HomeMy WebLinkAboutAgenda Report - April 1, 1998 (49)CI'I`Y OF I,ODI COUNCIL COMMUNICATION
AGENDA TITLE: Approve Updated Executive Management Statement of Benefits
MEETING DATE: April 1, 1998
SUBMITTED BY: Human Resources Director
RECOMMENDED -ACTION: To approve the Executive Management Statement of Benefits.
BACKGROUND INFORMATION: The Council had previously addressed matters pertaining to
wages, hours and benefits by Resolutions 4336 (1977) and 89-189 (1989). Since that time the
Management/Mid-management Statement of Benefits (hereinafter "Statement of Benefits") has been
revised, with the last revision being November 1994. The existing Statement of Benefits required updating
and modification for the purposes of clarity, consistency, and legality.
On March 3, 1998 this document was presented at a shirtsleeve to the City Council. Based on Council
Member comments the following changes have been made:
1. The order of classification titles has been reversed to show City Council appointees at the top
(Article 1.1).
2. The City Attorney has drafted language to address conflicts between this document and a contract
between an Executive Management employee and the appointing authority (Article 1.7).
3. The typographical error has been changed from 15% to 10% (Article 2.3-1).
4. The performance bonus has been removed (Article 2.4).
5. The language regarding floating holiday leave prorated accrual has been clarified (Article 10.4).
6. The language regarding sick leave conversion selection has been clarified (Article 12.7).
Adoption of this document replaces the 1994 Statement of Benefits for Executive Management employees
and rescinds all prior resolutions and acts of the City delineating, for Executive Management, matters
covered by these documents, including but not limited to Resolutions 4336 and 89-189.
COST: N/A
Respectfully submitted,
Joand M. Narloch, Human Resources Director
cc: City Attorney
RESOLUTION NO. 98-56
A RESOLUTION OF THE LODI CITY COUNCIL APPROVING
THE 1998 EXECUTIVE MANAGEMENT STATEMENT OF
BENEFITS, AND RESCINDING RESOLUTIONS NO. 4336
AND NO. 89-189 AND THE 1994 STATEMENT OF BENEFITS
FOR EXECUTIVE MANAGEMENT EMPLOYEES
BE IT RESOLVED, that the Lodi City Council hereby approves the 1998 Executive
Management Statement of Benefits, and rescinds Resolutions No. 4336 and No. 89-189,
and the 1994 Statement of Benefits for Executive Management Employees.
Dated: April 1, 1998
I hereby certify that Resolution No. 98-56 was passed and adopted by the Lodi
City Council in a regular meeting held April 1, 1998 by the following vote:
AYES: COUNCIL MEMBERS - Johnson, Land, Mann, Pennino, Sieglock
(Mayor)
NOES: COUNCIL MEMBERS - None
ABSENT: COUNCIL MEMBERS - None
ABSTAIN: COUNCIL MEMBERS - None
ALICE M. J�MCHE
City Clerk
CITY OF LODI
EXECUTIVE MANAGEMENT
STATEMENT OF BENEFITS
E
MARCH 18 1998
INDEX
A
R
Administrative Leave
10
Retirement
At -Will Status
10
S
C
Sick Leave
Catastrophe Bank
24
Sick Leave Conversion
Compensation
2
Stipulation Of Benefits
D
T
Deferred Compensation
5
Tuition Reimbursement
Dental Insurance
17
V
E
Vacation Leave
Executive Management Classifications
1
Vision Insurance
Executive Physical Examination
15
F
Flexible Spending Account
6
H
Holiday Leave
11
Hours And Overtime
7
J
Jury Duty
25
L
Leaves And Leaves Of Absence
21
Life Insurance
19
Long -Term Disability Insurance
20
M
Medical Insurance
16
P
Professional Liability
23
8
12
13
4
22
9
18
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March 1998
ARTICLE I - EXECUTIVE MANAGEMENT CLASSIFICATIONS/AT WILL STATUS
1.1
1.2
1.3
1.4
1.5
1.6
1.7
Executive Management employees are "at -will" and serve at the pleasure of the
appointing authority. Executive Management employees fall under three categories:
City Council appointees; City Manager appointees; and Library Board appointee.
