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HomeMy WebLinkAbout2013 - 2016 Exempt Employee BenefitsOILY OF SEBASTIM HOME OF YPELICAN ISLAND Manafzement Benefits Package: Effective October 1, 2013 SALARY: A. No COLA increase will be provided for Fiscal Year 2014. B. A COLA increase of 3% will be provided for Fiscal Year 2015. C. No merit increases for Fiscal Years 2014 and 2015. D. New employees may be eligible for a one step increase after successful completion of the 6- month probationary period. LONGEVITY PAY: Longevity Pay shall be awarded according to the following schedule and within the exceptions provided in paragraph E and F below: A. All exempt employees, after having completed ten (10) years of continuous service with the City, will receive an increase in their base pay of five (5%) percent. The five percent increase will be added to their base pay effective the date of their ten-year anniversary date. B. All exempt employees, after having completed fifteen (15) years of continuous service with the City, will receive an increase -in their base pay of five (5%) percent. The five percent increase will be added to their base pay effective the date of their fifteen -year anniversary date. C. All exempt employees, after having completed twenty (20) years of continuous service with the City, will receive an increase in their base pay of five (5%) percent. The five percent increase will be added to their base pay effective the date of their twenty-year anniversary date. D. All exempt employees, after having completed twenty-five. (25) years of continuous service with the City, will receive an increase in their base pay of seven and one-half (7.5%) percent. The seven and one-half percent increase will be added to their base pay effective the date of their twenty -five-year anniversary date. E. Exempt employees at or below pay grade 77 shall be eligible for Longevity Pay effective October 1, 2013. Exempt employees over pay grade 77 are not eligible for Longevity Pay until October 1, 2014. F. There shall be no retroactive payment of Longevity Pay for exempt employees over pay grade 77. A. All full-time exempt employees who participate in the group health insurance agree to pay twenty- five dollars per month towards the premium for group insurance coverage. The City agrees to pay the remainder of the premium to provide individual group health insurance coverage. B. The City agrees to pay the premiums for any full time exempt employee who participates in the group dental and vision coverage. C. Exempt employees who elect to participate in the group dependent health coverage option plan will pay fifty (50%) percent of the cost of the premium for health, dental and vision. D. The City shall provide $10,000 term life insurance and $10,000 AD&D. Employees are eligible to purchase additional coverage per the Carrier's policy. E. The City agrees to pay fifty (50%) of the costs of single coverage group (health only) insurance for up to two (2) years for qualified exempt management employees who retire from the City after being employed by the City for twenty (20) years in a full-time capacity. A. ICMA 401(A) Plan —City contribution 9% bi-weekly. B. ICMA 457 deferred compensation plan. Employer does not contribute to this account but the employee is eligible to contribute per IRS guidelines The following shall be paid holidays for exempt management employees: NEW YEAR'S DAY MARTIN LUTHER KING DAY PRESIDENTS DAY MEMORIAL DAY INDEPENDENCE DAY LABOR DAY VETERANS DAY THANKSGIVING DAY ERIDAY AFTER THANKSGIVING DAY CHRISTMAS EVE CHRISTMAS DAY A. Exempt management employees are not eligible for overtime pay or compensatory time. B. Use of discretionary time in excess of four hours in any one pay period shall not be approved except in extraordinary circumstances as determined by the City Manager. IN ANNUAL LEAVE: A. Annual leave is earned on a pro-rata bi-weekly basis. The bi-weekly pay period is divided over twenty-six (26) pay periods. Management employees will accrue annual leave based on their years of service with the agency. To clarify the rate at which an employee accrues annual leave the following table will be used. Length of Service: Bi-weekly Leave Accrual Rate Hours Earned 1 Year but less than 5 Years 3.077 hours 80 hours 5 Years but less than 10 Years 4.615 hours 120 hours 10 Years but less than 15 Years 6.153 hours 160 hours 15 Years but less than 20 Years 6.92 hours 180 hours 20 Years and over 7.69 hours 200 hours B. Maximum annual leave accrual is 400 hours. Management employees will not be allowed to carry over from one fiscal year to the next more than 400 hours of accrued annual leave. If during the year the employee accrues more than 400 hours of annual leave, they will have until the last full payroll period in the fiscal year to bring their time balances down to the 400-hour maximum. If the employee does not bring the time balance down to the 400-hour maximum by the last full payroll period of each fiscal year, they will forfeit all hours in excess of the 400-hour maximum carryover. Annual leave will continue to accrue beyond the limitations set forth above when a Department Head or the City Manager fails to grant annual leave when requested in writing by an employee under the provisions of this section. Proper documentation signed by the department head or City Manager will be forwarded to the Finance Department