CC Resolution No. 19-144 Amending the Health In-Lieu Cash Payment Option for Appointed Cupertino Employees' Association (CEA), Unrepresented (Management, Confidential) Employees, Elected Officials RESOLUTION NO. 19-144
A RESOLUTION OF THE CUPERTINO CITY COUNCIL
AMENDING THE HEALTH IN-LIEU CASH PAYMENT OPTION FOR THE
APPOINTED, CUPERTINO EMPLOYEES'ASSOCIATION (CEA),
UNREPRESENTED (MANAGEMENT AND CONFIDENTIAL) EMPLOYEES,
AND ELECTED OFFICIALS
WHEREAS, On July 16, 2019, Council adopted terms and conditions of
employment for the CEA Memorandum of Understanding (MOU),
Unrepresented,Appointed, and Elected Officials' Compensation Programs,which
included a Health In-Lieu cash benefit; and {
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WHEREAS, It was agreed that the City was to provide a payment of $375 ,
per month in lieu of health care premiums for employees who provide proof of
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alternate coverage and the payment was to be in the form of a contribution to the
employee's deferred compensation plan; and
WHEREAS, In implementing the Health In-Lieu cash benefit, it was found
that the option cannot be set up to go directly into a pre-tax deferred compensation
account but instead must be paid in cash and be subject to payroll tax
withholdings; and
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NOW, THEREFORE, BE IT RESOLVED that the City Council does hereby
amend the Health In-Lieu cash payment option for the Appointed, Cupertino
Employees' Association (CEA), Unrepresented (Management and Confidential)
employees, and Elected Officials.
BE IT FURTHER RESOLVED that this Resolution is not a project under the
requirements of the California Environmental Quality Act of 1970, together with
related State CEQA Guidelines (collectively, "CEQA") because it has no potential
for resulting in physical change in the environment, either directly or ultimately.
In the event that this Ordinance is found to be a project under CEQA, it is subject
to the CEQA exemption contained in CEQA Guidelines section 15061(b)(3)
because it can be seen with certainty to have no possibility of a significant effect
on the environment. CEQA applies only to projects which have the potential of i
causing a significant effect on the environment. Where it can be seen with
certainty that there is no possibility that the activity in question may have a
significant effect on the environment, the activity is not subject to CEQA. In this
circumstance, the amendments would have no or only a de minimis impact on the
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Resolution No. 19-144
Page 2
environment. The foregoing determination is made by the City Council in its
independent judgment.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of
Cupertino this 17t" day of December 2019, by the following vote:
Vote Members of the City Council
AYES: Scharf, Paul, Chao, Sinks, Willey
NOES: None
ABSENT: None
ABSTAIN: None
SIGNE q g
Steven Scharf,Mayor Date
City of Cupertino
ATTEST:
Grace Schmidt, City Clerk Date
City of Cupertino
APPOINTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 1
PROGRAM PURPOSE AND DEFINITIONS FOR ELIGIBILITY
It is City of Cupertino policy that those certain persons holding positions hereinafter defined
and designated as appointed management employees by the City Council in the City Manager's and
City Attorney offices shall be eligible for participation under the Appointed Employees'Compensation
Program as hereby ad opted by action of the City Council and as same may be amended or as otherwise
modified from time to time.
Eligibility for inclusion in this Compensation program is limited to persons appointed
by the City Council and holding positions as management employees, as defined under section
2.52.290 of the Cupertino Municipal Code, in the City Manager and City Attorney Offices.
These are designated by the Appointing Authority and may be modified as circumstances
warrant.
Although subject to change in accordance with provision of the Personnel Code,the positions
in the following classifications have been designated as appointed employees. i
MANAGEMENT CLASSIFICATIONS:
Classification Title
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City Manager
In the event of any inconsistency between the Compensation Program and any Employment
Contracts,the provisions of the Employment Contract and any amendments thereto control.
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Adopted by Action of the City Council
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July 1,2010 i
Revised December 18,2012; July 2019 E
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City of Cupertino
APPOINTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 2
SALARY SCHEDULE
AND OTHER SALARY RATES
It is City of Cupertino policy that eligible persons under this Compensation Program shall
be compensated for services rendered to and on behalf of the City on the basis of equitable pay
for duties and responsibilities assigned, meritorious service and comparability with similar work
in other public and private employment in the same labor market; all of which is contingent upon
the City's ability to pay consistent with its fiscal policies.
Effective January 7, 2019,a salary decrease of 6.14104%or$22,083.33 base pay will be reflected in
the City Manager classification. Effective June 3, 2019, a salary decrease of 9.811%or$19,916.66
base pay will be reflected in the City Manager classification.
Adopted by Action of the City Council July 1,2010
Revised October 2, 2012
Revised December 18,2012, October 2016, September 6,2017,November 6, 2017, January 7, 2019,
July 16,2019
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City of Cupertino
APPOINTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 3
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TRAINING AND CONFERENCES
I. POLICY
It is City of Cupertino policy that eligible persons under this Compensation Program shall
be reimbursed or receive advances in accordance with the schedules, terms and conditions
as set forth herein for attendance at conferences, meetings and training sessions as defined
below for each. It is the intent of this policy to encourage the continuing education and
awareness of said persons in the technical improvements and innovations in their fields of
endeavor as they apply to the City or to implement a City approved strategy for attracting
and retaining businesses in the City. One means of implementing this encouragement is
through a formal reimbursement and advance schedule for authorized attendance at such
conferences, meetings and training sessions.
II DEFINITIONS
A. Conferences
A conference is an annual meeting of a work related organization the membership of which may
be held in the name of the City or the individual.
B. Local Area
The local area is defined to be within Santa Clara and San Mateo Counties and within a 40-mile
distance from Cupertino when traveling to Alameda County.
C. Meetings
A "meeting" shall mean a convention, conference, seminar, workshop, meal, or like assembly
having to do with municipal government operations. An employee serving on a panel for
interviews of job applicants shall not come under this definition.
D. Training Session j
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A training session is any type of seminar or workshop the attendance at which is for the {
purpose of obtaining information of a work related nature to benefit the City's operations or
to enhance the attendee's capabilities in the discharge of assigned duties and responsibilities.
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III REIMBURSEMENT AND ADVANCE PAYMENT SCHEDULE
A. Intent
This schedule is written with the intent that the employee will make every effort to find the
lowest possible cost to the City for traveling on City business. For example, if paying for
parking at the airport is less expensive that paying for a taxi or airport shuttle, then the
employee should drive their car and park at the airport; or if renting a car is lower than taking
taxis at the out-of-town location, then a car should be rented; or air reservations should be
booked in advance to obtain discounted fares. The following procedures apply whether the
expense is being paid through a reimbursement or a direct advance.
B. Registration
Registration fees for authorized attendance at a meeting or training session will be paid by the
City.
C. Transportation
The City will pay transportation costs on the basis of the lowest cost intent stated in paragraph
A. Eligible transportation costs include airfare (with coach fare being the maximum), van or
taxi service to and from the attendee's home and airport, destination or airport parking
charges, taxi and shuttle services at the out-of-town location, trains, tolls, or rental cars. Use
of a personal automobile for City business shall be reimbursed or advanced at the rate per
mile in effect for such use, except in no case shall it exceed air coach fare if the vehicle is
being used for getting to the destination. Government or group rates offered by a provider of
transportation must be used when available.
Reimbursement or advances for use of a personal automobile on City business within a local area
will not be made so as to supplement that already being paid to those persons receiving a monthly
mileage allowance.
D. Lodging
Hotel or lodging expenses of the employee resulting from the authorized event or activity
defined in this policy will be reimbursed or advanced if the lodging and event occurs outside
of the local area. Not covered will be lodging expenses related to person(s) who are
accompanying the City member, but who themselves are not on City business. In this
instance,for example,the difference between single and multiple occupancy rates for a room
will not be reimbursed.
Where the lodging is in connection with a conference or other organized educational activity,
City-paid lodging costs shall not exceed the maximum group rate published by the conference
or activity sponsor,providing that lodging at the group rate is available at the time of booking.
If the group rate at the conference hotel is not available, then the non-conference lodging
policy described in the next paragraph should be followed to fmd another comparable hotel.
