CC Resolution No. 14-130 Amending the Unrepresented Employees' Compensation Program R ESOLUTI ON'NO. 14-130
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CUPERTINO
AMENDING THE UNREPRESENTED EMPLOYEES_' COMPE_NSATION
PROGRAM
WHEREAS; the City Council desires to amend the Unrepresented Employees'
Compensation Program; and
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of
Cupertino hereby approves the aforementioned amendment to the Unrepresented
Employees' Compensation Program referenced in the attached Attachment B.
PASSED AND ADOPTED at a special :meeting of the City Council of,the City of
Cupertino this 1811' day of March 2014, by the following vote:
Vote Members of the City Council
AYES: Wong, Sinks; Chang, Mahoney; Santoro
NOES: None
ABSENT: None
ABSTAIN: None
ATTEST-. APPROVED:
T
Grace Schmidt, City Clerk Gilbert Wong, Mayor,.CiqofCu ertin o
3 - LS- t7
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. l
PROGRAM PURPOSE AND DEFINITIONS FOR ELIGIBILITY
It is City of Cupertino policy that those certain persons holding positions hereinafter
defined 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those which are adopted or as may be modified or rescinded from time to time such recognition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 maybe
modified as circumstances warrant.
Although subject to change, in accordance with provision of the Personnel Code, the
positions in the followingclassifications Have been designated as unrepresented.
MANAGEMENT AND CONFIDENTIAL,CLAS5IFICATIONS:
Classification Title
Accountant Director of Public Works
Accounting Technician Environmental Programs Manager
Administrative Assistant Executive Assistant to the City Manager
Assistant City Attorney Finance Manager
Assistan t City Manager GIST Coordinator
AssistantDirector of"Community Development Human Resources Assistant
Assistant Director of Public Works [Human Resources,Analyst I
Assistant to the City Manager Huffman Resources Analyst II
Buiilding Official
Capital Improvement Program Manager Human Resources Technician I
City Clerk Human Resources Technician 1I
City Planner Information Technology Assistant
Community Relations Coordinator Information Technology Manager
Deputy City Attorney Human Resources Manager
Deputy City Clerk
Director of AdministrativeServices
Director of Community Development
I
City of Cupertino
UNREPRESENTED'EMPLOYEES' COMPENSATION PROGRAM
Policy No. 2
SALARYBCHEDULE
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,meritoriousservice and comparability with-sirnilar 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.
Effective the first full pay period in July 2013, a 1.5%salary increase will be added to the
salary ranges of classifications in this group. Effective the first full pay period in July 2014, a 1.5%
salary increase will be ad'd'ed to the salary ranges of d assifica tion s'in'this group. Effective the first
full pay period in July 2015, a 1.25% salary increase will be added to the salary ranges of
classification in this group. See-Attachment A for+a.list of paygrades.
In addition, equity adjustments as identified in the City's 2013 total compensation survey
shall occur over the next three years. Effective the first pay period in July 2013, a .A6% equity
adjustment will be added to the salary ranges of classifications asnoted'in-Attachment A. Effective
the first pay period in July, 2014, a .97% equity adjustment will be added to-the salary ranges of
classifications as;noted in Attachment A. Effective the first pay period in July, 2015, a 1.21%equity
adjustment will be added to the salary ranges of classifications as'noted in Attachment A.
Adopted by Action
of the City'Council
April 1, 1974
Revised 8/78, 7/79, 6/80, 7/92, 6/95, 10/12, 7/13
City of Cupertino
UNREPRESENTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 3
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Directorof Parks and Recreation
MANAGEMENT AND CONFIDENTIAL CLASSIFICATIONS(Continued)
Legal'Services Manager
Management Analyst
Network Specialist
Park Restoration and Improvement Manager
Public Affairs Director
Public Works Projects,Manager
Public Works,Supervisor
Recreation,Supervisor
Economic Development Manage_r'
Senior Civil Engineer
Senior Recreation Supervisor
Senior ManagementAnalyst
Service Center Superintendent
Sustainability Manager
Web Specialist
In the event of any inconsistency'between the Compensation Program and any Employment
Contracts, the;provisions of the Employment Contractand,any amendments thereto control.
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, 4/91,5/911
7/92,6/95, 6/96, 7/99, 6/02, 7/04, 6/05, 04/07, 7/10, 1.0/12,.12'/12; 7/13;11/13;12/13,3/14
2
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.
