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HomeMy WebLinkAbout3I. Approve Non-union Compensation Agreement 2013-14 I CITY OF FARIBAULT NON-UNION COMPENSATION AGREEMENT ADOPTING REVISED NON-UNION COMPENSATION GUIDELINES FOR 2013 & 2014 WHEREAS, the City Council establishes annual compensation for all non-union City of Faribault employees. THE CITY OF FARIBAULT RESOLVES: SECTION 1 EFFECTIVE DATE 1.1 Duration This resolution shall remain in effect until the last day of December 2014 or until otherwise amended or repealed. SECTION 2 WAGE PROVISIONS 2.1 Salary Range Salary ranges are assigned to non-union positions. The ranges are as a result of the City wide pay equity program and other factors related to the establishment of compensation systems. Salary ranges represent possible salary locations during the initial employment period. Factors used to place an employee within the range will include: market considerations, employee performance, length of service, special skills, and rate at which they become fully competent in their positions. 2.2 Performance Compensation The City Administrator shall recommend to the City Council non-union employees wage at any point within the wage ranges set forth in Exhibit A of this resolution. When establishing wages for new or existing employees, the City Administrator shall assure that the employee's wage bears a reasonable F; relationship to the following factors: ` r_+ a) The external or market compensation paid to similar positions outside of '= the city organization; and b) The internal compensation paid to positions within the city organization with similar job responsibilities and difficulty; and 1 c) The past and current job performance of the individual employee; and d) The experience and knowledge of the individual employee. All non-union employees shall be subject to a written and documented performance evaluation. The employee's immediate supervisor and/or Department Director shall evaluate the work performance of employees who are under their responsibility. The evaluation shall be discussed with the employee and forwarded with a recommendation on compensation to the City Administrator for consideration. Wage adjustments shall not be made without a completed evaluation. Wage adjustments will be made according to the employee agreements approved by City Council and signed by employee at date of hire. The City Council shall have the authority to additionally compensate employees whose work performance is determined to be exceptional. The compensation may be distributed in one or more of the following forms: a) Lump sum merit pay not to exceed five (5) percent of the employee's annual wage rate or $4,500, whichever is less. b) Larger than normal increase (permanent or temporary) within the employee's wage range. c) The award of additional day(s) of administrative leave beyond that allowed by Section 4.4 of this resolution. SECTION 3 MISCELLANEOUS PAY PROVISIONS 3.1 Transportation Expenses Any employee who is required to use their personal automobile for city business shall be reimbursed at the rate that is currently paid by the State of Minnesota, if they do not receive a vehicle allowance. The City Administrator may establish a vehicle allowance of up to $375.00 per month for Department Directors. Vehicle allowance will be treated as compensation for purposes of state and federal income reporting. 3.2 Uniform Allowance A payment of$40.00 per month shall be made to individuals serving in the positions of Police Chief, Police Captain and Director of Fire and Emergency Management. This payment shall be for the purpose of compensating these individuals for the furnishing, cleaning, and maintenance of a required uniform. The supervisor of any personnel who receive a clothing allowance or receive 2 i clothing pursuant to a collective bargaining agreement may be provided the same clothing allowance provision if it is determined work necessary. 3.3 Conference per Diem The City shall provide a per diem as a meal allowance in the event of overnight travel as established by the table included with the Supervisor Procedures Manual which follows IRS guidelines. The employee shall be paid in advance of the meeting or conference. Travel outside the State of Minnesota must be approved by the City Council. SECTION 4 LEAVE BENEFITS 4.1 Holidays Non-union employees shall have the following holidays enumerated: 1) New Year's Day, 2) Martin Luther King Day, 3) President's Day, 4) Memorial Day, 5) Independence Day, 6) Labor Day, 7) Veterans Day, 8) Thanksgiving Day, 8) Day after Thanksgiving, and 9) Christmas Day. Employees shall be granted the holiday off without loss of pay. Any employee that is required to work on a holiday, outside of his/her standard work week shall receive an additional floating holiday. When a holiday falls on a Saturday, the holiday shall be considered to have occurred on the preceding Friday. If a holiday falls on a Sunday, the holiday shall be celebrated on the following Monday. If a non-union employee is required to work one of the above stated holidays, the City Administrator shall have the authority to provide an additional floating holiday to be taken or used in accordance with the rules governing the same. All employees shall also receive one (1) floating holiday at the beginning of the year to be taken in accordance with the rules governing vacation days. Floating holiday hours are banked the first pay period of the year based on full-time equivalency. 