HomeMy WebLinkAbout7.d. Salaries and Benefits for City EmployeesCITY OF ROSEMOUNT
EXECUTIVE SUMMARY FOR ACTION
CITY COUNCIL MEETING DATE: MARCH 5, 1991
AGENDA ITEM: SALARY & BENEFIT
ADJUSTMENTS FOR 1991
AGENDA SECTION:
NEW BUSINESS
PREPARED BY: STEPHAN JILK, CITY ADMINISTRATOR
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ATTACHMENTS: MEMO
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This item is placed on the agenda for your consideration and approval.
Included are the: 1991 - 1992 Police Union Contract
1991 - 1992 Public Works Contract
1991 Non -Union Employee's Salary Adjustments.
Find attached a memo outlining the recommendations on each item.
RECOMMENDED ACTION:
Three actions - please see memo.
COUNCIL ACTION:
Approved contract between L.E.L.S. and the City of Rosemount, Teamsters
320 and the City of Rosemount, and adopted resolution non-union salary &
benefits.
TO: Mayor Napper
Council Members Klassen, Oxborough W'llc x, Wippermann
FROM: Stephan Jilk, City Administrator
DATE: March 1, 1991
RE: 1991 Salary & Benefit Adjustments
Police Union
Public Works Union
Non -Union Employees
We are providing herein recommendations to you regarding salary
and benefit adjustments proposal for all full time and permanent
part time employees.
These items have been presented to you for your review and
discussions have been held on them.
They are: Police Union - 1991 & 1992 Contract
Public Works Union - 1991 & 1992 Contract
Non -Union - Salary Adjustments for 1991
Attached are the specific changes for the Union Contracts and the
Non -Union Salary adjustments. Attached, also, is the resolution
setting out benefits for Non -Union Employees. There are no
benefit changes proposed for Non -Union Employees. This
resolution is an updated version setting out the benefits now in
place. There are some cosmetic changes in the resolution if you
would compare it word for word to last years, but no actual
change in benefits.
I would ask your consideration to do the following:
1. Adopt a simple motion approving the 1991 - 1992
Contract, as revised between the City of Rosemount and
L.E.L.S. (Police Union).
2. Adopt a simple motion approving the 1991 - 1992
Contract, as revised, between the City of Rosemount and
Teamsters 320 (Public Works Union).
3. Adopt a Resolution Outlining Non -Union Full Time Staff
Salary and Benefits for 1991.
This will complete our contract and Non -Union Salary & Benefit
discussion.
March 5, 1991
Police Union Contract
We have concluded our negotiations with the Police Union and feel we
have a contract worthy of a recommendation for your approval. The
following changes would be made:
1. Salaries: 1991 - 5%
1992 - 5%
2. PERA Life Insurance: Paid by the City at a cost of $9.00 per month
per officer.
3. Vacation Accrual: Increase accrual amount (not an increase in rate
of earning the vacation) by 5 days on top of each amount allowed
now.
4. Team Sergeants: Now receive $100 per month in addition to their
officer pay. Increase to - $150 in 1991,
$175 in 1992.
5. Education Reimbursement: Allow education costs to be reimbursed at
same rate as other employees but those credits earned under this
program will not count toward their education incentive option.
6. Sick Leave Buyout: Same as other employees but limited to a
maximum of 5 days payment in one year.
I would be pleased to review this further with you and recommend its
approval.
March 5, 1991
Public Works Union Contract
We have completed our negotiations with the Public Works Union and are
prepared to make the following recommendations to receive your
approval.
1. Salary Adjustments 1991 1992
Level I 80 4%
Level II, III 4% 4%
2. Dental Coverage - City will pay single rate dental coverage (same
as other employees).
3. Increase Uniform Allowance from $5.85 to $7.00 per week.
4. Two additional days of funeral leave for the death of parent,
child or spouse only on approval by employer.
5. Increase payment of accumulated sick leave on death of employee to
spouse from 65% to 80%.
6. A percentage of sick leave to be paid to employee on retirement
based on a sliding scale as follows:
1 thru 5 years 10%
6 thru 10 years 30%
11 thru 15 years 500
16 and above 60%
7. Job Performance evaluations will be done once a year by
supervisors.
8. Language requiring City to layoff part-time employees first before
full time employees with same job description.
9. Language allowing employees with seniority, by class, to bump
lower class employees when higher class employee would be laid off
because city chose a "class" to lay off.
This allows person in lowest level and the least time with city to
be laid off first and stili allows city to choose level of
employee to be laid off.
10. Added one out of class pay for the Blacktop Paver.
11. Added language to pay for all licenses required by law or by city
not set out in job description to be compensated for at the rate
of $.10 per hour.
I would be glad to review this further with you and recommend its
adoption.
March 5, 1991
Non -Union Employees Salary & Benefits for 1991
NON-UNION EMPLOYEES
Non -Union salaries and benefits are established through several
methods with final determination and approval given by the City
Council.
The documents that set these salaries and benefits out are:
1. Resolution adopted annually determining benefits.
2. Personnel Policy.
3. Salary Adjustment Policy PE -3.
4. State law requiring implementation of the Comparable Worth
Act.
Based on review of our benefits package and salaries for similar
positions in other cities and the cost of living increase expected
for 1990 I would recommend the following:
A. Adjust salary ranges by:
1) Department Heads and Administrator by 4.25%
2) Staff level employees by 4.5%
Individuals, based upon successful completion of performance
evaluations would receive 4.25% or 4.50% increases depending
on their positions. Also, certain individual are still
working through an approved step in their salary range and so
may receive more of an adjustment in 1991 than the 4.25% or
4.50%.
And, there are recommendations to increase certain employees
more in 1991 based on their performance in their position.