Classifications which serve at the pleasure of the City Council are as follows:
City Attorney
City Clerk
City Manager
Classifications which serve at the pleasure of the City Manager are as follows:
Community Center Director
Community Development Director
Deputy City Manager
Economic Development Coordinator
Electric Utility Director
Finance Director
Fire Chief
Parks and Recreation Director
Human Resources Director
Police Chief
Public Works Director
The Library Services Director serves at the pleasure of the Library Board.
Employment with the City of Lodi shall serve as employees sole and exclusive
employment unless otherwise approved by the City Manager.
Upon hire, Executive Management employees will be subject to a contract as a condition
of employment.
To the extent that language in the contract entered into between the City and an Executive
Management employee is found to conflict with this statement of benefits, the language
of the contract shall govern.
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March, 1998
2.1
2.2
2.3
ARTICLE II — COMPENSATION
Purpose of the Executive Management Compensation System
The primary purpose of the Executive Management compensation system is to recruit and
retain the best available talent for a given position and provide incentives for peak
performance. This requires that pay ranges be competitive in making the City a desirable
place to work and that a rational pay and incentive system be in place.
Compensation Principles
The principles by which Lodi's Executive Management compensation system operates
are:
• Market Equity: Salary ranges for a given position will normally be similar to salary
ranges of comparable agencies for which the City of Lodi competes for employees.
• Compensation: The compensation of Executive Management employees will be
based on performance, market, and needs of the City. Accordingly, managers will
receive as a minimum an annual performance evaluation developed between the City
Manager and the employee.
Definitions
1. Control Point — a point upon which the salary range for an Executive Management
position is based. The bottom of the range is 10% below the Control Point, and the
ceiling of the range is 10% above the Control Point. Control Points are recommended
by the City Manager and approved by the City Council, using external salary
comparisons and internal salary relationships. While there are no "steps" in
Executive Management salary ranges, the Control Point may be considered to be
similar to the "C" step for positions with stepped pay ranges.
2. Cost Of Living Increase — an increase to the Control Point for each Executive
Management position as approved by Council. A Cost Of Living increase to the
actual salary of an employee is subject to approval by the City Manager.
3. Equity Increase — a change in the Control Point for a specific Executive
Management position, apart from the Cost Of Living increase, approved by City
Council. An Equity increase may be justified based upon organizational changes,
internal comparisons and/or external market equity survey data. A market survey will
be performed at a minimum of once every three (3) years.
2
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March, 1998
2.4
2.5
2.6
2.7
4. Performance Increase — a salary increase granted by the City Manager to an
individual whose performance regularly exceeds job standards for that position. A
Performance Increase is designed to apply to a specific individual occupying an
Executive Management position and will not raise the Control Point for that position.
A Performance Increase may be granted up to a maximum of 10% percent above the
Control Point for that position and shall not exceed the salary range. Normally
performance increases will occur in steps of 5%.
5. Salary Range — a range of compensation, the bottom of which is 10% below the
Control Point, and the ceiling of which is 10% above the Control Point for an
Executive Management position.
General Provisions
1. The Control Point will be the highest salary which an employee may receive, except
for Performance Increases as determined by the City Manager.
2. General adjustments to Executive Management salary ranges will be made by moving
the Control Point in the amount approved by the City Council as a Cost Of Living
increase or by salary survey. Executive salaries will be moved in relation to Control
Point changes as determined by the City Manager.
Appointments
A person appointed to an Executive Management position will receive a salary no less
than 10% below the control point or 10% above the control point.
Performance Review — First Year
After six months from the original date of appointment and with a satisfactory
performance evaluation, the City Manager may grant an increase in salary of not more
than 5%. At one year from the original date of appointment, the City Manager may grant
an increase in salary of not more than 5%.