4.2 Vacation The vacation schedule is based on full-time equivalency. Employees who have been employed uninterruptedly with no breaks in employment except for brief layoffs which are directed by management shall be eligible for a paid vacation at their regular rate of pay pursuant to the following schedule: vacation will be earned at the rate of 80 hours per year for the first five (5) years of employment; at the rate of 120 hours per year for 6-10 years of employment; and at the rate of 160 hours per year thereafter. An employee may not use vacation leave until they have an accumulated total of at least five (5) days. At any time during the calendar year, the employee may be compensated at a rate of one days pay for each vacation day accumulated, 3 is provided that the employee has taken at least ten days of vacation and/or administrative leave. Employees earning vacation at a rate of 80 hours per year may not accumulate more than 120 hours. Employees earning vacation at the rate of 120 hours per year may not accumulate more than 184 hours. Employees earning vacation at the rate of 160 hours per year may not accumulate more than 240 hours. Vacation must be taken so as not to jeopardize sufficient municipal operations at any time by written request from the employee to the Department Director or City Administrator. Employees will not be allowed to accumulate vacation in excess of the maximum amounts previously specified unless they were specifically asked to forego a portion of their vacation in writing by the City Administrator. If it is necessary for the City Administrator to request that an employee forego a portion of his/her vacation time, the employee will be entitled to use that portion previously accumulated during the next succeeding six months. 4.3 Sick Leave Sick leave shall be compensated for at the regular rate of pay. Sick leave may be legitimately used for personal injury, illness or appointments. Employees must use sick leave in increments of a minimum of one hour increments with supervisor approval. Employees shall be allowed to use sick leave as needed, except that in order to qualify for sick leave, an employee must report that he/she is sick no later than one hour before the time for which he/she is scheduled to report to work. This one hour restriction shall not apply to employees who become sick while at work. Employees on sick leave for more than three consecutive days may be required to submit a physician's statement of illness. Employees may be required to submit a physician's statement of illness after one day, if that day is immediately before or after a holiday or regularly scheduled day off. Any employee who has exhausted his/her sick leave and requires additional sick leave may substitute vacation for the same. Sick leave is accrued based on full-time equivalency. Employees shall accrue 168 hours per year except employees hired after December 31, 1998 shall accrue at 120 hours per year. Employees shall be compensated at a rate of eight (8) hours of pay for each twenty-four (24) hours of unused sick leave in excess of a maximum c accumulation of 480 hours. Employees having more than 480 hours accumulation on January 1, 1980, who elected shall retain such accumulation for sick leave usage and termination consideration. Sick leave compensation shall occur the first pay period of December of each year. When an employee is eligible for Worker's Compensation payments, he/she may supplement these payments with a prorated portion of any accumulated sick F 4 T r leave so that the combination of the two benefits will equal his/her net pay. Net pay is defined for these purposes as regular pay received from a standard work week less mandatory deductions which include federal and state taxes, social r' security, Medicare, PERA and wage garnishments. If he/she should exhaust his/her accumulated sick leave, he/she will receive Worker's Compensation payments only. 4.4 Administrative Leave Upon approval by the City Council, the City Administrator may compensate up to five days administrative leave. Said leave may be carried over from year to year. Employees may not accumulate more than 120 hours. At any time during the calendar year, the employee may be compensated at a rate of one days pay for j each administrative leave day accumulated. j I' 4.5 Emergency Leave Emergency Leave may be granted to an employee in the event of serious