2014/06/24 City Council Resolution 2014-070RESOLUTION NO. 2014 -070
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROHNERT PARK
APPROVING AND ADOPTING AN OUTLINE OF CERTAIN CONDITIONS OF
EMPLOYMENT, FRINGE BENEFITS, AND SALARY FOR THE MANAGEMENT
UNIT FOR THE PERIOD OF JULY 1, 2014 THROUGH JUNE 30, 2017
WHEREAS, staff has prepared a final Outline of Certain Conditions of Employment,
Fringe Benefits, and Salary for the Management Unit;
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Rohnert
Park that it does hereby approve and adopt the Outline of Certain Conditions of Employment,
Fringe Benefits, and Salary for the Management Unit, which is attached hereto as Exhibit "A"
and incorporated by this reference.
BE IT FURTHER RESOLVED that the City Manager is hereby authorized and
directed to execute documents pertaining to same for and on behalf of the City of Rohnert Park.
DULY & REGULARLY ADOPTED this 24`x' day of June, 2014.
19
ATTEST:
Voaa1"aE;aaT
oAnne M. Buergl"er, City
Attachments: Exhibit A — Employment Outline
CITY OF ROHN ! 1j P K
Joseph . Callinan, Mayor
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OUTLINE
OF CERTAIN CONDITIONS OF EMPLOYMENT,
FRINGE BENEFITS, AND SALARY FOR THE
MANAGEMENT UNIT
EFFECTIVE JULY 1, 2014 - JUNE 30, 2017
TABLE OF CONTENTS
WORKSCHEDULES ......................................................................................... ............................... 3
2. HOLIDAYS ............................................................................................................ ..............................3
2.1. Holidays Observed ....................................................................................... ..............................3
2.2. Proclaimed Holidays .................................................................................... ..............................3
2.3. Day of Mourning ............................................................................................ ..............................3
2.4. Floating Holiday ............................................................................................ ..............................4
3. ANNUAL LEAVE PROGRAM .......................................................................... ............................... 4
4. MILITARY LEAVE .............................................................................................. ............................... 5
5. OTHER FRINGE BENEFITS ............................................................................. ............................... 5
5.1. Fringe Benefit Administration ................................................................... ..............................5
5.2.
Administrative Leave ................................................................................... ..............................6
5.3.
Catastrophic Leave ...................................................................................... ..............................6
5.4.
Hearing Aid Benefit ...................................................................................... ..............................6
5.5.
Family Medical Leave .................................................................................. ..............................6
5.6.
Light or Limited Duty ................................................................................... ..............................6
5.7.
Americans with Disabilities Act ................................................................ ..............................6
5.8.
Employee Death ............................................................................................ ..............................6
5.9.
Health Insurance ........................................................................................... ..............................7
5.10.
Adoption Benefit ........................................................................................... ..............................9
5.11.
Bereavement Leave ...................................................................................... ..............................9
5.12.
Funeral Benefit .............................................................................................. ..............................9
5.13.
Long -Term Disability Insurance ................................................................ ..............................9
5.14.
Life Insurance ................................................................................................ ..............................9
5.15.
Deferred Income ........................................................................................... .............................10
5.16.
Retired Employees ...................................................................................... .............................10
5.17.
Option For Eligible Employees Who Retire Prior to January 1, 2015 .........................13
5.18.
Education and Training .............................................................................. .............................16
5.19.
Longevity Pay ............................................................................................... .............................16
5.20.
Retirement Programs .................................................................................. .............................17
5.21.
401(a) Retirement Plan ............................................................................... .............................18
5.22.
Dependent Care Assistance Program .................................................... .............................18
5.23.
Health Care Tax -Free Dollar Account Program .................................... .............................18
5.24.
Counseling Services ................................................................................... .............................18
6. SALARY & MISCELLANEOUS PAYS ............................................................. .............................18
6.1. Salary Adjustment ....................................................................................... .............................18
6.2 Automobile Allowance ............................................................................... .............................19
6.3 Paychecks ..................................................................................................... .............................19
7. ALCOHOL AND DRUGS .................................................................................... .............................19
7.1 Alcoholic Beverages or Other Drugs ...................................................... .............................19
OUTLINE- Management - July 1, 2013 through June 30, 2014 Page I
7.2 Off Duty Hours .............................................................................................. .............................19
7.3 Prescription Drugs ...................................................................................... .............................20
8. SMOKING ............................................................................................................. .............................20
9. RESIDENCY ......................................................................................................... .............................20
10. GRIEVANCE POLICY AND PROCEDURE ..................................................... .............................20
11. USE OF CITY FACILITIES ................................................................................. .............................20
12. MANAGEMENT RIGHTS ................................................................................... .............................20
13. WORK CURTAILMENT (NO STRIKE CLAUSE) ........................................... .............................21
14. TERM OF OUTLINE ............................................................................................ .............................21
15. INVALIDATION .................................................................................................... .............................21
15.1 Suspension of Agreement ......................................................................... .............................21
15.2 Replacement ................................................................................................. .............................21
16. NON - DISCRIMINATION ..................................................................................... .............................21
17. PERSONNEL FILES ........................................................................................... .............................21
18. EMPLOYEE PERFORMANCE EVALUATIONS ............................................. .............................22
ATTACHMENT "A ": RETIREE MEDICAL INSURANCE TABLE ..................... .............................24
INDEX.............................................................................................................................. .............................25
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page ll
This Outline is a document that describes conditions of employment, fringe benefits and
salary for employees in the Management Unit. The Management Unit currently consists
of employees occupying the classifications of:
City Clerk
City Engineer
Deputy City Engineer
Development Services Director
Director of Public Works and Community Services
Technical Services Division Manager
Utility Billing & Revenue Manager
1. Work Schedules
The appointing authority shall establish and modify work schedules for all
employees. Employees in Management positions shall work any and all hours
necessary in the performance of their assigned duties, without overtime and
without regard to fixed work schedules.
