/83, 7/84, 7/88, 7/89, 7/90, 7/91, 7/92, 6/95, 7/97, 7/99, 6/00, 6/02, 7/04, 6/05, 4/07 '- 11 \.- \...." "-' City of Cupertino UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM Policy No.8 FLEXIBLE HOLIDAYS It is the policy of the City of Cupertino to recognize days of historical and national significance as holidays of the City without loss of payor benefits. Recognizing the desirable times throughout the year, it is the policy of the City of Cupertino to provide days off in lieu of holidays for management and confidential employees at such times as are convenient for each employee and supervisor, when such policy is compatible with the workload and schedule of the City. Employees occupying these positions shall be provided 20 hours per calendar year as non-work time with full pay and benefits. Employees may accumulate flexible holiday hours up to two times their annual accrual. Adopted by Action of the City Council July 7, 1975 Revised 6/80,6/89, 7/92, 7/99 12 L '- '- City of Cupertino UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM Policy No.9 LIFE AND LONG TERM DISABILITY INSURANCE It is the policy of the City of Cupertino to make available group insurance for Management and Confidential employees that will mitigate the personal and family fmancial hardships resulting from continuing disability that prevents an employee from performing gainfully in his or her occupation. It is further the policy of the City of Cupertino to provide life insurance benefits in an amount of two and one half times the employee's annual salary to a maximum of $250,000.00. Employees occupying unrepresented positions may enroll in the disability income program and the life insurance program offered if eligible under the contract provisions of the policy and the personnel rules of the City. The full cost of premiums for these programs shall be paid by the City for such employees. Adopted by Action of the City Council September 16, 1976 Revised 7/76,6/80,6/81.6/82,6/92 13 '-' '-' '- City of Cupertino UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM Policy No. 10 DEFERRED COMPENSATION It is the policy of the City of Cupertino to provide equitable current compensation and reasonable retirement security for management and confidential employees for services performed for the City. The City participates in the California Public Employees' Retirement System (PERS) and deferred compensation plans have been established. Both the employee and employer may make contributions from current earnings to these plans. The purpose of this policy is to promote means by which compensation may be provided in such manner and form to best meet the requirements of the City and the needs of individual employees, thereby increasing the ability, to attract and retain competent management and confidential employees. The City shall maintain and administer means by which employees in these positions may defer portions of their current earnings for future utilization. Usage of such plans shall be subject to such agreements, rules and procedures as are necessary to properly administer each plan. Employee contributions to such plans may be made in such amounts as felt proper and necessary to the employee. Employer contributions shall be as determined by the City Council. Adopted by Action of the City Council July 7, 1975 Revised 6/80, 7/87, 7/92, 7/99 14 L '- "-' City of Cupertino UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM Policy No. 11 . PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTION The City agrees to pay the employee's contribution rate to the California Public Employees Retirement System (CaIPERS) not to exceed 7.0% of applicable salary until the City implements the CaIPERS 2.7% @ 55 retirement formula. The City will amend its contract with CaIPERS and will implement 2.7% @ 55 with an estimated effective date of December 22, 2007 if CaIPERS contract amendment requirements (including a secret ballot employee election with majority approval) are met, and employees pay 2% of salary (ongoing) for the employee share ofCalPERS retirement. At the beginning of the pay period in which 2.7% @ 55 becomes effective, the City agrees to pay the employee's contribution rate to CaIPERS not to exceed 6.0% of applicable salary and each employee agrees to pay 2.0% of applicable salary. The City agrees to pay the employer's contribution rate to the Public Employees Retirement System Adopted by Action of the City Council June, 1981 Revised 6/87,6/89, 7/90, 7/91, 7/92, 6/03, 7/04, 4/07 15 ~ '- L. City of Cupertino UNREPRE&ENTED EMPLOYEES' COMPENSATION PROGRAM Policy No. 12 DENTAL INSURANCE - EMPLOYER CONTRmUTION It is the policy of the City of Cupertino to provide dental insurance under which employees in Management and Confidential positions and their dependents may be covered. The purpose of this program is to promote and preserve the health of employees. The premium cost for the insurance provided by the. City shall not exceed $77.26 per month per employee. Enrollment in the plan or plans made available pursuant to this policy shall be in accordance with Personnel Rules of the City and the provisions of the contract for such insurance between the City and carrier or carriers. Adopted by Action of City Council July 1, 1983 Revised 7/87, 7/88, 7/89, 7/90, 7/91, 7/92, 6/95, 7/99,4/07 16 \.