illness or other emergency in the family of said employee. Employees in need of such leave shall make application to their supervisor. Such time as is granted shall be charged against the employee's sick leave account. The rate of charge against the sick leave account shall be that of the actual time absent from work. The granting of such emergency leave shall not be unreasonable or arbitrarily withheld. i 4.6 Jury Duty II I All employees will receive a leave of absence when called for jury duty. The employee will be paid at their regular rate of pay by the City. The employee shall in turn submit to the City the amount of jury duty pay received, minus mileage reimbursements. Jury duty calls shall be reported to the supervisor on the first working day following the receipt of the jury summons. 4.7 Funeral Leave Employees are allowed to use up three (3) days for the death of an immediate family member, with pay, as funeral leave upon the death of an immediate family member. One (1) day of paid funeral leave is provided to an Employee in the event of the ;IF death of any another family member. Immediate family members include an Employee's spouse, parents, children, siblings, grandparents, grandchildren, similarly-related step relationships, in-laws, and domestic partners. Other family members include aunts, uncles, nieces, nephews, and similarly related in-laws. Funeral leave will not be deducted from the Employee's vacation or sick leave balances. Employees may request additional time off for a longer leave or to attend the funeral of a more distant relative or friend. 5 'i Prior approval of the applicable Department Director or City Administrator is required, and if allowed, such leave actually used by the Employee will be charged against the Employee's sick leave account. 4.8 Personal Leave of Absence An employee may request a personal leave of absence without pay. All requests for personal leaves of absence shall state the reason for which the request is made in writing to the City Administrator. The City Administrator may grant personal leaves of absence up to two (2) weeks in duration. Leaves of absence for more than two (2) weeks shall be presented to the City Council. While on a personal leave of absence without pay, an employee shall retain seniority; however, they will not accrue any sick or vacation leave. If the leave exceeds two (2) weeks, the employee may maintain health insurance coverage under the City's policy at their own expense. SECTION 5 INSURANCE BENEFITS 5.1 Health Insurance In 2013, the City's contribution for each Employee's health insurance coverage shall be One Thousand Dollars ($1,000.00) per month for family coverage, Seven Hundred Twenty-four Dollars ($724.00) employee plus one coverage and Three Hundred Fifty-three Dollars ($353.00) per month for single coverage with the employee picking up any remaining balance. Any decrease in the Employee's insurance premiums from 2012 to 2013 will be realized exclusively by the Employee. In 2014, the City shall contribute an additional $25.00 per month for an Employee's health insurance coverage in the event the Employee's monthly health insurance premium increases between 0% and 4% over the monthly health insurance premium paid by the Employee in 2013 for the same type of coverage. In the event an Employee's monthly health insurance premium increases between 4% and 8% over the monthly health insurance premium paid by the Employee in 2013 for the same ';' type of coverage, the City will incrementally increase its monthly contribution up to an additional $50.00 per month. The City will match an Employee's contribution to their health savings account under the City H.S.A. plan up to $600 for both 2013 and 2014. If any other group or individual employed by the City receives contribution levels for insurance exceeding the negotiated contributions stated in this Agreement, this group would also receive those increased contributions. The employee's portion of the premium cost shall be paid through payroll deduction. In no case shall the City's contribution exceed the actual cost of the coverage selected by the Employee. 6 i 5.2 Health Care Account The City shall establish a $500.00 health care expense account for any employee carrying single (employee only) or waiving health care coverage. Such health care expense account shall be available to reimburse the employee for any eligible medical expenses incurred as a result of deductible, co-insurance, or maximum benefit limits of the health insurance program. In addition, such health care expense account shall be available to the employee and the immediate f F.- family living at home (spouse and children 18 years and under) to cover prescription drugs, and for optical and dental expenses incurred through a licensed practitioner. Such health care expense account shall not exceed $500.00 per calendar year and the unused balance shall not carry over to the next year. 5.3 Retired Health Insurance The City will allow retired employees to continue on as members in the health insurance program, provided insurance is not available due to other employment. The retired employee shall reimburse the City for the entire cost of the health j insurance program. 