HomeMy WebLinkAboutResolution No. 23-8155 - Establishing the Salary & Benefits Payable to Employees Classified as Exec Mgmt, Middle Mgmt, & Confidential/ExemptA RESOLUTION OF THE CITY COUNCIL OF THE CITY OF DOWNEY
ESTABLISHING THE SALARY AND BENEFITS PAYABLE TO EMPLOYEES
IN CLASSIFICATIONS DESIGNATED AS EXECUTIVE MANAGEMENT,
MIDDLE MANAGEMENT, AND CONFIDENTIAL/EXEMPT; AND REPEALING
PRIOR RESOLUTIONS
WHEREAS, under California State law, Section 2704 of the Downey Municipal Code
and Section 12 of the City of Downey Supplemental Employee Relations Rules and
Regulations, the City Council is vested with the authority to designate classifications as being
Executive Management, Middle Management, and Confidential/Exempt; and,
WHEREAS, the City Council desires to provide competitive compensation and benefits
to its employees; and,
WHEREAS, the City Council has determined that it is appropriate to provide the same
economic adjustments to employees in Executive Management, Middle Management, and
Confidential/Exempt classifications that are consistent with recently negotiated provisions with
the Downey City Employees' Association — Miscellaneous Unit as included in this Resolution;
and,
WHEREAS, the City shall provide a 4 percent (4%) across the board salary increase
effective the start of the pay period that includes April 1, 2023,4 percent (4%) across the board
salary increase effective the start of the pay period that includes April 1, 2024, and a 4 percent
(4%) across the board salary increase effective the start of the pay period that includes April 1,
2025, to Executive Management, Middle Management, and Confidential/Exempt employees in
classifications listed in Sections 1 through 3, excluding the classifications of Chief of Police and
Fire Chief; and,
WHEREAS, the City shall provide the Fire Chief position a 4 percent (4%) across the
board salary increase effective the start of the pay period that includes January 1, 2023, 4
percent (4%) across the board salary increase effective the start of the pay period that includes
January 1, 2024, and a 4 percent (4%) across the board salary increase effective the start of the
pay period that includes January 1, 2025, to coincide with salary increases approved for rank
and file employees within the Fire Department; and,
WHEREAS, the City shall provide the Police Chief position a 4 percent (4%) across the
board salary increase effective the start of the pay period that includes July 1, 2023, 4 percent
(4%) across the board salary increase effective the start of the pay period that includes July 1,
2024, and a 4 percent (4%) across the board salary increase effective the start of the pay period
that includes July 1, 2025, to coincide with salary increases approved for rank and file
employees within the Police Department; and,
WHEREAS, The City shall make a one-time ad hoc lump sum payment of twenty-five
hundred dollars ($2,500.00) to each Executive Management, Middle Management, and
Confidential/Exempt employee in classifications listed in Sections 1 through 3, who are actively
employed by the City on the date this resolution is adopted by the City Council and remain
employed at the date of the payment. The payment shall be made by direct deposit during the
workweek beginning April 10, 2023; and,
WHEREAS, this resolution shall incorporate resolution 21-8042 that amended health
benefits for Executive Management, Middle Management, and Confidential/Exempt employees;
WHEREAS, the City Council desires to delineate the benefits payable to employees in
the Executive Management, Middle Management, and Confidential/Exempt service of the City.
RESOLUTION NO. 23-811
PAGE 2
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF DOWNEY DOES
HEREBY RESOLVE AS FOLLOWS:
A. The following classifications shall be designated as part of the management service
and shall be considered as Executive Management:
Assistant City Manager
Chief of Police
City Attorney
City Clerk
Deputy City Manager/ Community Development
Director of Community Development
Director of Human Resources
Director of Parks and Recreation
Director of Public Works
Finance Director
Fire Chief
B. Exclusions. Executive Management employees are specifically excluded from
overtime compensation of any type and Education Incentive Pay. Individuals appointed or
promoted to Executive Management classifications after January 24, 1984 are automatically
excluded from eligibility for Longevity Pay.
Executive Management employees have been designated as part of the unclassified
service and are exempt from the provisions of Chapter 7 of the Downey Municipal Code and
that certain document entitled Personnel Management Rules and Regulations with the
exception of Part VIII, Article IX, entitled Attendance and Leaves. As part of the unclassified
service, it is emphasized that Executive Management personnel are specifically excluded from
access to the Grievance Procedures as established in the respective Memoranda of
Understanding; specifically excluded from probationary periods and the ability to attain
permanent status; and specifically excluded from the right of access to the Personnel Advisory
Board based on Section 2704 of the Downey Municipal Code.
0
A. The following division manager and supervisory classifications shall be designated as
part of the management service and shall be considered as Middle Management:
Assistant Finance Director
Assistant to the City Manager
Building Official
City Planner
Deputy Director of Public Works —
Engineering & Traffic
Deputy Director of Public Works -
Utilities
Economic Development & Housing
Manager
Emergency Preparedness Program
Manager
Memorial Space Center
GIS Program Manager
Human Resources Manager
Infirniat4i) Tachnihigy &
Manager
Management Analyst
Principal Accountant
Principal Civil Engineer
Recreation Manager
Senior Accountant
Senior Civil Engineer
PAGE 3
Senior Civil Engineer - Utilities
Human Resources Analyst
Senior Management Analyst
Superintendent of Facilities and
Maintenance
Superintendent of Utilities
System/Network Engineer
B. Exclusions. Middle Management employees are specifically excluded from overtime
compensation of any type. The positions of Information Technology & Systems Manager and
System/Network Engineer are eligible to earn straight compensatory time for hours worked over
forty (40) in a work week on special projects as approved by the Department Head. Individuals
appointed or promoted to Middle Management classifications after January 24, 1984 are
automatically excluded from eligibility for Longevity Pay.