III REIMBURSEMENT AND ADVANCE PAYMENT SCHEDULE
A. Intent
This schedule is written with the intent'that the employee will make every effort to find the
lowest possible cost to the City for traveling on City business. For example, if paying for
parking at the airport is less expensive that paying for taxi or airport shuttle, then the
employee should drive,their car and park at the airport; or if renting.a car is lower than taking
taxis at the out-of-town location, then a car should be rented; or air reservations should be
booked in advance to obtain discounted fares. The following procedures apply whether�the
expense is being paid through a reimbursement ora•direct advance.
B. Registration
Registration fees for authorized attendance at meeting or training session will be paid by the
City.
C. Transportation
The City will pay transportation costs on the-basis of the-lowest cost intent stated in paragraph
A. Eligible transportation costs include airfare (with coach fare being the maximum), van or
taxi service to and from the attendee's home and airport, destination or airport parking
charges, taxi an&shuttle services at the out-of-town location, trains, tolls, or rental cars. Use of
a personal automobile for City business:shall be reimbursed or advanced at the rate per mile in
effect fov such use, except in no case shall it exceed'air coach fare,if°the vehicle is being used for
getting to the destination. Government or group rates offered by a provider of transportation
must be used when available.
Reimbursement or advances 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.
D. Lodeine
Hotel or lodging expenses of the employee resulting from the authorized event or activity
definedin this policy will be ieimbursed or advanced if theAodging and event occurs outside of
the local area. Not covered will be lodging,expenses related to person(s) whoare accompanying
the City member, but who themselves are not on City business. In this,instance, for example„
the difference between single and multiple occupancy rates for room will not be reimbursed.
Where the lodging is in connection with a conference or other organized educational activity,
City-paid lodging costs shall riot exceed the ma:eimum group rate published by the conference
or activity sponsor, providing tl-fat lodging at the group rate is•available at the time of booking.
5
TRAINING AND CONFERENCES
I. POLICY
A. Management Personnel
It is City of Cupertino policy that eligible persons under this Compensation Program shall be
reimbursed or receive advances m accordance with the schedules, terms.and conditions as set
forth herein for attendange at conferences, meetings and training"sessions as defined 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 or to implement a City approved strategy for attracting and retaining
businesses in the City. One"means of implementing this encouragement is(through a formal
reimbursement and ad_ va_nce'schedule for authorized attendance,at such conferences,,meetings
and trainingsessions.
B. Non-Management Personnel
When authorized by their supervisor, 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 as defined below for
each.
II DEFINITIONS
A. Conferences
A conference is an annual meeting of•a work related organization the membership of which
maybe held in the name ofthe City or the individual.
B. Local Area
The local area is defined to be within Santa Clara and San Mateo Counties and within a 40-
mile distance from Cupertino when traveling,to Alameda County.
C. Meetings
A ":meeting" shall mean aconvention, conference, seminar, workshop, meal;,or like assembly
having to do with municipal- government, operations., An employee serving on a panel for
interviews.of)ob applicants shall not come under this definition.
D. Training Session
4
The City will not reimburse or advance payment toward expenses inducting, but,not limited,
to:
1. The personal portion of any trip;
2. Political or diahtable contributions or events,
3: Family expenses, including those of a partner when accompanying the employee°on City-
related business, as well as child or pet-related expenses
4. Entertainment expenses, including theatre,. shows, movies, sporting events, golf, spa
treatments, etc.
5. Gifts of:any kind for any,purpose;
6. Service dub meals;,of those besideseconomic development staff;.
7. Alcoholic beverages
8. Non-mileage personal automobile expenses: including repairs, insurance, gasoline, traffic
citations; and
9. Personal lossesiincurred while on City business.
IV ATTENDANCE AUTHORIZATION
A. Budgetary Limitations
Notwithstanding any attendance,authorization contained herein, reimbursement or advances
for expenses relative to conferences, meeting or training sessions shall not exceed the budgetary
limitations.
B. Con ference.Attendance
Attendance at conferences.or'seminars'by empliyeesmust'be approved by their supervisor.
C. Meetines
Any employee, management or non,management,.may attend a meeting when authorized by
theirsupervisor.
D. Training Sessions
Any employee, management or non-management, may attend a training session when
authorized by their supervisor.
V. FUNDING
7
If the group rate at the;conference hotel is not available, then-the non-conferenceaodging policy
described iWthe next paragraph should be followed•to find another comparable,hotel.
