2021-47 RESOLUTION NO. 2021-47
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF GRAND TERRACE AMENDING THE STATEMENT OF
BENEFITS SECTIONS PERTAINING TO HOLIDAYS AND
EMPLOYEE HEALTH PLAN
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 compensation
of personnel created in said Municipal Code Chapter; and,
WHEREAS, the City Council previously approved the Statement of Benefits by
Resolution 2015-10 establishing a document for the purposes of outlining equitable
employee benefits; 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 in the interpretation and
application of these rules so that they are applied equitably; and,
WHEREAS, on August 24, 2021, pursuant to Resolution No. 2021-36 of the City
Council of the City of Grand Terrace, California, the City Council approved a
Memorandum of Understanding between the City of Grand Terrace and the recognized
employee organization identified as Teamsters Local 1932 for the period of July 1, 2021
through June 30, 2024 which included a designated Holiday Schedule (Section III,
"Holidays") and a Major Medical Insurance contribution (Section IV, "Employee Health
Plan", Sub Section F, "Major Medical Insurance") that differs from the Statement of
Benefits; and,
WHEREAS, the City Council now desires to revise the Statement of Benefits to be
consistent with the Memorandum of Understanding between the City of Grand Terrace
and Teamsters Local 1932, to ensure a continued equitable system of compensation
amongst the various groups of personnel at the City of Grand Terrace.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF GRAND
TERRACE DOES HEREBY RESOLVE, DETERMINE AND ORDER AS FOLLOWS:
SECTION 1: The Statement of Benefits shall be amended as shown in Exhibit A
attached hereto, and shall supersede and replace the Statement of Benefits adopted
pursuant to Resolution 2015-10. The amended Statement of Benefits shall be effective
January 1, 2022.
SECTION 2: In the event of conflicting language between any City rules,
policies or regulations and any provision of the Statement of Benefits, the Statement of
Benefits shall control.
CC Reso No.2021-48 Page 1 of 12 December 14,2021
PASSED, APPROVED AND ADOPTED by the City Council of the City of Grand Terrace
at a regular meeting held on the 141h day of December 2021.
D rcy Mc oe Mayor
ATTEST:
41
ebra L. Thomas
City Clerk
APPROVED A7 ---
RM:
Adrian Guerra
City Attorney'
CC Reso No.2021-48 Page 2 of 12 December 14, 2021
EXHIBIT A
City of Grand Terrace
Employee Statement of Benefits
January 1, 2022
I. Retirement
A. CalPERS - The City of Grand Terrace provides retirement benefits through
the California Public Employees Retirement System (CalPERS). 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 60 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% of the 8% Member Contribution to CalPERS
Retirement for all employees enrolled prior to 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 01/01/2013 01/01/2013
Single Highest Year Yes No
Three Year Final No Yes
Compensation
1959 Survivor Benefit (4th Yes Yes
Level
Military Service Credit T 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 budgeted less than 20 hours per week or employees who have been
placed on the City payroll on a temporary basis shall participate in the City's
Alternate Retirement System (ARS).
1. The ARS plan is provided in lieu of participation in Social Security, and
CC Reso No.2021-48 Page 3 of 12 December 14, 2021
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. Full-Time Employees shall accrue sick leave according to the following
schedule:
Type of Employee Received Received
Per Pay per Annum
Period
City Hall — Non-Exempt
Regular Full-Time 3.69 96 hours
Employee,
CC Reso No.2021-48 Page 4 of 12 December 14,2021
Exempt Employee
Child Care I N/A N/A
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.
CC Reso No.2021-48 Page 5 of 12 December 14, 2021
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.
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
Servic Annum
e
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
Exempt Employee hours
City Hall — Non-Exempt
Regular Full-Time Employee, 11+ 6.15 160
Exempt Employee hours
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.
CC Reso No.2021-48 Page 6 of 12 December 14, 2021
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.