2. Holidays
2.1. Holidays Observed
The holidays observed by the City will be:
"Independence Day," July 4
The first Monday in September, "Labor Day"
The second Monday in October, "Columbus Day"
"Veteran's Day," November 11
The fourth Thursday in November, "Thanksgiving Day"
Day after "Thanksgiving
12:00 Noon to 5:00 p.m. on Christmas Eve, December 24
"Christmas Day," December 25
"New Year's Day ", January 1
The third Monday in January, "Martin Luther King, Jr. Day"
Friday proceeding "President's Day"
The third Monday in February, "President's Day"
The last Monday in May, "Memorial Day"
2.2. Proclaimed Holidays
Every day proclaimed by the President, Governor or Mayor of the City as a public
holiday and made applicable to City employees.
2.3. Day of Mourning
Each day that the Governor declares a day of mourning or special observance as
a holiday for State employees if the declaration makes it applicable to City
employees.
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 3
3.
2.4. Floating Holiday
In addition to the recognized holidays identified in Section 2.1, each eligible
employee shall be allocated one floating holiday (equivalent to 8 hours for a full -
time employee) per fiscal year on July 1 st. Each employee hired prior to July 1
of each year shall be entitled to the floating holiday. Employees hired between
July 1 and December 31 will receive 8 hours of floating holiday time. Employees
hired between January 1 and June 30 will receive 4 hours of floating holiday time
in the fiscal year in which they were hired. The floating holiday must be taken
prior to June 30th of each year. The floating holiday will not be carried over from
year to year and there shall be no cash value for the floating holiday during
employment or upon separation from the City.
Annual Leave Program
3.1. Effective July 1, 2011 employees shall accrue monthly the following
Annual Leave:
Length of
Monthly Accrual
Annual Leave
Service
Rate
Allowance
0 -2 Years
12.67
hours
152 hours
3 -5 Years
14.00
hours
168 hours
6 -10 Years
16.00
hours
192 hours
11 -15 Years
18.00
hours
216 hours
16+ Years
19.33
hours
232 hours
3.2. Effective July 1, 2011, employees shall not accrue any form of sick leave
or disability wage, non - industrial or industrial. However, employees who have
accrued fully -paid hours under either the sick leave or disability wage program for
non - industrial illness and injury shall retain the balance of such hours
accumulated as of July 1, 2011. Half -pay hours accumulated as provided by the
disability wage plan will be converted to fully -paid hours (balance divided by 2),
and credited to the balance of each employee covered by the disability wage
plan. Employees in the disability wage plan who have not received their 2011
anniversary allotment of 40 hours of full -pay disability wage at the time of
conversion will receive this additional 40 hours upon conversion. Paid leave for
approved absence due to injury or illness may be charged against this balance at
the employee's discretion. Upon retirement from the City of Rohnert Park, an
employee may convert any remaining sick leave balance to service credits
pursuant to CalPERS regulations and procedures.
3.3. Effective July 1, 2011, employees shall not accrue vacation. All existing
accumulated vacation shall be converted to Annual Leave.
3.4. Annual Leave hours may be used to provide paid time off for any
approved absence, including but not limited to vacation and illness. When annual
leave is used for sick leave purposes, the City may require the employee to
submit substantiating evidence of illness If a demonstrable pattern of abuse or
evidence of suspected fraud is identified.
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 4
3.5. An employee may accumulate Annual Leave credits up to a maximum of
500 hours of Annual Leave. Accrual shall cease until the Annual Leave balance
falls below the cap.
3.6. Accumulated Annual Leave shall be converted to cash upon separation
from City service.
3.7. The City will provide a short -term disability insurance program which
includes income replacement of 60% and benefits coordination to employees.
4. Military Leave
The City grants military leave and any related benefits maintenance, job seniority
and retention rights to all employees for service in a uniformed service in
accordance with state and federal law. The employee must notify his /her
supervisor of upcoming military duty as soon as he /she becomes aware of
his /her obligation.
5. Other Fringe Benefits
5.1. Fringe Benefit Administration
The City reserves the right to select the insurance carrier(s) or to self -
administer any of the fringe benefit programs provided. All benefits
provided under this section (Section 5) are subject to the characteristics
of each individual benefit program. The value or availability of the benefits
provided in this Outline as originally worded or as amended from time to
time may depend on their tax treatment by the State or Federal
government or the decisions of other government agencies or
departments, such as, but not limited to, the California Public Employees'
Retirement System (CaIPERS). The City will endeavor to obtain the most
favorable treatment legally possible from these other governmental
entities. However, the City makes no representation concerning the value
of such benefits to unit members or how they will be taxed or otherwise
treated by other agencies or departments. The City's obligations under
this Outline are limited to the direct cost of providing the salary and
benefits as described in this Outline. The City shall have no additional
financial obligation, even if the tax or other treatment of such salary or
benefits by other agencies or departments reduces or eliminates their
value to the employee.
A. The City will continue all employee benefits and pay the
appropriate premiums, as specified by law or the City's Personnel Rules.
B. Employee may continue benefits during an authorized leave
without pay for the period of the authorized leave by making payment to
the City for said benefits.