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Where lodging is necessary for an activity that is not related to a conference or other
organized educational activity,reimbursement or advances shall be limited to the actual cost
of the room at a group.or government rate. In the event that a group or government rate is
not available, lodging rates that do not exceed the median price for lodging for that area and
time period listed on travel websites like www.hotels.com, www.expedia.com or an
equivalent service shall be eligible for reimbursement or advancement.
E. Meals
1. With No Conference
Payments toward or reimbursement of meals related to authorized activities or events
shall be at the Internal Revenue Service per diem rate for meals and incidental expenses
for a given location, as stated by IRS publications 463 and 1542 and by the U.S. General
Services Administration. The per diem shall be split among meals as reasonably desired
and reduced accordingly for less than full travel days. If per diem is claimed, no receipts
are necessary. Alternatively, the actual cost of a meal can be claimed, within a standard
of reasonableness, but receipts must be kept and submitted for the expense incurred.
2. As Part of a Conference
When City personnel are attending a conference or other organized educational activity,
they shall be reimbursed or advanced for meals not provided by the activity, on a per
diem or actual cost basis. The per diem and actual cost rate shall follow the rules
described in the meals with no conference paragraph.
F. Other Expenses
Payments toward or reimbursement of expenses at such functions shall be limited to the actual
costs consistent with the application of reasonable standards.
Other reasonable expenses related to business purposes shall be paid consistent with this policy.
No payments shall be made unless, where available, receipts are kept and submitted for all
expenses incurred. When receipts are not available, qualifying expenditures shall be reimbursed
upon signing of an affidavit of expenditure.
No payment shall be made for any expenses incurred which are of a personal nature or not
within a standard of reasonableness for the situation as may be defined by the Finance
Department.
G. Non-Reimbursable Expenses
The City will not reimburse or advance payment toward expenses including, but not
limited to:
1. The personal portion of any trip;
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2. Political or charitable contributions or events;
3. Family expenses,including those of a partner when accompanying the employee on City-
related business, as well as child or pet-related expenses;
4. Entertainment expenses,including theatre, shows,movies, sporting events,golf,spa
treatments, etc.
5. Gifts of any kind for any purpose;
6. Service club meals;
7. Alcoholic beverages;
8. Non-mileage personal automobile expenses including repairs,insurance,gasoline,traffic
citations; and
9. Personal losses incurred while on City business.
IV ATTENDANCE
A. Budgetary Limitations
Reimbursement or advances for expenses relative to conferences,meeting or training sessions
shall not exceed the budgetary limitations.
V. FUNDING
A. Appropriation Policy
It shall be the policy of the City to appropriate funds subject to availability of resources.
B. Training Sessions
Payments toward or reimbursement of expenses incurred in attendance at training sessions,
will be appropriated annually through the budget process.
VI. DIRECT CASH ADVANCE POLICY
From time to time, it may be necessary for a City employee to request a direct cash advance
to cover anticipated expenses while traveling or doing business on the City's behalf. Such
request for an advance should be submitted to their supervisor no less than seven days prior to
the need for the advance with the following information: 1)Purpose of the expenditure;2)The
anticipated amount of the expenditure(for example,hotel rates,meal costs, and transportation
expenses); and 3) The dates of the expenditure. An accounting of expenses and return of any
unused advance must be reported to the City within 30 calendar days of the employee's return
on the expense report described in Section VII.
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VH.EXPENSE REPORT REQUIREMENTS
All expense reimbursement requests or final accounting of advances received must be
approved by their supervisor, on forms determined by the Finance Department, within 30
calendar days of an expense incurred, and accompanied by a business purpose for all
expenditures and a receipt for each non-per diem item.
Adopted by Action of the City Council
July 1,2010
Revised December 18,2012
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City of Cupertino
APPOINTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 4
AUTOMOBILE ALLOWANCES AND
MILEAGE REIMBURSEMENTS
It is City of Cupertino policy that eligible persons under this Compensation Program
shall be compensated fairly for the use of personal automotive vehicles on City business. In
many instances the use of personal vehicles is a condition of employment due to the absence
of sufficient City owned vehicles for general transportation purposes. It is not intended,
however,that such a condition of employment should work an undue hardship. For this reason,
the following policies shall apply for mileage reimbursements.
Those persons who occasionally are required to use their personal automobiles for City
business shall be reimbursed for such use at an appropriate rate established by the City Council.
Submission of reimbursement requests must be approved by the Department Head.
Employees in the following classifications shall be paid a monthly automobile allowance as
follows,unless waived by employee:
Classification Allowance
City Manager $350
Employees receiving automobile allowance shall be eligible for reimbursement for travel that
exceeds two hundred miles round trip.
Adopted by Action of the City Council
July 1, 2010
Revised December 18, 2012
Revised October 20, 2015
Revised November 6, 2017
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City of Cupertino
APPOINTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 5
ASSOCIATION MEMBERSHIPS AND
PROFESSIONAL PUBLICATIONS
It is City of Cupertino policy that eligible persons under this Compensation Program shall
be entitled to City sponsored association memberships as well as receiving subscriptions to
professional and technical publications. Such sponsorship,however, shall be conditioned upon the
several factors as set forth below.
Each association for which membership is claimed must be directly related to the field of
endeavor of the person to be benefited.
Subscriptions to or purchase of professional and technical publications may be provided at City
expense providing the subject matter and material generally contained therein are related to municipal
governmental operations.
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Adopted by Action of the City Council
July 1,2010 f
Revised December 18, 2012
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City of Cupertino
APPOINTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 6
OVERTIME WORKED
Management employees are ineligible for overtime payments for time worked in excess
of what otherwise would be considered as a normal work day or work week for other employees.
However, no deduction from leave balances are made when such an employee is absent for less
than a regular work day as long as the employee has his/her supervisor's approval. Nothing in
this policy precludes the alternative work schedule,which may include an absence of a full eight
hour day, when forty hours have been worked in the same seven day work period.
Adopted by Action of the City Council
July 1, 2010
Revised December 18,2012
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City of Cupertino
APPOINTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 7
HEALTH BENEFITS PLAN-EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide group hospital and medical insurance
under which eligible persons under this Compensation Program and their dependents may be
covered. The purpose of this program is to promote and preserve the health of employees and
their families through comprehensive health plans available only through employer
sponsorship.
Although the premium cost for the insurance provided remains the ultimate responsibility
of the employee in these positions,the City shall contribute the amounts listed below towards the
premium or pay the full cost of the premium if less than the stated amounts. If the premium
amounts for any employee covered by this policy are less than the amounts listed below per
month, the difference between the premium amount and the stated amounts will be included in
the employee's gross pay. l'
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Effective City Max Health City Max*Dental City Total Max
January 1, Contribution Contribution Contribution
2020 Employee 1 848.87 126.78 1 975.65
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Employee+1 1,443.09 126.78 1,569.87
Employee+2 1,876.01 126.78 2,002.79
January 1, 2021 City Max Health City Max *Dental City Total Max
Contribution Contribution Contribution
Employee 891.32 126.78 1,018.10
Employee+1 1,515.24 126.78 1,642.02
Employee+2 1,969.81 126.781 2,096.59
January 1, 2022 City Max Health City Max *Dental City Total Max
Contribution Contribution Contribution
Employee 935.88 126.78 1,062.66
Employee+1 1,591.01 126.78 1,717.79
Employee+2 2,068.31 126.78 2,195.09
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Appointed employees in the City Manager positions will have immediate vesting of retiree medical
benefits.
City agrees to pay a monthly amount of three hundred seventy-five($375.00)per month to the
employee who can demonstrate that they have equivalent health coverage through their spouse,
parent, or other group coverage and who request this cash payment in lieu of health insurance
coverage.
Adopted by Action of the City Council
July 1, 2010
Revised December 18,2012, July 2013, October 2016, July 2019;December 2019
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City of Cupertino
APPOINTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 8
FIXED HOLIDAYS
It is the policy of the City of Cupertino to recognize days of historical and national
significance as holidays of the City without loss of pay or benefits. Recognizing the desirable
times throughout the year, it is the policy of the City of Cupertino to provide days off in lieu of {
holidays for management and confidential employees at such times as are convenient for each
employee and supervisor,when such policy is compatible with the workload and schedule of the
City.