Annual Performance Review
The City Manager will develop an annual performance evaluation with each employee
which will include goals and objectives in the City's Financial Plan and Budget and other
objectives as may be considered to be appropriate.
3
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March 1998
3.1
3.2
3.3
ARTICLE III — STIPULATION OF BENEFITS
The benefits described herein, reflect the type and, as appropriate, level of benefits
offered to Executive Management employees at the time upon which this Statement of
Benefits was revised (11/97). The City reserves the right at any time to modify the type
and level of benefits offered to Executive Management employees to the fullest extent
permitted by law.
This Statement of Benefits describes fully all matters relating to salary, benefits, hours,
leaves, holidays and tuition reimbursement conferred to Executive Management
employees. No additional benefit may be conferred by the City or any City employee to
Executive Management employees unless authorized in writing by the City Council by
formal action.
The City shall not be required to provide such benefits if individual members are
ineligible due to law or regulations.
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March, 1998
4.1
ARTICLE IV — DEFERRED COMPENSATION
Executive Management employees may participate in the City's Deferred Compensation
Plan. Investment options available to participants are specified in the prospectuses of the
Deferred Compensation administrators. Eligibility is determined by applicable laws and
carrier plans.
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March 1998
5.1
5.2
ARTICLE V — FLEXIBLE SPENDING ACCOUNT
Executive Management employees shall have the option of participating in the Flexible
Spending Account (Section 125 Plan).
Specifics regarding the conditions and administration of the plan are available from the
administrators.
Elections for the calendar year will be made during the designated open enrollment
period, or if a change in family status occurs.
CITY OF LODI ' EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March. 1998
6.1
6.2
W
ARTICLE VI — HOURS AND OVERTIME
In addition to working schedules consistent with regular business hours, Executive Management
employees are required to work hours beyond regular business hours as determined by the scope of
a position's responsibilities, and in accordance with business necessity and the needs of the City.
Executive Management positions are considered exempt from the overtime provisions of the Fair
Labor Standards Act, and shall not be eligible for compensatory time off (CTO), except where a
Federal emergency is declared. The City Manager will make determinations for compensation
under these circumstances on a case by case basis.
Upon promotion into an Executive Management position compensatory time accrued must be paid
or used prior to the promotion.
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March 1998
ARTICLE VII - RETIREMENT
7.1
The City of Lodi provides retirement benefits through the Public Employees Retirement
System. Executive Management employees shall receive the following retirement benefits.
The Police Chief is covered under Police, the Fire Chief is covered under Fire and all other
Executive Management employees are covered under the Miscellaneous category.
Police 2% at 50 plan • 1959 Survivors Benefit
• Employees' 9% paid by City
Credit for Unused Sick Leave
Fire 2% at 50 plan • 1959 Survivors Benefit
• Employees' 9% paid by City
• Single highest year
• Credit for Unused Sick Leave
Miscellaneous 2% @ 60 plan • 1957 Survivors Benefit
• 1959 (Plus 25%) Survivors Benefit
• Ordinary disability vested at 30% at 5
years increasing I% per year to maximum
of 50%
• 50% survivors continuation
• Employee's 7% paid by City
+ Credit for Unused Sick Leave
8
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March. 1998
K►.
8.3
8.4
ARTICLE VIII — VACATION LEAVE
Employees hired into an Executive Management position prior to July 1, 1994 shall
receive the following vacation benefits:
Beginning with:
Date of Hire:
6th year
12th year
15th year
21 st year
22nd year
23rd year
24th year
25th year
3.08 hours per pay period
4.62 hours per pay period
5.23 hours per pay period
6.16 hours per pay period
6.47 hours per pay period
6.78 hours per pay period
7.09 hours per pay period
7.40 hours per pay period
7.71 hours per pay period
(10 days per year)
(15 days per year)
(17 days per year)
(20 days per year)
(21 days per year)
(22 days per year)
(23 days per year)
(24 days per year)
(25 days per year)
Employees hired into an Executive Management position after July 1, 1994 shall receive
the following vacation benefits:
Beginning with:
Date of Hire:
6th year
12th year
15th year/above
3.08 hours per pay period
4.62 hours per pay period
5.23 hours per pay period
6.16 hours per pay period
(10 days per year)
(15 days per year)
(17 days per year)
(20 days per year)
Employees promoting into an Executive Management position will follow the vacation
schedule referenced in articles 8.1, 8.2, or 8.3, depending upon their initial employment
date with the City of Lodi.
Vacation may not be carried over to the subsequent year in excess of the amount earned
in a calendar year unless authorized by the City Manager.
Vacation leave may be varied for Council appointees.
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March 1998
01
9.2
9.3
9.4
ARTICLE IX — ADMINISTRATIVE LEAVE
Beginning calendar year 1998, Administrative Leave will be given on a calendar year
basis. To implement this change, employees will be credited with 40 hours of
Administrative Leave in January of 1998 (coupled with the 80 hours received in July of
1997), for a total of 120 hours to be used by December 31, 1998. From 1999 forward,
employees will be credited with 80 hours Administrative Leave in January of each year.
New employees or employees becoming eligible due to a promotion receive
Administrative Leave on a prorated basis, with eight hours granted for each full calendar
month remaining in the calendar year with a maximum of 80 hours.
Employees separating mid -year will receive a cash payout for unused Administrative
Leave with respect to that calendar year only.
Employees may request that up to 40 hours of Administrative Leave be taken as cash
payment during the calendar year except in the months of May and June. A request to
cash out Administrative Leave must be in writing and submitted to the Finance
Department.
10
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March. 1998
10.1
10.2
10.3
10.4
ARTICLE X — HOLIDAY LEAVE
Executive Management shall receive four floating holidays and the following eight and
one-half fixed holidays:
• New Year's Day
• President's Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Day after Thanksgiving Day
• Christmas Eve (4 hours)
• Christmas Day
January 1
3rd Monday in February
Last Monday in May
July 4
1 st Monday in September
4th Thursday in November
Friday after Thanksgiving Day
December 24
December 25
Fixed holidays occurring on Saturdays shall be observed on the preceding Fridays;
Sunday holidays will be observed on the following Mondays, with the exception that if
the following Monday were a holiday, the Sunday holiday would be taken on the
preceding Friday.
Holiday hours may not be carried into the following calendar year.
If hired or separated at any time other than the beginning of a calendar year, employee
shall be credited or debited with fixed holidays remaining in the year.
The four (4) floating holidays will be prorated as follows:
Hired or Separated Days Credited Days Debited
Jan -March 4 3
April -June 3 2
July -Sept 2 1
Oct -Dec 1 0
a]
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March. 1998
11.2
ARTICLE XI — SICK LEAVE
Sick Leave is earned at the rate of 3.70 hours per pay period with no limit on the amount
that can be accumulated. Total sick leave accrued is 12 days per year.
Employees promoting into an Executive Management position will accrue sick leave at
the rate indicated in section 11. 1, providing their initial employment with the City of Lodi
was prior to January 1, 1996.
11.3 Employees hired after January 1, 1996 will accrue sick leave at the rate of 3.08 hours per
pay period with no limit on the amount that can be accumulated. Total sick leave accrued
will be 10 days per year.
12
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March 1998
12.1
ARTICLE XII — SICK LEAVE CONVERSION
Executive Management hired prior to July 1, 1994, after 14 years with the City and only
upon retirement, may convert their accumulated sick leave time to medical insurance
premiums or cash under the following options:
OPTION # 1 - "Bank"
The number of accumulated hours shall be reduced by 16-2/3% and the remaining
balance converted into days. The days are then multiplied by the current monthly
premium being paid for the employee and, if applicable, his/her dependents. Fifty
percent of that dollar amount will be placed into a "bank" to be used for medical
insurance premiums for the employee, and if applicable, his/her dependents. For each
year of employment over 10 years, 2.5% will be added to the 50% used in determining
"bank" amount. Total premiums shall be paid from the Bank until its depletion, at which
time the conversion benefit stops. In the event the retiree dies, the remaining bank will be
reduced by 50% and the survivor may use the bank until the balance is gone.