C. If there is any inconsistency between this section and the
Personnel Rules and Regulations, the Personnel Rules and Regulations
shall govern.
OUTLINE - Management • July 1, 2013 through June 30, 2014 Page 5
5.2. Administrative Leave
The employees in the unit shall receive one hundred (100) hours of
Administrative Leave on July 1, 2014 and each July 1 s`. thereafter for the
term of this outline. Up to twenty (25) hours of unused Administrative
Leave may be paid in cash or its equivalent value applied towards an
approved benefit program. Requests for pay of this leave shall be
submitted to the City Manager on or before June 1, 2015 and each June
1 s' thereafter for the term of this outline. Payment shall be made no more
than 30 days subsequent to the approval of the request by the City
Manager. Any unused Administrative Leave hours remaining as of June
30, 2015 and each June 301" thereafter for the term of this outline shall be
forfeited.
5.3. Catastrophic Leave
Leave benefits shall be provided as outlined in City Council Resolution
No. 2001 -270, adopted December 11, 2001.
5.4. Hearing Aid Benefit
That the City shall reimburse employees up to eighty percent (80 %) with
a lifetime maximum of nine hundred dollars ($900) for hearing aid
devices.
5.5. Family Medical Leave
Employees may request a leave of absence under the California Family
Rights Act (CFRA) and /or the Federal Family Medical Leave Act (FMLA).
Requests for family and medical leave shall comply with the requirements
of the CFRA and /or the FMLA.
5.6. Light or Limited Duty
Employees injured or ill from either on- the -job (industrial) or off - the -job
(non - industrial) causes may, at the City's sole discretion, be assigned to
light, limited, or modified duty. They may be assigned duties that differ
from the normal work duties of the employee. By virtue of this paragraph,
City does not intend to create any permanent light, limited or modified
positions.
5.7. Americans with Disabilities Act
The City recognizes it has an obligation under law to comply with the
Americans with Disabilities Act (ADA).
5.8. Employee Death
Upon death of an employee, any unused annual leave shall be paid to the
employee's surviving spouse or beneficiary. In the absence of a spouse
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 6
or beneficiary, any unused annual leave shall be paid to the primary
beneficiary specified by the employee on the employee's
enrollment /beneficiary card for City - provided life insurance.
5.9. Health Insurance
The City shall provide the insurance programs described in this Section.
The City reserves the right to provide these insurance programs by self -
insurance, through an insurance company or by any other method which
provides the coverage outlined. Any premiums paid by the employee
eligible for Section 125 will be deducted from the employee's pay on a
pre -tax basis.
A. Health Insurance - The City shall offer employees and their
eligible dependents, a health insurance program under the terms set forth
below:
1) The City will contribute up to the following amounts per
month toward the cost of employee medical insurance
premiums for City's offered health plans at the employee's
enrollment level:
Enrollment Level
2014 -2015
2015 -2016
2016 -2017
Employee Only
(Sin le
$469.00
$485.00
$500.00
Employee + 1 (Two
Party)
$938.00
$971.00
$1,000.00
Employee + 2 (Family)
$1327.00
$1,373.00
$1,400.00
2) The City shall provide a copy of the summary description
of all health care programs offered by the City to each
employee upon request.
3) Regular part -time employees may elect to participate in
health insurance plans and the City will contribute a a pro -
rata amount (based on the allocation of the position)
towards the premium. The part -time employee will be
responsible for the balance of the premium through payroll
deductions. If the part -time employee does not select
coverage, no cash payment will be made in lieu of the
insurance.
B. Alternate Benefit - Eligible employees who provide proof of
health insurance coverage from a source other than the City may receive
an alternate benefit of $350.00 per month. This benefit shall be provided
as outlined in City Council Resolution No. 2007 -178, adopted October 23,
2007.
C. Joint Commitment to Affordable Health Care — Ninety (90) days
prior to open enrollment, parties will work together to review preliminary
health care rates and discuss any potential changes to plan design to
OUTLINE- Management - July 1, 2013 through June 30, 2014 Page 7
reduce costs. However, changes necessitated by REMIF's transition
from fully insured plans to self- insured plans are outside the scope of this
outline.
D. Dental Insurance - The City shall offer employees and their
eligible dependents, dental insurance benefits under the terms as set
forth below. The City shall provide a copy of the summary description of
the dental program offered by the City to each employee upon request.
1) In general, the program includes basic dental insurance
coverage of payment to Delta Dental PPO network dentists
of the indicated percentage up to the maximum of $2,000
for each eligible person per year for the following benefits:
2) One hundred percent (100 %) of the cost of diagnostic and
preventative care.
3) Eighty -five percent (85 %) of the cost of basic dental
services.
4) Eighty -five percent (85 %) of the cost of crowns and
restorations.
5) Fifty percent (50 %) of the cost of prosthodontics.
6) Two thousand dollar ($2,000) maximum benefit for dental
services per person per year.
7) Fifty percent (50 %) of the cost of orthodontics with a one
thousand five hundred dollar ($1,500) lifetime maximum
benefit per person
8) Services rendered by dentists outside of the Delta Dental
PPO network (including Delta Dental Non -PPO Dentists)
are covered at a reduced rate; are subject to the limitation
of section (v) above and a one thousand five hundred
dollar ($1,500) lifetime maximum orthodontic benefit per
person.
E. Vision Insurance -The City shall offer employees and their
eligible dependents, a vision insurance program under the terms as set
forth below:
1) The City shall pay the applicable monthly premiums and
any increases during the term of this Agreement.
