HomeMy WebLinkAboutCC Report for Unrepresented Employees 11 2 11 meeting FINALPage 1 of 2
SARATOGA CITY COUNCIL
MEETING DATE: November 2, 2011 AGENDA ITEM:
DEPARTMENT: City Attorney CITY MANAGER: Dave Anderson
PREPARED BY: Deanna Mouser DIRECTOR: Catherine Engberg
Attorney, Chief Negotiator Acting City Attorney
SUBJECT: Council Resolution to Approve Employment Policy for Unrepresented
Regular, Benefited Full-Time Non-Management, Mid-Management, and
Management Employees (Amended November 1, 2011)
RECOMMENDED ACTION:
Approve the terms and conditions contained in said Resolution for Employment Policy for
Unrepresented Regular, Benefited Full-Time Non-Management, Mid-Management, and
Management Employees which is attached hereto and made a part hereof.
BACKGROUND:
The City’s unrepresented classifications are unrepresented, which means incumbents do not
engage in collective bargaining with the City on matters related to wages, benefits and other
terms and conditions of employment.
Unrepresented employees are those employees who after completion of the City’s mandatory 12-
month probationary period become regular, benefited full-time employees.
Unrepresented employees are subject to the City’s Personnel Rules and Policies adopted by the
City Council and are subject to the terms and conditions in said Resolution. Subsequent
modifications to the City’s personnel rules and policies and resolutions adopted by the City
Council are applicable to such unrepresented, regular, full-time employees.
The following is a summary of short and long-term key issues that unrepresented employees are
subject to:
Retirement: Effective July 1, 2011, unrepresented employees will contribute 7% of his/her
compensation on a pre-tax basis for the employee’s seven (7) percent fixed share of the CalPERS
defined benefit retirement program. Pension reform includes a 2-tier retirement plan for
employees hired after the City completes the PERS-required process. These employees will be
provided a 2%@60 defined benefit retirement formula with a three (3) year average of salary as
part of the retirement calculation.
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Medical Insurance Premiums: Medical insurance premium costs for employees continue to grow
year after year at rates that exceed the city’s revenue growth. For employees hired after July 1,
2011, the City’s contribution for medical insurance will be a specific amount set for each tier of
coverage, with the employee paying the amount above the City’s contribution level. ($600 for
employee only, $1200 for employee and one dependent, and $1500 for employee and two or
more dependents).
Elimination of Longevity Pay: For employees hired after July 1, 2011, the performance incentive
compensation program rewarding longevity will be eliminated.
Paid Time Off (PTO) Cap: The City will enforce its PTO cap.
Public Accountability: Administrative Leave and PTO will be taken by exempt (salaried)
employees and tracked in increments of one hour or more in a workday.
FISCAL IMPACTS:
In Fiscal Year 2011-12, the annual savings is approximately $9,756.66. These savings are
cumulative and additional savings will be realized in future years.
CONSEQUENCES OF NOT FOLLOWING THE RECOMMENDED ACTIONS:
Current terms and conditions of employment for unrepresented employees would remain
unchanged.
ALTERNATIVE ACTION(S):
N/A
FOLLOW UP ACTION(S):
ADVERTISING, NOTICING AND PUBLIC CONTACT:
Pursuant to Government Code 54954.2, this item was properly posted as a City Council agenda
item and was included in the packet made available on the City’s website in advance of the
meeting. A copy of the agenda packet is also made available at the Saratoga Branch Library each
Monday in advance of the Council meeting.
ATTACHMENTS:
1. Resolution