A. The following classifications shall be designated as exempt from the classified service
and shall be considered as Confidential:
Public Information Coordinator
Chief Deputy City Clerk
Deputy City Clerk
Human Resources Specialist
B. Exclusions. Confidential/Exempt employees may not earn overtime compensation
unless approval for such compensation is granted by the City Manager on a case -by -case
basis.
Confidential/Exempt employees have been designated as part of the unclassified service
and are exempt from provisions of Chapter 7 of the Downey Municipal Code and that certain
document entitled Personnel Management Rules and Regulations, with the exception of Part
Vill, Article IX, entitled Attendance and Leaves. As part of the unclassified service, it is
emphasized that Confidential/Exempt employees are specifically excluded from access to
Grievance Procedures as established in the respective Memoranda of Understanding;
specifically excluded from probationary periods and the ability to attain permanent status; and
specifically excluded from the right of access to the Personnel Advisory Board based on Section
2704 of the Downey Municipal Code.
SECTION 4. Whenever the masculine gender is used in this Resolution, it shall be
understood to include the feminine gender.
Pursuant to Part Vill, Section 14, Article IX, of the Personnel Management Rules and
Regulations, employees in the unclassified service of the City are subject to the provisions of
Article IX of the Personnel Management Rules and Regulations. In addition, Executive
Management, Middle Management, and Confidential/Exempt employees are subject to the
following:
PAGE 4
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a. Executive Management employees shall accrue one hundred sixty (160)
hours per year.
b. Middle Management employees shall accrue annual vacation leave as
follows:
Years of Service Hours por Yea Maximum Accrual
0-5 120 240
6-10 136 272
11+ 160 320
c. Confidential/Exempt employees shall accrue annual vacation leave as
follows:
Years of Service Hours Der Year Maximum4ccrua'
0-3 80 160
4-5 96 192
6-10 120 240
11-15 136 272
16+ 160 320
2. 'Tacation shall be taken at the convenience of the City with the approval
the Department Head or City Manager. Such vacation should be tak
annually and not accumulated from year to year. Employees shall be allowe
to accumulate vacation in an amount equal to two (2) times their annu
accrual rate ("Maximum Accrual"). Once Maximum Accrual is reached
d, a
employee may not be entitled to accrue aditional vacation until the amou
of accumulated vacation is reduced to a level below Maximum Accrual. If a ,al
employee is prohibited by the Department Head or designee from taking h
vacation because of manpower shortages or operational needs, th
employee shall be paid for the period of advance authorized vacation. Su
vacation shall be approved by the Department Head or designee and paid
the employee's regular rate of pay in effect for the scheduled period
vacatio-i.
b. As possible, the Department Head or designee shall accommodate the
employee's desire to take vacation time in order to reduce or avoid exceeding
the vacation Maximum Accrual. Any vacation time taken this Section shall be
on a date mutually agreeable to both the Department Head and the
employee.
RESOLUTION
PAGE 5
c. An employee shall be entitled to be paid for unused earned vacation at the
rate of pay in effect at the time of separation from employment.
d. Vacation shall be accrued on a monthly basis by dividing twelve (12) into the
number of eligible vacation hours, as set forth in Section 5(A) above, to which
the employee is eligible to receive based upon the employees' years of
service with the City.
a. Sick leave shall be accrued at the rate of 3.692 hours per biweekly pay period
(ninety-six [96] hours per year) for full-time employees without limit on
accumulation. Sick leave shall not be considered to be a privilege which an
employee may use at his discretion, but rather shall be allowed only for the
purposes specified below.
a. Effective the start of the pay period which includes July 1, 2015, the first three
(3) shifts or hours equivalent (e.g. twenty-four [24] hours for employees
assigned to a 5/8 work schedule, twenty-seven [27] hours for employees
assigned to a 9/80 work schedule, or thirty [30] hours for an employee on a
4/10 work schedule) of paid sick leave taken each twelve (12) month period,
for any authorized purpose, will be considered sick leave used pursuant to
the Healthy Workplaces, Healthy Families Act of 2014. This twelve (12)
month period is July 1 through June 30 for employees hired prior to July 1,
2015. For employees hired on or after July 1, 2015, the twelve (12) month
period is the twelve (12) month period beginning on the employee's hire date,
until the following July 1 at which point the employee's twelve (12) month
period will begin the start of the pay period which includes July 1 to the pay
period that includes June 30.
b. Effective January 1, 2016, employees can use up to an additional forty-eight
(48) hours of sick leave per year provided by the California Kin Care law.
c. An employee can use sick hours as protected sick leave for any of the
following reasons: The diagnosis, care, or treatment of an existing health
condition of, or preventative care for, an employee or the employee's family
member.
d. For purposes of this section, a family member includes employee's parent,
child, spouse, registered domestic partner, parent -in-law, grandparent,
grandchild, and sibling. Only the first three (3) shifts or hours equivalent plus
forty-eight (48) hours of sick leave in a twelve (12) month period can be used
as described above.
e. Employees can use protected sick leave for related purposes if they are
victims of domestic violence, sexual assault or stalking.