Premiums will be set by the insurer, or if self- insured by the
City, using fiscally prudent methods. The City shall provide
a copy of the summary description of the vision insurance
program offered by the City to each employee upon
request.
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 8
2) In general, the program includes an eye examination once
each twelve (12) months, lenses once each twelve (12)
months, and frames once each twenty -four (24) months.
An employee may purchase contact lenses in lieu of the
benefits summarized above. For details, allowances and
restrictions, refer to the Plan documents.
5.10. Adoption Benefit
The City will provide a six hundred dollar ($600) per child cash benefit to
employees adopting minor children to help offset the cost of adoptions.
This cash benefit does not include the cost of adopting step - children, i.e.
children of present spouse.
5.11. Bereavement Leave
A. A regular employee shall be paid up to three (3) days of
bereavement leave when there is a death in their immediate family.
B. Immediate family in this case means: spouse, domestic partner,
father, father -in -law, mother, mother -in -law, brother, brother -in -law, sister,
sister -in -law, child (including step - children), step - parents, aunts, uncles,
grandparents, grandparent -in -law, grandchildren and relationships in
loco- parentis, and close personal relationships, with the approval of the
City Manager or his /her designee.
5.12. Funeral Benefit
City will provide fifty percent (50 %) co- payment, not to exceed two
thousand dollars ($2,000), for funeral expenses for an employee or their
spouse only. This funeral benefit will be considered secondary to and
shall be coordinated with any and all other funeral benefits that may be
payable to employee or spouse.
5.13. Long -Term Disability Insurance
The City shall provide, at no premium cost to employees, long -term
disability income protection insurance coverage. The basic benefit shall
be sixty six and two thirds percent (66 2/3 %). In no event shall the
employee receive more than full salary. The benefits provided under this
section are subject to the characteristics of the individual program. The
waiting period for the above long -term disability benefits plan shall be
ninety (90) days.
5.14. Life Insurance
A. The City will provide, at no premium cost to employees, one
hundred thousand dollars ($100,000) life insurance coverage provided to
employees and five thousand dollars ($5,000) for dependents, and which
coverage includes accidental death and dismemberment benefits.
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 9
B. The City will allow, subject to the insurance carrier's approval, any
employee to purchase, at his or her own cost additional life insurance
coverage under the City's group program.
5.15. Deferred Income
The City will continue to make available to the employees a deferred
income program, now being administered by Nationwide and International
City Management Association (ICMA) or a similar program with another
institution acceptable to City.
5.16. Retired Employees
A. Definition of Terms
1) "Eligible Employee" means any regular full -time or regular
part -time benefited employee hired by the City before July
1, 2007, and who actively participates in and contributes to
the CalPERS Retirement System, and who will be entitled,
when eligible, to receive a retirement allowance from
CalPERS.
2) "Retired Employee" or "Retiree" is a regular full -time or
regular part -time benefited City employee hired before July
1, 2007 who retires from the City and thereafter receives a
retirement allowance from CalPERS. Retirement includes
service retirement or disability retirement from the City of
Rohnert Park.
3) "Continuous City service" is defined as being continuous
regular full -time or regular part -time benefited City
employment for calculating length of continuous service
and service credit. Part -time (non- benefited) employment
and approved unpaid leaves will not be used in calculating
length of continuous service under this section. Any
separation from City employment will void any previous
accrual towards length of continuous service for purposes
of this section, unless otherwise waived by the City
Manager and due to extenuating circumstances. Layoffs
with subsequent restoration and approved City paid leaves
do not constitute separation from City service (and
therefore will not void any previous accrual towards length
of continuous service) for the purpose of this section.
4) "Employees Hired on or After July 1, 2007" means any
regular full time or regular part -time benefited employee
hired by the City on or after July 1, 2007, and who actively
participates in and contributes to the CalPERS Retirement
System, and who will be entitled, when eligible, to receive
a retirement allowance from CalPERS. Employees hried
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 10
on or after July 1, 2007 are entitled to the retiree health
benefit set forth in Section 5.16(B)(2) below.
B. Retiree Health Benefits
1) Hired Before July 1, 2007
Before January 15, 2015, the City shall establish a Retiree
Health Savings Account (RHSA) for each Eligible
Employee and shall contribute $2,000.00 per year of
Continuous City Service into the RHSA. For purposes of
the service credit calculation, eligible employees shall
receive service credit on a pro rata basis by days of
service as of January 1, 2015.
The City will explore providing alternative plan options to
the RHSA, including 457 deferred compensation plans,
and if feasible will offer such alternative plans to Eligible
Employees.
L Eligible Employees Who Retire From the City on
or After July 1, 2014
For Eligible Employees who retire from the City of
Rohnert Park on or after July 1, 2014, the City
agrees to make a medical insurance premium
contribution toward the applicable early retirement
premium in the amount of $500.00 per month until
said Retired Employee reaches the age of Medi-
Care eligibility or elects to leave the City medical
system. Subject to the eligibility criteria of REMIF
and /or insurance plans, Eligible Employees may
participate as retirees at their own expense in the
City's group health insurance.
ii. Eligible Employees Who Retire Prior to January
1, 2015
In the event an Eligible Employee elects to retire
prior to January 1, 2015 subject to the terms of this
Agreement and the benefit provided in section
5.16(B)(1) -(i) above, the RHSA shall be established
and funded on the date of retirement, or as near as
practicable to that date. The Eligible Employee
must make the election to retire prior to January 1,
2015 in writing and provide a minimum of thirty (30)
days' notice to the Personnel Officer.
