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HomeMy WebLinkAboutRESO7344RESOLUTION NO. 7344 • RESOLUTION OF THE COUNCIL OF THE CITY -OF PALO ALTO • ADOPTING. A COMPENSATION PLAN FOR POLICE NON- MANAGEMENT PERSONNEL AND RESCINDING RESOLUTION NO. 7013 The Council of the City of Palo Alto does RESOLVE as follows: SECTION 1. Pursuant to the provisions of Section 12 of Article .III of the Charter of the City of Palo Alto, the Compensation Plan, as set forth in Exhibit "A" attached hereto and made a part hereof by reference, is hereby adopted for police non- management personnel effective retroactive to July 24, 1993. SECTION 2. The Compensation Plan adopted herein shall be administered by the City Manager in accordance with the Merit System Rules and Regulations. SECTION 3. The Compensation Plan shall continue in effect retroactively from July 24, 1993, through June 30,, 1994. SECTION 4. "The Director of Finance hereby is authorized to implement the Compensation Plan adopted herein in her preparation of forthcoming payrolls. She is further authorized to make changes in the titles Of employee classifications identified in the Table of Authorized Personnel contained in the 1993-94 budget if such titles have been changed in the Compensation Plan. SECTION 5. Resolution No. 7013 is hereby rescinded. SECTION 6. The Council finds that this is not a project under the California Environmental Quality Act and, therefore, no environmental impact assessment is necessary. INTRODUCED AND PASSED: July 25, 1994 AYES: ANDERSEN, FAZZINO, HUBER, KNISS, MCCOWN, ROSENBAUM, SC1iNEIDER, SIMITIAN, WHEELER NOES: ABSTENTIONS: ABSENT: ATTEST:'//_ APPROVED: t Cite Clerk / ` Mayor. 940718 lac 0030982 APPROVED AS TO FORM: nior Assistant City Attorney APP OVSD: ctor of Finance Di''ector of Human Resources 2 940718 4c 00©0982 Exhibit A CITY OF PALO ALTO COMPENSATION PLAN POLICE EFFECTIVE: July 24, 1993 through June 30, 1994 COMPENSATION PLAN FOR THE CITY OF PALO ALTO P lice Department SECTION 1. SALARY A. Salary Range Tables Personnel covered by this plan shall receive compensation within the salary ranges set forth in the Salary Range Tables that follow Section II. The salary range for each position classification title and number is expressed in bi-weekly and/or hourly rates along with the approximate monthly and/or annual equivalent. B. Establishment of Salary The City Manager is authorized to make appointments to or advancements within the prescribed ranges upon evaluation of employee qualification and performance. For the purpose of determining step time requirements for merit advancement, time will commence on the first day of the month coinciding with or following entrance onto a salary step. Step increases shall be effective on the first day of the payroll period in which the time and performance requirements have been met. The City Manager, in recognition of unusual circumstances or extraordinary performance, may authorize special merit advancement. In the event that a downward adjustment of a salary range indicates a reduction in the established salary of an individual employee, the City Manager may, if circumstances warrant, continue the salary for such employee in an amount in excess of the revised range maximum for a reasonable period of time. Such interim salary rates shall be defined as "Y -rates." SECTION II. SPECIAL COMPENSATION Personnel covered by this compensation plan, in addition to the salary set forth in Section I above, may rece;.ve special compensation as follows. Eligibility shall be in conformance with the Merit Rules and Regulations and Administrative Directives issued by the City Manager for the purposes of clarification and interpretation. A. Annual Adjustment Annually, each employee who holds a regular full-time appointment in the municipal service on or before July first and continues in such status through the first pay period in December shall receive, in addition to the salary prescribed herein, a salary adjustment equal to one percent (1%) of the employee's current annual salary; or at the