N�IIVRIWAVIA J1&11l&AW1WV
PAGE 6
In order to receive compensation while absent on protected sick leave, the
employee shall notify a designated supervisor within two (2) hours of the time
set for beginning duty, if such notification is physically impractical then such
notification shall be waived until a reasonable period has elapsed.
g. For any such absence in which protected sick leave is utilized, the employee
shall submit a written statement with the Department Head confirming the use
of
MI protected sick leave. A physic-i-an's statement verifying the absence from
work is not required.
h. When an employee is not utilizing protected sick leave, the Department Head
or his designee may require a physician's certificate stating the cause for any
subsequent absence before said leave shall be approved. Such absence may
be more than one (1) work day or if there is reasonable cause to indicate
abuse of sick leave.
a. The right of an employee to accrued sick leave benefits shall continue onn
during the period that the employee is on paid status. Accrued sick lea
benefits shall not give any employee the right to be retained in the service
the City, or any right of claim to sickness disability benefits after separati
from the services of the City, except as required by federal or state law. I
b. Notwithstanding anything contained in this Section, no employee shall
entitled to receive any payment or other compensation from the City whi
absent from duty by reason of injuries or disability received as a result 01
engaging in employment other than employment by the City, for moneta
gain or other compensation, or by reason of engaging in business or activi
for monetary gain or other compensation other than business or activi
connected with City employment.
a, Upon the written request of the appointing authority, based upon job-relate-mel
grounds and consistent with business necessity, the City Manager or h
designee may require an employee to submit to an examination by the City
physician to determine fitness for duty. Any employee so examined sh
have the opportunity to submit the reports of a competent medical authority
his own selection, and at his own expense, in addition to the report submitt
by the City's physician. In the event of a conflict of opinion and/
recommendation of the two physicians, a third physician shall be selected
the first two physicians and the final decision shall be made by the Ci
Manager based upon the medical evidence submitted to him. I
1. An employee shall have the value of unused accumulated sick leave up
to a maximum number of hours deposited into the City's Retirement
Health Savings (RHS) Plan to be used for eligible medical expenditures.
The value of accrued sick leave hours shall be calculated by the rate of
pay at retirement or death.
2. An employee on payroll as of October 25, 2011 with a balance of unused
accumulated sick leave hours at or above one thousand five hundred
seventy-five hours (1,575), but at or below one thousand nine hundred
(1,900) hours, shall have that number of hours as his eligible maximum
for deposit.
3. An employee hired on or after October 25, 2011 shall be eligible to
deposit the value of unused accumulated sick leave hours up to a
maximum of five hundred (500) hours.
b. Sick Leave Conversion upon Layoff
1. In the event of a permanent or indefinite layoff, an employee with ten (10)
years of continuous service with the City shall be entitled to the sick leave
deposit benefit as specified in F(a) above. If such employee resigns after
receiving official notification of his impending layoff, he shall remain
eligible for the benefit.
c. Conversion of Sick Leave to Vacation
1. An employee may convert accrued sick leave at the rate of two (2) hours
to one (1) additional hour of vacation, but only after having accumulated
six -hundred forty (640) hours of sick leave, and providing that not more
than forty (40) hours of additional vacation days may be so converted in
any one (1) fiscal year.
d. Bereavement Leave
1.. An employee who has suffered a death of an immediate family of the
employee may be allowed bereavement leave with pay of up to six (6)
work days per incident which is deducted from the employee's
accumulated sick leave. For purposes of this Section, "immediate family"
shall include, and be limited to employee's mother, father, brother, sister,
spouse domestic partner, child grandchildren, grandparents, and current
parent -in-laws.
2. All such claims for bereavement leave are subject to verification by the
Department Head or designee.
e. Personal Leave
With approval of the Department Head or City Manager, twenty-four (24)
hours per year of an employee's sick leave may be used on personal
matters which are of an unseen combination of circumstances which call
PAGE 8
for immediate action or to add one additional hour per holiday as covered
in Section O(l). Such matters shall be considered as those events or
occurrences which a reasonable prudent person would not or could not
postpone to a subsequent time. The nature of the matter shall be
explained to the immediate supervisor and shall be granted with his
approval. Such personal leave shall not be cumulative from year to year. I
91MY 11V 11 1 1 1 111
1. An employee who is absent from work by reason of an injury or illness covered
by Workers' Compensation shall be allowed up to one (1) year temporary
disability status with the City paying the difference between the amount granted
pursuant to Workers' Compensation law and the employee's rate of pay.
1. An employee that has at least one year of continuous service with the City and
who has exhausted all accrued leave (vacation, sick leave, compensatory time)
due to non -industrial illness or injury can be advanced sick leave time at the rate
of seventy-five percent (75%) of the employee's regular salary according to the
following table:
Tears of Service Total Hours
1 through 5 360
S through 10 544
Over 10 720
2. An application for disability leave shall be made by the employee to the City
Manager or his designee through the department head, accompanied by medical
certification from a physician verifying the period of medical disability.
3. After the employee returns to work from disability leave, the employee's sick
leave accrual shall be reduced to four (4) hours per month and placed on a
reimbursement schedule with the Payroll Office to reimburse the City the value of
the time used for such employee disability leave. The employee may contribute
vacation to accelerate employee's reimbursement to the City for providing the
benefits under this Section.
4. No employee shall receive more than the "Total" set forth above for his length of
service, during his entire employment with the City.
5. Grounds for termination of disability leave by the City Manager or his designee
shall include, but not be limited to, the following reasons:
2. The employee has recovered from his illness or injury.
RESOLUTION •
PAGE 9
b. The leave is being used as a pre -retirement leave for purpose of postponing
retirement or pension.
c. The disability leave was procured by fraud, misrepresentation or mistake.
d. The employee has not cooperated fully in supplying all information and
submitting to any examination requested by the City to determine the
existence or continuing nature of the employee's disability.
6. In the event an employee becomes ineligible to accrue sick leave or is scheduled
to end employment with the City and has not completed the reimbursement
schedule for this benefit, the balance due shall be handled by payroll deduction
or accounts receivable as applicable.