B. No changes to the benefit package as set out in the attached
resolution which approved benefits in 1989 for 1990.
C. The overall package cost should be less than 5% for Non -
Union employees.
D. The salary adjustments, unless made as part of an employee
working through a range, will be effective January 1, 1991.
The salary range schedule attached, NU - A, reflects a 4.25%
adjustment to department heads ranges and 4.50% adjustment to
staff level.
CITY OF ROSEMOUNT
DAKOTA COUNTY, MINNESOTA
RESOLUTION 1991 -
A RESOLUTION OUTLINING NON-UNION
FULL-TIME STAFF SALARY AND BENEFITS
FOR 1991
WHEREAS, the City Council of the City of Rosemount has reviewed certain
salary and benefit adjustments for the non-union full-time city staff;
and
WHEREAS, the City Administrator has provided supporting information as
to recommending salary and benefits adjustments for 1991; and
WHEREAS, the City Council has reviewed a proposed policy for
implementing annual adjustments and employment step adjustments in 1991
and beyond (this policy is attached as Exhibit "A") along with
implementing other benefit changes as proposed by city administration;
and
WHEREAS, the City Council of the City of Rosemount feels it is
appropriate to institute such recommended changes.
NOW THEREFORE BE IT RESOLVED, that the salary ranges are to be set for
all non-union positions as set out in Exhibit "B" to this resolution,
which salary schedule will be implemented as set out in the Salary
Adjustment Policy (Exhibit "A" to this resolution), and that the
following benefit schedule be adopted for all non-union city staff and
will become effective January 1, 1991:
A. Holidays:
1.
New Years Day
7. Columbus Day
2.
Martin Luther King Day
8. Veterans Day
3.
Presidents Day
9. Thanksgiving Day
4.
Memorial Day
10. Friday following
5.
Independence Day
Thanksgiving Day
6.
Labor Day
11. Christmas Day
B. Vacation:
Vacation shall be earned by non-union full-time staff
monthly per the following schedule, beginning January 1, 1991:
1st
year of employment
.67 day/mo. (8 days)
2nd
thru 3rd year of employment
1 day/mo. (12 days)
4th
thru 10th year of employment
1 2 days/mo. (18 days)
11th
thru 15th year of employment
1-3/4 days/mo. (21 days)
16
and above years of employment
2 days/mo. (24 days)
Resolution 1991 -
Page 2
C. Vacation Accrual: Full-time non-union city staff may accumulate
vacation based on years of service to the maximum prescribed
below. Payment in lieu of vacation accrued beyond the amount
listed will not be considered.
0
thru 4 years of service
20
days
(160
hours)
5
thru 10 years of service
25
days
(200
hours)
11
years of service and above
30
days
(240
hours)
D. Compensatory Time: Compensatory time may be accumulated for
overtime worked at the rate of one and one-half times the hours
worked in excess of 40 hours per week. Compensatory time may
accumulate to a maximum of 80 hours. Combined accumulation of
compensatory time and vacation will not exceed vacation maximum
plus 40 hours.
E.
F.
Sick Leave: Full-time non-union staff will earn sick leave at the
rate of one day per month with no maximum accrual. Sick leave to
be available for use as accrued.
Buyout Provision: Employees accruing in excess of 60 days (480
hours) of sick leave under this section may, on January 1st only
of each year, elect to "sell" those hours in excess of 480, to the
city at a conversion rate equal to the percentage figures in
Section E times the hours being "sold" times the employee's then
base rate of pay. (Example: Employee John Doe, employed with the
city 14 years has 640 hours of sick leave accumulated. His rate
of pay is $14.00/hr. He chooses to "sell" 100 hours. The
calculation would be 100 x .45 x 14.00 = 630. this would leave
him 540 hours of sick leave left. The $630 would be added to his
payroll check subject to all taxes, social security, etc.
Severance Pay: Full-time non-union staff will receive payment at
the employee's rate at time of leaving, as prescribed below when
leaving the employ of the city in good standing.
Vacation: Up to accrued amount
Sick Leave: 1 thru 5 years of service,
6 thru 10 years of service,
11 thru 15 years of service,
16 yrs of service and above,
15% of accumulated sick
leave
30% of accumulated sick
leave
45% of unused sick leave
600 of unused sick leave
Plus the following when the employee is leaving the employ of the
City for retirement purposes:
5 thru 9 years of service = 2 weeks pay
10 years of service and above = 4 weeks pay
Salary & Benefit Adjustments for 1991-1992
Page 14
Resolution 1991 -
Page 3
G. Longevity: After 5 years of service, 1% of base
After 8 years of service, 2% of base
After 12 years of service, 3% of base
After 16 years of service, 4% of base
H. Health Insurance:
Cost of Basic Plan (1st dollar) - 100% of employees coverage - 65%
of the difference between single employee coverage and the total
family coverage. The cost difference between the basic (1st
dollar) plan and any optional plans available to employees, will be
paid by the employee.
I. Life Insurance: The city will pay the cost of:
1. $10,000 Term Life Insurance (Minnesota Mutual Life)
2. Declining value PERA Life Insurance Plan
Any additional life insurance costs for optional plans available to
the employee will be born by the employee.
J. Dental Insurance: The city will pay the cost of single coverage
through a plan approved by the city (1991 cost of $17.00 through
Delta Dental Plan). Employee pays any additional cost for employee
or dependents.
K. Education Reimbursement: The city will pay 100% of all costs of
taking a class not to exceed $750 a years for classes approved by
Administration and successfully completed. The city will also pay
50% of costs above the initial $750 for classes approved by
Administration and successfully completed.
Adopted this 5th day of March, 1991.
Vernon J. Napper, Mayor
ATTEST:
Susan M. Johnson, City Clerk
Motion by: Seconded by:
Voted in favor:
Voted against: