CC Resolution No. 9138
RESOLUTION NO. 9138
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF CUPERTINO AMENDING THE UNREPRESENTED
COMPENSATION PROGRAM.
WHEREAS, the City Council desires to modifY the reimbursement schedule for
eligible persons under the Unrepresented Compensation Program attendance at
conferences, meetings and training sessions; and
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 City Council meeting of the City of
Cupertino this 5th day of July, 1994 by the following vote:
VOTE
MEMBERS OF THE CITY COUNCIL
AYES:
Bautista, Burnett, Dean, Sorensen, Koppel
NOES:
None
ABSENT:
None
ABSTAIN:
None
APPROVED:
181 Barbara Koppel
Mayor, City of Cupertino
ATTEST:
181 Kim M. Smith
City Clerk
UNREPRESENTED EMPLOYEES COMPENSATION PROGRAM
INDEX
Category Policy No. Page
PROGRAM PURPOSE AND DEFINITIONS FOR 1 1
ELIGIBILITY
SCHEDULES OF PAY GRADES AND OTHER 2 3
SALARY RATES
I POLICY 3 4
II DEFINITIONS 3 4
III REIMBURSEMENT SCHEDULE 3 5
IV ATIENDANCEAUTHORIZATION 3 6
V FUNDING 3 7
AUTOMOBILE ALLOWANCES AND MILEAGE 4 8
REIMBURSEMENTS
ASSOCIATION MEMBERSHIPS AND 5 9
PROFESSIONAL PUBLICATIONS
OVERTIME WORKED 6 10
HEALTH BENEFITS PLAN - EMPLOYER 7 11
CONTRIBUTION
FLEXIBLE HOLIDAYS 8 12
LIFE AND LONG TERM DISABILITY INSURANCE 9 13
DEFERRED COMPENSATION 10 14
PUBLIC EMPLOYEES RETIREMENT SYSTEM 11 15
CONTRIBUTIONS
DENTAL INSURANCE - EMPLOYER CONTRIBUTION 12 16
ADMINISTRATIVE LEAVE 13 17
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 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 fÌ'om 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that through this policy and those which are adopted or as may be modified or rescinded
fÌ'om 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 following positions have been designated as unrepresented positions:
MANAGEMENT AND CONFIDENTIAL POSITIONS:
Position No.
Incumbent
Position Title
210-102-01
910-103-01
410-104-01
510-105-01
710-106-01
Brown, D.
Snyder, B.
Dowling, S.
Cowan, R.
Viskovich, B.
City Manager
Director of Administrative Services
Director of Parks & Recreation
Director of Community Develop
Director of Public Works
1
MANAGEMENT AND CONFIDENTIAL POSITIONS (continued)
810.223-01
610-224-01
420-218-01
430-218-01
440-218-01
450-218-01
460-218-01
520-215-01
530-210-01
710-603-01
730-602-01
730-602-02
460-602-01
750-607-01
740-605-01
460-605-01
740-604-01
720-219-01
210-220-01
820-310-01
310-318-01
610-506-01
210-509-01
710-508-01
510-508-01
810-508-01
310-508-01
410-508-01
710-512-01
Brown, B.
Smith, K.
Lamy, 1.
McCarthy, D.
Hanel, C.
Snow, D.
O'Dowd, M.
Antonucci, J.
Wordell, C.
McKee, K.
Mahan, D.
Moore, 1.
Alvarez, E.
Davis, 1.
Silva,R.
Lomas, Jr., R.
Subega, F.
Grigg, G.
Krey, D.
Zauss, C.
Thornton, L.
Wolfe, R.
Newman, L.
Martin, S.
Kelley, Y.
Jimenez, M.
Castillo, L.
Lagergren, L.
Vasques, S.
General Services Manager
City Clerk
Recreation Supervisor
Recreation Supervisor
Recreation Supervisor
Recreation Supervisor
Recreation Supervisor
Building Official
City Planner
Public Works Superintendent
Grounds Mtc. Supervisor
Grounds Mtc. Supervisor
Grounds Mtc. Supervisor
Water Supervisor
Facility Supervisor
Facility Supervisor
Street Supervisor
Traffic Engineer
Public Information Officer
Personnel Technician
Accounting Technician
Deputy City Clerk
Secretary to the City Manager
Administrative Secretary
Administrative Secretary
Administrative Secretary
Administrative Secretary
Administrative Secretary
Service Center Assistant
Adopted by Action of the
City Council, April 1, 1974
Revised 10/74
Revised 3/78
Revised 6/81
Revised 6/82
Revised 7/85
Revised 7/87
Revised 1/89
Revised 7/89
Revised 7/90
Revised 4/91
Revised 5/91
Revised 7/92
2
City of Cupertino
UNREPRESENTED EMPLOYEES COMPENSATION PROGRAM
Policy NO.2
SCHEDULES OF PAY GRADES
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 and schedules of pay grades developed through meet and confer
processes are subject to the underlying provisions of the Pay Plan for administration
purposes, so are those rates of pay and schedule of pay grades 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
Revised 7/79 (pay plan)
Revised 6/80 (pay plan)
Revised 7/92
3
City of Cupertino
UNREPRESENTED EMPLOYEES COMPENSATION PROGRAM
Policy NO.3
1. 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 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. 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. Budgetary 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 ofthe City or 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 the enhance the attendee's capabilities in the discharge of
assigned duties and responsibilities.
