HomeMy WebLinkAbout2005-04-04 City Council• Emergency Services Coordinator Position, added to the City's table of organization on July
1, 2004, is relocated from the IAFF unit to this unit.
• The Chief Officer Emergency Operations position is retitled "Emergency Medical Services
Chief." A corresponding change in the Table of Organization will be made with the adoption
of the City's next budget.
• The unit includes one job classification, shift Battalion Chief (56-hour work week) for which
overtime pay can be authorized. Those employees, who work a 56-hour schedule, are
entitled to receive overtime pay but not management annual leave. All other unit members
are entitled to management annual leave but are not eligible for overtime pay.
• In addition to the 3% salary increase, which is effective for the July 1,2004 pay period, the
City will increase salaries by $40 per month as of that date and discontinue paying Long
Term Disability coverage (equivalent to $40 per month). This $40 salary increase will be
excluded from the compensation base used in the 2005 and 2006 pay increases.
• Effective January 1, 2005, the maximum City contribution for health care coverage will
change from the Police Officers Research Association of California (PORAC) premium rate
to Blue Shield.
• Effective July 1, 2004, the Professional Development program reimbursement for authorized
self-improvement activities will be amended to grant each represented employee up to a
maximum of $500 per fiscal year (instead of up to $1500) and provides the option of
receiving the remaining $1000 as taxable cash or as a contribution to deferred compensation.
RESOURCE IMPACT
The annual cost impacts from this agreement are as follows:
1. The 3 percent salary increase on July 1, 2004 results in an annual incremental increase of
$26,400 in salaries and benefits. These costs were included in the 2004-05 budget. There is
a provision in the MOA for a voluntary, one-time savings of 1 percent of salary that equals
$8,800. These savings are not included in the 2004-05 budget.
2. The 3 percent salary increase on July 1, 2005 combined with a 1.5 percent increase on
January 1, 2006 results in an annual incremental increase of $27,400. The increases in 2005-
06 will be incorporated in the 2005-06 budget process if Council approves this agreement.
POLICY IMPLICATIONS
This report does not represent any change to existing City policies.
CMR: 123:05 Page 2 of3
ENVIRONMENTAL REVIEW
This is not a project for purposes of the California Environmental Quality Act.
ATTACHMENTS
A. Resolution Amending Section 1801 of the Merit System Rules and Regulations
B. Resolution Adopting Compensation Plan for Palo Alto Fire Chiefs' Association
DEPARTMENTHEADREVIEW:_---=1~~=-==.~~. ;;;;..' ~:~';=~::::.:: .... ~:=::~~.-.==<._
RUSS CARLSEN
Acting Director of Human Resources
CITYMANAGERAPPROVAL':'-~. tiD ... 0
EMILY HARRISON·
Assistant City Manager
CMR: 123:05 Page 3 of3
NOT YET APPROVED
SECTION 3 . 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:
AYES:
NOES:
ABSENT:
ABSTENTIONS:
ATTEST:
City Clerk
APPROVED AS TO FORM:
Senior Asst. City Attorney
050106 sm 0091553
Mayor
APPROVED:
City Manager
Director of Human Resources
Director of Administrative
Services
Fire Chief
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nor shall the Association,its representatives or members discriminate in any way toward anyone who refuses
to participate in a strike, or any of the job actions cited above.
ARTICLE V -SALARY PROVISIONS
Section 1. Salary Range Ad justments.
Salaries shall remain unchanged for the term of this Agreement.
During the term of this agreement a 16% differential will be maintained between E-step Captain and
Battalion Chief 56 Hour Assignment ~§,ilj'Q9t;SYQ!:~~~l< control point.
Section 2. EMT Differential.
Employees in represented classifications who maintain EMT certification will receive a 3% differential in
addition to their base salary.
ARTICLE VI -HOLIDAYS
Section 1. 56-Hour Work Week Assignments.
Employees assigned t6 a 56-hour workweek schedule will receive 5.75 hours straight time regular pay per
pay period in lieu of holidays to a maximum payment of 149.5 hours per year.
Section 2. 40-Hour Work Week Assignments.
Employees assigned to a 40-hour workweek schedule will receive paid holidays in accordance with Sections
517 and 518 of the Merit System Rules and Regulations. '
ARTICLE VII -VACATION ACCRUAL
Vacation will be accrued when an employee is in a pay status and will'be credited on a bi-weekly basis.
Such accrual balance and credit may not exceed three times the annual rate of accrual. Accrual rates are by
work week assignments as indicated in Section 1 and Section 2 below.
Section 1. 56-Hour Workweek Assignments.
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This Memorandum of Agreement shall become effective July 1, 200¥ and remain in effect until June 30, 2004§.
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NOT YET APPROVED
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:
AYES:
NOES:
ABSENT:
ABSTENTIONS:
ATTEST:
City Clerk
APPROVED AS TO FORM:
Senior Asst. City Attorney
031028 sm 0091554 2
APPROVED:
Mayor
City Manager
Director of Human Resources
Director of Administrative
Services
Fire Chief
F. Group Insurance
For newly-hired regular employees coverage begins on the first day of the month
following date of hire for the health plan, dental plan, vision care plan, life insurance
and long term disability plans if these benefits are elected.
1. Health Plan
a) Benefits will be provided in accordance with provisions of the PEMHCA Health
Plans. Monthly City-paid premium contributions for an employee-selected
PEMHCA optional plan will be made to the maximum amount indicated in each
category.
Eligible Active
Employees
Number of Parties
Covered
Employee Only
Employee Plus One
Employee Plus Two or
More
Monthly City Contribution
Premium for plan selected
~?t,}9,~)(~e,~~ the PO~4:c;;Ji~~l§~"."
Shield HMO Premium)\whicheveds hl~h~t' "" ,,",,""" """"" .... , .... " .. '"""".,.,,.
Premium for plan selected
N?~ t~ ex(;~~d the PO~~~~~f~~J~t ~~ll~J;J:MQ Premium;;iYb!~~~X~r.~~
Premium for plan selected
Not to exceed the PORAe of;:Bme ~~~~rH.MQ Premiu~~~li1~~'$¥J§
b) Active Employee Domestic Partners
1) Active employee domestic partners who meet the requirements of the
City of Palo Alto Declaration of Domestic Partnership, and are
registered with the Human Resources Department, are eligible for
reimbursement of the actual monthly premium cost of an. individual
health plan, not to exceed the individual PORAC RRQ monthly
premium. Evidence of premium payment will be required with request
for reimbursement.
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Once each calendar year an employee may cash out eight or more hours of
vacation accrual in excess of 80 hours (or five duty shifts), to a maximum of 80
hours (or five duty shifts), provided that the employee has taken as vacation in the
previous 12 months at least the number of hours cashed out.
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