2015-10 RESOLUTION NO.2015—10 _
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF GRAND TERRACE.:AMENDING THE STATEMENT :QF` _=
... _ BENEFITS =
WHEREAS, the City_ Council is authorized: and directed under- the provisions of
Chapter.:2.24 of:the Grand.-Terrace _Municipal.Code:to adopt provisions_ for c'odn" nsation
:of personnel created:in said.Municipal Code Chapter; and, -
WHEREAS, the objectives of the Statement: of Benefits are' to attract to municipal
.
service the best and most competent persons available.and to.provide:for an equitable system of
personnel.compensation; and, .
WHEREAS, at the same time, within the limits. of administrative:- feasibility;
considerable latitude shall be given to the City Manager m the iiiterpretation and application
of these benefits so that they are applied..equitably; and,
WHEREAS from time :to time :these benefits must be revised due to budgetary
.changes;.and,
WHEREAS the City, Council approved the::-Statement of Benefits b Resolution,:
pp'.. .. Y:. ..
2015-06 estab ishing a new document for e purpose.of outlining-employee enefits:
NOW,. THEREFORE,:::THE CITY COUNCIL.::OF THE:...CITY:.:.OF GRAND
.. .
TERRACE DOES HEREBY RESOLVE;.:DETERMINE AND ORDER AS FOLLOWS-
Section t: RESOLUTION 2015-06 A:RESOLUTION OF. THE CITY COUNCIL OF
.THE CITY OF GRAND:TERRACE: ADOPTING A:STATEMENT OF BENEFITS.is hereby
rescinded. .. .
Section '2: The Statement of Benefits,: attached::hereto as Exhibit A; are:Hereby
amended and.adopted.
Section 3: All City rules, policies or regulations that contradict an provision of the
Statement of Benefits are:hereby rescinded.
PASSED, APPROVED.:AND ADOPTED. by; the City Council :of Grand: Terrace at a
regular meeting held on the if day of May, 2015 by the.following;vote:
AYES: Council Members Mitchell, Hussey, Mayor Pro Tem Robles, Mayor
McNaboe
....... .....
NOES:- Council Member Wilson
ABSENT: None ... ::
ABSTAIN: None
- RESOLUTION NO. 2015-1-0 --PAGE 1 OF 12 MAY.12,.2015 .. .
..... ....... _....
:ATTEST: .
.� z= es.: arcy. Naboe.
-`'City Clerk or.
APPROVED AS TO FORM:
....... .... .. .... _
Richard.L. Adams, II .
City Attorney
I,.PAT JACQUEZ-HARES, CITY CLERK of :the City .of Grand: Terrace,: do.'hereby
certify that the foregoing Resolution mas introduced:and adopted ut a regular meeting of the:City
Council held on:the 12tt'day of May--2015.by the following vote::
AYES: Council..Members. Mitchell, Hussey, Mayor .Pro Tem Robles, Mayor...
McNaboe: _ : .
NOES: Council Member Wilson . .
- ABSENT: None
ABSTAIN: .. :: one.
RES OI;UTION:NO. 2015=10 PAGE 2 OF 12 MAY 125.2015
5 EXHIBIT: A
City of Grand Terrace
Employee Statement of Benefits.
-:.Juy1, 2015 . .
I. Retirement
A.. CalPERS - The City of Grand Terrace provides retirement benefits through the
-- California Public Employees Retirement System:(CdlPERS). All regular employees
.budgeted.a minimum of 20 hours per week shall be enrolled-in this.Plan..
-1 The City':s current formula is 2.7% at 55, for employees hired prior to
January 1; 2013.
2. All employees:hired after..January:.1.; 2013 and who.are eligible under .the
Public Employees Pension Reform Act (PEPRA) shall be enrolled in..the 2% at 6:0
- retirement formula:
....... ......
3. All other employees hired after January 1; 2013:shall be enrolled in the 2% at
...
62 retirement-formula in accordance with PEPRA.
4. The City pays .1.418%0. .of the .8%' Member Contribution to. CalPERS
Retirement . or all.employees enrolled,.prior .o January. 1, 2013. All employees.
enrolled after January 1, 2013 shall pay the full:Member.Contribution.