III REIMBURSEMENT SCHEDULE
A. Registration
Registration fees for authorized attendance at a meeting or training session will be
paid by the City.
B. TransDortation
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 of a
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 montWy mileage allowance.
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.
The authorized average daily rate of other expenses shall not exceed $50.00 for
attendance at conferences, meetings, or training sessions.
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 City Manager.
IV ATTENDANCE AUTHORIZATION
A. Budgetarv 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
A Department Head and one designated assistant may attend a conference.
Attendance by any other employee, management or non-management, may be
authorized by the Department Head subject to such attendance being on the
employee's own time (compensatory time off or vacation time) and with
transportation and lodging being at the employee's own expense. The City May
pay registration fees.
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. Appropriation 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 programs.
Excluded rrom 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
Revised 7/85
Revised 7/87
Revised 7/88
Revised 7/91
Revised 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. 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 at an appropriate rate established by the
City Council. Submission of reimbursement request must be approved by the Department
Head.
An exception to the foregoing paragraph shall be for the City Manager,
Department Heads, Recreation Supervisors, Traffic Engineer, Public Works
Superintendent and Building Official. The salaries of those identified reflect an allowance
for the use of personal automotive vehicles. The identified persons shall be eligible for
reimbursement for travel which exceeds two hundred miles round trip.
While recognition is given that similar or modified automobile allowances and
mileage reimbursement schedules may be applicable to employees not eligible under this
Compensation Program, its inclusion as a policy under said Program is for completeness
of records.
Adopted by Action
of the City Council
April 1, 11974
Revised
7/74,5/79,6/80,7/81
8/84, 7/87, 1/89, 7190
7/92
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.
Memberships in associations as sponsored by the City shall be limited to not more
than one person for each association except as may otherwise be authorized by the City
Manager in unusual cases. Anyone person may however, be eligible for sponsored
membership in more than one association should such be considered warranted by the City
Manager.
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 Confidential 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. Nothing in this policy
precludes the flexible work schedule, which may include an absence of a full eight hour
day, when forty hours have been worked in the same work week.
Adopted by Action of
the City Council
April 1, 1974
Revised
6180, 7/91, 7/92
10
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 an amount of
$405.00 per employee per months towards the premium or pay the full cost of the
premium if less than this amount. If the premium amounts for any employee covered by
this policy are less than $405.00 per month, the difference between the premium amount
and $405.00 will be contributed by the City to a deferred compensation account in the
employee's name in accordance with Policy No. 10 of this plan and the regulations of the
compensation deferment program of the City. 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
the City Council
September 16, 1974
Revised
7/75
7/77
7/79
6/81
7/83
7/81
7/89
7/91
7/76
8/78
6/80
6/82
7/84
7/88
7/90
7/92
11
City of Cupertino
UNREPRESENTED EMPLOYEES COMPENSATION PROGRAM
Policy NO.8
FLEXIBLE HOLIDAYS
It 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 a non-work time with full pay and benefits in addition to those holidays set forth in
Section 8.1 of the rules on Conditions of Employment. For payroll purposes, each such
in-lieu-of time off shall be recorded as holiday leave.
Adopted by Action of
the City council
July 7, 1975
Revised
6/80
6/89
7/92
12
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
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 a amount of two and one half times the
employee's annual salary to a maximum of$250,000.00.
Employees occupying umepresented 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 State and Federal retirement
systems and deferred compensation plans have been established. Both the employee and
employer may make contributions rrom 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
made pursuant to Unrepresented Employees Compensation Plan policies numbers 7 or 10,
or in such other form as determined desirable land proper by the City Council
Adopted by Action of
the City Council
July 7, 1975
Revised
6/80
7/87
7/92
14
City of Cupertino
UNREPRESENTED EMPLOYEES COMPENSATION PROGRAM
Policy No. 11
PUBLIC EMPLOYEES RETIREMENT SYSTEM CONTRIBUTION
It is the policy of the City of Cupertino pay the eligible employee's contribution
rate to the Public Employees Retirement System not to exceed seven percent (7%) of the
applicable salary.
Adopted by Action of
the City Council
June, 1981
Revised
6/87
6/89
7/90
7/91
7/92
15
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 t heir 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 $59.97
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
the City Council
July I, 1983
Revised
7/87
7/88
7/89
7/90
7/91
7/92
16
City of Cupertino
UNREPRESENTED EMPLOYEES COMPENSATION PROGRAM
Policy No. 13
ADMINISTRATIVE LEAVE
Department Heads and the City Manager shall receive sixteen (16) hours of
administrative leave with pay.
The administrative leave must be taken prior to the end of the second pay period in
June of each fiscal year. If the leave time is not taken, it will be converted to a cash-
payment to be received the 1 st pay period in July.
This leave time is not included in the vacation accrual schedule in the Rules and
Conditions on Employment.
Adopted by Action of
the City Council
July, 1988
Revised
7/92
17