Where:lodging is necessary for an activity that is not related to a conference,or other organized
educational activity, reimbursement or advancesshall be limited to the actual cost of the room
at a group or government rate. In the event that a group or government rate is not available,
lodging rates that do not exceed the median prim for lodging for that area and time period
listed on travel websites like:www.hotels.com,.www.expedia.com or an equivalent service shall
be eligible for reimbursement or advancement.
E. Meals
1. With No Conference
Payments toward or reimbursement of meals related to authorized activities or events.shall
be at the InternakRevenue Service per diem rate for meals and incidental expenses for a
given location, as stated by IRS publications 463 and 1542 and by the U.S. General Services
Administration. The per diem shall be split among meals as reasonably desired and
reduced accordingly for less than full travel days. If per diem is claimed, no receipts are
necessary. Alternatively, the actual cost of a meal can be claimed, within a standard of
reasonableness,,but receipts must be kept and submitted for the,expense incurred.
2. As.Part of a Conference
When City personnel are attending a conference, or other organized educational activity;
they shall be reimbursed or advanced for meals not provided by the activity,on:a,perdiem
or actual cost basis. The per diem.and actual cost rate shall follow the rules described in the
meals with no conferenceparagraph.
F. Other Expenses
Payments toward:oi reimbursement ofexpenses at such functions shall be limited,to the'actual
costs'consistent with the.application of reasonable.standards.
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 of reasonableness for the situation as may be defined by the Finance
Department.
G. Non-Reimbursable Expenses
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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 condition of employment due to the absence of sufficient
City owned vehides,for general transportation purposes. It is not intended; however, that such a
condition of employment`should work an undue hardship. For 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 rat 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 Allowance
Director of Administrative-Services 300.00
Director of Community Development 300.00
Assistant City Manager 300.00
Director of P.arka.and Recreation 300.00
Director of Public Works 300:00
City Clerk 250.00
Public Affairs Director 250.00
Senior Civil Engineer 250.00
Recreation.Supervisor 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
April`l, 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, 10/07, 7/10, 7/11, 10/12, 12/12„7/13
9
A. Appropriation Policy
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.
VI. DIRECT CASH ADVANCE POLICY
From time to time, it may be necessary fora City employee.to request a,direct cash advance to
cover anticipated expenses while traveling or doing business on the::City'sbehalf. Such request
'for an advance should be submitted to their supervisor no less than.seven days prior to the
need for the advance with the following information: 1) Purpose of the expenditure; 2) The
anticipated amount of the expenditure (for example, hotel rates,meal'costs, and transportation
expenses);,and 3) The dates"of the'expenditure. An accounting-of expenses and return of any
unused advance must be reported to the City within 30 calendar days.of the employee's return
on the expense report described in Section VII.
VII EXPENSE REPORT'REQUIREMENTS
All expense reimbursement requests,or final accounting of advances received must be approved
by their supervisor, on forms,determined'by the Finance Department,,within 30 calendar days
of an expense incurred,. and accompanied by a business purpose for all expenditures and a
receipt foreach non- per diem item.
Revised 7/83;.7/85, 7/87, 7/88;..7/91, 7/92, 12/07,7/10
8
Policy No. 6
OVERTIME WORKED
EXEMPT POSITIONS:
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 workday
or work week for other employees. However, nt, deduction from leave°balances are made when
such an employee is absent for less than a regular work day aslonglas 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.
NON-EXEMPT POSITIONS:
Confidential employees are eligible for overtime or compensation time, at their discretion, for
the time worked in excess of 40, Hours,per week. Nothing in this policy precludes the alternative
work schedule, which may include an absence of a full eight hour day, where forty hours have
been worked in the-same seven day period.
Adopted by Action of the City Council
April 1, 1974
Revised
6/80, 7/91, 7/92,6/96, 7/97, 4/07,.7/13
City Of Cupertino
UNREPRESENTED EMPLOYEES'COMPENSATION PROGRAM
Policy No.. 7
11
City of Cupertino
UNREPRESENTED EMPL'OYEES`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 purchaseof 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
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
10
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 Pay or 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.