The City provides the following fixed paid holidays for eligible employees covered by this
agreement:
1. New Year's Day
2. Martin Luther King Day
3. Presidents'Day
4. Memorial Day
5. Independence day
6. Labor Day
7. Veteran's Day
8. Thanksgiving Day
9. Day Following Thanksgiving
10. Christmas Eve
11. Christmas Day
12. New Year's Eve
When a holiday falls on a Sunday, the following Monday shall be observed as the non-work
day. When a holiday falls on a Saturday, the previous Friday shall be observed as the non-work
day.
FLOATING HOLIDAY
In addition to the paid holidays, employees occupying these positions shall be provided 20 floating
hours per calendar year as non-work time with full pay and benefits. Employees may accumulate
floating holiday hours up to two times their annual accrual.
Adopted by Action of the City Council
July 1,2010
Revised December 18, 2012,July 2013
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City of Cupertino
APPOINTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 9
LIFE,LONG TERM DISABILITY INSURANCE,AND SHORT TERM DISABILITY INSURANCE
It is the policy of the City of Cupertino to make available group insurance for eligible
persons under this Compensation Program that will mitigate the personal and family financial
hardships resulting from continuing disability that prevents an employee from performing
gainfully in his or her occupation. It is further the policy of the City of Cupertino to provide
life insurance benefits in an amount of two and one half times the employee's annual salary
to a maximum of$250,000.0
Adopted by Action of the City Council
July 1, 2010
Revised December 18, 2012, October
2016, July 2019
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City of Cupertino
APPOINTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 10
DEFERRED COMPENSATION
It is the policy of the City of Cupertino to provide equitable current compensation and
reasonable retirement security for eligible persons under this Compensation Program for
services performed for the City. The City participates in the California Public Employees'
Retirement System (PERS) and deferred compensation plans have been established. Both the
employee and employer may make contributions from current earnings to these plans. The
purpose of this policy is to promote means by which compensation may be provided in such
manner and form to best meet the requirements of the City and the needs of individual
employees, thereby increasing the ability, to attract and retain competent attorney employees.
The City shall maintain and administer means by which employees in these positions may
defer portions of their current earnings for future utilization.Usage of such plans shall be subject
to such agreements, rules and procedures as are necessary to properly administer each plan.
Employee contributions to such plans may be made in such amounts as felt proper and necessary
to the employee. Employer contributions shall be as determined by the City Council.
Adopted by Action of the City Council
July 1, 2010
Revised December 18,2012; July 2019
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City of Cupertino
APPOINTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 11
PUBLIC EMPLOYEES'RETIREMENT SYSTEM CONTRIBUTION
A. Employees hired on or before December 29, 2012 Only:
For employees hired on or before December 29,2012,the City has contracted with CalPERS for a
2.7%@55 formula.
Effective in the first full pay period in July 2017, each employee shall pay the full 8.0%of applicable
salary of the employee's contribution towards CalPERS.
B. For Employees hired by the City of Cupertino on December 30,2012 or December 31,
2012 or a current CalPERS employee who qualifies as a classic member under CalPERS
Regulations Only:
For Employees hired by the City of Cupertino on December 30,2012 or December 31, 2012 or a
current CalPERS employee who qualifies as a classic member under CalPERS Regulations only
the City has contracted with CalPERS for a 2.0%@ 60 retirement formula,three year average
compensation-
Effective October 1, 2016,the City shall not pay the employee's contribution rate to the California
Public Employees Retirement System(CalPERS) and each employee shall pay the full 7% of
applicable salary of the employee's contribution towards CalPERS.
C.For new employees hired by the City of Cupertino on or after January 1,2013 and do not
qualify as Classic members Only:
For new employees hired by the City of Cupertino on or after January 1,2013 and do not qualify
as classic members as defined by CalPERS,CalPERS has by statute implemented a 2%@ 62
formula,three year average and employees in this category shall pay 50%of the normal cost rate
as determined by CalPERS.
Adopted by Action of the City Council
July 1, 2010
Revised October 2,2012;December 18, 2012, July 2013, October 2016, July 2019
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City of Cupertino
APPOINTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 12
DENTAL INSURANCE-EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide dental insurance under which eligible
persons under this Compensation Program and their dependents may be covered. The purpose of
this program is to promote and preserve the health of employees.
The premium cost for the insurance provided by the City shall not exceed$126.78*per month
per employee. Enrollment in the plan or plans made available pursuant to this policy shall be in
accordance with Personnel Rules of the City and the provisions of the contract for such insurance
between the City and carrier or carriers.*Dental Coverage: Effective the first month after Council
adoption of agreement, dental coverage is capped at $2,500.00 per dependent per annual plan year for
the term of this contract.
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Adopted by Action of City Council
July 1,2010
Revised October 2,2012;December 18, 2012,
October 2016,July 2019
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City of Cupertino
APPOINTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 13
ADMINISTRATIVE LEAVE
Eligible persons under this Compensation Program shall receive eighty (80) hours of
administrative leave with pay per year.
Employees may accumulate administrative leave hours up to two times their annual
accrual.
Employees shall be eligible to convert administrative leave hours to pay one time each
calendar year.
Adopted by Action of the City Council
July 1, 2010
Revised December 18,2012, October
2016; July 2019
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City of Cupertino
APPOINTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 14
EMPLOYEE ASSISTANCE PROGRAM
It is the policy of the City of Cupertino to provide an Employee Assistance Program for
the benefit of eligible persons under this Compensation Program and their eligible dependents.
The purpose of this program is to provide professional assistance and counseling concerning
financial, legal, pre-retirement, and other matters of a personal nature.
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Adopted by Action of the City Council
July 1,2010
Revised December 18,2012; July 2019
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City of Cupertino
APPOINTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 15
PUBLIC SERVICE CREDIT—VACATION ACCUMULATION
Eligible persons under this Compensation Program shall earn vacation hours under the
same vacation accumulation schedule as all other employees. Credit shall be provided for previous
public sector service time on a year-for-year basis as to annual vacation accumulation. Credit shall
only be given for completed years of service. Public service credit shall not apply to any other
supplemental benefit. Employee(s)affected by this policy will have the responsibility of providing
certification as to previous public sector service.
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Adopted by Action of the City Council
July 1,2010
Revised December 18,2012; July 2019
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City of Cupertino
APPOINTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 16
HOUSING ASSISTANCE PROGRAM
Housing assistance may be offered to eligible persons under this Compensation Program
pursuant to Resolution No. 15-092 as amended.
Adopted by Action of the City Council
July 1,2010
Revised December 18,2012
Revised October 20, 2015; July 2019
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City of Cupertino
APPOINTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 17
VISION INSURANCE—EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide vision insurance under which employees
and their dependents may be covered. The purpose of this program is to promote and preserve the
health of employees.
The premium cost for the insurance provided by the City shall not exceed $14.94 per
month per employee.Enrollment in the plan or plans made available pursuant to this policy shall
be in accordance with the provisions of the contract between the City and carrier or carriers
providing vision insurance coverage,
Adopted by Action of the City Council July 1,2010
Revised October 2,2012;December 18,2012
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City of Cupertino
APPOINTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 18
EDUCATION REIMBURSEMENT PROGRAM
It is the intent of the City to recognize the value of continuing education and professional
development of its employees; and to adopt an Education Reimbursement Program which will
encourage employees to avail themselves of City job related educational opportunities that will
advance their knowledge and interests in the direction of their career path. Courses should
either: a)maintain or improve job skills in the employee's current position;b)be expressly
required by the City or by law; or c)prepare the employee to become a competitive applicant
for a different position with the City.
The Education Reimbursement Program is a benefit to all full time benefited employees who
have completed the required probationary period and provides education reimbursement of up
to two thousand dollars ($2,000)per calendar year for the cost of registration, required
textbooks and/or materials and parking. Employees who wish to seek reimbursement from the
City for educational program costs shall provide a written request for reimbursement in
advance of enrollment to the Human Resources Division. The form provided shall include the
type of training, sponsoring organization or institution,meeting times and costs. Human
Resources and the employee's department head will make the determination if the chosen
education program is eligible for reimbursement.