Employees may elect to defer using this sick leave conversion option for a period of up to
five years following retirement.
OPTION #2 - "Conversion"
The number of accumulated hours shall be multiplied by 50% and converted to days. The
City shall pay one month's premium for employee and dependents for each day after
conversion. For each year of employment in excess of 10 years, 2.5% shall be added to
the 50% before conversion. The amount of premium paid shall be the same as the
premium paid by the City at the time of retirement. In the event any differences are
created by an increase in premiums the difference must be paid for by the employee. The
City shall allow a surviving dependent of a retiree enrolled in the Sick Leave Conversion
program to purchase medical insurance at the employee only premium for the same
period as if the retiree had not died.
OPTION 43 - "Cash -Our"
A retiring employee will be able to choose a cash pay-off of accumulated sick leave at the
rate of 30% of base pay per hour. No further medical benefits will be available through
the City of Lodi.
13
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March, 1998
12.2
12.3
12.4
12.5
12.6
12.7
Employees hired after July 1, 1994 will not have the option of converting unused sick
leave time into medical insurance premiums or cash as referenced in OPTION 1-3.
In the event an active employee dies before retirement and that employee is vested in the
Sick Leave Conversion program (10 years) the surviving dependents have an interest in
one-half (1/2) the value of the bank as calculated in section 12.1.
A retiree or surviving dependent, upon expiration of City -paid coverage, if any, has the
option of purchasing at the prevailing rate additional medical insurance for an unlimited
amount of time.
Out of area retirees may receive reimbursement for medical insurance premiums up to
the City's liability as specified in Section 12.1; Option #2.
Only one City of Lodi employee may carry dependent coverage for another City
employee, therefore, upon retirement the employee may re -enroll as an individual into the
health plan in order to take advantage of the Sick Leave Conversion program.
The City has modified its contract with PERS to add credit for unused sick leave per
Government Code Section 20868.8. This benefit is available to all employees regardless
of date hired; however, it is the only sick leave conversion benefit available to employees
hired after the effective date of July 1, 1994. It is agreed that eight hours equals one day
for purposes of determine days creditable. If an employee opts to solely utilize the
provisions of another option, other than 12.7, the City will report to PERS that they have
zero hours of unused sick leave. If an eligible employee opts to utilize this option in
conjunction with other sick leave conversion options (see article 12.8), the City will
report to PERS a pro rata portion of the unused sick leave.
Example: Sally has 1000 hours of sick leave when she retires after 10 years of city
service. She opts to cash out 200 hours and requests that the remaining 800 hours be
used for PERS credit. The City will report 800 hours of unused sick leave to PERS.
12.8 An employee may opt to combine more than one sick leave conversion option as long as
the total time utilized does not exceed the employee's total accumulated sick leave
balance.
Example: Joe has 1000 hours of sick leave when he retires after 10 years of city
service. He opts to cash out 500 hours and requests that 500 hours be converted into
medical premiums.
14
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March 1998
13.1
13.2
ARTICLE XIII — EXECUTIVE PHYSICAL EXAMINATION
Executive Management employees may elect to receive a complete annual executive
physical examination as deemed necessary by the employee's physician:
Employees shall be reimbursed for costs not covered by the medical insurance for
procedures pursuant to 13.1. Employees must submit all related receipts, attached to a
claim voucher, to the Finance Department for reimbursement.
15
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March 1998
14.1
14.2
ARTICLE XIV -- MEDICAL INSURANCE
Executive Management employees are provided with fully paid family medical and
pharmaceutical insurance. Should an employee decide to elect single medical coverage,
the City of Lodi will deposit $25.00 per pay period into the employees deferred
compensation account. If no coverage is elected $71.15 per pay period will be deposited
into the employees deferred compensation account.