H. Military Leave
Military leave shall be granted in accordance with the provisions of state and/or
federal law. All employees entitled to military leave shall give the appointing power
an opportunity, within the limits of military regulations, to determine when such leave
shall be taken.
In the event that an employee is called for jury duty and the court does not excuse
such jury service, the City shall grant the employee paid release time for the required
jury duty that is performed within the employee's regular work schedule provided, the
employee submits court documentation verifying the date(s) and time served for jury
service. Such verification must accompany the payroll timesheet for the payroll
period in which the jury service was performed. Any fees for jury service that the
employee may receive from the court shall be remitted to the City.
J. Executive Leave
1. Executive Management and Middle Management employees shall receive
executive leave as outlined below. The use of executive leave shall be governed
by regulations distributed by the City Manager.
2. An employee designated as Executive Management is eligible for thirty-two (32)
hours of paid time off per calendar year.
3. An employee designated as Middle Management shall receive twenty-four (24)
hours of paid time off per calendar year.
4. There is no cash out or carry over provision for this leave,.,
1. Executive Management and Middle Management employees are eligible for
educational and professional leave as outlined below. The use of such leave
shall be governed by regulations distributed by the City Manager.
RESOLUTION NO. 23-8155
PAGE 10
IIII An employee designated as Executive Management is eligible for up to twelve
(12) days per year maximum subject to budgetary appropriations and City
Manager approval. I
C An employee designated as Middle Management is eligible for up to six (6) days
per year maximum subject to budgetary appropriations and City Manager
approval.
The City shall comply with the state pregnancy disability leave law. Administrative
Regulation No. 418 is incorporated by reference herein.
M. Family Leave
The City shall comply with the state and federal family leave entitlement laws,
Administrative Regulation No. 430 is incorporated by reference herein.
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a. New Year's Day
b. Martin Luther King's Birthday
C. Washington Birthday (President's Day)
d, Memorial Day
e. Independence Day
f. Labor Day
9. Veteran's Day
h, Thanksgiving Day
i. Day after Thanksgiving
j- Day before Christmas
k. Christmas Day
2. '11hen a holiday falls on a weekday that is an employees' regular day off, the
employee shall receive eight (8) hours of compensatory time at straight time.
When a holiday falls on a day an employee is scheduled to work nine (9) hours
and the employee takes the day off, the employee shall add one (1) hour by
choosing vacation, compensatory time, personal leave, or time without pay. Sick
leave other than personal leave may not be used to supplement the holiday
hours.
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RESOLUTION •
. 23-8155
PAGE 11
receive holiday pay equivalent to the number of hours in his regularly scheduled
work day when the holiday falls on a scheduled work day.
Effective October 1, 2012, the City contracted with the California Public
Employees' Retirement System (CaIPERS) to implement the CaIPERS medical
benefits program governed by the Public Employees' Medical and Hospital Care
Act (PEMHCA). In its implementation, the City specified that the mandated
employer contributions for retirees would be structured in a manner to maintain
cost savings.
2. The City's modifications to the retiree medical benefits provisions in this
Resolution are made for compliance with the CaIPERS PEMCHA program and to
maintain the benefit set forth in Section 7(B), without an increase to the City's
minimum mandated contributions for retirees. Such provisions are updated to
include:
a. Employees and retirees have the option of choosing medical insurance
coverage from any of the medical plans offered by CaIPERS.
b. The City's monthly contribution amount will be 100% of the premium rate for
medical insurance for employees plus their qualified dependent(s) up to the
premium rates for the Los Angeles region Kaiser HMO medical plan offered
by CaIPERS. If an employee enrolls in a plan with higher premiums, they will
be responsible for payment to the City via payroll deduction for the premium
amount in excess of the City's contribution. The City's contribution for
medical insurance for the Chief of Police shall be the same as the Downey
Police Management Association. The City's contribution for medical
insurance for the Fire Chief shall be the same as the Downey Fire
Management Association.
c. The City shall contribute on behalf of each employee the mandated minimum
sum as required per month toward the payment of premiums for medical
insurance under the PEMHCA program. As the mandated minimum is
increased, the City shall make the appropriate adjustments.
d. The City is mandated under PEMHCA to make a contribution to retiree
medical premiums. As allowed by the Government Code and the CaIPERS
Board, the City used the Unequal Contribution Method to make City
contributions on behalf of each retiree or annuitant. The 2012 starting year
unequal contribution began at $1.00 per month. The City's mandated
contribution for each annuitant shall be increased annually in compliance with
Government Code section 22892(c), until the contribution for annuitants
equals the contribution paid for employees. A retiree's right to receive a City
contribution, and the City's obligation to make a mandatory contribution on
behalf of retirees, shall only exist as long as the City contracts with CaIPERS
PEMHCA for medical insurance. In addition, while the City contracts with
• • •
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2. The City's maximum contribution shall be the sum of the monthly premiums as
designated for each of the following categories:
Employee •
Employee +1 Dependent ("EE +1")
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t. The maximum City contribution shall be based on the employee's enrollment in
each plan. The employer mandated PEMHCA contribution is included in the sum
of the CalPERS medical premium. If an employee enrolls in a plan wherein the
costs exceed the City's maximum contribution, the employee is responsible for all
additional premiums via pre-tax payroll deductions. An employee is not entitled to
any excess •: • premiums paid by the City • his •'
1.In the event that CalPERS medical insurance • increase above -:•
percent (8%) • average • any calendar year, the City may impose an
employee contribution towards medical insurance premiums.
5. The City • to provide •, benefits coverage • an Employee
Voluntary Benefits Program fully funded by the employee on a pre-tax basis in
accordance with IRS regulations.