No employee shall receive any reimbursement until they have provided satisfactory proof of
successful completion of the coursework with a grade of"C" or above, or"Pass"in the case of
a Pass/Fail course. Such proof of completion shall be provided within 30 days of the conclusion
of the course.
Education reimbursement is a taxable benefit under IRS Code. Education reimbursement will
be applied to the calendar year in which the course is passed and satisfactory proof of
completion is submitted.
Mandatory or annual coursework, attendance at conferences and training required to maintain
job specific certifications or proficiencies are not included in the Education Reimbursement
Program.
Adopted by Action of the City Council July 16, 2019
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City of Cupertino
APPOINTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 19
CITY SPONSORED RECREATION AND WELLNESS PROGRAMS
Appointed employees shall have the privilege of enrollment in City sponsored recreation
programs at the City residents' fee structure and in preference to non-residents wishing to
enroll. Each calendar year, employees and family members on the employee's dental plan are
eligible to be reimbursed up to $500 per employee in Rec Bucks. Employees shall be
reimbursed for approved recreation services in accordance with the City's Recreation Buck
Policies. Programs allowing for preregistration will be reimbursed after completion of the
program, including those allowing for or requiring preregistration in the calendar year prior to
reimbursement. Reimbursements shall be applied to the year in which they are received.
Benefited employees will also receive a free employee-only annual Cupertino Sports Center
membership. Part-time benefited employees will have the annual amount of Recreation Bucks
prorated based on number of hours worked. Recreation Bucks are a taxable benefit under IRS
Code, and must be used by the employee within the calendar year and are non-transferrable.
City employees are eligible to participate in the City's wellness program as provided for in the
City's Administrative Rules and Regulations.
Adopted by Action of the City Council July 16,2019
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City of Cupertino
APPOINTED EMPLOYEES' COMPENSATION PROGRAM
EXEMPT POSITIONS
The salaries, wages, or rates of pay for City Attorney and City Manager employees whose
positions are exempt under the provisions of the Cupertino Municipal Code,are set forth
below. Only the City Council can modify these rates.
Monthly Salary Effective October 1,2016
Classification Step 1 Step 2 Step 3 Step 4 Step 5
City Attorney $0 $0 $0 $0 $19,219.10
City Manager $0 $0 $0 $0 $22,232.07
Monthly Salary Effective First Full Pay Period in July 2017
Classification Step 1 Step 2 Step 3 Step 4 Step 5
City Attorney $0 $0 $0 $0 $19,363.24
City Manager $0 $0 $0 $0 $22,398.81
Monthly Salary Effective September 6, 2017
Classification Step 1 Step 2 Step 3 Step 4 Step 5
City Attorney $0 $0 $0 $0 $21,300.00
Monthly Salary Effective November 6, 2017
Classification Step 1 Step 2 Step 3 Step 4 Step 5
City Manager $0 $0 $0 $0 $23,439.48
Monthly Salary Effective January 7, 2019
Classification Step 1 Step 2 Step 3 Step 4 Step 5
City Manager $0 $0 $0 $0 $22,083.34
Monthly Salary Effective June 3, 2019
Classification Step 1 Step 2 Step 3 Step 4 Step 5
City Manager $0 $0 $0 $0 $19,916.67
25
SIDE LETTER OF AGREEMENT BY AND BETWEEN CITY OF CUPERTINO AND THE CUPERTINO CITY EMPLOYEES
ASSOCIATION
This Side Letter of Agreement is entered into by and between the City of Cupertino("City")and the Cupertino City
Employees Association ("CEA") and is intended to confirm changes to Section 13.2 of the parties' Memorandum of
Understanding("MOU").
Having met and conferred in good faith,the parties hereby agree to revise Section 13.2 of the MOU to provide as
follows:
13.2—Health In Lieu Payments
"City agrees to pay a monthly amount of three hundred seventy-five ($375.00) per month to bargaining unit employee
who can demonstrate that they have equivalent health coverage through their spouse, parent,or other group coverage
and who request this cash payment in lieu of health insurance coverage."
This Side Letter of Agreement is hereby incorporated into the parties' MOU and shall be subject to all existing terms and
conditions of the MOU.
Executed this day of November 26, 2019.
CITY EMPLOYEES'ASSOCIATION CITY OF CUPERTINO
1-rZa G /V+-e— i I
Alex Corbalis Kristina Alfaro
Gian Paolo IVIa ire Leslie Dornell
Jeff Ordway Benjamin Fu
Kane Wolfe Christine Hanel
Ursula Syrova Richard Bolanos,
Liebert,Cassidy,Whitmore
amoin Werlein-Jaen, IFPTE—Loc 21
Deborah Feng
City Manager
Date: r� T ��� Date:
MEMORANDUM OF UNDERSTANDING
City of Cupertino
i
And
IFPTE Local 21,
Cupertino Employees' Association (CEA)
July 16, 2019 -June 30, 2022
Table of Contents
Category Section Page Number
No Discrimination 1
Association Rights 2
Management Rights 3
Salary Schedule 4
Out of Classification&Acting Pay 5
Bilingual Pay Differential 6
Hours of Work—Overtime 7
1
I
Call Back Pay 8
Stretch Assignments 9
Contracting Out 10
Facilities Closure 11
PERS Contribution 12
Insurance Coverage 13
Safety Footwear 14
Holidays 15
Workers Compensation Benefits 16
Vacation 17
Sick Leave 18
Sick Leave Verification 19
Bereavement Leave 20
Military Leave 21
Pregnancy Disability Leave 22
Adoption Leave 23
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Catastrophic Leave 24
Absence Notification 25
Family Medical Leave Act 26
Education Reimbursement Program 27
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City Sponsored Recreation Programs 28
Due Process 29 j
Grievance Procedure 30
Layoff Procedure 31
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Reinstatement 32
Continuation of Benefits 33
Separability 34
Ratification 35
Reopener 36
Tenn 37
Total Compensation Surveys 38
Salary Schedule Exhibit A
Equity Adjustment Schedule Exhibit B
M
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF CUPERTINO
AND
IFPTE LOCAL 21, CUPERTINO CITY EMPLOYEES' ASSOCIATION
This is a three (3)year agreement, entered into the first full pay period after
Association ratification and adoption by the City Council of this successor MOU and ending
on June 30, 2022 between the City of Cupertino, hereinafter referred to as "City", and
representatives of IFPTE Local 21 Cupertino City Employees' Association, hereinafter
referred to as "Association", pursuant to California Government Code 3500 et seq., and the
City Employer- Employee Relations Policy(Cupertino Municipal Code 2.52.280 et seq.)..The
Association is the recognized sole and exclusive representative. This agreement represents the
full and integrated agreement reached between the parties.
The Association may select not more than five(5) employees of which no more than two (2)
may be from the same City department to be members of the CEA bargaining team for the
purpose of negotiating a successor memorandum of understanding (MOU). The Association
shall provide the City with the names of the selected successor MOU bargaining team within
thirty(30) days of the first day of negotiations.
Classifications in the Association:
Account Clerk I
Account Clerk II
Assistant Engineer
Assistant Planner
Associate Civil Engineer
Associate Planner
Building Inspector
Case Manager
Code Enforcement Officer
Community Outreach Specialist
Engineering Technician
Environmental Compliance Technician
Environmental Programs Assistant
Environmental Programs Specialist
Facility Attendant
GIS Technician
Multimedia Communication Specialist
Office Assistant
Permit Technician
Plan Check Engineer
Public Works Inspector
Receptionist/Clerk
Recreation Assistant
Recreation Coordinator
Senior Building Inspector
Senior Code Enforcement Officer
Senior Engineering Technician
Senior Office Assistant
Senior Planner
Senior Traffic Technician
Special Programs Coordinator
Traffic Signal Tech-Apprentice
Traffic Signal Technician
Traffic Technician
SECTION 1:NO DISCRIMINATION
In accordance with the City of Cupertino Equal Employment Opportunity policy, the
City will afford equal opportunity to all qualified employees, applicants and unpaid interns as
to all terms and conditions of employment, including compensation, hiring, training,
promotion, transfer, discipline, and termination, without regard to race, color, religion,
political affiliation, national origin, sex (including gender, gender identity, gender expression,
transgender, pregnancy and breastfeeding), disability, sexual orientation (including
heterosexuality, homosexuality and bisexuality), age, ancestry, citizenship status, uniformed
service member status, marital status, medical condition, genetic information or
characteristics, or for Association activity or any other basis protected by law.