Only one City of Lodi employee may carry dependent coverage for another City
employee. Co -payments incurred due to the loss of dual coverage will be reimbursed by
the City of Lodi on a quarterly basis.
16
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March 1998
15.1
15.2
ARTICLE XV — DENTAL INSURANCE
Executive Management employees are provided fully paid family dental insurance.
Maximum benefits are $1,000 for each family member enrolled into the dental plan,
per calendar year. There is a $25 deductible plus co-insurance features.
17
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March 1998
16.1
ARTICLE XVI — VISION INSURANCE
Executive Management employees are provided with a family vision care insurance plan
with a $25 deductible.
18
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March 1998
17.1
17.2
17.3
17.4
ARTICLE XVII — LIFE INSURANCE
Executive Management employees are provided with term life and accidental
death/dismemberment insurance. In general, the benefits are as follows:
Executive Mana-ement
Police and Fire Chiefs
All other Executive Management
Benefit
1-1/2 times annual salary rounded to next
highest $1,000 plus $2,000.
1-1/2 times annual salary rounded to the next
highest $1,000, plus $12,000. Maximum life
insurance is $150,000.
Life Insurance includes dependent coverage as follows:
Spouse dependent $1,500
Unmarried child dependent (age 6 months to 21 years) $1,500
Unmarried student dependent (age 21-22) $1,500
Dependent handicapped child $1,500
Child dependent (under 6 months) $ 150
Executive ManaZD
gement employees are provided with $100,000 of accident insurance
while traveling on City business outside the City limits. Spouses are only covered while
accompanying the City employee on City business, or while conducting business on
behalf of the City.
Executive Management employees are also provided with a $25,000 accidental death
policy, in the event of death resulting from a line -of -duty injury.
T"
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March, 1998
18.1
18.2
18.3
18.4
ARTICLE XVIII — LONG TERM DISABILITY
A long term disability program which, coordinated with other disability benefits, shall
provide a benefit of 66 2/3% of the employee's basic monthly earnings, in the event of
disability. This program commences 60 days from the date of disability.
Employees qualifying for coverage shall receive long-term disability benefits
commencing on the 61 st calendar day following the last day worked. Medical insurance
coverage will remain in effect until the last day of the month in which the employee was
placed in a leave without pay status. The City will continue the employees medical,
dental and vision coverage for 90 days thereafter and life insurance for 1 year. Other
benefits and obligations must be met by the employee. Long-term disability benefits are
coordinated with other benefits received during disability, such as Workers'
Compensation temporary disability payments or PERS unmodified retirement
allowances.
The Police Chief and Fire Chief are also covered under the provisions of the California
Labor Code, Section 4850, if the disability is job-related.
Employees must submit a physician's certificate prior to returning to normal work duties.
20
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March, 1998
19.1
19.2
ARTICLE XIX — LEAVES AND LEAVES OF ABSENCE
Executive Management employees shall receive all leaves and leaves of absence in
accordance with Federal and State mandates and City policies.
Family Medical Leave
a) Family Medical Leave is available to employees upon reasonable request unless such
request qualifies as an exception to eligibility for family medical leave, or that
granting the leave would cause undue hardship.
b) Family Medical Leave is leave of absence up to a total of four (4) months from the
date leave commenced within a 12 -month period for the following reasons:
1) Birth of a child of the employee and in order to care for such child or the
placement of a child with an employee in connection with the adoption or foster
card of child by an employee (such leave must be taken within the 12 -month
period following the child's birth or placement with employee); or
2) To care for a child, parent or spouse of the employee who has a serious health
condition; or
3) Because of a serious health condition that makes the employee unable to
perform the functions of his/her position.
c) The terms and conditions for leaves of absence without pay pertaining to the medical
benefits are applicable to Family Medical Leave in accordance with the City of
Lodi Administrative Policy and Procedure.