5. The retirement contract also includes the following provisions:
Available.to:Employees. Before ... � After_:-.
Enrolled O1/01/2013 O1/O1%2013
Single.Highest Year Yes No
Three Year Final No Yes
-Compensation
1959 Survivor Benefit(4t Yes Yes
Level)
Military Service Credit Yes Yes
B. 457 Deferred Compensation- All employees shall be entitled to participate in the
City's.457 Deferred Compensation:Plan.
C. Alternate Retirement System - Except where required by law'or by contract, all
employees budgetedless than 20 hours per weekor employees who Have been placed on the
Citypayroll. on a temporary basis shall participate in the City'. Alternate Retirement System
:p Yr p Y p. P Y y
ARS
RESOLUTION NO. 2015-10 PAGE.3 OF 12 ..MAY 12, 2015
1. The ARS plan is provided in lieu of participation in Social Security, and as
such shall be updated as necessary to comply with current regulations.
II. Leaves.
A. Bereavement Leave—See Sick Leave.
B. Comp Time — All employees shall be allowed to accrue compensatory time (comp
time) in lieu of overtime pay. Comp time shall be computed in accordance with current
FLSA and State of California guidelines. The maximum accrual shall be 80 hours.
C. Management Leave — On January 1 of each year, beginning with the January 1st
immediately following the first anniversary or employment, exempt employees shall receive
80 hours management leave in addition to other leaves. This management leave must be
used during the fiscal year in which it is received, or it will be lost. Newly hired exempt
employees shall receive a prorated amount of Management Leave.
D. Maternity/Bonding Leave — Maternity and/or Bonding Leave shall be provided to
employees in accordance with State and Federal Law under the Family Medical Leave Act
(FMLA), the California Family Rights Act (CFRA) and the Pregnancy Disability Law
(PDL).
E. Personal Leave - Part-time Child Care employees budgeted for 20 or more hours per
week, and non-exempt full-time Child Care employees receive personal leave on an accrual
basis. This leave may be used for vacation or sick time. This time can be used as it is
earned.
1. Earned personal leave will be credited upon completion of the first six
months of continuous service and every pay period thereafter.
2. Employees shall accrue personal leave according to the same schedule and
rules as apply to vacation leave for City Hall employees.
F. Sick Leave — Sick leave with pay shall be granted to all probationary and regular
employees budgeted to work a minimum of 20 hours per week. Sick leave is not available
to non-exempt Child Care employees.
1.1 Full-Time Employees shall accrue sick leave according to the following
schedule:
Type of Employee Received Per Received per
Pay Period Annum
City Hall—Non-Exempt
Regular Full-Time Employee, 3.69 96 hours
Exempt Employee
Child Care N/A N/A
RESOLUTION NO. 2015-10 PAGE 4 OF 12 MAY 12, 2015
2. Regular Part-Time Employees budgeted at least 20 hours per week shall
receive sick leave accruals on a pro-rata basis.
3. Employees may not accrue more than 480 hours of Sick Leave.
4. Any employee whose current accrued Sick Leave is in excess of 480 hours
shall retain the hours they currently have. No additional hours will be accrued until
their Sick Leave bank drops below 480 hours.
5. Any employee who separates from the City after five (5) years of service, for
reasons other than disciplinary cause, shall be compensated for 40% of all unused
sick leave.
6. Family Sick Leave —An employee shall be entitled to use up to half of their
annual sick leave accruals to care for a child or spouse who is injured or ill:
7. Bereavement Leave—An employee may use up to 3 days of sick leave in any
twelve-month period as bereavement leave for the death of a family member. A
family member is defined as a spouse/domestic partner, parent, sibling, child,
grandchild, or grandparent of the employee or of the employee's spouse/domestic
partner.
8. Options on Retirement — CalPERS rules have additional provisions for
unused sick leave. All employees who are retiring under the CalPERS plan are
eligible to participate in such provisions in accordance with the CalPERS regulations
which are current at the time of the employee's retirement.