SECTION 2: ASSOCIATION RIGHTS
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The City and the CEA recognize the right of employees to form,join, and participate in lawful
activities of employee organizations and the equal, alternative right of employees to refuse to
form,join, and participate in employee organizations. Neither party shall discriminate against
an employee in the exercise of these alternative rights. Accordingly, membership in the CEA
shall not be compulsory.
2.1 Automatic Payroll Deduction and Remittance
Upon certification by CEA that an employee has signed a deduction authorization,the City
will deduct the appropriate dues from the employee's pay, as established and as may be
changed from time to time by CEA, and remit such dues to CEA. Employee requests to
cancel or change deductions must be directed to CEA rather than to the City. An employee
wishing to cancel or change deductions must mail a written revocation to CEA in
accordance with the terms of the authorization form, or absent any such terms,by mailing a
written revocation to CEA that is postmarked during the thirty (30) day period immediately
prior to the annual anniversary date on which the employee signed the original
authorization form. Deductions will continue unless and until the City is notified by CEA of
any requested changes.
2.2 Access to New Employees
The Employer shall provide CEA written notice of, and access to,new employee orientation
as set forth below.
A. Notice: The Employer shall provide at least 10 days' written notice by email,to
addresses that CEA shall provide, of any new employee orientation for positions in a
CEA-represented classification,where information regarding employment status,
rights,benefits, dirties,responsibilities,or any other employment-related matter is
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provided. Less than ten(10) days' written notice may be provided where there is an
urgent need critical to the City's operations that was not reasonably foreseeable.
B. Access: CEA shall notify the new employee and labor relations of a proposed thirty
minute time slot, during normal working hours,for a maximum of two representatives,
which may be either CEA members or IFPTE Local 21 affiliate representatives,to
meet privately with the new employee. The purpose of the meeting shall be to provide
information and communicate to its member the rights and obligations created by the
contract and the role of the representative, and to answer questions,without
management personnel or any other persons present. One representative maybe a
bargaining unit member, and any such bargaining unit member shall be on without-
loss-of-pay status provided the member gives his/her supervisor sufficient advance
notice.
1. For reasons of operational necessity only,the Employer may notify CEA that
the proposed time is unworkable and that CEA must propose an alternate time.
C. Infonnation Exchange: Within thirty(30) days of hiring a new employee, or by the
first pay period of the month following hire,the employer will provide IFPTE Local
21 with the below listed information in a digital or other usable data format:
1) Name
2) Job Title
3) Department
4) Work Location
5) Telephone number(s) [work,home and personal cellular]
6) Personal email address on file with employer
7) Home address of the new hire
Similarly,the City of Cupertino will also provide CEA with the above detailed
information for all employees within the bargaining unit at least every ninety(90)
calendar days in a digital or other usable data format.
The above information shall not be provided to CEA if the new hire or current
employee within the bargaining unit makes a written request to opt out of such
disclosure. Upon written request of the employee, the City will not disclose the
employee's home address,home telephone number,personal cellular telephone
number, or personal email address to CEA,in accordance with Cal. Gov. Code Section
6254.3(c).
D. The ability to have a CEA representative present as part of orientation/onboarding
shall not result in a delay of an employee's start date.
E. Resolution of the above language satisfies the City's bargaining obligations under AB
119,Government Code Section 3555-3559.
2.3 Hold Harmless
CEA shall indemnify and hold the City harmless from any and all claims,demands,suits,or
any other action arising from the maintenance of dues deductions or from complying
with any demand for termination hereunder, provided that the City promptly provide
notice to CEA of any claim, demand, suit, or other action for which it is seeking
indemnification.
CEA shall certify to the City of Cupertino that the Association has received and will
maintain an authorization, signed by each individual employee from whose salary or
wages a deduction or reduction is to be made. CEA will maintain individual employee
authorizations, and shall not be required to provide a copy of an individual authorization
to the City unless a dispute arises about the existence or terms of the authorization. CEA
shall indemnify the City for any claims made by an employee for deductions made in
reliance on that certification.
2.4 Administrative Processing of CEA Dues
CEA shall provide the City with a thirty day advance written notice of any changes in the
annual dues deduction amounts. CEA, which has affiliated with IFPTE Local 21, AFL-CIO
shall provide the City with instructions regarding dues deductions to be remitted to IFPTE
Local 21.
2.5 Reasonable Time Off to Meet and Confer
As a representative of a recognized employee organization, CEA Board members may be
selected to attend scheduled meetings with City representatives on subjects within the scope
of representation during regular work hours without loss of compensation. For contract
negotiations, CEA may select not more than six employee members to attend bargaining
sessions. Where circumstances warrant, Human Resources may approve the attendance of
additional employee representatives without loss of compensation, at either labor negotiations
or Labor Management Committee,or other meet and confer meetings.
2.6 Stewards
CEA may designate a reasonable number of employees to represent other employees in
disciplinary or grievance matters and to investigate matters within the scope of .
representation. CEA shall provide written notice to the City of the designated stewards and
shall notify the City of any changes to the list. Stewards shall conduct their representation
activities on their own time and on the employee's own time unless it is an emergency
situation,which would still require approval from the appropriate supervisor or manager in
order to leave the job site. Time off without loss of compensation shall be allowed for
management approved meetings. Unless authorized, only one steward shall be released on
work time to attend such meetings for any one grievance, discipline,or representation matter.
2.7 Activities on Citypremises
Representatives of CEA shall be granted reasonable access to employee work locations to
investigate matters relating to employer-employee relations,unless such access to given work
locations would constitute a safety hazard or would interfere with the operations of the City.
CEA/IFPTE Local 21 field representatives shall not enter a work location without first
advising the department head or Human Resources office.
SECTION 3: MANAGEMENT RIGHTS
Consistent with the MMBA,it is the exclusive right of the City of Cupertino to direct its
employees;take disciplinary action for proper cause; relieve its employees from duty because
of lack of work or for other legitimate reason; classify and reclassify positions; and determine
the methods,means, and personnel by which the City's operations are to be conducted. Any
of the rights,powers and authority the City had prior to entering into this Agreement are
retained by the City except as expressly provided in this section.
While exercising its rights pursuant to the section,the City agrees to meet and confer with
CEA representatives over matters within the statutory scope of bargaining.
SECTION 4: SALARY SCHEDULE
Monthly salary ranges as listed on Exhibit A will apply for each classification effective
at the beginning of the pay period in which July 1 occurs unless otherwise noted below.
Effective the first full pay period after Association ratification and adoption by the
City Council of this successor MOU, a 4.0% salary increase will be added to the salary range
of each classification in this bargaining unit.
Effective the first full pay period in July 2020, a 3.50% salary increase will be added to the
salary range of each classification in this bargaining unit.
Effective the first full pay period in July 2021, a 3.0% salary increase will be added to
the salary range of each classification in this bargaining unit.
In addition, total compensation equity adjustments as identified in the City's 2019
Total Compensation Surveys. Effective the first full pay period after Association ratification
and adoption by the Council of this successor MOU salaries ranges shall be adjusted as listed
on Exhibit B.
SECTION 5: OUT-OF-CLASSIFICATION AND ACTING PAY
Temporary assignment, approved in advance by the department head, to a classification in a
higher pay grade shall be compensated at the Step 1 rate of the higher classification,or at a
rate five percent greater than that of the regular position,but not more than the maximum step
of the higher class,whichever is greater, for the number of hours so assigned. In order to
qualify for Out-Of-Classification pay, an employee shall work a minimum of 4 hours per day
in the temporary assignment.An employee may be assigned to work out of class in a higher
classification when there is a vacant position for which a recruitment is being, or will be,
conducted. Out of class assignments may not exceed 960 hours in a fiscal year. Compensation
for work performed in an out-of-class capacity is included for purposes of calculating
Ca1PERS compensation,however,this is at the discretion of CalPERS and future changes to
Ca1PERS regulations would supersede the language of this section.
