HomeMy WebLinkAboutTC Res 2004-06-16 (2)
RESOLUTION NO. 29-2004
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A RESOLUTION OF THE TOWN COUNCIL
OF THE TOWN OF TffiURON
REPEALING RESOLUTION NO. 24-2003
AND ADOPTING AN AMENDED MANAGEMENT
RECOGNITION AND INCENTIVE COMPENSATION PROGRAM
WHEREAS, in January 1979, the Town Council established and adopted a Management
Recognition and Incentive Compensation Program, in order to promote the development of a
strong, more effective management team and a means of recognizing outstanding management
performance in all public service areas; and
WHEREAS, the Management Recognition and Incentive Compensation program
enhances the professional growth, motivation, and loyalty of management employees and
promotes a consistently higher level of service to the public; and
WHEREAS, the Town Council has updated and amended the Management Recognition
and Incentive Compensation Program on several occasions, most recently in 2003 by the
adoption of Resolution No. 24-2003; and
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WHERAS, the Town ofTiburon management employees are defined to mean the
following positions:
Town Manager
Town Attorney
Chief of Police
Director of Administrative Services
Director of Community Development
Director of Public WorksfTown Engineer
NOW, THEREFORE, BE IT RESOLVED that the Town Council of the Town of
Tiburon does hereby repeal Resolution No. 24-2003 and all predecessor versions of the
Management Recognition and Incentive Compensation Program and adopts the following
amended Management Recognition and Incentive Compensation Program:
SECTION 1. SALARIES
Effective July 1, 2004 salary ranges for mRMgement positions shall be:
Town Attorney
Chief of Police
Director of Administrative Services
Director of Community Development
Director of Public WorksITown Engineer
$8,250 - $10,312
$7,858 - $9,822
$6,455 - $8,068
$6,901 - $8,626
$7,482 - $9,352
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SECTION 2. SALARY ADJUSTMENTS
The Town Manager shall submit annually to the Town Council recommended salary
ranges for management employees. These ranges will be based upon the Compensation
Policy adopted by the Town Council. Movement through the salary ranges will be based
upon merit following a comprehensive written performance evaluation by the
management employee's direct supervisor.
SECTION 3. BENEFITS AND INSURANCE
Ifby December 1, 2004, the Town Manager, in his sole discretion, has determined that
the FY 2004/05 operating surplus will likely exceed $300,000, then effective January 1,
2005, the Town shall contn'bute $950 per month towards a management employee's
fringe benefit coverage. However, if the Town Manager determines that the Town's
operating surplus is likely to be less than $300,000, then effective January 1, 2005, the
Town ofTiburon shall contribute $925 per month towards a management employee's
fringe benefIt coverage_
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If the monthly cost ofan employee's group insurance exceeds the Town's contribution to
that employee's fringe benefit coverage, that employee shall pay the balance of the
monthly cost via a payroll deduction from the first two payrolls of the month. If any
employee's monthly group insurance cost is less than the Town's contribntion to his or
her fringe benefit coverage, the Town shall deposit the balance into the Town's Deferred
Compensation Plan in the employee's name. .
Retirement - For Miscellaneous Members of the Public Employee's Retirement System,
the Town of Tiburon shall provide management employees the PERS 2% @55
retirement benefits, with highest single year calculation and service credit for unused sick
leave. For Local Safety Members of the Public Employee's Retirement System the Town
shall provided management employees the PERS 3% @55 retirement benefit, average
three highest years calculation, and service credit for unused sick leave. The Town shall
contribute on behalf of management en3ployees the full employer and employee
retirement contributions.
Medical Insurance - The Town of Tiburon offers management employees and their
dependents medicaIlhospitaI insurance coverage. A qualified employee may choose from
the plans offered through the Public Employees Retirement System Health BenefIts
Division fur medicaIlhospital insurance coverage. Such insurance is mandatory for
covered en3ployees unless they can demonstrate compliance with other coverage.
Dental Insurance - The Town ofTiburon offers management employees and their
dependents a dental plan. Such insurance is mandatory for all qualified employees unless
they can demonstrate compliance with other coverage.
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Life Insurance - The Town of Tiburon offers management employees a life insurance
policy equal to one year's salary, not to exceed $95,000. Such insurance is mandatory for
all full-time employees. If the mandatory amount is not exceeded, the Town ofTiburon
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offers management employees additional life insurance up to a combined total of no more
than $95,000. Participation is optional.