The.City provides the following fixed paid,holidays for eligible employees covered by this
agreement:
1. New Year's Day
2. Martin Luther King Day
3. President's Day
4: Memorial.Day
5. Independence day
6. Labor Day
7. Veteran's Day
8. Thanksgiving Day
9. Day Following.Thanksgiving,
10. Christmas Eve
11. Christmas Day
12. New Years Eve
When a holiday falls on a Sunday, the following Monday shall be observed as the non-work
day. When a holiday falls on a Saturday, the previous Friday shall be observed as'the non-work
day.
FLOATING HOLIDAY
In addition to the paid holidays, employees occupying these positions shall be provided 20
Floating hours per calendar year as non-work time with full pay and benefits. Employees may
accumulate floatingholiday hours up to twotimes their°annual accrual
Adopted.by Action of
the City Council
July 7, 1975
Revised 6/80,.6/89, 7/92, 7/99,,7/13
City of Cupxrtino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 9
LIFE AND LONG TERM DISABILITY INSURANCE
13
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 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 willbeincluded in
the employees 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.
Medical Insurance Coverage Level City Contribution
Employee 702.00
Employee+1 762.00
Employee+2 802.00' .
Effective 11/1/13 or as soon as administratively possible; the City will establish a Health
Reimbursement Account (HRA) to be used towards health related expenses. Upon establishment,
(he City will deposit an amount equal to $83.00/month from 7/1/13 to plan enactment.
Thereafter, employees will receive $83.00 /month in their HRA. Effective with the first full pay
period in July 2014, employees,will receive an additional $80.00/month in HRA to be used towards
health related expenses.
During the 13/14 contract year, the City will be reopening negotiations to discuss
elimination of the CalPERS 100/90 retirement plan and replacement of said plan.
Adopted by Action of
the CityCoundl
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,,12/12, 7/13City of
CupertinoUNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 8
FIXED HOLIDAYS
12
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 employeesin 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 boas determined by the City Council.
Adopted by Action of
the City Council
July 7, 1975
'Revised 6/80, 7/87, 7/92; 7/99
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 11'
PUBLIC EMPLOYEES' RETIREMENT SYSTEM.CONTRIBUTION
A.,Employees hired on or before December.29,2012 Only:
15
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 financial 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 halfitimes 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,ern ployees:
Adopted by Action of
the City Council
September 16, 1976
Revised 7/76, 6/80, 6/81, 6/82, 6/92
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
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C. For new employees hired by the-City of Cupertino on-or after January 1, 2013 and do not
qualify as'Classic members Only:
For new employees hired by the City of Cupertino on or after January 1, 2013 and do not
qualify'asclassic mein bers as idefined by CaIPERS, 'CAPERS has by statute implemented a 2%,@
62 formula,three.year average and employees in thisscategory shall pay,50%of the normal cost
rate as determined•by CaIPERS.
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; 7/10, 10/12, 12'/12, 7/13
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 12
DENTAL INSURANCE - EMPLOYER CONTRIBUTION
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.
17
For employees hired on or before December 29, 2012, the City has contracted with CaIPERS for
a 2.7% @55 formula.
Effective in the first ,full pay period in July 2013, the City agrees to pay the employee's
contribution rate to the California Public Employees Retirement System (CaIPERS) not to exceed
4.59/o of applicable salary and each employee agrees.to pay 3.5%0 of applicable salary.
Effective in the first full pay period in July 2014, the .City agrees to pay the employee's
contribution rate to the California Public Employees Retirement System (CaIPERS) not to exceed
3.0%;of applicable salary and each employee agreesto pay 5.0% of applicable.salary.
Effective in the first full pay period in July 2015, the City agrees to pay the employee's
contribution rate to,the California Public Employees Retirement System (CaIPERS) not to exceed
1,75% of applicable salary and each°employee agrees.to pay 6.25% of applicable salary.
The City agrees to pay the employer's contribution rate to the Public Employees Retirement
System to the extent required by law and the parties acknowledge:that by January 1, 2018 the
employees are required to pay 50% of the normal cost rate as determined by CAPERS.
B. For Employees hired by=the City of Cupertino on December 30, 2012,or December 31,
2012 or a current CAPERS employee who qualifies as a classic member under CaIPERS
Regulations Only:
For Employees hired by the City of Cupertino on December 30, 2012 or December 31, 2012 ora
current Ca1PERS employee who qualifies as a classic member under CaIPERS Regulations only the
City has contracted with CaIPERS for a 2 0%, )60 retirement formula, three year average
compensation.
Effective in the first full pay period in July 2013, the City agrees to pay the employee's
contribution rate to the California PublicEmployees Retirement'System (CaIPERS) not to exceed
3'r5% of.applicable salary and each employee agrees to pay 3.5% of applicable,salary.