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An employee may receive acting pay for working in a higher classification where a vacancy
does not exist, in the case of an incumbent being on vacation or leave of absence, or due to the
employee being asked to perform higher level work on any other temporary basis. Acting pay
is not included for purposes of calculating CalPERS compensation.
The higher rate of pay shall be used in computing overtime when authorized overtime is
worked in a non-exempt, out of class or acting work assignment. When a non-exempt
employee is working out of class or acting in an exempt position for 20 hours or more in a
work week,the employee will be ineligible to receive overtime pay for any and all hours
worked in the exempt classification during that work week.
All requests for out of class pay or acting pay must be approved by the Director of
Administrative Services or his/her designee.
SECTION 6: BILINGUAL PAY DIFFERENTIAL
An employee must have taken and passed the required language proficiency test(s)
prior to being asked to use bilingual skills for City work. An employee who performs
bilingual work as approved by their supervisor is eligible to receive a 7.5% bilingual pay
differential only for the work time during which the employee uses bilingual skills. For
payroll reporting purposes, the 7.5% bilingual pay differential will be recorded with a 15
minute minimum. Bilingual pay is not available retroactively to passing the exam.
SECTION 7: HOURS OF WORK: OVERTIME
7.1 Hours of Work Defined
1
Hours worked shall include all time assigned by employer whether such hours are
worked in the City's work place, or in some other place where the employee is carrying out
the duties of the City.
s
The normal work week shall be 40 hours in seven days with two consecutive days off.
Alternate Work Schedules (AWS) may be considered, including.9/80 and 4/10, but must be
approved in advance by the Department Head. The City reserves the right to re-evaluate such
approvals if the Alternate Work Schedule results in an undue burden to the City.
7.2 Overtime
Overtime shall be defined as any work in excess of 40 hours in'a seven day work
period. Holidays and paid time off shall count toward the accumulation of the work week.
Overtime work for the City by an employee shall be authorized in advance by the
department head or their designee. In the event of unforeseen circumstances, overtime shall be
approved after the work is completed.
7.3 Schedules
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It will be a management responsibility to schedule the hours of work for each
employee covered by this agreement. Except in unforeseen circumstances, changes in
employee's hours of work will be made after ten days prior notice. `
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7.4 Rest Periods and Meal Breaks
Each employee shall be granted a rest period of fifteen minutes during each work
period of more than three hours duration. No wage deduction shall be made nor time off
charged against employees taking authorized rest periods, nor shall any rights or overtime be
accrued for rest periods not taken.
All employees shall be required to take an uninterrupted,unpaid meal period of a minimum of
30 minutes and a maximum of 60 minutes at or about the midpoint of then work day. The
length of the meal period and the time the meal period is taken shall be agreed to between the
employee and their supervisor or department head,based on operational necessities.
Employees are entirely relieved of responsibilities and restrictions during their meal period,
unless they are assigned,in writing, to work an on-duty meal period,which will be treated as
paid time. Employees may not use the meal break to reduce their regular daily work schedule,
unless previously approved by their supervisor.
7.5 Payment of Overtime
All approved overtime work performed by employees shall be paid at the rate of one
and one-half (1 1/2) times the normal rate of pay. Work performed on regularly scheduled
days off, City Holidays or during an employee's scheduled vacation shall be considered to be
overtime and paid accordingly.
7.6 Compensatory Time Off(CTO)
At the employee's discretion, compensatory time off may be granted for overtime
worked at the rate of time and one-half for each hour worked in lieu of compensation in cash.
Employees, who have previously earned compensatory time, shall be allowed to schedule
compensatory time off at dates of the employee's selection provided that prior supervisory
approval has been obtained.
CTO time may be accrued for up to 80 hours per calendar year. Any CTO earned
exceeding 80 hours will be paid at the rate of time and one-half. An employee may carry over
the unused balance into the next calendar year. Any unused carryover balance will be
automatically paid out at the end of the calendar year.
An employee may exercise his/her option two times each calendar year to convert
any/or all accumulated compensatory time to cash.
7.7 Leave Accruals
An employee shall not accrue leave credits(vacation, sick leave) during a pay period if
off without pay for more than 40 hours during said pay period.
SECTION 8: CALL BACK PAY
If an employee is required to report for emergency or other duties during the employee's off-
duty hours, the employee will be compensated at a rate of time and one half their base hourly
rate for all hours worked,including necessary, travel time.
SECTION 9: STRETCH ASSIGNMENTS
As part of the City's Succession Development program, association members may be eligible
for voluntary"stretch assigmments". Stretch Assignments differ from work out of class or
acting assignments, and serve to prepare employees for future promotional opportunities
within the City. Examples of stretch assignments include shadowing management staff;
assisting with special projects or tasks; and cross-departmental training opportunities. Stretch
assignments are voluntary and receive no additional compensation. Stretch assignments may
be requested by employees, or offered by department management staff;however, such
assignments should not impact the employee's regular workload or position and should not
result in overtime hours. Stretch assignments are offered solely at the discretion of
management and are not grievable. Stretch assignments shall not be utilized to cover the
work of an unfilled position or to cover work assignments of an employee on leave.
SECTION 10: CONTRACTING OUT
If contracting out bargaining unit work to outside contractors would result in layoff of
bargaining unit members, the elimination of a bargaining unit position, or a permanent
reduction in the hours worked by current bargaining unit employees,then the City shall meet
the following requirements:
1) The City will give CEA notice of at least sixty(60)days before the effective date of
the outside contract.
2) Within such sixty(60) day period, CEA will have the opportunity to meet and confer
on the impact of the contracting out on bargaining unit employees, and an opportunity
to propose alternative ways in which such services could continue to be provided by
the City workforce or alternate possibilities for cost savings.Nothing in this section
shall be construed to limit the rights of the City to contract out work under the terms
and conditions of this section.
Nothing in this section shall be construed to limit the rights of the City to enter into temporary
contracts(less than one year)or contracts to fill an immediate need(such as a vacant
position).
SECTION 11: FACILITIES CLOSURE
City facilities* will be closed from December 24 through January 1, of each year during the
term of the contract only. Employees may use vacation, CTO, floating holiday, administrative
leave, or leave without pay for work time missed during the closure week. With Supervisor
and Department Head prior approval, an employee may opt to work during the facility closure. j
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*The Sports Center and Blackberry Farm Golf Course may remain open on facilities
closure days staffed by part-time employees
SECTION 12: PUBLIC EMPLOYEES RETIREMENT (PERS)CONTRIBUTION
A. For Employees hired on or before December 29,2012 Only
For City of Cupertino employees hired by the City of Cupertino on or before December 29,
2012,the City has contracted with Ca1PERS for a 2.7% @55 retirement formula.
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Effective in the,first full pay period in July 2017, each employee in the 2.7% at 55 Classic
fonnula shall pay the full eight percent(8.0%) of applicable PERSable salary towards the full
employee share of CaIPERS pension contribution.
B. For employees hired by the City of Cupertino on December 30,2012 or on
December 31,2012 or a current CaIPERS employee who qualifies as a classic
member under CaIPERS Regulations Only.
For employees hired by the City of Cupertino on December 30,2012 or on December 31,
2012 or a current CaIPERS employee who qualifies as a classic member under CaIPERS
Regulations only the City has contracted with CaIPERS for a 2.0%@ 60 retirement formula
based on a three year average compensation.
Effective October,2016, the City shall not pay the employee's contribution share to the
Califoriva Public Employees Retirement System(CaIPERS) and each employee shall pay the
full seven percent(7.0%)of applicable PERSable salary towards the employee's contribution
share of CaIPERS pension under this formula.
C. For employees hired by the City of Cupertino on of after January 1,2013,or
former CaIPERS employees that do not qualify as Classic employees hired by the
City of Cupertino on or after January 1,2013 Only
For employees hired by the City of Cupertino on or after January 1, 2013, CaIPERS has by
statute implemented a 2% @ 62 formula based on a three year average compensation.