Alternatively, Eligible Employees who meet the
requirements set forth in Section 5.17 below may
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 11
retire on or before December 31, 2014 under the
provisions of that section.
iii. Dental and Vision Benefits for Eligible
Employees
The City agrees to provide /offer regular full -time or
regular part -time benefitted employees hired before
July 1, 2007, the benefit(s) as provided for active
employees for dental care, and vision care benefits
for retired employees and one eligible dependent
until the Retired Employee reaches the age of
Medi -Care eligibility or elects to leave the City
dental and vision system. Calculation of premium
will be prorated for regular, part -time employees.
All dental and vision care benefits provided under
this section are subject to the characteristics of
each individual benefit program.
iv. Medical Contribution, Dental and Vision
Benefits in the Event of Retired Employee's
Death or Election to Leave the City Benefit
System.
In the event of the retired employee's death,
coverage provided by the City to the Retired
Employee will not continue for the survivors or
dependent children of the Retired Employee.
Any Retired Employee who, after retirement from
the City, becomes employed elsewhere and is
covered by medical, health, dental or vision care
benefits by his /her new employer, said coverage
provided by the City to the retired employee will be
considered secondary to the coverage provided by
his /her new employer, his /her new employer's
coverage shall be considered primary. Retired
employees are required to notify the City's Human
Resource Department of any additional insurance
coverage from new employers.
2) Retiree Health Benefits For Employees Hired On or
After July 1, 2007
Beginning July 1, 2014, on a going forward basis, regular
full -time or part -time benefited City employees hired on or
after July 1, 2007 shall be eligible for the benefits
described below in lieu of the benefits described in
Sections 5.16(B)(1) above:
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 12
Effective July 1, 2014, the City will increase the
contribution from $75.00 per month to $100.00 per
month for active employees in paid status to a
Retiree Health Savings Account (RHSA). The
monthly contribution will end upon the employee's
date of retirement or separation from the City.
The City's contribution to an employee's RHSA
shall be considered vested as to an employee
terminating City employment with five (5) or more
consecutive years of City service.
3. Calculation of the monthly contribution will be
prorated for regular part -time employees. No
employee contribution is required.
4. Subject to the eligibility criteria of REMIF and /or
insurance plans, employees hired after June 30,
2007 may participate as retirees at their own
expense in the City's group health insurance.
5.17. Option For Eligible Employees Who Retire Prior to January 1, 2015
A. The City agrees to make a medical insurance premium
contribution toward the applicable early retirement premium or
Medicare - eligible premium as outlined in Attachment A, "Retiree
Medical Insurance Table," as modified annually to reflect changes
in the premium rates. Calculation of premium will be prorated for
regular, part -time employees. The City's share of the medical
insurance premium costs for all retirement benefits as described
herein shall not exceed the amount described in Attachment A,
and shall not include payment of Medicare B premiums.
Coverage will extend to eligible dependents. The City will provide
such contributions only:
1) To regular full -time and regular part -time City employees
hired before June 30, 2007 who have at least fifteen (15)
years of continuous service with the City and who retire
upon reaching retirement age or thereafter and are
receiving a retirement allowance from CaIPERS. Said
employees shall be referred to as "Retired Employees."
a) Employees with less than 15 consecutive years of
service with the City receive no City fringe benefits,
i.e. medical, dental, vision, life insurance at
retirement
b) Employees must retire concurrent with termination
of service with the City to be eligible for this benefit
(no vesting).
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 13
2) To regular full -time or regular part -time employees hired
before June 30, 2007 who:
a) Have at least ten (10) years of continuous service
with the City;
b) Are retired forthwith from the City of Rohnert Park
service into CalPERS at the time of permanent or
total disability, and;
C) Are permanently and totally disabled from their
occupation and unable to perform with reasonable
continuity the material duties of their own
occupation. After twenty -four (24) months if gainful
employment is obtained in an occupation in which
the material duties are reasonably fitted by
education, training, experience and compensation
to the occupation at the time of disability, the
employee shall no longer be considered
permanently and totally disabled from their
occupation. In such circumstances, benefits shall
be discontinued.
d) Said employees shall be referred to as "Retired
Employees" except for the circumstance noted
above in which the employee is no longer
permanently and total disabled.
3) To the surviving spouse, registered domestic partner, and
legal dependents of a regular full -time or regular part -time
employee hired before June 30, 2007 who died while a
City employee after ten (10) or more years of continuous
service with the City. Said employee shall be referred to
as a "Deceased Employee."
4) For eligible "Retired Employees" and the survivors of
"Deceased Employees" as defined in Section 5.17(A) 1
through 3 above, the City agrees to provide /offer and pay
the premium(s) as provided for active employees at time of
retirement for life insurance, dental care, and vision care
benefits for retired employees and eligible dependents.
Calculation of premium will be prorated for regular, part -
time employees.
5) Benefits provided under Section 5.17(A) shall be
coordinated with Medi -Care, Medi -Cal, and any other
welfare program available of which said benefit coverage
shall be considered primary and City provided coverage in
turn considered secondary.
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 14
6) All benefits provided under Section 5.17(A) are subject to
the characteristics of each individual benefit program. The
life insurance to be provided will be the life insurance plan
amount in effect and in accordance with the provisions of
the life insurance program as of the date of employee's
retirement.