Effective;in the first full pay period in July 2014, the City agreesto,pay the employee`s
contribution rate to the.California Public Employees Retirement.System (CaIPERS) not to exceed
20% of applicable salary and each employee agrees to pay 5.0% of applicable salary.
Effective;in the first full pay period in Ju1y2015, the City agrees+to pay the;employee s
contribution rate to the California..Public.Employees;Reticement System (CaIPERS) not to exceed
.75 % of applicable salary and each employee agrees.to pay 6:256/o of applicable'salary.
ThecCity agrees to pay the eemployer s contribution,rateto the Public.Employees;Retirement
System to the extent required by law and the parties acknowledge that by January 1, 201Wthe
employees are required to pay 50%,of the normal cost rate�as determined by CaIPERS.
16
Employeesmay+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, 7/10, 12/12
City of Cupertino
UNREPRESENTED EMPLOYEES iZOMPENSATION PROGRAM
Policy No. 14
EMPLOYEE ASSISTANCE PROGRAM
It is the policy of the City of Cupertino to provide an Employee Assistance Program for the
benefirof Management and Confidential employees and their eligible dependents. The purpose of
19
The premium cost for the ;insurance provided by the City shall not exceed $78.26 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, 10/12
City of Cupertino
UNREPRESENTED EMPLOYEES''COMPENSATION PROGRAM
Policy No. 13
ADMINISTRATIVE LEAVE
The 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.
18
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
previouspublic•fsector service.
Benefited full-time employeestaccrue vacation in accordance with the following schedule.
Benefited employees who work less than a in work,schedule accrue vacation in accordance
with the following,schedule on a pro-rated basis.
Service Time Hrs-of Accrual Per Pay ;annual Accruals Maximum Accrual
Period
0 -3 Years 3;08 SO Hours 160 Hours
4 - 9 Years 4.62 120 Hours 240 Hours
10— 14 Years 5.24 136 Hours 272 Hours
15— 19 Years 6.16 160 Hours 320 Hours
20+ Years 6:77 176 Hours 352 Hours
An employee may accrue no more vacation creditthan,twice the annual rate being earned.
VACATION CREDITS
The hiring manager, with the approval of the department head and'the City Manager,, may
offer a -vacation bank of up to 120 hours of vacation to a prospective candidate in the
Unrepresented,group. These hours do not vest for payoff purposes if the employee leaves,service.
Adopted by Action of the City Council
July 7, 1997
Revised 6/99, 7/10, 12/12, 7/13
City of Culrertino.
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 16
HOUSING ASSISTANCE PROGRAM
Housing assistance,may,be offered to,the department heads pursuant to,Resolution No. 99-
070.
21
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
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 15
VACATION ACCUMULATION
The 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,onlybe given for completed
20
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, 7/10, 10/12
City of Cupertino
Listing of'Unrepresented`Classifications by
Salary Rate or Pay Grades
23
Adopted by Action of the City Council
July'7, 1997
Revised 7/99, 7/10, 8/12
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 promoterand,preserveAhe
health of employees.