The City agrees to permit an employee to waive City -sponsored medical coverage as
follows:
1. The •l.• must present written proof to the Human Resources Office that he
•.. his qualified dependent(s) are covered • another non -City -sponsored
• plan for the current • year;
2. The employee must sign a statement acknowledging a waiver of City offered
medical insurance coverage and agreement to hold the City harmless for any
consequences, whatsoever, that result from the employee's waiver of City
offered medical insurance coverage for employee and/or qualified dependent(s);
an1
RESOLUTION NO. 23-8155
PAGE 13
3. The employee must sign a statement acknowledging his understanding that his
qualified dependent(s) are not eligible to re -enroll in City sponsored medical
coverage until the next Open Enrollment period or as otherwise required by law
under COBRA provisions.
4. Effective the next pay cycle that the City is scheduled to pay medical opt out after
adoption of this Resolution, the City agrees that the employee who is qualified to
waive coverage shall receive three hundred dollars ($300.00) per month if waiver
eligibility is for "employee only" coverage, four hundred fifty dollars ($450.00) per
month if waiver eligibility is for "employee plus one" coverage, or six hundred fifty
dollars ($650.00) per month if waiver eligibility is for "employee plus two or more
dependents" coverage. The eligible amount will be added to the employee's
paycheck as taxable income. A medical opt out election may only be made
during an announced open enrollment period for medical insurance changes
effective January 1st.
1. HMO Dental Coverage. The City shall contribute thirty-one dollars and ninety-five
cents ($31.95) per month towards an HMO dental benefit plan for employee and
his/her qualified dependent(s). Any amount necessary to cover the monthly
premium in excess of the City's contribution is the responsibility of the employee
to the City via payroll deduction.
2. Delta Dental Premier Plan. This is a self -funded plan administered by Delta
Dental. Premiums are calculated annually based on prior year's claims
experience, administrative fees, and an industry trending projection. The City
agrees to maintain the employee's contribution rate of fifty-two percent (52%)
towards the monthly composite premium rate for the two tier premium structure
("Employee only" and "Employee plus two or more dependents"). The City will
evaluate other Delta Dental plan options for implementation to reduce premiums
or employee out of pocket costs including a change to a three-tier rate structure
("Employee only," "Employee plus one dependent," and "Employee plus two or
more dependents") for monthly premiums effective January 1st.
E. Life Insurance
The City shall provide group term life insurance coverage that includes accidental
death and dismemberment coverage as follows:
1. Executive Management - A basic life insurance policy in the amount equal to
$100,000.00.
2. Middle Management - A basic life insurance policy in an amount equal to
$100,000.00.
3. Confidential/Exempt - A basic life insurance policy in the amount of $50,000.00.
4. Under the terms of each policy, benefit provisions are payable and determined by
the insurance carrier.
PAGE 14
For employees in the Executive and Middle Management and Confidential/Exempt
service, the City shall provide group long-term disability insurance coverage. Under
the terms of this policy, benefit provisions are payable and determined by the
insurance carrier.
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Employees covered by this Resolution participate in the California Public Employees'
Retirement System (CaIPERS). Employee optional benefits are described in a
contract between the City of Downey and the California Public Employees'
Retirement System.
4. First Tier Retirement Formula. Effective August 19, 2002, the City amended the
CalPERS contract to provide the benefit known as 2.7% at 55 retirement formula,
as set forth in California Government Code Section 21354.5.
accordance with existing practice and Government Code sections
20636(c)(4) and 20691, the City will pay the employee's statutorily required
member contribution of eight percent (8%) and report this Employer Paid
Member Contribution ("EPMC") to CalPERS as special compensation.
b. Efiective the pay period that includes July 1, 2015, employees shall begin to
have deducted, on a pre-tax basis, 4 percent (4%) of CalPERS reportable
compensation, pursuant to California Government Code Section 20516(f).
c. Effective the pay period that includes April 1, 2023, employees in the first tier
shall have deducted five percent (5%) of CalPERS reportable compensation,
on a pre-tax basis, pursuant to Government Code Section 20516(f).
d. Effective the pay period that includes April 1, 2024, employees in the first ti
shall have deducted six percent (6%) of CalPERS reportable compensatio
on a pre-tax basis, pursuant to Government Code Section 20516(f).
e. Effective the pay period that includes April 1, 2025, employees in the first ti
shall have deducted seven percent (7%) of CalPERS reportab
compensation, on a pre-tax basis, pursuant to Government Code Secti
20516(f). 1
f. First tier employees in the position of Police Chief and Fire Chief shall have
deduction of CalPERS reportable compensation in an amount equal to t
schedules as established by their subordinate employees in the Downi
RESOLUTION NO.
PAGE 15
Police Management and Downey F
deduction shall be on a pre-tax basis,
20516(f).
ire Management Associations. This
pursuant to Government Code Section
g. Should an employee be mandated by a change in law or other action to
contribute any portion of the required employee (member) contribution to
CalPERS, the City shall take all action necessary to reduce the deduction
then being made pursuant to California Government Code Section 20516(f),
above, by the amount of the mandated employee contribution.
h. The City has passed a resolution setting forth that all deductions or
contributions under this Section shall be regarded as a pick-up of retirement
costs pursuant IRC 414(h)(2).
., First tier benefits are available only to "Classic" members (i.e. those members
that do not meet the statutory definition of "New Member" under the California
Public Employees' Pension Reform act ("PEPRA"), specifically Government
Code Section 7522.04 (f) and who were hired prior to October 10, 2012).