- \...." '- City of Cupertino UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM Policy No. 13 ADMINISTRATIVE LEA VB The City Manager, City Attorney, and department heads shall receive forty (40) hours of administrative leave with pay per year. Unrepresented employees exempt from the provisions of the Fair Labor Standards Act shall receive twenty-four (24) hours of administrative leave with pay per year. Employees may accumulate administrative leave hours up to their annual accrual. Employees shall be eligible to convert administrative leave hours to pay one time each calendar year. Adopted by Action of the City Council July, 1988 Revised 7/92, 7/97, 7/99 17 L '-' '- City of Cupertino UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM Policy No. 14 EMPLOYEE ASSISTANCE PROGRAM It is the policy of the City of Cupertino to provide an Employee Assistance Program for the benefit of Management and Confidential employees and their eligible dependents. The purpose of this program is to provide professional assistance and counseling concerning financial, legal, pre-retirement, and other matters of a personal nature. Adopted by Action of the City Council June 17, 1996 18 L \...... '-' City of Cupertino UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM Policy No. 15 PUBLIC SERVICE CREDIT - V ACA TION ACCUMULATION The City Manager, City Attorney, and department heads shall earn vacation hours under the same vacation accumulation schedule as all other employees. Credit shall be provided for previous public sector service time on a year-for-year basis as to annual vacation accumulation. Credit shall only be given for completed years of service. Public service credit shall not apply to any other supplemental benefit. Employee(s) affected by this policy will have the responsibility of providing certification as to previous public sector service. Adopted by Action of the City Council July 7, 1997 Revised 6/99 19 '-' \- L . City of Cupertino UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM Policy No. 16 HOUSING ASSISTANCE PROGRAM Housing assistance will be offered to the City Attorney and department heads pursuant to Resolution No. 99-070 as amended. Adopted by Action of the City Council July 7, 1997 Revised 7/99 20 ~ '-' ~ City of Cupertino Unrepresented Employees' Compensation Program Policy No. 17 VISION INSURANCE - EMPLOYER CONTRIBUTION It is the policy of the City of Cupertino to provide vision insurance under which employees and their dependents may be covered. The purpose of this program is to promote and preserve the health of employees. The premium cost for the insurance provided by the City shall not exceed $13.74 per month per employee. Enrollment in the plan or plans made available pursuant to this policy shall be in accordance with the provisions of the contract between the City and carrier or carriers providing vision insurance coverage, Adopted by Action of the City Council July 1997 Revised 7/99,6/02,6/03 21 \..- City of Cupertino Listing of Unrepresented Classifications by Salary Rate or Pay Grades \....- City Council and Planning Commission Compensation Effective July 1, 2007 L ATTACHMENT A L \... ~ CITY OF CUPERTINO CLASSES AND POSITIONS/CITY COUNCIL AND PLANNING COMMISSION EFFECTIVE JULY 1, 2007 The salaries, wages or rates of pay for those officers and employees whose positions are exempt under the provisions of the Cupertino Municipal Code, and members of the City Council and Planning Commission, are set forth below. Only the City Council can modify these rates. Classification Step 1 Step 2 Step 3 Step 4 Step 5 City Attomev $16,005 City Manaoer $17,458 Director of Administrative Services $11,412 $11,983 $12,582 $13,211 $13,872 Director of Community Development $10,728 $11,264 $11,827 $12,419 $13,040 Director of Parks and Recreation $10.728 $11,264 $11,827 $12,419 $13,040 Director of Public Works $11,645 $12,227 $12,838 $13,480 $14,154 Members of the City Council $618.85/month Members of the Plannina Commission $50.00/meetino (maximum $200.00/month) L ~ L CITY OF CUPERTINO CLASSES AND POSITIONS BY PAY GRADE MANAGEMENT CLASSIFICATIONS EFFECTIVE JULY 1, 2007 Classification Step 1 Step 2 Step 3 Step 4 Step 5 Assistant City Attorney $7,167 $7,525 $7,901 $8,297 $8,711 Assistant Director of Public Works - Ena $9,258 $9,721 $10,207 $10,717 $11,253 Assistant Director of Public Works - Mtc $8,837 $9,279 $9,743 $10,230 $10,742 Buildina Official $8,452 $8,875 $9,318 $9,784 $10,273 City Architect $8,452 $8 875 $9,318 $9,784 $10,273 City Clerk $7,167 $7,525 $7,901 $8,297 $8,711 City Planner $8,452 $8,875 $9,318 $9,784 $10,273 Environmental Proarams Manaaer $7,060 $7,413 $7,784 $8,173 $8,582 Finance Director $8,452 $8,875 $9,318 $9,784 $10,273 Human Resources Director $8,452 $8,875 $9,318 $9,784 $10,273 Information Technoloav Manaaer $8,176 $8,585 $9,014 $9,465 $9,938 Public Communications Manaaer $7,167 $7,525 $7,901 $8,297 $8,711 Public Works Proiect Manaaer $7,167 $7,525 $7,901 $8,297 $8,711 Public Works Supervisor $6,449 $6,772 $7,110 $7,466 $7,839 Recreation Supervisor $6,302 $6,617 $6,948 $7,295 $7,660 Redevelopment/Economic Development Mar $8,452 $8,875 $9,318 $9,784 $10,273 Senior Civil Enaineer $8,452 $8,875 $9,318 $9,784 $10,273 L "-' '- CITY OF CUPERTINO CLASSES AND POSITIONS BY PAY GRADE CONFIDENTIAL CLASSIFICATIONS EFFECTIVE JULY 1, 2007 Classification Step 1 Step 2 Step 3 Steo 4 Step 5 Accountant $5,644 $5,926 $6,223 $6,534 $6.,860 Accounting Technician $5,237 $5,499 $5,774 $6,063 $6,366 Administrative Assistant $4,702 $4,937 $5,184 $5,443 $5,716 Community Relations Coordinator $5,426 $5,697 $5,982 $6,282 $6,596 Deoutv City Clerk $4,702 $4,937 $5,184 $5,443 $5,716 Executive Assistant to the City Attornev $5,144 $5,401 $5,671 $5,955 $6,253 Executive Assistant to the City Manaaer $5,144 $5,401 $5,671 $5,955 $6,253 GIS Coordinator $5,425 $5,697 $5,982 $6,281 $6,595 Human Resources AJ1alvst $5,644 $5,926 $6,223 $6,534 $6,860 Human Resources Technician $5,237 $5,499 $5,774 $6,063 $6,366 I. T. Assistant $4,294 $4,509 $4,734 $4,971 $5,220 Network Soecialist $5,426 $5,697 $5,982 $6,282 $6,596 Web Soecialist $5,425 $5,697 $5,982 $6,281 $6,595