9. Reimbursement for Unused Sick Leave During Employment — Suspended
(See Furlough Provisions)
a) Any regular full-time regular employee who has used 40 hours or less
sick leave during the calendar year shall be entitled to be reimbursed for up
to 40 hours of unused accrued sick leave so long as the employee's
remaining accrued sick leave balance does not fall below 80 hours as a result
of the reimbursement.
b) Regular part-time employees that are budgeted to work 20 or more
hours per week shall be entitled to be reimbursed for a percentage of their
accrued sick leave based on a prorated percentage of hours worked as
compared to 40 hours for a full-time employee so long as the employee's
remaining accrued sick leave balance does not fall below the same prorated
percentage of 80 hours.
c) Reimbursement for accrued sick leave for a calendar year shall not be
- available to employees terminating on or before December 31 of that same
calendar year.
RESOLUTION NO. 2015-10 PAGE 5 OF 12 MAY 12, 2015
d) Sick Leave Sell Back Form - In order to receive reimbursement for
accrued sick leave, all eligible employees shall complete a Sick Leave Sell
Back Form, which is available in the Human Resources office. The
completed form must be provided to the Personnel Officer by no later than
the first week of January of the following calendar year.
G. Vacation- Each regular full-time and regular part-time employee budgeted for 20 or
more hours per week, with the exception of non-exempt Child Care employees, shall be
credited with annual vacation leave according to their number of years of service as follows:
1. Full-Time Employees shall accrue vacation leave according to the following
schedule.
Years Received Per Received
Type of Employee of Pay Period per
Service Annum
City Hall—Non-Exempt Regular
Full-Time Employee, 1-5 3.08 80 hours
Exempt Employee
City Hall—Non-Exempt Regular
Full-Time Employee, 6 - 10 4.62 120 hours
.Exempt Employee
City Hall—Non-Exempt Regular
Full-Time Employee, l l+ 6.15 160 hours
Exempt Employee
Child Care N/A N/A N/A
2. Regular Part-Time Employees budgeted at least 20 hours per week shall
receive accruals on a pro-rata basis.
3. Earned vacation will be credited upon completion of the first six months of
continuous service and every pay period thereafter.
4. Employees may not accrue more than 480 hours of vacation leave.
5. In the event an employee who has served continuously for at least twelve
months does not take all of the vacation to which they are entitled in any year, the
employee shall be allowed to accumulate the balance, to be taken in a subsequent
year.
6. No employee shall be granted a vacation leave period greater than the amount
of available vacation accruals.
7. Each employee shall take a minimum of one work week off each year.
RESOLUTION NO. 2015-10 PAGE 6 OF 12 MAY 12, 2015
�\ III. Holidays
A. The City of Grand Terrace observes the following holidays for City Hall, Child Care,
&Exempt employees:
New Year's Day Veteran's Day
Martin Luther King's Birthday Day before Thanksgiving
President's Day Thanksgiving Day
Memorial Day Christmas Eve
Independence Day Christmas Day
Labor Day New Year's Eve
Columbus Day 2 Floating Holidays
1. For Full-Time Employees credited with Floating Holiday Leave after April
14, 2015, a floating holiday shall equal 8 hours.
2. Part-Time Employees budgeted at least 20 hours per week shall receive
floating holidays on a pro-rata basis.
3. Any employee scheduled to work on a City Holiday and who works the
holiday, shall be credited with additional floating holiday hours equal to the hours
actually worked on the holiday.
4. At the City Manager's discretion, floating holidays may be used for the
closure of City Hall during the Christmas holidays.
5. In order to receive Holiday Pay, an employee must be in a paid status on the
day before and the day after the holiday.
IV. Employee Health Plan
A. City of Grand Terrace Employee Health Plan includes major medical, dental, and
vision insurances; the Employee Assistance Program, and the Cafeteria Plan. To be
considered a part of the City's Employee Health Plan, the City must have a negotiated
contract with the benefit provider to include specific rates for City of Grand Terrace
employees.
B. All regular employees budgeted 20+hours per week are eligible to participate in the
City's Employee Health Plan.
C. The Benefit Allowance as paid under the City's Cafeteria Plan is intended to offset
the employee's out-of-pocket expenses under this plan.
D. All aspects of the Employee Health Plan are eligible for continuation under Federal
COBRA regulations. Further, if the employee qualifies for such, the major medical
insurance may be eligible for further continuation provisions under Cal-COBRA.