Disabilitv Insurance - The Town of Tiburon offers management employees long term
disability insurance. Such insurance is optional, except for the position of Chief of
Police.
Lolll! Term Care - The Town of Tiburon offers management employee a long-term care
policy. Participation is optional.
Deferred COIIlPensation Plan - The Town ofTiburon offers a deferred compensation plan
to management employees. Such monies deposited would become tax-deferred and
would be subject to income taxation in the year they are withdrawn from the deferred
compensation plan. Participation is optional.
IRS Section 125 Plan - The Town ofTiburon offers management employees the ability to
participate in its IRS Section 125 Plan. Participation is optional.
SECTION 4. V ACATION LEAVE
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In recognition of the fact that many top management personnel are recruited from ontside
the Town, that the average tenure for those Trumagement personnel is substantially more
than that of non-management personnel, and that at least three years prior experience is
required, the following vacation leave policy for management personnel shall be
implemented:
Management employees holding their respective positions as of September 2, 1998, shall
accumulate vacation time in accordance with the following vacation entitlement
schedule:
Service
Work Davs
I Year
3 Years
5 Years
10 Years
15 Days
18 Days
20 Days
25 Days
Management employees hired after September 2, 1998 shall accumulate vacation leave in
accordance with the following vacation time entitlement:
Service
Work Davs
0-5 Years
6-15 Years
16+ Years
15 Days
20 Days
25 Days
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Upon termination of a management employee's service with the Town, such empioyee
shall be paid a lump sum equivalent to hisIher accrued vacation leave. Maximum
accumulation of vacation leave is 40 workdays.
SECTION 5. V ACATION LEAVE CONVERSION
After one year's service with the Town, Management employees who use at least 10
working days of vacation leave, may convert into cash payment up to 50010 of the total
number of vacation hours taken in a calendar year, not to exceed 10 working days.
Vacation leave conversion will be granted during the month of December each calendar
year.
SECTION 6. SICK LEAVE
Management employees shall be entitled to accrue one working day of sick leave with
pay for each month or major fraction thereof. Sick leave may be accrued by management
employees without a maximum limitation.
SECTION 7. SICK LEAVE PAY OFF
Management employees hired prior to July 1,2001, or if their employment contract states
differently, may receive cash equivalent compensation of 50010 of their accrued sick leave,
up to a total of 60 days, if the following conditions are met:
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a The employee files for a service retirement from the Town, or
b. The employee voluntarily separates from the Town and has at least 15 years of
service with the Town.
For management employees hired after July I, 2001, may accrue unlimited sick leave
with no option for "cashback" benefits.
SECTION 8. HOLIDAYS
The Town agrees to provide management employees the following holidays:
New Year's Day
Martin Luther King Day
President's Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
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Christmas Eve
Christmas Day
New Year's Eve
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January 1
Third Monday in January
Third Monday in February
Last Monday in May
July 4
First Monday in September
December 27
Fourth Thursday in November
Friday after Thanksgiving
December 24
December 25
December 31
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When a holiday falls on a Saturday the preceding Friday shall be deemed a holiday.
When a holiday falls on a Sunday, the following Monday shall be observed. For
management employees who work an alternative work schedule and a holiday falls on
his/her regular day oft; he/she shall select either the preceding or following regular
working day off. Effected employees shall provide the Town Manager with at least one
week's notice as to which day they will observe as a holiday.
SECTION 9. FURLOUGH
All represented employees will be required to take a 3-day furlough. The days
furloughed will be December 28 and December 29,2004. Tiburon Town HaIl will be
closed from December 23, 2004 through January 2, 2005.
However, employees may not suffer compensation loss. The Town will provide a one-
time paid day off for the December 28,2004 day and the employee will be required to
take a vacation day for the December 29, 2004 furloughed day.