5.4 Life Insurance The City will provide at no cost to the employee a term life insurance policy in the amount of twice the employee's annual salary. The City will provide double indemnity life insurance in the event of an accidental death. 5.5 Long Term Disability The City will provide, without cost to the employee, long term disability insurance which will provide 66.6% of normal compensation to a maximum of $5,000 per month payable to the age of 65 and commencing from the 91st day of disability. ''' The application of benefit shall be essentially equivalent to those in effect on January 1, 2011. f_ An employee once disabled and collecting long term disability benefits after the 91 st day shall not accrue vacation, holiday time or sick leave and accrual of said benefits shall not begin until such time the disability stops and the employee returns to permanent duty. 7 f SECTION 6 MISCELLANEOUS BENEFITS 6.1 Tuition Reimbursement The City shall reimburse tuition and book expenses to the employee upon satisfactory completion of a recognized course of job related instruction. Such job related instruction must be reviewed and approved by the City Administrator prior to the initiation of cost in order to be eligible for reimbursement. Job related instruction does not include mandatory training necessary to maintain minimum licensing requirements. The City may require a partial or full repayment agreement to be executed between the employee and the City. A repayment agreement must be executed if the continuing education program is determined to be in excess of the tuition cost which could be incurred in a state supported entity; is a graduate program committed to over a period of two or three years; is a technical specialty in excess of the minimum requirements of the position. Such repayment agreement shall take into account the total amount to be repaid on a pro-rata basis and shall be effective if an employee terminates his/her employment at any time during a three year period after receiving reimbursement or upon completion of the program. 6.2 Pension The City will pay the established percentage rate of wages to the Public Employees Retirement Association (PERA) plan which applies to the employee. 6.3 Retirement Retirement age will be in accordance with applicable state and federal laws. 6.4 Deferred Compensation The City shall make available a program of deferred compensation. Participation in such a program is at the option of each employee and does not include any contribution by the City. r_ E f 8 6.5 Termination Consideration When an employee leaves the employment of the City in good standing (has given proper termination notice, has turned in all City equipment and is not being terminated for cause) they shall receive accrued vacation, floating holidays and administrative leave. Additionally, employees with at least three (3) years of service shall receive one-half (1/2) of their accumulated sick leave (maximum accumulation of 480 hours). Balances in excess of 480 hours will be paid at one-third. Employees hired before January 1, 1980, will receive in salary equivalent, one-half of their maximum accumulated sick leave (maximum accumulation of 1,440 hours). Balances in excess of 1,440 hours will be paid at one-third. An employee, who is obligated to make a repayment to the City for continuing education benefits, shall have said repayment deducted from their termination compensation pay or benefits. The repayment shall be deducted at the time the employee provides notice to the City and the amount of the deduction shall be in accordance with the terms and conditions set forth in the signed City of Faribault Agreement With Regards to Continuing Education placed in employee's personnel file. Adopted this 8" day of January, 2013. FARIBAULT CITY COUNCIL Jo Jasinski Ma r ATTEST Michael A. McGuire Interim City Administrator C I f 9 f Exhibit A 2.00% 1.50% POSITION TITLE 2013 Low 2013 Mid 2013 High 2014 Low 2014 Mid 2014 High Chief of Police $85,038 $92,922 $96,6351 $86,314 $94,316 $98,084 Director of Public Works $85,038 $92,922 $96,6351 $86,314 $94,316 $98,084 Director of Community Development $80,335 $87,822 $91,2901 $81,540 $89,139 $92,659 Director of Finance $85,038 $92,922 $96,6351 $86,314 $94,316 $98,084 Director of Engineering $85,038 $92,922 $96,6351 $86,314 $94,316 $98,084 Director of Fire and Emergency Management $80,335 $87,822 $91,2901 $81,540 $89,139 $92,659 Buckham Center Director $85,038 $92,922 $96,6351 $86,314 $94,316 $98,084 Police Captain $75,349 $81,901 $85,1771 $76,479 $83,129 $8674 55 Public Works/Parks Superintendent $64,494 $70,101 $72,9061 $65,461 $71,152 $73,999 Parks and Recreation