Employees in this category shall pay 50%of the normal cost rate as determined by CaIPERS.
SECTION 13: INSURANCE COVERAGE
13.1. Health-Medical and Dental Insurance
City agrees to pay an amount as set forth herein for medical coverage for employee
and dependents through the Meyers-Geddes State Employees Medical and Hospital Care Act.
For each participating employee, the City shall contribute the maximum toward premium cost
per month for health and dental during the term of this agreement as follows:
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Effective January 1, City Max Health City Max Dental City Total Max
2020 Contribution Contribution* Contribution
Employee 848.87 126.78 975.65
Employee+1 1,443.09 126.78 1 1,569.87
Employee+2 1,876.01 126.78 12,002.79
January 1,2021 City Max Health City Max Dental City Total Max
Contribution Contribution Contribution
Employee 891.32 126.78 1,018.10
Employee+1 1,515.24 126.78 1,642.02
Employee+2 1,969.81 126.78 2,096.59
January 1,2022 City Max Health City Max Dental City Total Max
Contribution .Contribution Contribution
Employee 935.88 126.78 1062.660
Employee+1 1,591.01 126.78 1,717.79
Employee+2 2,068.31 126.78 2,195.09
Required contribution amounts exceeding the premium contribution of the City are the
responsibility of the employee. The City no longer pays medical insurance cash back (excess
of the monthly premium less the cost of the medical coverage) for any employees.
Effective July 1, 2010, employees that retire or resign from service with the City of
Cupertino and who are not eligible for retiree medical benefits as defined in the Summary of
Benefits can continue on the Cupertino medical and dental plans provided that they pay the
premiums in full.
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The City reserves the right of selection and administration as to deferred compensation
plan(s).
If during the term of this agreement, modifications are made to the Federal tax code
wluch would result in any of the medical insurance provided be subject to taxation, the
contract will be re-opened for the purposes of adjusting the salary and medical benefits so
long as it does not result in an increase or decrease in the total compensation.
If during the term of this agreement, new medical plans are identified that will be
beneficial to the City and CEA,the contract will be reopened to discuss these plan options.
Health deductions for employee payments towards PEMHCA premiums shall occur on
a bi-monthly basis consistent with Ca1PERS required PEMHCA payment schedule.
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13.2 Health In Lieu Payments i
The City shall provide a payment of$375 per month in lieu of health care premiums,
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for bargaining unit employees who provide proof of alternate coverage. This payment shall be
in the form of a contribution to the employee's deferred compensation plan.
13.3 Life Insurance ?
City shall provide life insurance and accidental death and dismemberment coverage for
each employee in the amount of two and one half times annual salary to a maximum benefit of
$250,000. Employees may be eligible to purchase additional life insurance subject to the
provisions of the insurance policy.
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13.4 Short Term and Long Term Disability Insurance j
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CEA employees will participate in California State Disability Insurance (SDI). SDI
weekly benefits are deternuned by the State of California and information is available on the
State of California Employment Development Department website. Employees may use leave j
banks to supplement lost salary during the 7 day elimination period. Bargaining unit members
shall pay the 1% cost of CA SDI, which will be deducted from their biweekly paychecks.
Until full enrollment in CA.SDI becomes effective, bargaining unit members will continue to
be covered by the current Short Tenn Disability plan during the transition. Integration of SDI
with the City's current Short Term Disability plan will be in accordance with SDI rules and
regulations.
The City shall provide Long Term Disability (LTD) insurance for employees. LTD
income protection coverage shall be up to $7,000 of covered monthly salary. Employees may
use sick leave and/or vacation leave to supplement lost salary during the 90 day elimination
period.
13.5 Vision Care Insurance
The City shall provide Vision Care Insurance for employees and their dependents at a
cost of$14.94 monthly.
SECTION 14: SAFETY FOOTWEAR
The City shall provide safety footwear at a cost not to exceed $400 annually, for the
bargaining unit classifications of Building Inspector and Public Works Inspector. The City
will provide employees with a list of approved vendors and footwear, and will be billed
directly by the vendor for payment. Any cost exceeding$400 will be borne by the employee.
SECTION 15: HOLIDAYS
15.1 Fixed Holidays
The City shall provide the following fixed paid (8 Hour) holidays for eligible
employees covered by this agreement:
1.New Year's Day 7. Veteran's Day
2.Martin Luther King Day 8. Thanksgiving Day
3.President's Day 9. Day following Thanksgiving
4.Memorial Day 10. Christmas Eve
5. Independence Day 11. Christmas Day
6. Labor Day 12. New Year's Eve
When a holiday falls on a Saturday, the preceding Friday shall be observed as the non-
work day. When a holiday falls on a Sunday, the following Monday shall be observed as the
non-work day.
Nothing contained herein shall preclude the right of the department head with the
approval of the Appointing Authority to reschedule work assignments or hours of work to
meet emergency situations and other administrative necessities caused by the observance of a
holiday or non-work day or period; provided,,however, that all such affected employees are
duly compensated for said rescheduled work assignments.
15.2 FloatingH_ olidays
In addition to the foregoing paid holidays, eligible employees shall earn 20 hours of
holiday leave per year that may be used in increments of no less than one quarter of an hour.
Floating holiday leave shall be earned at a rate of.77 hours per pay period. Floating holiday
leave may be accumulated up to 40 hours. Floating holiday leave shall be taken at the
discretion of the employee subject to prior supervisory approval.
15.3 Holiday Pay
In order for an employee to receive his/her regular pay for a holiday or designated non-
work day, work must be performed on the regular scheduled day before and the regular
scheduled day after the holiday or designated non-work day. Employees on vacation, injury
leave, approved short term leave of absence, with or without pay, or who submit satisfactory
evidence of personal illness shall be considered as working their regular schedule for pay
purposes.
SECTION 16: WORKERS COMPENSATION BENEFITS
Any employee sustaining an injury arising out of or in the course of the performance of
his/her job and who cannot work at the duties and responsibilities normally assigned to that
job is entitled to receive Workers' Compensation as prescribed by State law. I
16.1 Use of Sick Leave to Supplement Workers' Compensation Payments
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Any employee entitled to receive Workers' Compensation payments may elect to
supplement such payments with an amount not to exceed that which is the employee's weekly
earnings or weekly earning capacity by use of sick leave payments to the extent that such sick
leave has been accrued to the employee's account.
16.2 Use of Sick Leave for Industrial Iniury Medical Appointments
An employee who is required to see a physician regarding a work-related injury during
regularly scheduled work hours may use sick leave credits for appointment(s). If the medical
appointment is scheduled during the last hour of the regularly scheduled work day an
employee will not be required to use sick leave credits for said appointment. The last hour
provision shall.be limited to one time during any Monday through Friday work period.
SECTION 17: VACATION
All bargaining unit employees shall accrue vacation credit. Accrued vacation credits
may be taken with prior supervisory approval.
Benefited full-time employees accrue vacation in accordance with the following
schedule. Benefited employees who work less than a full-time work schedule accrue vacation
in accordance with the following schedule on a pro-rated basis.
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Service Time Annual Accruals Maximum Accrual
0 - 3 Years 80 Hours 160 Hours
4- 9 Years 120 Hours 240 Hours
10—14 Years 160Hours 272 Hours j
15— 19 Years 176Hours '320 Hours
20+Years 192Hours 352 Hours
An employee may accrue no more vacation credit than what is listed above.
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Upon tennination of employment, unused vacation may not be used to extend the final
employment date beyond the annual accrual rate being earned. Any request to use accrued
vacation hours beyond the last day of work must be submitted in writing, approved by the
employee's supervisor like all other vacation requests,and is irrevocable.
Represented employees may convert, up to two times per calendar year, unused
vacation time for payment subject to the following conditions:
1. The employee must have a minimum of 120 hours of accrued vacation immediately
prior to a conversion.
2. Any payment for accrued vacation hours will be subject to taxes as determined by law.
3. Minimum exchange will be one day. Maximum exchange will be ten days.
4. All exchanges are irrevocable.
5. A maximum of 80 hours of accrued vacation may be converted for pay during a
calendar year.