employee's option and subject to management approval, 24 hours paid leave to be used prior to the January 31 following. Annual adjustments or time off shall be prorated to reflect appointment from January 1 through July 1 of the current year, or interrupted service during the year. POLICE COMPENSATION PLAN Page 2 B. Overtime and In -Lieu Holiday Pay Compensation for overtime work and scheduled work on paid holidays shall be in conformance with the Merit Rules and Regulations and Administrative Directives. Compensatory time off subject to the limitations of the Fair Labor Standards Act which is approved by management in lieu of overtime payment on a staffing available basis will be taken at the rate of 1 1/2 hours for every hour of credited overtime.. C. Working Out of Classification Within each fiscal year, after two complete shifts have been worked in a higher classification, employees shall receive a seven percent premium for all subsequent shifts worked out of classification. D. Night Shift Differential Night shift differential shall be paid at the rate of 5% to represented classes for all hours worked between 6:00 p.m, and 8:00 a.m. Vacation pay for employees who regularly work night shifts shall include appropriate night shift premiums, relating to night shift hours regularly worked. E. Parking in Civic Center Garage Employees in represented classes shall be entitled to free parking in the Civic Center Garage. F. Personal Development Program Pursuant to administrative rules governing eligibility and qualification the following may be granted to sworn police personnel: P.O.S.T. Intermediate Certificate: 5% above base salary P.O.S.T. Advanced Certificate: 7 1/2% above base salary G. Tuition Reimbursement The City will reimburse expenses incurred under the Tuition Reimbursement Program to a maximum of $1000 per fiscal year. Up to $100 of the annual maximum may be used for reimbursing the purchase of work -related books, periodicals, or professional association memberships. To be eligible for reimbursement, expenditures must be for training or materials which contribute to current job performance or prepare the employee for other City positions. Requests for tuition reimbursement will be determined to be taxable unless sufficient documentation is provided on how the course or seminar is related to improving performance in the employee's current position. • POLICE COMPENSATION PLAN Page 3 This documentation will be interpreted so as to maintain the spirit and purpose of the tuition reimbursement program and to comply with Internal Revenue Code regulations. Reimbursement requests may be submitted at any time, but will be batch processed on a periodic basis. With regard only to POS advance by management an POST reimbursement is meals, lodging, and mil subject to the maximum Association members during off -duty time scheduled work day when staffing alto H. Court Appearances Sworn Police P compensated as Per T -reimbursable training which is approved in d subject to the paragraph below, and for which provided for meals, lodging, and mileage; such eage are reimbursable under tuition reimbursement amount of $1000 and subject to POST procedures. may use tuition reimbursement to attend training . If Association members wish to attend training on s, alternate work days may be granted by Management ws. - ersonnel appearing in court for the People shall be follows: iod Rate Minimum. 1. Appearan day off ce on scheduled 2. Any or all court time during scheduled shift, or court time is immediately beginning or following shift. 