2. Second Tier Retirement Formula. Effective January 11, 2012, the City amended
the CalPERS contract to provide the benefit known as 2% at 60 second tier
retirement formula, as set forth in Government Code Section 21353. This Second
Tier Retirement Formula will not apply to "new members" as that term is defined
by the Public Employees' Pension Reform Act of 2013.
a. Employees covered hereunder shall pay, on a pre-tax basis, the seven
percent (7%) statutorily required member contribution to CalPERS.
b. This City has passed a Resolution setting forth that all deductions or
contributions under this Section shall be regarded as a pick-up of retirement
costs pursuant to IRC 414(h)(2).
c. Second tier benefits are available only to "classic" members (i.e. those
members that do not meet the statutorily definition of "new member" under
the California Public Employees' Pension Reform Act ("PEPRA"), specifically
Government Code Section 7522.04(f) and hired on or after October 10, 2012,
but before January 1, 2013.
3. Third Tier ("PEPRA" Tier) Retirement Formula. Employees who meet the
definition of "new member" set forth in Government Code Section 7522.04(f)
shall be eligible for the benefits provided by PEPRA, which include but are not
limited to, the following:
a. Retirement formula of 2% @ 62 (Government Code Section 7522.25);
b. Employees covered hereunder shall pay a member contribution of fifty
percent (50%) of normal cost as determined from time to time by CalPERS
(employee contribution is six and one-fourth percent (6.25%) for FY 2022-23);
c. There shall be no Employer Paid Member Contribution ("EPMC") by the City;
#M �L
PAGE 16
d. Retirement benefit calculations shall be based on pensionable compensation,
as defined by Government Code Section 7522.34; and
e. Retirement benefits shall be calculated based on the three (3) year highest
average annual pensionable compensation.
,f 01—Avor/Death Benefits. EffiI ull, 11, 0000, the City iII,nmenteel tke PCDC
1611-161— July I� �WW� Lil �ILY lliltJIII�111 11L U L11 L-I %%j
contract amendment to include: (a) the Level 4 1959 PERS Survivor's Benefit
program (section 21574) and (b) the Pre -Retirement Optional Settlement 2 Death
Benefit (section 21548).
An employee who retires from the City of Downey after July 1, 1987 is entitled to
participate in the City sponsored medical plan and the City contributes up to a
maximum of ninety-eight dollars ($98.00) per month for miscellaneous members or
two hundred seventy dollars ($270.00) per month for those employees retiring in the
capacity of Chief of Police and Fire Chief toward the premium for "Employee only"
coverage under the City sponsored medical plans. This contribution is inclusive of
the Public Employees' Medical and Hospital Care Act (PEMHCA) statutory minimum
employer contribution as specified in California Government Code § 22892(c).
As a result of the City contracting for CalPERS medical insurance pursuant to
PEMHCA provisions effective October 1, 2012, the following revisions are in effect to
avoid an increase cost to the City's mandated contribution for retirees:
W6WITITI17 -VIVIT-1 I J. I ]III ell be"renty ultnais kozill.iFf) per r1luntri Rts Speuileu MOTU,
ghall be deposited on a quarterly basis to the retiree's RHS account for the
reimbursement of qualified medical expenditures.
2. At the time of retirement the employee has a minimum of ten (10) years of
service, or is granted a service connected disability retirement; and,
Effective the day after official separation from the City the employee has been
granted a retirement allowance by the California Public Employees' Retirement
System.
5. The City's obligation to deposit up to a maximum of ninety-eight dollars ($98.00)
or two hundred seventy dollars ($270.00) per month, as specified above toward
the retiree's RHS account, shall be modified downward or cease during the
lifetime of the retiree upon the occurrence of any one of the following:
a. During any period the retiree is eligible to receive or receives health
insurance coverage at the expense of another employer the payment will be
suspended. "Another employer" as used herein means private employer or
public employer or self-employed or the employer of a spouse. As a condition
of being eligible to receive the RHS contribution set forth above, the City shall
W "04 1 11,
Mlxelffimo
have the right to require any retiree to annually certify that the retiree is not
receiving any such paid health insurance benefits from another employer. If it
is later discovered that misrepresentation has occurred, the retiree will be
responsible for reimbursement to the City of those amounts inappropriately
deposited and the retiree's eligibility to receive future RHS deposits will
cease.
b. In the event the Federal government or State government mandates an
employer -funded health plan or program for retirees, or mandates that the
City make contributions toward a health plan (either private or public plan) for
retirees, the City's rate set forth above shall be converted from a RHS deposit
and applied to that plan. If there is any excess, that excess may be applied
toward the retiree's RHS account provided the retiree pays the balance owing
for any such coverage.
c. Upon the death of the retiree, the City's obligation to deposit into the retiree's
RHS account shall cease. The surviving spouse shall be able to continue
CalPERS medical insurance coverage pursuant to PEMHCA provisions and
provided the surviving spouse pays the appropriate premiums minus the
City's mandated retiree contribution amount.
6. It is understood and agreed that the amount equivalent to the annual amount
contributed by the City to an eligible retiree's RHS account, shall be included as
an item of total compensation in survey comparisons.
7. An eligible retiree covered by this Section who no longer elects coverage under
any City sponsored medical plan, effective at the end of any calendar quarter
may present the City with proof of payment for alternate health insurance
coverage and continue to receive the City's deposit to the retiree's RHS account
on a quarterly basis up to the amount to which the retiree is entitled as specified
above. Once a retiree elects to withdraw from eligibility to participate in a City
sponsored health plan for coverage under an alternate insurance plan, the retiree
may not re -enroll in a City sponsored medical plan or otherwise forfeits the City's
RHS contribution amount permanently.
In addition to the conditions specified above, the City's deposit to a retirees RHS
account shall cease upon the occurrence of any of the following:
a. The retiree fails to submit or respond to the City's request (via certified mail to
the last known mailing address of the retiree) to provide appropriate proof of
alternate health insurance coverage at the end of sixty (60) days from the date
of the City's written request.
b. The death of the retiree.