where it will be kept on file indicating the reasons for not granting the requested leave. C. Upon separation from the City, exempt management employees shall receive the entire account balance of accrued annual leave paid at the regular hourly rate in a lump sum check. A. Exempt management employees accrue leave at the rate of ninety-six (96) hours per calendar year. Sick leave will accrue bi-weekly over twenty-six (26) periods. To clarify the rate at which an employee accrues sick leave the following table will be used. Length of Service Bi-weekly Annual Leave Accrual Rate Hours Earned All years of service 3.692 hours 96 hours (12 working days) B. Upon separation from the City, exempt management employees shall receive a distribution of their accrued sick leave balance up to 600 hours in accordance with the following schedule: Years of Service Percentaae 0-1 year 0% 1- 5 years 25% 6-10 years 50% 11-20 years 75% Over 20 years 100% C. Once an exempt management employee accrues 360 hours of sick leave they may at their option convert fifty (50%) percent of any unused accrued sick leave in excess of 360 hours to annual leave on September 30th of each fiscal year. If the employee is at the maximum vacation accrual on September 30 of each fiscal year, the sick conversion process cannot be allowed. IC ' A. Time Off Provision — When there is a death in an employee's immediate family, that employee shall be granted a Bereavement Leave of a maximum five (5) working days in order to attend the funeral. B. Immediate family is defined as the employee's spouse, children, father, mother, brother, sister, parents -in-law, grandchildren, or grandparents or any relative who is domiciled in the employee's household. C. The City reserves the right to require documentation supporting Bereavement Leave after an employee returns to work. D. Any absence in excess of five (5) working days in connection with approved Bereavement Leave will be charged to accrued annual or sick leave, at the employee's option. TUITION PAYMENT PLAN: Payment of tuition by the City of Sebastian for approved educational or training programs will be in conformance with the following: Eligibility for Participation in Tuition Payment Plan — All management employees are eligible for participation in the City's Tuition Payment Plan up to the limit of the funds available for education. A. Tuition Payment Plan — The City of Sebastian will, upon approval of the City Manager or designee, pay tuition of regular full-time management employees for any eligible training or educational program/course. An eligible training or educational program/course is one that, in the judgment of the City Manager or designee, is directly related to the employee's current position or to a related higher position, and which will improve performance in a current position or which constitutes preparation for promotion to related higher responsibilities. B. Application Procedure — A management employee desiring to participate in the City's Tuition Payment Plan shall submit an application fifteen (15) working days in advance to the City Manager for final approval. C. Course Completion — If the employee achieves a grade of "C" or better in a course which is graded -- or if the employee receives a "pass" in a course which is graded on a pass/fail basis — he/she will submit an official copy of his/her grades along with proof of his/her payment for tuition, required books, or lab fees to the Director of Human Resources. Reimbursement for tuition shall be made in accordance with City policy for reimbursements. The employee's personnel record will be documented with his/her education achievement. Textbooks shall become City property at the completion of the course and turned over to the City Manager or his designee. D. Transportation — Transportation under the Tuition Payment Plan shall be at the employee's expense. 4 E. Maximum Reimbursement — The reimbursement shall be available for a maximum total of twenty - for (24) semester hours or thirty-two (32) quarter hours in any one (1) fiscal year period for eligible employee pending budget authorization and availability of funds. The maximum tuition rate to be reimbursed for participating in the City's Tuition Payment Plan for college -level courses is that established annually by the State Legislature for state supported schools (under graduate credit hour fee). Should an employee elect to attend a non -State school, he/she is responsible for the difference in tuition. F. Service Requirement — Employees, who are reimbursed for such courses, agree to remain employed by the City of Sebastian for at least two (2) years after completion of the course(s). Should an employee leave the City service within two years after completion of the course(s), he/she is required to return any payments to the City or it will be deducted from his/her final paycheck. G. City Mandated Education Courses — If the City requires an employee to attend an educational course, seminar or conference, the City shall pay tuition, transportation, and meals and lodging in accordance with the City's Travel Policy. Outside Employment: A. Employees must notify their immediate supervisor if they wish to maintain secondary employment. The City of Sebastian will be the primary employer in all cases. The City reserves the right to deny outside employment. �i er; City Manager Date ` Effective October 1, 2013 5