Director $64,494 $70,101 $72,9061 $65,461 $71,152 $73,999 Library Director $64,494 $70,101 $72,9061 $65,461 $71,152 $73,999 Engineering Supervisor $64,494 $70,101 $72,9061 $65,461 $71,152 $73,999 Human Resources Coordinator $61,175 $66,494 $69,1531 $62,092 $67,491 $70,190 City Planner $61,174 $66,494 $69,1531 $62,092 $67,491 $70,190 i ii ,r Building Official $61,174 $66,494 $69,1531 $62,092 $67,491 $70,190 j MIS Coordinator $61,174 $66,494 $69,1531 $62,092 $67,491 $70,190 GIS Coordinator $61,174 $66,494 $69,153 $62,092 $67,491 $70,190 Accounting Supervisor $61,174 $66,494 $69,1531 $62,092 $67,491 $70,190 Community Development Coordinator $52,971 $57,577 $59,8801 $53,765 $58,441 $60,778 Planning Coordinator $52,971 $57,577 $59,8801 $53,765 $58,441 $60,778 Deputy City Clerk $48,021 $52,196 $54,2841 $48,741 $52,979 $55,099 Recreation Program Coordinator $48,021 $52,196 $54,2841 $48,741 $52,979 $55,099 Library Program Coordinator $48,021 $52,196 $54,2841 $48,741 $52,979 $55,099 Graduate Engineer $48,021 $52,196 $54,284 $48,741 $52,9791 $55,099 I Exhibit A Job Title 2013 2014 i Director ( Baseball) $1200-$2600/Season $1200-$2600/Season Youth Officials _ 4-5th $8.00-$13.00/Hour $8.00-$13.00/Hour 6-7th $9.00-$16.00/Hour $9.00-$17.00/Hour Official $14.00-$23.00/Game $14.00-$24.00/Game Asst& pool Manager $9.50-$15.00/Hour $9.50-$15.00/Hour Lifeguard and swim instructor $7.75-$13.00/Hour $7.75-$13.00/Hour Aquatic Instructor Trainer $11.00-$18.00/Hour $11.00-$19.00/Hour Water Fitness Instructors $8.50-$16.00/Hour $8.50-$17.00/Hour Concessions and Desk $7.25-$11.00/Hour $7.25-$12.00/Hour Director(Softball UIC) $2450.00/Season $2500.00/Season Umpires - Certified $20.00-$23.00/Game $20.00-$24.00/Game - --- r 45 Minute matches (Volleyball) $10.00-$20.00/Match $10.00-$21.00/Match hour matches (Volleyball) $12.00-$22.00/Match $12.00-$23.00/Match TKD $12.00-$19.00/Hour $12.00-$19.50/Hour Music in Park Coordinator $400.00-600.00/Season $400.00-600.00/Season Front Desk $8.00-$14.00/Hour $8.00-$15.00/Hour Bldg. Supervisor $9.00-$15.00/Hour $9.00-$16.00/Hour Enrichment Negotiable Negotiable Fitness Coordinator $17.00-$21.00/Hour $17.00-$22.00/Hour Group exercise instructors $10.00 -$15.00/Hour $10.00 -$16.00/Hour Recreation supervisors $8.00-$14.00/Hour $8.00-$15.00/Hour Playground leaders $7.50-$12.00/Hour $7.50-$13.00/Hour Youth Staff $7.50-$12.00/Hour $7.50-$13.00/Hour Certified Officials $12.00-$18.00/Hour $12.00-$19.00/Hour Seasonal Employee $8.00 -$14.00/Hour $8.00 - $15.00/Hour Library Page $7.25 -$10.50/Hour $7.25 - $11.50/1-lour Mending/ Processing Aide $7.75 -$11.00/Hour $7.75 -$12.00/1-lour Circulation Desk Aide $9.00 -$12.75/Hour $9.00 -$13.75/Hour ( r i Exhibit A F CITY OF FARIBAULT ESTABLISHING COMPENSATION FOR PAID ON-CALL FIREFIGHTERS FOR 2013 & 2014 E The compensation package for Paid On-Call Firefighters that are employed by the City of Faribault is as follows: Section 1: The hourly compensation for a probationary paid on-call firefighter is $12.24 per hour effective January 1, 2013. The hourly compensation for a probationary paid on-call firefighter is $12.42 per hour effective January 1, 2014. Section 2: The hourly compensation for a paid on-call firefighter is $16.83 per hour effective January 1, 2013. The hourly compensation for a paid on-call firefighter is $17.08 per hour effective January 1, 2014. Section 3: A paid on-call firefighter will receive $100.00 per six months with an active EMT certification. Section 4: A paid on-call firefighter will receive $500.00 per six months if performance standards as set forth in Fire Department Policy AP-023 are met. Section 5: Each paid on-call firefighter will be covered by a $25,000.00 life insurance policy obtained by the City of Faribault. Adopted: January 8, 2013 E ATTEST: Joh asinski - " May r ;�;1 Michael A. McGuire-._----_-— Interim City Administrator F Exhibit A i i CITY OF FARIBAULT ESTABLISHING COMPENSATION FOR POLICE RESERVE OFFICERS FOR 2013 & 2014 The City of Faribault has Police Reserve Officers that are a volunteer group under the i direction of the Chief of Police. Whereas, there are duties associated with supporting the police department that may be paid with the authorization of the Chief of Police. The City Council desires to establish equitable compensation for Police Reserve Officers who perform work by authorization of the Chief of Police. i The compensation package for Police Reserve Officers that are employed by the City of Faribault is as follows: Section 1: The hourly compensation rate for Police Reserve Officers shall be $18.92 per hour effective January 1, 2013. The hourly compensation rate for Police Reserve Officers shall be $19.20 per hour effective January 1, 2014. First year Police Reserve Officers work solely as volunteers and it is not a paid position. Second year Police Reserve Officers will earn the above rates. Adopted: January 8, 2013 ATTEST: John nski Mayo, Michael A. McGuire Interim City Administrator