RESOLUTION NO. 2015-10 PAGE 7 OF 12 MAY 12, 2015
1. Eligibility — All individuals who meet the following criteria are eligible to
participate in the Employee Health Plan.
a) City of Grand Terrace employees budgeted for 20 or more hours a
week.
b) Spouse or registered domestic partner of a participating employee.
c) Legally qualifying dependents of a participating employee and/or of
the employee's spouse or registered domestic partner.
d) Spouse/registered domestic partner/dependents may only participate
in the coverage options under this plan for which a City of Grand Terrace
employee is also an enrolled participant; ie, if a dependent wishes to have
medical coverage under this plan, the employee must also be enrolled in
medical coverage.
E. Cafeteria Plan. The City of Grand Terrace maintains a Section 125 Cafeteria Plan.
The Cafeteria Plan includes the following options:
I. Benefit Allowance. As a part of the Cafeteria Plan, the City of Grand
Terrace pays a Benefit Allowance to employees to offset the cost of purchasing pre-
and post-tax benefits as allowed under Section 125 of the IRS Code.
a) Any portion of the Benefit Allowance not utilized by the employee
for the purchase of benefits shall be considered taxable income to the
employee. .
b) Such allowance is paid according to the following schedule:
Years of % of Salary
Type of Employee Service Received
City Hall—Non-Exempt, Regular N/A $500.00/month
Employee, Full-Time ($6,000 annually)
Exempt Employee
City Hall—Non-Exempt, Regular N/A $250/month
Employee Part-Time, ($3,000 annually)
Child Care—Regular Employee,Non- N/A $166.67/month
exempt, Full-Time ($2,000 annually)
Child Care—Regular Employee,Non- N/A 83.34/month
exempt Part-Time ($1,000 annually)
c) Child Care Employees on staff in a part-time, benefits eligible
position on July 1, 2015 shall be grandfathered in accordance with the
provisions of Section VII. Grandfathered Provisions.
RESOLUTION NO. 2015-10 PAGE 8 OF 12 MAY 12, 2015
2. Pre-Taxing Insurance Premiums. Eligible employees may choose to pre-tax
premiums for any/all of their insurances which are purchased through payroll
deduction, except as noted below:
a) Life insurance premiums may only be pre-taxed to the extent
permitted by current IRS regulations.
b) The City does not permit employees to pre-tax the premiums of any
disability insurance product.
3. Flexible Spending Accounts (FSA). Employees may contribute pre-tax
dollars to the following FSA options:
a) Medical Reimbursement Account
b) Dependent Care Reimbursement Account
c) Adoption Assistance Account
d) The type(s) of FSAs available is determined by the IRS and is thus
subject to change by the Federal Government.
e) FSA's are subject to annual contribution limits as established by the
IRS.
f) Expenses paid from an FSA may not be claimed as a deduction on an
employee's tax return.
F. Major Medical Insurance—The City is currently contracted with CalPERS for major
medical insurance. In accordance with the terms of the contract, the City shall pay for
insurance for an eligible employee as follows:
Type of Employee Years of Amount Paid
Service
City Hall—Non-Exempt N/A Amount equal to
Regular Employee budgeted the Net Value
20+hours, Plan, Employee
Exempt Employee Only Coverage
Child Care—Non-Exempt N/A Set by CalPERS
Regular Employee,budgeted in accordance
20+hours with GC §22892
(2)
G. Dental Insurance—The City has contracted for a choice of either an HMO or a PPO
plan. Premiums are paid by the employee.
l
RESOLUTION NO. 2015-10 PAGE 9 OF 12 MAY 12, 2015
r
H. Vision Insurance—The City has contracted for Vision Insurance. Premiums are paid
by the employee.
I. Employee Assistance Plan—The City offers an Employee Assistance Plan at no cost
to the employee. The Employee Assistance Program provides confidential counseling
referrals and other services to employees.
V. Other Insurances
The City is contracted for the following additional insurance plans. These insurance plans are
available to all regular employees budgeted 20 or more hours per week and are not considered a part
of the Employee Health Plan.