7) The benefits provided under Section 5.17(A) will continue
for such retired employees and their spouse, registered
domestic partner, and legal dependents, if any, while said
retired employee is alive. In the event of the retired
employee's death, coverage will continue for the spouse or
registered domestic partners until the spouse or domestic
partner dies, remarries, or forms another registered
domestic partnership. In addition, the benefits provided
under this section will continue for said retired or deceased
employee's legal dependent children who qualify as an
Internal Revenue Service dependent until said children
reach the maximum age limit specified by state or federal
law, or the spouse or registered domestic partner marries,
or forms another registered domestic partnership
whichever occurs earliest.
8) Continuous City service is defined as being continuous
regular full -time or regular part -time City employment only
for calculating length of continuous service under Section
5.17(A). Part -time (non- benefited) employment and
approved unpaid leaves will not be used in calculating
length of continuous service under this section. Any
separation from City employment will void any previous
accrual towards length of continuous service for purposes
of this section, unless otherwise waived by the City
Manager and due to extenuating circumstances. Layoffs
with subsequent restoration and approved City paid leaves
do not constitute separation from City service (and
therefore will not void any previous accrual towards length
of continuous service) for the purpose of this section.
9) If any retired employee, after retirement from the City,
becomes employed elsewhere and is covered by medical,
life insurance, health, dental or vision care benefits by
his /her new employer, coverage provided by the City to the
retired employee pursuant to Section 5.17(A) will be
considered secondary to the coverage provided by his /her
new employer, and his /her new employer's coverage shall
be considered primary.
10) If any spouse or registered domestic partner of a deceased
employee or deceased retired employee who is receiving
benefit coverage as provided under Section 5.17(A)
becomes employed and is covered by medical, health,
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 15
dental or vision care benefits by his /her employer, said
coverage provided by City will be considered secondary to
the coverage provided by the spouse's or registered
domestic partner's employer, and his /her employer's
coverage shall be considered primary.
5.18. Education and Training
The City will provide an education and training assistance program to
provide reimbursement to employees for tuition and book costs only for
attending and completing, with a satisfactory grade (C or better), courses
in the adult high school program, at Santa Rosa Junior College, at
Sonoma State University or any other educational institution acceptable
to the City. All courses or classes for which reimbursement will be
requested must be previously approved by the Department Head and the
Human Resources Director prior to the start of said classes and approval
requested on the appropriate City form. The maximum allowed amount
reimbursable for tuition is one thousand dollars ($1,000) per instructional
period plus books and materials, with a total reimbursable amount not to
exceed three thousand dollars ($3,000) per calendar year.
5.19. Longevity Pay
A. The City shall provide longevity pay to employees based on
continuous years of service, as defined immediately below:
Completed Years of Service
Pay Percentage Increases
5 years
2%
For each year completed thereafter
' /Z%
B. The maximum longevity pay percentage to be paid shall be ten
percent (10 %) of base pay. The "completed years of service" will
be determined on January 1 st and July 1 st only and not on an
employee's employment anniversary date.
C. Longevity Pay Program as outlined in Section 5.20 shall not apply
to personnel hired after October 10, 1995.
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 16
5.20. Retirement Programs
A. Effective July 1, 2007, the City will provide the California Public
Employees' Retirement System (CaIPERS) two and seven tenths
percent (2.7 %) at fifty -five (55) retirement program to
miscellaneous member employees. Effective July 1, 2011 the City
will provide the California Public Employees' Retirement System
(CaIPERS) two percent (2.0 %) at fifty -five (55) program to
miscellaneous member employees hired on or after July 1, 2011.
Effective August 1, 2011, all employees, regardless of program,
will pay the required member contribution.
1) The City will continue to provide the "one -year
highest compensation" optional provision in its
contract with CaIPERS.
2) The City will absorb any employer contribution rate
increases for miscellaneous members required by
CaIPERS.
3) The City will modify the CaIPERS Annual Cost -of-
Living Allowance Increase (Section 21335) to
provide for a 2.0% annual maximum cost -of- living
increase for employees hired after December 31,
2007. Employees hired prior to December 31, 2007
shall be eligible for the 5.0% annual maximum cost -
of- living allowance increase as defined in Section
21335.
B. New Employees Hired On or After January 1, 2013 Who Are New
Members of the CaIPERS System.
1) Effective January 1, 2013, the City will provide the
CaIPERS two percent (2.0 %) at sixty -two (62),
highest three year average program to
new miscellaneous employees (who meet the
definition of a new member under PEPRA) hired on
or after January 1, 2013.
2) Effective January 1, 2013, such new miscellaneous
member employees hired on or after January 1,
2013, shall contribute at least fifty percent (50 %) of
the normal cost rate to CaIPERS.
3) Pensionable compensation does not include
monies paid to new miscellaneous members for
bonuses, uniform allowance, overtime allowance or
reimbursement for housing and vehicles, or any ad
hoc or one -time payments pursuant to Government
Code Section 7522.34(c).
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 17
C. The City makes no representation concerning the value of this
benefit or how it may be taxed or treated by other agencies either
presently or in the future. The City's obligation under this section is
limited to the direct cost of providing the benefit as described. The
City shall assume no further or additional financial obligation even
if an outside agency imposes or determines there to be a financial
obligation for the City or the employee.
5.21. 401(a) Retirement Plan
If eligible under guidelines, members of the management unit may
participate in the City's 401(a) retirement plan.
5.22. Dependent Care Assistance Program
City will continue to provide the Dependent Care Assistance Program
(DCAP) as authorized by the Internal Revenue Service for the set -aside
of employee pre -tax dollars for childcare as approved by the Internal
Revenue Service (IRS) and the California Franchise Tax Board.
