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Home My WebLink AboutTC Res 1999-08-18 (2) - RESOLUTION NO. 3356 A RESOLUTION OF THE TOWN COUNCIL OF THE TOWN OF TIBURON RESCINDING RESOLUTION NO. 3298 AND AMENDING RESOLUTION NO. 1170 WIDCH ESTABLISHED A MANAGEMENT RECOGNITION AND INCENTIVE COMPENSATION PROGRAM WHEREAS, in January 1979, the Town Council established and adopted (Resolution No. 1032) a Management Recognition and Incentive Compensation Program, in order to promote the development of a stronger, more effective management team and a means of recognizing outstanding management performance in all public service areas; and WHEREAS, in September 1981, the Town Council amended the Management Recognition and Incentive Compensation Program by adoption of Resolution No. 1170, and WHEREAS, on September 2, 1998, the Town Council adopted Resolution No, 3298 which amended Resolution No. 1170 which established a Management Recognition and Incentive Program, and WHEREAS, the Town finds it necessary to corre<<t and rescind Resolution No, 3298, and adopt a new Resolution, and r- WHEREAS, the Management Recognition and Incentive Compensation program enhances the professional growth of management personnel and promotes a consistently higher level of service to the public; and WHEREAS, such performance encourages the retention of qualified department heads and supervisory personnel, and strengthens their respective performance; and WHEREAS, the Town of Tiburon management employees are defined to mean the following positions: ' Town Manager Town Attorney Finance Director Planning Director Chief of Police Public Works Superintendent NOW, THEREFORE, BE IT RESOLVED that the Town Council of the Town of Tiburon does hereby rescind Resolution No. 3298 and amend Resolution No. 1170 to read as follows: IA. VACATION LEAVE. In recognition of the fact that many top management personnel are recruited from outside the Town, that the average tenure for those management personnel is substantially more than of non- management personnel, and that at least three (3) years prior experience is required, the following __ vacation leave policy for management personnel shall be implemented: Management employees holding their respective positions as of the effective date of this Page 1 resolution shall accumulate vacation leave in accordance with the following vacation time entitlement I'" Service I Year 3 Years 5 Years 10 Years Work Davs 15 Days 18 Days 20 Days 25 Days Management employees hired following adoption of this resolution shall accumulate vacation leave in accordance with the following vacation time entitlement: Service 0-5 Years 6-15 Years 16+ Years Work Days 15 Days 20 Days 25 Days Upon tennination of a management employee's service with the Town, such employee shall be paid a lump sum equivalent to hislher accrued vacation leave providing the employee has at least twelve (12) months continuous service with the Town. Maximum accumulation of vacation leave is 40 work days. lB. VACATION LEAVE CONVERSION. ,..., Management employees, after one (I) year's service with the Town, may request a portion of their accrued vacation leave be converted to cash payment in any calendar year. Such request may be granted at the discretion of the Town Manager, only during the month of December each calendar year, and based upon the following schedule: I to 5 years service 6 + years service = 5 days maximum conversion 7 days maximum conversion = 2. HOLIDAYS. The Town agrees to provide management personnel those holidays specified in the Government Code, and those proclaimed by the Governor of the State, the President of the United States, or the Mayor. When a holiday falls on a Saturday, management employees shall receive an additional day of vacation; when a holiday fall on a Sunday, the following Monday shall be observed. 3. EXECUTIVE LEAVE. -- In recognition of the long hours required of personnel at the level of top management, including attendance at numerous meetings outside regular working hours, the following executive leave shall be implemented: Management employees may receive up to ten (10) days Administrative Leave annually, to be awarded at the discretion of the Town Manager prior to being utilized. Administrative Leave should be taken in increments of one-half ('12) day or more, and shall be granted in proportion to employee's armual utilization of accrued vacation. (When an employee attends a night meeting or is required to work a late evening, he/she may arrive up to one (I) hour later than the normal beginning working hours the following day,) Page 2 4. DINNER ALLOWANCE ^ All management employees reauired 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 those management employees who reside outside a ten-mile radius of the Town. Employee reimbursement is subject to the approval of the Town Manager and must be accomoanied by a restaurant receiot which shall include amount, date, meeting or purpose, and employee's name, 5. TERMINATION ALLOWANCE. 