III. Holidays
A. The City of Grand Terrace observes the following holidays for City Hall, Child
Care, & Exempt employees:
1 New Year's Day January 1
2 Martin Luther King Jr. Day Third Monday in January
3 President's Day Third Monday in February
4 Cesar Chavez Day March 31
5 Memorial Day Last Monday in May
6 Independence Day July 4
7 Labor Day First Monday in September
8 Veteran's Day Second Monday in November
9 Thanksgiving Day Fourth Thursday in November
10 Day After Thanksgiving Fourth Friday in November
Da
11 Christmas Eve December 24
12 Christmas Day December 25
13 New Year's Eve December 31
Floating Holidays. All employees shall receive two (2) floating holidays per
calendar year. Employees entitled to floating holidays shall be paid the
equivalent of the employee's one workday of compensation for the floating
holiday. Floating holidays must be used by the end of the corresponding
calendar year. Any floating holiday hours not used by the end of the calendar
year will be cashed out and included in the first pay period in January.
If any of the holidays fall on a Friday or Saturday, the holiday will not be observed on
the preceding Wednesday or Thursday. For any holiday that falls on a Sunday, the
City Manager shall have discretion as to whether that holiday will be observed on the
following Monday.
1. Employees entitled to holidays shall be paid the equivalent of the
employee's one workday of compensation for the holiday.
2. Part-Time Employees budgeted at least 20 hours per week shall receive
floating holidays on a pro-rata basis.
CC Reso No.2021-48 Page 7 of 12 December 14,2021
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.
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; i.e., if a
dependent wishes to have medical coverage under this plan, the
employee must also be enrolled in medical coverage.
CC Reso No.2021-48 Page 8 of 12 December 14,2021
E. Cafeteria Plan. The City of Grand Terrace maintains a Section 125 Cafeteria
Plan. The Cafeteria Plan includes the following options:
1. 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 $600.00/month
Employee, Full-Time ($7,200
Exempt Employee annual)
City Hall — Non-Exempt, Regular N/A $300/month
Employee Part-Time, ($3,600
annual)
Child Care— Regular Employee, Non- N/A $166.67/month
exempt, Full-Time ($2,000
annual)
Child Care— Regular Employee, Non- N/A 83.34/month
exempt Part-Time ($1,000
annual)
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.
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
CC Reso No.2021-48 Page 9 of 12 December 14,2021
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 the CalPERS
budgeted 20+ hours, Kaiser Region 3
Exempt Employee premium rate,
Employee Only
Coverage
Child Care — Non-Exempt N/A Set by CalPERS
Regular Employee, in accordance
budgeted 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.
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.
CC Reso No.2021-48 Page 10 of 12 December 14,2021
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.
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 children)
CC Reso No.2021-48 Page 11 of 12 December 14, 2021
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. Sick Leave Sell Back Program Suspended — Became effective July 1,
2010.
B. Child Care Employees — Child Care employees have agreed to the following:
1. Sick Leave Sell Back Program Suspended — Became effective July 1,
2010.
CC Reso No.2021-48 Page 12 of 12 December 14,2021
STATE OF CALIFORNIA )
COUNTY OF SAN BERNARDINO )
CITY OF GRAND TERRACE )
I Debra L. Thomas, City Clerk of the CITY OF GRAND TERRACE, CALIFORNIA,
DO HEREBY CERTIFY that the foregoing Resolution, being Resolution No. 2021-47
was duly passed, approved and adopted by the City Council, approved and signed by
the Mayor, and attested by the City Clerk, at the regular meeting of said City Council
held on the 14th day of December 2021, and that the same was passed and adopted by
the following vote:
AYES: Council Members Allen, Wilson; Mayor Pro Tern Hussey, Mayor
McNaboe
NOES: None.
ABSENT: Council Member Robles
ABSTAIN: None.
Executed this 15th day of December 2021, at Grand Terrace, California.
ra L. Thomas
City Clerk