Proposed Schedule:
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Thursday, December 23,2004
Friday, December 24, 2004
Monday, December 27, 2004
Tuesday, December 28, 2004
Wednesday, December 29, 2004
Thursday, December 30, 2004
Friday, December 31, 2004
Christmas Holiday
Christmas Eve Holiday
Veterans Day Observance
Furlough Day #1 (additional day oft)
Furlough Day #2 (vacation day)
New Years Holiday
New Years Eve Holiday
SECTION 10. ADMINISTRATIVE LEAVE
In recognition of the long hours required to perform at the management level, including
attendance at numerous meetings outside normal working hours, the following
Administrative Leave policy shall be implemented:
Management employee may receive up to ten days administrative leave annually, to be
awarded at the discretion of the Town Manager. Administrative Leave shall be taken in
one-day increments.
SECTION 11. DINNER ALLOWANCE
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All management employees who live more than 10 miles from Town and who are
required to attend night meetings or work after office hours beyond 7:00 P.M. may be
reimbursed in an amount not to exceed $15.00 for the purchase of dinner for that night.
This allowance applies to management employees who reside outside a ten-mile radium
of the Town. Employee reimbursement is subject to the approval of the Town Manager
and must be accompanied by a restaurant receipt, which shall include the amount, date,
meeting or purpose, and the employee's name.
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SECTION 12. TERMINATION ALLOWANCE
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In order to foster job security within a professional climate, management employees will
be entitled to severance pay when they are terminated from Town service. However;
such employee must be in the employ of the Town for at least three (3) years, and such
termination is not for cause odor reasons listed in Government Code Section 19572, the
Town's Personnel Rules & Regulations, Section 6, or any employee who voluntarily
resigns from Town Service for personal reasons.
Unless otherwise noted in an Employment Agreement, Management employees shall be
covered by the following termination allowance schedule:
Service
Work Weeks
After: 3 years
7 years
10 years
I month
2 months
3 months
This severance pay is in addition to any accrued vacation leave, unused at the time of
termination.
SECTION 13. VEHICLE USAGE/ALLOWANCE
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Management employees, to a far greater extent that other Town employees, are required
to travel throughout the Town, County, and Bay Area to fulfill their job requirements.
This travel is frequently required outside of normal working hours. In recognition of this
employment requirement, the Town shall provide either the use of a Town vehicle or an
automobile allowance, as provided in the Town budget. Use ofa Town vehicle shall be
in accordance with the Town's Administrative Policies and Procedures and is not
intended for private use.
SECTION 14. TUITION REIMBURSEMENT
In order to promote continued development of skills, knowledge, and abilities among
management employees, the Town ofTiburon shall reimbursement the costs of tuition,
books and fees at the rate of the California State University system. Employees must
receive prior approval of the Town Manager and submit certified transcripts with the
evidence of a grade of "C" or better from an accredited college or university and submit
bona fide receipts to qualify for tuition reimbursement.
SECTION 15. PROFESSIONAL MEMBERSHIP FEES
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Most management personnel are expected to maintain membership in appropriate
professional organizations. These memberships serve to acquaint the Town with current
programs and procedures in these professional areas by means of publications and
specific activities. The Town will include the cost of these membership fees in the
respective departmental budgets.
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SECTION 16. RETIRED EMPLOYEE'S MEDICAL ALLOWANCE
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The Town of Tiburon will make contributions toward a retired employee's medical
insurance plan based upon the following conditions:
a Employee must retire directly from employment with the Town ofTiburon and
apply to PERS for retirement benefits.
b. The retiree's medical insurance allowance is fixed and capped at the Kaiser single
rate that is in effect at the time of the employee's retirement.
C. The Town's contributions rate is based on the following formula:
Percent of Kaiser
Single Rate
Years of Consecutive
Service to Town
500/0
75%
100%
15 Years
20 Years
25 Years
Such coverage is not extended to employee's spouse or other dependents.
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NOW, THEREFORE, BE IT FURTHER RESOLVED that the provisions of this
resolution shall supersede any other previous rules and resolutions of the Town ofTiburon which
may be in conflict herewith.
PASSED AND ADOPTED at areguIar meeting of the Town Council of the Town of
Tiburon on June 16, 2004, by the following vote:
AYES:
NOES:
ABSENT:
COUNCILMEMBERS:
COUNCILMEMBERS:
COUNCILMEMBERS:
Berger, Fredericks, Gram, Slavitz, Smith
None
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ALICE FREDERICKS, MAYOR
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ATT.~'/'1f .' /. 7
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DIANE CRANE IAOOPI, OWN CLERK
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