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; provided, however, that such employee has been in the employ of the Town for at least three (3) years, and such termination is not for cause or for 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. Management employees shall be covered by the following termination allowance schedule: Service After: 3 Years 7 Years 10 Years Work Weeks 1 month 2 months 3 months r- This severance pay is in addition to any accrued vacation leave, unused at the time of termination. 6. VEHICLE USAGE/ALLOWANCE. Management employees, to a far greater extent than 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. Implementation of Town vehicle usage by Town employees sha11 be in accordance with the Town's Administrative Policies and Procedures and is not intended for private use. 7. EDUCATION LEAVE. In order to promote continued development of skills, knowledge, and abilities among the management team of the Town, the Town Manager may grant time off to any management employee for education leave, Such leave may be received in order to attend professional, technical, or managerial workshops, courses, conferences, conventions, seminars, or related activities; including travel, expenses, registration, tuition, materials, or other related costs or expenditures shall be provided for in the annual Town Budget and procedurally addressed in the Town's Administrative Policies, 8. PROFESSIONAL MEMBERSHIP FEES. 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 publications and specific activities, The Town will include the Page 3 costs of these membership fees in the respective departmental budgets. ".-. 9. MEDICAL/HEALTH INSURANCE PROGRAM. Management employees shall receive: 1) Monthly Allowance as Specified on Town Employee Benefit Schedule (Exhibit A) Adopted Annually by Town Council. 2) Additional Group Term Life Insurance Coverage, in addition to the mandatory $25,000. Total coverage equal to one-times (Ix) employees' armual salary, not-to-exceed $100,000. 10. RETIRED MANAGEMENT EMPLOYEE'S MEDICAL ALLOWANCE The Town of Tiburon will make contributions toward a retired Management employee's medical insurance plan based upon the following conditions: 1) Applies to Employee only (not spouse or family) and the Employee must retire directly from employment with the Town of Tiburon and apply to PERS for retirement benefits. 2) The retiree's medical insurance allowance is fixed and capped at the Kaiser employee rate that is in effect at the time of the employee's retirement, 3) The Town's contribution rate is based on the following formula: - Percent of Kaiser Rate Years of Consecutive Service to Town 50% 75% 100% 15 Years 20 Years 25 Years 11. SICK LEA VE. Management employees accumulate sick leave as specified by the Town's Personnel Rules and Regulations. StiCD sick leave can be accrued by management employees without a inaximum limitation, however, the fifty percent (50%) payment upon termination for any unused sick leave is limited to an unused sick leave accumulation of not more than one hundred twenty (120) working days. 12. SALARY ADJUSTMENTS. The Town Manager will submit annually to the Town Council recommended salary/benefit adjustments for management personnel to become effective for the subsequent fiscal year. These salary adjustments will be based upon annual fluctuations in the Bay Area cost of living (April through March) and upon the prevailing rates of equivalent positions in the County of Marin and San Francisco Bay Area. -- Page 4 Salary review and performance evaluation of Management employees will occur on an annual basis, and adjustments made by the Town Manager according to prescribed Town Council - authorization and policy, 13. The provisions of this resolution shall supersede any other previous rules and resolutions of the Town of Tiburon which may be in conflict herewith. PASSED AND ADOPTED at a regular meeting of the Town Council of the Town ofTiburon on, August 18, 1999, by the following vote: AYES: COUNCIL MEMBERS: Hennessy, Thompson, Matthews, Bach NOES: COUNCIL MEMBERS: None ABSENT: COUNCIL MEMBERS: Gram BY: Mo_~1 ,- Ar=~ Diane L. Crane Town Clerk -- Page 5