3. F 4 or other than first watch employees, appearance on scheduled work day but not during, immediately before or after scheduled shift. . Appearance on scheduled work day by employees assigned to first watch. Time and 4 hours one-half Straight time None during shift, time and one- half for periods before or after scheduled shift Time and one- half Time and one- half 2 hours (2 hr. min. may not run into shift time) 3 hours POLICE COMPENSATION PLAN Page 4 I. Group Insurance 1. Health Insurance The City shall pay all premium payments on behalf of employees and dependents who are eligible for the employee -selected Public Employees' Medical and Hospital Care Act (PEMHCA) optional plan. (a) Retiree Medical Provisions. (1) Monthly City -paid premium contributions for a retiree - selected PEMHCA optional plan will be made as provided under the Public Employees' Medical and Hospital Care Act. 2. Dental Insurance a. The City will maintain the present level of benefits on the City - sponsored dental program for current employees and their dependents. b. Effective beginning July 1, 1985, the City provided a 50% of reasonable charges, $1500 lifetime maximum orthodontic benefit for representation unit employees and their dependents. 3. Vision Care Effective beginning September 1, 1989, the City will offer vision care coverage for employees and dependents. Coverage is equivalent. to $20 Deductible Plan A under the Vision Service Plan, with monthly premiums paid by the employer. 4. Life Insurance Per Pav Period Per Month (Approx) Basic Life Insurance (per $1000 of coverage) not to exce.: amount indicated on existing plans J. Uniform Purchase Plan $.13 $.289 Uniforms including cleaning and safety equipment will be provided in accordance with Administrative Directives. POLICE COMPENSATION PLAN Page 5 K. Retirement 1. Effective beginning July 1, 1983 the City paid seven percent (7/9ths) of the employee's nine percent Public Employees' Retirement System contribution costs. 2. Effective beginning with the pay period including September 1, 1984 the City increased the pick-up of employee PERS contributions from 7% to 9%. 3. Notwithstanding subsections 1. and 2. above, upon filing a notice of retirement, the 9% City -paid PERS contribution will be converted to a salary adjustment of equal amount on a one-time irrevocable basis for the final twelve months immediately prior to a retirement, provided that all of the following conditions are met. a. For employees hired prior to July 1, 1989, the employee must have at least 20 years of PERS Safety Member Service as of the date of retirement, or have attained the maximum PERS benefit factor of 75%, or have attained the age of 55 at the date of retirement. Employees hired on or after July 1, 1989, may qualify only by attaining 20 years of PERS Safety Member Service as of the date of retirement. b. Twelve months prior to retirement the employee must give notice to the City for a retirement date certain. c. During the 12 -month conversion period, the employee shall pay PERS employee contributions. d. All provisions of this subsection are subject to and conditioned upon compliance with IRS regulations. CITY OF PALO ALTO COMPENSATION PLAN POLICE PERSONNEL EFFECTIVE July 24, 1993 NC tITLE NUMBER all 613 612 827 821 823 622 631 633 632 620 POLICE POLICE POLICE POLICE POLICE POLICE POLICE POLICE POLICE POLICE POLICE AGENT AGENT/ADV AGENT/INTER OFF TRAINING OFFICER OFFICER-ADV OFFICER -INTER SERGEANT SGT/ADV SGT/INTER TRAINEE 2002 2150 2104 1854 1854 1990 1948 2154 2318 2266 1881 (A) 20.02 21.50 21.04 18.54 18.54 19.90 19.48 21.54 23.18 22.86 18.81 -H 0 U R L Y (8) (C) (D) (E) 21.17 22.39 23.67 25.03 22.74 24.04 25.42 28.88 22.25 23.52 24.67 28.30 19.61 20.73 21.92 23.16 19.61 20.73 21.92,23,18 21.05 22.25 23.53 24.88 20,60 21.78 23.03 24.35 22.78 24.09 25.47 26.93 24.51 25.92 27.41 28.98 23.96 25.34 26.79 28,33 19.89 21.03 22.23 23.51 APPROXIMATE TOP STEP ANNUAL MONTHLY 52,062 4,338 55,910 4,859 54.704 4.558 48,214 4.017 48,214 4,017 51,750 4,312 50,648 4,220 56,014 4,667 60,278 5,023 58,926 4,910 48,900 4,075 (A) 1601.60 1720.00 1883.20 1483.20 1483.20 1592.00 1558.40 1723.20 1854.40 1812.80 1504.80 8 I- WEEKLY (8) (C) (D) (El 1893.60 1/91.20 1893.60 2002.40 1819.20 1923.20 2033.60 2150.40 1780.00 1881.60 1989.80 2104.00 1568.80 1658.40 1753.60 1854.40 1568.80 1658.40 1753.80 1854 1684.00 1780.00 1882.40 1990. 1648.00 1142.40 1842.40 1948.00 1822.40 1927.20 2037.60 2154.40 1960.80 2073.60 2192 80 2318.40 1916.80 2027.20 2143.20 2266.40 1591.20 1882.40 1778.40 1880.80.