The premium cost for the insurance provided by the City shall not exceed $14.94 per
month per employee.. Enrollment in the plan or plans made'available pursuant to this policy shall
22
Director of Community Development $11,885 $12,479 $13,103 $13,758 $14;446
Director of Parks and Recreation $12;595 $13;225 $13;887 $14;581 $15,310
Director of Public Works $12;552 $13;494 $14,169 $14,878 $15,621
Salary. Effective July 1,'2014
Classification Step 1 Step 2 Step 3 Step 4 Step'5
Assistant City Manager $14;350 $15;067 $15,820 $16;611 $17,422
Director of Administrative Services $12;256 $12,869 $13;513 $14,188 $14,898
Director of Community Development $12;144 $12,751 $13,389 $14,058 $14,761
Director of Parks and Recreation $12,784 $13,424 $14,095 $14,800 $15,540
Director of Public Works $13,Q45 $13,697 $14,382 $15,101 $15;856
Salar ,Effective July 1, 2015
Classification Ste 3_1 Ste ,2 Step 3 Step 4 Step 5
Assistant City Manager $14,529 $15,255 $16;018 $16;819 $17,660
Director of Administrative�Services $12,409 $13;030 $13,681 $14,366 $15,084
Director of Community Development $12,399 $13,019 $13,670 $14;353 $15,071
Director of Parks and Recreation $12,944 $13;591 $14,271 $14,985 $15,734
Director of Public Works $13,208 $13,868 $14;561 $15,290 $16,054
CITY OF CUPERTINO
CLASSES AND POSITIONS.BY PAY GRADE
MANAGEMENT CLASSIFICATIONS
EFFECTIVE JULY 1, 2013-JUNE 30; 2016
,Salary Effective July 1, 2013
Classification Step 1 Step 2 Step 3 Step 4 Step 5
Assistant City Attorney $11,265 $11,828 $12;420 $13,041 $13;693
Assistant Director oPPublic Works $10;271 $70;787 $11;^327 $11,893 $72;488
Assistant to•the City Manager $7,910' $8;305 $8;721 $9;157 $9,614
25
Lffectivejuly 1, 2013
Amended 11/13/13
Amended 12/17/13
Amended 3/4/14
CITY OF CUPERTINO
CLASSES,AND POSITIONS
EFFECTIVE:JULY 1, 2013-JUNE 30, 2016
The salaries, wages`or rates pay per month for those officersland'employees whose positions are
exempt under the provisions of the,Cupertino,Municipal Code,'are set-forth below. Only the City
Council can modify thesexates.
Salary Effective July 1, 2013
Classification Step 1 Step 2. Ste '3 Step 4 Step 5
Assistant,City Manager $14,137 '$14,844 $15,857 $16,366 $17184'
Director of Administrative Services $12,075 $12,679. $13,313 $13;979 $14,678
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Senior Management Analyst $7,659 $8,042 $8,445 $8;867 $9,310
Senior Recreation Supervisor $7 183 $8,172 $8;581 $9,010 $9,461
Sustainability Manager $7,909 $8,305 $8;720 $9,156 $9;614
Salary Effective July 1, 2015
Classification Ste?1 Step 2 Step 3 Step 4- Step 5
Assistant Cit Attorney $11;577 $12,156 $12,763 $13,402 $14,072
Assistant Director of Public Works $10;813 $11,354 $11,921 $12,518 $13,143
Assistant to the City Manager $8;1.29 $8,535 $8,962 $9,410 $9;881
Building Official $9;598 $10,078 $10,582 $11,111 $11,666
Capital Improvement Program Manager $9,586 $10,066 $10;569 $11,097 $11,652
City Clerk $8;720 $9,156 $9,614 $10,095 $10;600
City Planner $9,985 $10,485 $11,009 $11,559 $12,137
Deputy`City Attorney $8;330 $8,746 $9,184 $9;643 $10;125
Economic Develo merit M $9,880 $10,374 $10,892 $11,437 $12,009
Environmental Programs Manager $8,008 $8,408 $8;829 $9;270 $9;734
Finance"Mana er $10,221 $10;732 $11,269 $11,832 $12,424
Human Resources.Mana er $9,586 $10;066 $10;569 $11,097 $11,652
Information Technology Manager $9;554 $10;032 $10;534 $11,060 $11,613
Park:Restoration and Improvement
Manager $9;586 $10,066 $10,569 $11,097 $11,652
Public Affairs Director $9,554 $10,032 $10"534 $11,060 $11,613
Public Works Project Manager $8;42_6 $8;848 $9,290 $9,755 $10,242
Public Works,Supervisor $7,315 $7,680 $8;'065 $8;468 $8,891
Recreation Supervisor
$7,148 $7;505 $7;881 $8,275 $8;688
Senior Civit,En 'neer $10;05_9 $10,562 $11,090 $11,645 $12,227
'Senior Management Analyst $8,06_9 $8,473 $8,896 $9,341 $9;808
Senior Recreation Supervisor $7;881 $8;275 $8,688 $9,123 $9;579
Sustainabilit Manager $8"008 $8,408 $8,829 $9,270 $9,734 .