Executive and Middle Management employees may participate in the City -sponsored bi-
annual management physical at City cost or be reimbursed up to $125.00 per year for a medical
examination with a physician of choice. Refer to Administrative Regulation No. 405.
SWAI%T(W
PAGE 18
•
With prior approval of the City Manager, employees may be reimbursed for tuition
and required books for courses taken to improve their value to the City. Tuition shall be
reimbursed for courses as recommended by the department head with job related justification
and approved by the City Manager or their designee. An employee must receive a passing
grade in order to be reimbursed for the course. Reimbursement shall be made at the rate of
tuition charged at California State University, Long Beach for courses on the Semester QX1Qf=m
Courses on the quarter system shall be reimbursed at the unit equivalent California State
University, Long Beach tuition amounts.
Fire Chief. Upon appointment, the City will provide a full dress uniform. The Fire Chief
shall receive two hundred and twenty dollars ($220.00) per year for supplemental uniforms and
physical fitness clothing. The Fire Chief shall receive twelve dollars ($12.00) monthly as uniform
maintenance allowance.
A. The provisions of that certain document entitled Compensation Program (Part IX of
the Personnel Manual) is by this reference made applicable to employees in the
Confide ntia I/Exem pt service of the City.
B. The following compensation policies are also applicable to employees in the
Confidential/Exempt service of the City.
Salary Schedules. The following salary schedules are designated for
classifications in the Confide nti a I/Exem pt service:
Yf v3#211H=
Public Information Coordinator 01 240
Deputy City Clerk 01 227
Human Resources Specialist 01 227
k. Eligibility for Longevity Pay. Upon adoption of this Resolution following with
approval of the appointing power, employees who have completed ten (10)
continuous years of full-time service shall receive Longevity P. Eligible
employees shall be paid above their hourly rate of pay five and one-half percent
(5.5%) for ten (10) completed years of service and eight and one quarter percent
(8.25%) for twenty (20) completed years of service.
wa"Illue Mmm' 1111DOMUO: -, 0
A. An employee hired or promoted into Executive Management classifications will
receive three hundred dollars ($300.00) per month as automobile allowance.
• IW#IWI #WAIRAW
PAGE 19
1. Automobile allowance will not be provided to the Chief of Police or the Fire Chief,
Employees in these classifications will continue to receive a City vehicle.
2. The Middle Management classification of Executive Director of the Columbia
Memorial Space Center shall be eligible to receive automobile allowance
Effective the pay period following adoption of this Resolution, employees required to
speak or translate Spanish as part of their regular duties will be compensated seventy dollars
($70.00) per bi-weekly pay period. The City Manager has the authority and discretion to assign
and/or remove this bonus up to budget authority. To be eligible for this assignment, the
employee must pass a conversational examination administered by a certified interpreter, or an
employee who has been appointed by the Human Resources Director to administer such
examination. The employee must recertify at least every eighteen (18) months to maintain the
eligibility.
An employee may be assigned by the City Manager to serve
class assignment. An out -of -class assignment is distinguished from
the performance of limited duties and responsibilities that are out;
employee's regular job duties. The selection of an employee fo
assignment shall be at the discretion of the City Manager or designee.
pay differential of up to five and one-half percent (5.5%) shall be
approval by the City Manager when an employee is designated and
out -of -class assignment. Paid holidays shall be considered as day
forms of authorized leave such as sick leave, emergency leave, a
considered as days actually worked.
temporarily in an out -of -
an acting designation by
side of the scope of an
an out -of -classification
A temporary out -of -class
authorized with advance
scheduled to work in an
actually worked. Other
id vacation shall not be
All previous Resolutions establishing benefits payable to employees covered by this
Resolution are hereby repealed and replaced by this Resolution.
SECTION 16. The City Clerk shall certify to the adoption of this Resolution and provide
for the appropriate distribution thereof.
APPROVED AND ADOPTED this 28th day of February, 20 3.
C A M, FRO A, Mayor
PAGE 20
I AEREBY CERTIFY that the foregoing Resolution was adopted by the City Council of
the City of Downey at a Regular meeting held on the 28th day of February, 2023 by the following
• to wit:
AYES: • Members- Horn, Sosa, Trujillo, Frometa
• • Members: None.
ABSENT: • Members: None.
ABSTAIN, • Members: None.
X
Effective March 20, 2023
Assistant C"nNer
97.8118
103.1912
108.8667
114.8544
121.1012
Assistant Finance Director
66.3473
69.9961
73.8460
77.9071
80.9434
Assistant to the City Manager
50.1625
52.9214
55.8322
58.9029
61.1983
Buildin@ Official
61.0031
64.3583
67.8981
71.6324
74.3942
Chief of Police
104.0017
109.7218
115.7564
122.1229
126.8820
City Attorney
93.8705
99.0333
104.4801
110.2267
114.6357
City Clerk
55.4763
58.5282
61.7470
65.1443
68.7259
City Planner
61.0031
64.3583
67.8981
71.6324
74.3942
Deputy City Clerk
29.4858
31.1073
32.8181
34.6234
36.5276
Deputy City Manager/Communit Develo meet
90.8226
95.8180
101.0881
106.6478
110.8042
Deputy Director of Public Works Engineeding-Traffic
66.3473
69.9961
73.8460
77.9071
80.9434
. .. ...