21
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March, 1998
20.1
ARTICLE XX — TUITION REIMBURSEMENT
Executive Management employees shall receive up to $300 per fiscal year for tuition
reimbursement, or the equivalent cost of tuition and books for two courses per semester
or quarter at a State university beyond the level of an Associate of Arts degree, to be paid
upon the satisfactory completion of job-related course work. This section will be applied
toward tuition at an accredited College or University.
22
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March 1998
21.1
ARTICLE XXI — PROFESSIONAL LIABILITY
As provided in Government Code Section 840 and the following, Executive Management
employees shall be indemnified and held harmless by the City against all costs, legal
expenses, and liability arising out of decisions made in their capacity for the City of Lodi
and/or from any cause of action for property damage, or damages for personal injury,
including death, sustained by person(s) as a result of a decision made in their capacity,
except that:
A. The City is not required to but may provide for the defense of an action or
proceeding brought against an employee or former employee if the City determines
that:
1. The act or omissions was not within the scope of their employment; or
2. They acted or failed to act because of actual fraud, corruption, or actual malice; or
3. The defense of the action or proceeding by the City would create a conflict of
interest between the City and the employee or former employee.
B. The City is not required to but may pay any claim of judgment for punitive or
exemplary damages under the following circumstances:
1. The judgment is based on an actor omission of an employee or former
employee acting within the course and scope of their employment as an
employee of the City.
2. At the time of the act giving rise to the liability, the employee or former
employee acted, or failed to act, in good faith, without actual malice and in the
apparent best interests of the City.
3. Payment of the claim of judgment would be in the best interests of the City.
23
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March 1998
22.1
ARTICLE XXII - CATASTROPHE BANK
This bank is available for all Executive Managers, who by reason of illness or non-
industrial injury exhaust all employee benefits. To be eligible to receive this benefit the
employee must have first exhausted all accrued leave time. This bank is funded by
voluntary transfers of the dollar value of accumulated leave balances to another manager
or mid -manager. All such transfers shall require approval of the City Manager or his/her
designee.
"Catastrophe" is defined as being a medically certified condition in which the employee
is incapacitated and unable to work due to a prolonged illness or non -industrial injury
which is estimated to last for at least thirty calendar days.
The time placed in the bank shall be converted into dollar value and shall be drawn at the
requesting employee's pay step.
All donated hours must be used on a continuous and uninterrupted basis until the earliest
of the following events occurs:
1. The employee returns to work.
2. The employee's employment terminates.
All donations must be a minimum of four hours.
Hours to be donated shall be kept in a pledge status until used. As needed, pledged hours
shall be debited from the donor's leave balance and credited to the recipients usable
accrual balances. Once credited, the donation becomes irrevocable.
Executive Management employees may only receive donations from Executive
Management employees. Any exception to this paragraph must be approved by the City
Manager or designee.
The Catastrophe Bank will be administered in accordance with the Catastrophe Leave
Policy and Procedure, attached (Attachment A)
24
CITY OF LODI EXECUTIVE MANAGEMENT STATEMENT OF BENEFITS March, 1998
23.1
ARTICLE XXIII - JURY DUTY
Jury duty for inquest juries and trial juries shall be administered in accordance with the
Administrative Policy and Procedure Manual, Sec. J. Grand jury service is not covered
by jury duty leave.
25
SUBJECT
ATTACHMENT A
CITY OF LODI
ADMINISTRATIVE POLICY AND PROCEDURE MANUAL
CATASTROPHIC LEAVE - Policy
DATE ISSUED February 18, 1998
SECTION
REFERENCE
C
SECTION 1: PURPOSE
The Catastrophic Leave Program is designed to assist full
time regular employees who have exhausted all paid leave due to a serious or catastrophic
illness or non -industrial injury or because the employee is providing necessary full-time care to
his/her spouse or dependent child who has a serious catastrophic illness or injury.
The Catastrophic Leave Program allows other City
employees to voluntarily donate vacation, compensatory time off (CTO), administrative leave,
or sick leave to an employee who meets the eligibility requirements so that the recipient will be
able to remain on a paid status for a loner period of time, or until the employee qualifies and
has met the waiting period for short or long term disability.