CFTY OF CUPERTINO
.CLASSES AND POSITIONS'BY PAY GRADE
CONFIDENTIAL CLASSIFICATIONS
EFFECTIVE JULY I, 2013-JUNE'30, 2016
Salary Effective July 1, 2013
Classification Ste 1 Ste ;2 Step 3 Step 4 Step 5
Accountant $6,258' $6,571 $6;900 $7,245 $7,6.07
Accounting Technician '$5,780 $6,069 $61373 $6,691 $7,026
Administrative Assistant $5,195 $5,454 $5,727 $6,014 $6,314
'Community Relations Coordinator $5,989 $6,288 $6,603 $6;933 $7;279
Deputy City Clerk $5,365 $5,633 $5,915 $6,214 '$6,521
27
Buildin g Official $9,339 $9,806 $10;297 $10;811 $11,352
Capital Improvement Program Manager $9,328 $9,794 $10,284 $10,798 $11,338
Cit Clerk $8,152 $8,559 $8;987 $9;437 $9;909
City Planner $9,395 $9,865 $10,358 $10,876 $11,420
Deputy City Attorney $8;105 $8,511 $8,936 $9,383 $9;852
Economic Development Mgr $9;383 $9,852 $10,345 $10;862 $11,405
Environmental Pro am s,Manager $7,792 $8;182 $8,591 $9;021 $9;472
Finance Manager $0,428 $9,899 $10,394 $10;914 $11,460
Human Resources Manager $9;328 $9,794 $10,284 $10,798 $11,338
Information Technology Manager $9,074 $9,528 $10,604 $10,504 $11,0.30
Park Restoration^and Improvement
Manager $%328 $9,794 $10,284 $10,798 $11;338
Public Affairs Director $9,074 $9,528 $10;004 $10,504 $11,030
Public Works,Pro ect Manager $7,962 $8;360 .$8,778 $9,217 $9;678
Public Works Su rvisor $7,118 $7,474 $7,847 $8;240 $8;652.
Recreation Supervisor $6,955 $7,303 $7;668 $8;052 $8,454
Senior Civil Engineer $9;405 $9;876 $10,370 $10,88$ $11,433
Senior Management Analyst $7;304 $7;669 $8;052 $8,455, $8,878
Senior Recreation Supervisor $7;668 $8;052 $8;454 $8;877 $9,321
Susfainabilit Manager $7;7.92 $8,182. $8;591 $9;02, $9,472
Salary Effective July 1,2014
Classification Ste 1 Ste '2 Step 3 Step 4 Step 5
Assistant City Attorney $11,434 $12,006 $12,606 $13;236 $13,898
Assistant Director of Public Works; $10;539 $11,066 $11,620 $12,201 $12;811
Assistant to the City Manager $8;028 $8,430 $8,851 $9,294 $9,759
Building Official $9;479 $9;953 $10,451 $10,974 $11,522
Capital Improvement Program Manager $9,468 $9,941 $10,438 $10;960 $11,508
City Clerk $8,424 $8,845 $9,287 $9,752 $10;239
City Planner $9;680 $10,164 $10,672 $11,206 $11;766
Deputy City Attorney $8,227' $8,638 $9,070 $9,524 $10,000
Ecvnornic Development M $9,630 $10,111 $10,617 $11,147' $11,705
Environmental Programs Manager $7,909 $8,305 $8;720 $9,156 $9,614
Finance Manager $9,802 $10,292 $10,807 $11,347 $19;914
Human Resources,Manager $9,468 $9,941 $10,438 $10,960 $11,508
information Technology Manager $9,311 $9,776 $10,265 $10,778 $11,317
Park Restoration and Improvement
Manager $9,468 $9;941 $10,438 $10;960 $11,508
Public Affairs Director $9,311 $9,776 $10,265 $10,778 $11,317
Public Works Pro ect Manager $8;188 $8,598 $9,027 $9;479 $9,953
Public Works Su rvisor $7,224 $7,586 $7965 $8;363 $8,781
Recreation Su rvisor $7;060 $7,413 $7,783 $8,172 $8,581
Senior Civil Engineer 1 $9;718 $10,204 1 $10,715 $11,250 $11,813
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Human Resources Analyst 1I $7,706 $8,091 $8,496 $8;920 $9,366
Human Resources Assistant $5;049 $5,302 $5,567 $5,845 $6;138
Human Resources Technician $5;940 $6,2371 $6,549 $6;876 $7;220
Human Resources Technician II $6;549 $6,876 $7,220 $7,581 $7,960
I.T. Assistant $5;'718 $6,004 $6,304 $6,620 $6;951
Legal Services Manager $6,208 $6,518 $6,844, $7;187 $7,546