Deputy Director of Public Works - Utilities
66.3473
69.9961
73.8460
77.9071
80.9434
Director of Community Development
88.1773
93.0272
98.1438
103.5416
107.5769
Director of Human Resources
88.1773
93.0272
98.1438
103.5416
107.5769
Director of Parks and Recreation
70.1948
74.0557
78.1287
82.4258
85.6378
Director of Public Works
88.1773
93.0272
98.1438
103.5416
107.5769
Economic Development & Housing Manager
51.8761
54.7307
57.7398 1
60.9156
63.2890
Emergency Preparedness Program Manager
45.5371
48.0418
50.6842 1
53.4717
56.4128
Executive Director fo the Columbia Memorial Space Center
60.3967
63.7179
67.2231
70.9193
74.8201
Finance Director
91.4912
96.5231
101.8318
107.4327
111.6193
Fire Chief 2*
102.2715
107.8862
113.8198
120.0806
124.7714
GIS Program Manager
55.7848
58.8528
62.0902
65.5048
68.0581
Human Resources Analyst
36.9281
38.9593
41.1019
43.3625
45.7474
Human Resources Manager
48.9943
51.6890
54.5319
57.5312
60.6953
Human Resources Specialist
29.4858
31.1073
32.8181
34.6234
36.5276
Information Technology Systems Manager
61.0687
64.4265
67.9700
71.7083
74.5027
-Management Analyst
36.9281
38.9593
41.1019
43.3625
45.7474
Principal Accountant
41.3976
43.6745
46.0765
48.6106
51.2845
Principal Civil Engineer
61.0677
64.4264
67.9699
71.7084
74.5023
Recreation Manager
49.1109
51.8120
54.6617
57.6678
59.9152
Senior Accountant
34.4979
36.3952
38.3969
40.5089
42.7371
Senior Civil Engineer
55.7848
58.8528
62.0902
65.5048
68.0581
Senior Civil Engineer- Utilities
55.7848
58.8528
62.0902
65.5048
68.0581
Senior Management Analyst
41.3976
43.6745
46.0765
48.6106
51.2845
Superintendent of Facilities and Maintenance
55.3720
58.4169
61.6299
65.0202
67.5537
Superintendent of Utilities
55.3720
58.4169
61.6299
65.0202
67.5537
System/Network Engineer
51.8761
54.7307
57.7398
60.9156
63.2890
1* Effective the start of the pay period that includes July 1, 2023
2* Effective the stat of the pay period that includes January 1, 2023
'~Effecive the start ofthe pay period that includes July 1,3024
47.9T.-Tw-,
Effective March 31, 2025
Assistant City Manger
105.7932
111.6117
117.7503
124.2265
130.9831
Assistant Finance Director
71.7613
75.7077
79.8718
84.2643
87.5483
Assistant to the City Manager
54.2558
57.2398
60.3881
63.7094
66.1921
Building Official
65.9809
69.6099
73.4386
77.4776
80.4648
Chief of Police
112.4883
118.6751
125.2022
132.0881
137.2356
City Attorney
101.5303
107.1144
113.0057
119.2212
123.9899
City Clerk
60.0032
63.3041
66.7856
70.4601
74.3339
City Planner
65.9809
69.6099
73.4386
77.4776
80.4648
Deputy City Clerk
31.8918
33.6457
35.4960
37.4486
39.5083
Deputy City Manager/Community Development
98.2337
103.6367
109.3369
115.3503
119.8459
Deputy Directorof Public Works Engineering -Traffic
71.7613
75.7077
79.8718
84.2643
87.5483
Deputy Directorof Public Works- Utilities
71.7613
75.7077
79.8718
84.2643
87.5483
Director of Community Development
95.3726
100.6182
106.1524
111.9906
116.3552
Director of Human Resources
95.3726
100.6182
106.1524
111.9906
116.3552
Director of Parks and Recreation
75.9227
80.0986
84.5041
89.1517
92.6258
Director of Public Works
95.3726
100.6182
106.1523
111.9906
116.3552
Economic Development & Housing Manager
56.1091
59.1967
62.4514
65.8863
68.4534
'Emergeng Preparedness Program ManMer
49.2529
51.9620
54.8201
57.8350
61.0161
Executive Directorfo the Columbia Memorial Space Center
65.3251
68.9173
72.7085
76.7063
80.9254
Finance Director
98.9569
104.3994
110.1413
116.1992
120.7275
Fire Chief
110.6169
116.6898
123.1075
129.8792
134.9528
,GIS Program ManNer
60.3369
63.6552
67.1568
70.8500
73.6116
Human Resources Analyst
39.9414
42.1384
44.4559
46.9009
49.4804
Human Resources Manager
52.9923
55.9069
58.9817
62.2258
65.6480
Human Resources Specialist
31.8918
33.6457
35.4960
37.4486
39.5083
Information Technology Systems Manager
66.0520
69.6837
73.5164
77.5597
80.5821
Management Analyst
39.9414
42.1384
44.4559
46.9009
49.4804
Principal Accountant
44.7756
47.2394
49.8364
52.5772
55.4693
Principal Civil Eneineer
66.0508
69.6836
73.5163
77.5598
80.5817
Recreation Manager
53.1182
56.0399
59.1221
62.3735
64.8043
Senior Accountant
37.3129
39.3650
41.5301
43.8145
46.2245
Senior Civil Engineer
60.3369
63.6552
67.1568
70.8500
73.6116
Senior Civil Engineer - Utilities
61.3369
63.6552
68.1568
70.8500
74.6116
Senior ManagernentAnalyst
44.7756
47.2384
49.8364
52.5772
55.4693
Superintendent of Facilities and Maintenance
59.8903
63.1837
66.6589
70.3258
73.0661
Superintendent of Utilities
59.8903
63.1837
66.6589
70.3258
73.0661
System/Network Engineer
56.1091
59,1967
62.4514
65.886 1
'*** Effective the start of the pay period that includes July 1, 2025
2** * Effective the stat of the pay period that includes January 1, 2025