SECTION 2: ELIGIBILITY FOR PERSONAL CATASTROPHIC LEAVE
The employee must meet the following requirements to be
eligible:
A. The employee must be in a full time, regular position.
B. The employee must have verifiable serious or catastrophic
illness or non -industrial injury which is estimated to last
for at least (30) calendar days. Serious or catastrophic
illness or injury is one in which the employee is
incapacitated and unable to work as certified by their
physician.
CITY OF LODI ADMINISTRATIVE POLICY AND PROCEDURE MANUAL
Catastrophic Leave - Policy Page 2 of 3
C. The employee must have exhausted all leave balances.
D. The employee is not receiving short or long-term
disability or similar benefit.
SECTION 3: ELIGIBILITY FOR FAMILY CATASTROPHIC LEAVE
A. The employee must be in a full time, regular position.
B. The employee must have exhausted all leave balances.
C. The employee's spouse or child has a verifiable serious or
catastrophic illness or injury which results in the employee
being required to provide full-time care for that family
member.
SECTION 4: MAXIMUM LENGTH OF LEAVE
The maximum length of Catastrophic Leave that may be received
and taken in any calendar year is 60 days for an employee providing care to a family member
or until the employee begins short or long-term disability for Personal Catastrophic Leave.
SECTION 5: DONATIONS
The donating employee may donate hours from vacation, CTO,
administrative leave, or sick leave balances. In order to donate sick leave, the donor must
have a sick leave balance of least 160 hours after making any donation.
Donations can be made for any amount provided they are made
for a minimum of four hours. Donations are irrevocable'
4iPP.N1
CITY OF LODI ADMINISTRATIVE POLICY AND PROCEDURE MANUAL
Catastrophic Leave - Policy Page 3 of 3
SECTION 6: RECEIPT AND USE OF DONATIONS
Donations are used by the recipient in the order received from
Donors.
In any calendar year, no further donations will be accepted after
the recipient has received the maximum allowable under Section 4.
All donated hours must be used on a continuous and
uninterrupted basis until the earliest of the following occurs:
A. All donated leave balances are exhausted; or
B. The employee returns to work; or
C. The employee begins receiving short or long-term
disability benefits; or
D. The employee's employment terminates.
SECTION 7: EFFECT ON OTHER BENEFITS
Refer to the Family Medical Leave Policy.
L4 PP,LA
CITY OF LODI
ADMINISTRATIVE POLICY AND PROCEDURE iv1AlN'UAL
SUBJECT CATASTROPHIC LEAVE - Procedure
DATE ISSUED February 18, 1998
SECTION C
REFERENCE
SECTION 1: APPROVAL OF LEAVE
An employee who has exhausted, or soon will exhaust sick leave,
vacation, CTO and/or Administrative Leave or the employee's representative, must request the
employee's participation in the CLP on an application form and supply written verification of
the illness or injury from a physician. The completed form must be submitted to the Human
Resources Department for approval.
The Human Resources Department will notify the requesting,
employee and the Finance Department of the approval for Catastrophic Leave.
SECTION 2:
REQUEST FOR DONATIONS
The recipient employee's bargaining unit and/or the Human
Resources Department will make known the request for CLP donations.
SECTION 3:
PROCESSING OF DONATIONS
Donating employees complete the catastrophic leave transfer
request form and submit it to the Finance department.
Donations will be placed in the catastrophic leave bank until the
maximum hour limit is reached, or is no longer eligible for catastrophic leave.
Donated hours will be kept in a pledge status until the hours are
used by the recipient.
CITY OF LODI ADMINISTRATIVE POLICY AND PROCEDURE MANUAL
Catastrophic Leave - Procedure Paae 2 of 2
SECTION 4: RECEIPT OF DONATIONS
Donations are converted into dollar value and shall be drawn at
the recipients pay step.
Used donated leave time shall be subject to the recipients normal
payroll deductions.
WAL/1