A. Life Insurance—The City provides basic term life insurance for employees and their
eligible dependents subject to the following limits:
1. Employee—Amount equal to covered annual earnings.
2. Dependent- $3,000.00
B. Short Term Disability— The City offers a voluntary short term disability plan to all
regular employees budgeted 20 or more hours per week. This coverage is paid by the
employee.
C. Long Term Disability - The City offers a voluntary long term disability plan to all -
regular employees budgeted 20 or more'hours per week. This coverage is paid by the
employee.
D. Supplemental Insurances — The City's Section 125 Plan provider may offer
supplemental insurance plans to City employees. The City does not negotiate for rates on
these supplemental plans. Supplemental plans are not considered part of the City's benefit
package. Employees may pay for these plans by payroll deduction. Employees may pre-tax
their premiums for these plans as allowed by IRS regulations.
VI. Additional Pays
A. Bilingual Pay — Employees who have qualified under the Personnel Rules as being
fluent in Spanish shall receive $50.00 per month. At the City Manager's discretion, other
languages that are deemed a business necessity shall also qualify for Bilingual Pay.
B. On-Call Pay — Employees placed in an on-call status for a period of one (1) week
shall receive their choice of either 9 hours of regular time or 9 hours of straight comp time
for that week. On-call staff called out after their normal working shift will be paid a
minimum of two (2)hours in accordance with the Personnel Rules.
C. Vehicle Allowance — Vehicle Allowance shall be paid to Department Heads at the
rate of$300 per month.
RESOLUTION NO. 2015-10 PAGE 10 OF 12 MAY 12, 2015
P A
VII. Grandfathered Provisions
A. Longevity Pay — $100 per month for full-time employees with 10 years of service
prior to June 30, 2010. Part-time employees with 10 years of service prior to June 30, 2010
receive a prorated amount depending on hours worked. This applies only to employees in
Continuous Service since June 30, 2010.
B. Child Care Credit—Employees already receiving the Child Care Credit prior to June
30, 2010 shall be eligible to continue receiving a 50% discount for their child care expense
up to a maximum of $4,000 per year. This applies only for the child(ren) receiving the
credit prior to April 14, 2015 and only if the Employee has remained in Continuous Services
since June 30, 2010. This benefit will be charged to the covered employee's department.
C. Benefit Allowance —Child Care Employees on staff in a part-time, benefits eligible
position on July 1, 2015 shall receive a$1,400/year Benefit Allowance. This provision shall
remain in place only if the employee remains in Continuous Service in a part-time, benefits
eligible position. If an employee ceases to be in a part-time, benefits eligible status, they
will be covered by the same terms as a new-hire in the new status would receive(if any).
VIII. Employees Hired Under Employment Agreement
A. Employees who are working under an Employment Agreement approved by the City
Council may be subject to different employment benefit provisions than those contained in
this Statement of Benefits.
IX. Furlough Provisions
The City of Grand Terrace employees are under mutually agreed furlough provisions. These
provisions are a temporary cost savings measure and shall remain in force as follows until such time
as the budget permits abolishing this section.
A. City Hall Employees—City Hall employees have agreed to the following:
1. No Merit Increases—Became effective July 1, 2009.
2. No COLA(Cost of Living Adjustment)—Became effective July 1, 2009.
3. Sick Leave Sell Back Program Suspended—Became effective July 1, 2010.
4. Ten Percent (10%) Reduction in Hours — Became effective May 17, 2010.
This changed employee hours from 40/week to 36/week. This resulted in a 10%
decrease in work schedule, wages, and benefits based on wages. This applies to full-
time employees only.
5. Part-Time Employees — No work week reduction for part-time employees
with no benefits; or for part-time employees for which such a reduction would
_ terminate a current benefit(e.g. health insurance).
RESOLUTION NO. 2015-10 PAGE 11 OF 12 MAY 12, 2015
n �
B. Child Care Employees—Child Care employees have agreed to the following: ,
1. No Merit Increases—Became effective July 1, 2009.
2. No COLA (Cost of Living Adjustment)—Became effective July 1, 2009.
3. Sick Leave Sell Back Program Suspended—Became effective July 1, 2010.
RESOLUTION NO. 2015-10 PAGE 12 OF 12 MAY 12, 2015