5.23. Health Care Tax -Free Dollar Account Program
City will continue to provide the Health Care Tax -Free Dollar Account
Program as authorized by the Internal Revenue Service for the set -aside
of employee pre -tax dollars for the cost of monthly health care premiums
as well as eligible unreimbursed medical expenses, as approved by the
Internal Revenue Service (IRS) and the California Franchise Tax Board.
5.24. Counseling Services
Payment by the City of any unreimbursed costs, up to a maximum City
reimbursement of one thousand dollars ($1,000) per household per
calendar year, for professional counseling service charges which are not
paid for by City - provided or other insurance which the employee may
have. Services not covered by City - provided health insurance programs
with a maximum calendar year benefit of one thousand dollars ($1,000)
per calendar year per household.
6. Salary & Miscellaneous Pays
6.1. Salary Adjustment
(a) Effective the first full pay period in July 2014, employees shall
receive a one -time payment of three percent (3 %) of their base
salary. This is non - pensionable. Employees shall also receive a
one -time lump sum payment of $500.00. The $500.00 payment is
taxable and all regular payroll taxes will be withheld unless
deferred into a 457 account.
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 18
(b) Effective the first full pay period in July 2015, employees shall
receive a one -time payment of three percent (3 %) of their base
salary. This is non - pensionable.
(c) Effective the first full pay period in July 2016, employees shall
receive a three percent (3 %) increase to base salary in
pensionable compensation.
6.2 Automobile Allowance
Effective December 1, 2007, miscellaneous members of the management
unit shall receive an automobile allowance in the amount of $322.30. On
July 1 of each year, the automobile allowance shall be adjusted by an
amount to be determined by the Bay Area All Urban Workers Consumer
Price Index (CPI). The amount of the adjustment will be based upon the
change in the CPI from April of the year prior to April of the current year.
Effective July 1, 2014, the automobile allowance amount shall be $375.57
per month.
6.3 Paychecks
Paychecks shall be distributed by City to employees by noon on payday.
7. Alcohol and Drugs
The City agrees to continue to work together to assist any employees who have
an alcohol, alcohol related, drug or substance abuse problem. It is mutually
acknowledged that continued cooperative efforts would give employees a much
better opportunity to recover from this very serious health problem.
Since certain City employees are required to drive City vehicles, to think clearly
and act responsibly as well as use various types of equipment, and it is known
that drinking alcoholic beverages or taking certain drugs may slow a person's
reflexes and ability to think clearly. The probability of having an accident is
increased after drinking alcohol or taking certain drugs. The City recognizes that
this situation could place the employee as well as co- workers and the public at
risk of injury.
7.1 Alcoholic Beverages or Other Drugs
Alcoholic beverages, or other drugs which affect an employee's ability to
drive or function safely, shall not be used by employees during their
assigned regular workday, nor while on assigned standby duty.
7.2 Off Duty Hours
If an employee who has been drinking alcohol or using a drug which may
impair the employee's ability to drive or function safely receives a call to
return to work during off duty hours, the employee must decline the
request to work.
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 19
7.3 Prescription Drugs
Employees using prescription drugs that affect the employee's ability to
work safely must inform their supervisor and may be assigned to other
appropriate duties or required to take leave.
8. Smoking
The City maintains as a clearly expressed condition of employment that
employees refrain from smoking.
9. Residency
This program is eliminated effective July 1, 2011. Employees receiving
residency stipends of $60 /mo. as of this date may retain them unless they fail to
meet to condition of residing within the City. Should such an employee lose
eligibility, no re -entry to the program is permitted.
10. Grievance Policy and Procedure
City will comply with the grievance procedure as outlined in Resolution No. 79-
22, adopted February 13, 1979, a copy of which is attached hereto. Failure to
meet any time line or specifically comply with any other requirement of the
grievance procedure constitutes a specific waiver and is a bar to further
consideration of the grievance.
11. Use of City Facilities
Employees and their spouse or domestic partner, and eligible dependents (as
defined by City eligible dependent policy), will be allowed to participate with no
fee imposed in open gym time, and to use the weight room and locker room
facility at the Sports Center when such facilities are open, and to participate in
the Lap Swim Program conducted at the City's swimming pools. In the event that
the City determines that such use of the Sports Center or pools by employees,
spouse or domestic partner, and /or dependents of employees adversely impacts
the public's access to these facilities, the City may revoke this access and require
payment of a fee.
12. Management Rights
Except as limited in this Outline and applicable State laws, the exclusive rights of
the City shall include, but not be limited to, the right to determine the organization
of city government and the purpose and mission of its departments and
agencies, to determine the nature, levels and mode of delivery and for set
standards of service to be offered to the public; and through its management
officials to exercise control and discretion over its organization and operations; to
establish and effect administrative regulations which are consistent with law and
the specific provisions of this Outline; to direct its employees and establish
employee performance standards and to require compliance therewith; to take
disciplinary action; to discharge, suspend, reduce in pay, reprimand, withhold
salary increases and benefits, or otherwise discipline employees subject to the
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 20
requirements of applicable laws; to layoff its employees whenever their positions
are abolished, or whenever necessary because of lack of work or lack of funds,
or other legitimate reasons; to determine whether goods or services shall be
made, purchased, or contracted for; to determine the methods, means, and
numbers and kinds of personnel by which the City's services are to be provided;
including the right to schedule and assign work and overtime; and to otherwise
act in the interest of efficient service to the City; and to take all necessary actions
to protect the public and carry out its mission in emergencies.