�Management,Analyst $7,525 $7,901 $8;296 $8,711 $9,147
Network Specialist '$7046 $7;399 $7;769 $8;157 $8;565
Web;S cialist $6;666 $7,000 $7;350 $7;717 $8,103
AMENDED November 13, 2013
Salary Effective November,13, 2013
Classification Ste e 1 Ste 2 Step 3 Ste 4 Ste S
Assistant Director of Community $9;8::9 . $10;321 $10;837 $11;379 $11,948
Development
Salary Effective July 1, 2014
Assistant Director of Community $9;977 $10,475 $10,999 $11,549 $12;127
Development
Salary Effective July 1, 2015
I Assistant Director of'Community $10,11) $10,606 $11,137 $11,694 $12,278
Development
AMENDED December 17,'2013
Salary Effective December 17, 2013
Classification Step l Ste p,2 Ste 3 Step 4 Ste 5
Service Center Superintendent $8,861 $9,304 $9,769 $10,258 $10,771
Salary Effective July 1, 2014
Service Center Superintendent $8,994 $9 443 $9;916 $10,417 $10,932
Salary Effective July 1, 2015
Service Center Superintendent $91106 $9;562 $10;040 $10,5,42• $11,069
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Executive.Assistant to the,Cit Manager $5,733 $6,019 $6,320 $6;636 $6,968
GIS Coordinator $6,059 $6,361 $6,680 $7,014 $7,364
Human Resources Analyst $6,320 $6,636 $6,968' $7;316 $7,682
Human Resources Analyst II $6,968 $7,316 $7,682 $8,066 $8,470
Human Resources Assistant $4,894 $5,138 $5;395 $5;665 $5;948
Human.Resources Technician $5;780 $6,069 $6,373 $6,691 $7,026
Hum an-.ResourcesTechnician 1I $6373 $6,691
_ $7;377 $7;746
I.T.,Assistant $5;007 $5;257 $5,796 $6;086
Le al Services Manager $5;739 $6,026 $6,644 $6,976
management Analyst $6,811 $7,152 $7,885 $8 1279
Network Specialist $6,612 $6,942 $7.;654 $8;036 71WebSpecialist $6;487 $6,81-1
$7,509 $7;88.5
Salary'Effective,july 1; 2014
Classification Step 1 Step 2 Step 3 Step 4 Step 5
Accountant $6,399 $6,719 $7;055 $7,407 $7,778
Accounting `Technician ,$5,867 $6,160 $6;468 $6;792 $7,131
Administrative Assistant $5,273 $5;536 $5;813 $6,104 $6,409
Community Relations Coordinator $6,078 $6;382 $6;702 $7,037 $7,389'
Deputy,Cit Clerk $5,756 $6,044 $6;346 $6;663 $6,996
Executive Assistant to theCit Manager $5,937 $6,234 $6545 $6,873 $7,216'
GIS Coordinator $6,308 $6,623 $6,955 $7,302 $7,668'
Human'Resources Analyst $6,631 $6;963 $7,311 $7,676 $8,060
Human Resources Analyst 11 $7311 $7,676 $8,060 $8;463 $8,886
.Human',Resources.Assistant .$4,977 $5,226 $5,487 $5;762 $6,050
Human Resources Technician $5,867 $6,160 $6,468 $6;792 $7,131
Human Resources Technician Ii $6;468 $6,792 $7,131 $7;488 $7,;862
I.T. Assistant $5,332 $5,599 $5,879 $6,173 $6;482
Legal Services Manager $5;961 $6,259 $6;572' $6,901 $7246
Management Analyst $7,143 $7,500 $7,875' $8,269 $8;682
Network Specialist $6;821 $7,162 $7,520 $7,896 $8;291
Web Specialist $6;584 $6;913 $7,259 $7,655T_$8,003
Salary Effective July 1, 2015
Classification Step 1 Ste p,2 Ste •3 Step 4 Ste .5
Accountant $6,538 $6,865 $7,208 $7,569 $7;947
Accounting Technician $5,940 $6;237 $6549 $6,876 $7,220
Administrative Assistant $5,339 $5,606 $5;886 $6;180 $6,489
Community Relations Coordinator $6,154 $6,462 $6,785 $7,125 $7,481
Deputy City,Clerk $6;222 $6,534 $6,860 $7,203 $7,563
Executive Assistant to,the City Mana er $6,162 $6;470 $6,794 $7,133 $7,490
GIS Coordinator $6,589 $6,919 $7265 $7,628 $8,010
Human Resources Analyst $6,989
$7,339 1 $7,706 $8;091 $8,496
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