13. Work Curtailment (No Strike Clause)
Under no circumstances shall any employee individually or collectively cause,
sanction, honor or engage in any strike, sit -down, stay -in, sick -out, slow -down,
speed -up, work to rule or any other type of job action, curtailment of work,
restriction of production or restriction of service during the term of this Outline.
14. Term of Outline
This Outline shall become effective on July 1, 2014 through June 30, 2017.
15. Invalidation
15.1 Suspension of Agreement
If during the term of this Outline, any item or portion thereof of this Outline
is held to be invalid by operation of any applicable law, rule, regulation, or
order issued by governmental authority or tribunal of competent
jurisdiction, or if compliance with or enforcement of the item or portion
thereof shall be restrained by any tribunal, such provision of this Outline
shall be immediately suspended and be of no effect hereunder so long as
such law, rule, regulation, or order shall remain in effect. Such invalidation
of a part or portion of this Outline shall not invalidate any remaining
portion that shall continue in full force and effect.
15.2 Replacement
In the event of suspension or invalidation of any article or section of this
Outline, City agrees, that except in an emergency situation, to arrive at a
satisfactory replacement for such article or section.
16. Non - Discrimination
City acknowledges that in receiving the benefits afforded by this Outline, no
person shall in any way be favored or discriminated against to the extent
prohibited by law.
17. Personnel Files
Employees or their duly authorized representative have the right to inspect his or
her personnel file maintained on him or her by the City. Employees have the right
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 21
to respond in writing to anything contained or placed in their personnel file and
any such responses shall become part of their personnel file.
18. Employee Performance Evaluations
Employees have the right to respond in writing to the evaluation report should
they so desire. Said responses should be submitted to the reviewer no later than
thirty days after the evaluation interview.
OUTLINE - Management • July 1, 2013 through June 30, 2014 Page 22
Incorporated by Reference. The following are incorporated in this agreement by reference:
Attachment "A" - Retiree Medical Insurance Table
City Council Resolution No. 79 -22, adopted February 13, 1979 - Grievance Policy and
Procedure
City Council Resolution No. 2007 -178, adopted October 23, 2007 - Alternate Benefit
City Council Resolution No. 2001 -270, adopted December 11, 2001 - Catastrophic
Leave
City's Personnel Rules & Regulations
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 23
Attachment "A ": Retiree Medical Insurance Table
* *This Appendix only applies to Eligible Employees retiring under the 2013 -2014 Outline
on or before December 31, 2014 **
PREMIUM CONTRIBUTION RATE SCHEDULE FROM 7/1/13 THROUGH 12/31/14
City contribution
formula at time of
retirement is:
80% of the lowest
cost premium.
of City
contribution
Years based on
of Years of
Lowest employee -
only premium cost
at time of
retirement
$555.11
Lowest
employee +1
premium cost at
time of
retirement
$1,110.22
Ongoing
monthly City
contribution to
retiree
premium:
Enroll retiree
City
Service
premium.
Ongoing
contribution
Lowest
15-
monthly
formula at
employee-
Lowest
City
time of
only
employee +1
contribution to
retirement:
premium
premium
retiree
80% of the
cost at time
cost at
premium:
lowest cost
of
time of
Enroll retiree
Ongoing
monthly City
contribution to
retiree premium:
Enroll retiree +
eligible others.
Service
Service
premium.
retirement
retirement
only
15-
19.99*
50%
80%
$555.11
$1,110.22
20-
24.99
75%
80%
$555.11
$1,110.22
F_. i� ..,.,.,. " "'.
25+
100%
80%
$555.11
$1,110.22
,$`444 Qsr "'
*10 - 19.99 years of service for permanently and totally disabled retirees and deceased
employee survivors only.
Ongoing
monthly
City
contribution to
retiree
premium:
Enroll retiree +
eligible others.
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 24
T1141
A
Adoption Benefit • 9
Alcoholic Beverages or Other Drugs 19
Alternate Benefit • 8
Americans with Disabilities Act 7
Annual Leave Program • 4
Automobile Allowance • 19
8
Bereavement Leave • 9
C
Catastrohic Leave • 6
Counseling services • 18
D
Deferred Income Program • 10
Dental insurance • 8
Dependent Care Assistance Program 18
Disability Wage Program • See Annual Leave
Program
E
Education • 16
Employee Death • 7
Employee Performance Evaluations • 22
F
Family and Medical Leave • 6
Funeral Benefit • 9
Grievance Policy and Procedure • 20
H
Health Care Tax -Free Dollar Account Program -
18
Health insurance • 7
Hearing Aid Benefit • 6
Holidays
Holidays Observed • 3
L
Life Insurance • 10
Light Duty • 6
Limited Duty • 6
Longevity-16
Long -Term Disability Insurance 9
M
Management Rights • 20
Medical insurance • 7
Military leave 5
Modified duty See light or limited duty
N
Non - Discrimination • 22
O
Off Duty Hours
Alcohol and Drugs • 20
P
Paychecks•19
Personnel Files • 22
Prescription Drugs • 20
R
Residency • 20
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 25
Retiree Health Savings Account • 13
Retiree medical benefit • 14
Retirement Benefits • 17
Retirement plan 401(a) • 18
Short -term disability insurance program • See
Annual Leave Program
Sick Leave • See Annual Leave Program
Smoking • 20
Suspension of Agreement • 21
T
Term of Outline • 21
Training • 16
Use of City Facilities • 20
V
Vacation.Leave • See Annual Leave Program
Vision insurance • 9
OUTLINE- Management • July 1, 2013 through June 30, 2014 Page 26