SECTION 18: SICK LEAVE
All full time employees hired before October 17, 2012 (other than those holding
temporary status), shall earn eight (8) hours per month sick leave time without limit on
accumulation. All employees hued on or after October 17,2012 shall earn eight (8)hours per
month of sick leave time,but may accrue no more than 240 hours of sick leave time.
Those regular employees working less than full time(at least 20 hours per week) shall
earn a pro-rated amount of sick leave based on their regular hours worked in relation to 40
hours. Sick leave may be utilized due to the employee's personal illness, injury, pregnancy
disability or sickness or injury to the immediate family.
The employee's immediate family consists of the following: children, stepchildren,
spouse/domestic partner, parents, mother-in-law, father-in-law, siblings, grandchildren and
grandparents who because of illness cannot care for themselves, and for medical emergencies.
Employees shall, whenever possible, make appointments for medical, dental and similar
purposes during non-work hours. If this is not possible, sick leave may be used for these
purposes.
With proper notification, sick leave shall be taken in periods of no less than one-half
hour increments.
18.1 Sick Leave Conversion. Any employee hired before October 17, 2012,who is
retiring,will have the option of applying any remaining sick leave to service credit. If an
employee is resigning,he/she will not have the option of applying sick leave hours to service
credit.
18.2 Sick leave is not vested under California statutory law.
18.3 Employees hired before October 17, 2012 shall have the option of cashing out
sick leave in accordance with Section 18.4 and 18.5.
18.4 If upon retirement the qualifying employee has a minimum of 320 non-vested
hours, payment shall be made for up to eighty-five percent (85%) of the value of the bank at
the employee's discretion.
18.5 If upon resignation the qualifying employee has a minimum of 320 non-vested
hours, payment shall be made for up to seventy percent (70%) of the value of the bank at the
employee's discretion.
18.6 Represented employees will have the option, subject to approval of the
department head, of converting sick leave to vacation leave on a two-to-one basis only if the
employee's remaining sick leave balance is 40 hours or more. The maximum allowable
exchange will be 96 hours of sick time for 48 hours of vacation leave per calendar year. The
minimum exchange will be 8 hours sick leave for 4 hours of vacation.
An employee may convert sick leave in excess of 320 hours to vacation leave on a
one-to-one basis with a maximum of 48 hours and a minimum of 4 hours and may convert up
to an additional 32 hours on the basis of one hour of sick leave to 0.7 hour of vacation leave.
The conversion of sick leave in excess of 320 hours to vacation leave as described herein is
limited to no more than a total of 80 hours per calendar year.
As a condition of converting sick leave to vacation, all employees will be required to
use at least one-half of the vacation accrued during the previous twelve months.
Such conversion either to exchange sick leave for vacation or vice versa shall be
subject to the following conditions:
a. All requests to exchange sick leave for vacation time shall be submitted in writing
to the department head at least fourteen (14) calendar days in advance of j
intended vacation utilization.
b. If twelve (12) months have elapsed since approval of the exchange of sick leave
for vacation,and the employee has not been permitted the use of the converted
vacation time, (after submitting at least one written request for utilization) the
employee will have the right to re-convert the vacation time to sick leave in
reverse ratio to the original exchange. This exchange will be allowed only for
previously converted sick time to vacation and will not be permitted for
regularly accrued vacation time.
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NOTE: As used in this document, "reverse ratio" is intended to mean that the ratio of sick
leave to vacation will revert to the original ratio at the time the initial exchange was
implemented.
SECTION 19:4-. SICK LEAVE VERIFICATION
A Department Head or supervisor may at their discretion require employees to furnish
reasonable acceptable evidence, including a doctor's certificate, to substantiate a request for
sick leave if the sick leave exceeds three (3) consecutive workdays. A supervisor may also
require a doctor's certificate or other form of verification where leave abuse is suspected. If it
appears that an employee is abusing sick leave or is using sick leave excessively, the
employee will be counseled that the continued use of sick leave may result in a requirement to
furnish a medical certificate for each such subsequent absence for sick leave regardless of
duration. Continued abuse of leave or excessive use of sick leave may constitute grounds for
discipline up to and including dismissal.
SECTION 20: BEREAVEMENT LEAVE
Employees shall be granted paid bereavement leave of up to 24 hours upon the death
of a close relative. Close relatives are defined as another, father, sister,brother, wife,husband,
domestic partner, child, step-child, grandparent, grandchildren, mother-in-law and father-in-
law. Additional bereavement leave of up to 16 hours will be granted for travel out of state or
over 200 miles.
SECTION 21: MILITARY LEAVE
Military leave shall be granted in accordance with the provision of State and Federal
law. All employees entitled to military leave shall give their supervisor an opportunity within
the limits of military requirements, to determine when such leave shall be taken.
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SECTION 22: PREGNANCY DISABILITY LEAVE
An employee disabled by pregnancy is eligible for up to four months of unpaid pregnancy
disability leave (PDL) as defined by law. This leave is to be used when the employee is
disabled due to pregnancy or child birth or related medical condition, including but not limited
to, morning sickness, pregnancy complications and prenatal appointments. Accrued sick
leave may be used during the leave, and the employee has the option to use accrued vacation,
floating holidays and/or compensatory time in order to receive pay during the leave. If the
employee is also eligible for leave under the Federal Family Medical Leave Act (FMLA),
(employee must be employed by the City for at least one year and have worked at least 1250
hours during the year preceding the leave) the leave the employee takes for pregnancy
disability will be run concurrently with the employee's entitlement to up to 12 weeks of
FMLA leave. Employees otherwise eligible for health insurance benefits (medical, dental and
vision) will continue to receive such benefits during the period of the PDL leave up to four
months as defined by law per 12 month period.
After PDL and FMLA leave, if applicable, expires and if the employee is on unpaid status or
the employee has less than 20 hours per week on their timesheet, the employee may elect to
continue and enroll in COBRA benefits at employee's expense.
The employee will be accruing sick leave, floating holiday and vacation leave during the
period of time,if any,the employee is in paid status. Any time the employee's hours adjust to
less than 40 hours per week, however of paid status, the employee's accrual rates (sick leave,
vacation leave, floating holiday) will be prorated and be adjusted accordingly. Sick leave,
floating holiday and vacation leave do not continue to accrue during any period the employee
is on unpaid status.
Under the California Family rights Act (CFRA) eligible employees are entitled up to 12
additional weeks of leave to bond with the baby. To be eligible for the CFRA bonding leave,
employee must be employed by the City for at least one year and have worked at least 1250
hours during the year preceding the leave. The leave is unpaid, but the employee may use
floating holiday, compensatory time and vacation leave in order to receive pay during the
leave. The employee may use sick leave for a baby's illness or doctor's appointment when
applicable to receive pay during the leave. Bonding leave must be used within one year of the
birth of the baby.
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An employee who plans to take PDL must give reasonable notice (not less than 4 weeks if
anticipated or as soon as possible if the leave is unforeseen) before the date employee expects
to take the leave. As with all other employees returning from medical leave, employees
returning from PDL leave of at least 3 days are required to provide a doctor's note clearing
them to return to work. If an employee requires reasonable accommodations as a result of
pregnancy, employee should consult with Human Resources. Employees disabled by
pregnancy and employees on leave to bond with a baby may be eligible for benefits under
State Disability Insurance. Additional information is available at www.edd.ca.gov/Disabililty
and from Human Resources.
SECTION 23: ADOPTION LEAVE
Upon request, a leave of absence without pay for up to four(4)work weeks will be granted to
adoptive parents. Such leave must be used within one year of the adoption. The city will pay
health and welfare benefits for the duration of the leave as the same rate as prior to the leave
consistent with the contributions as provided for under the existing MOU.
If the employee is eligible for FMLA/CFRA (employed by the city for at least one year and
worked at least 1250 hours during the year preceding the leave), employee maybe eligible for
up to 12 work weeks total (the above four(4) work weeks plus an additional eight (8) work
weeks) for bonding with the adopted child during the first year after adoption. The employee
may be eligible for health benefits during the twelve(12)work week period at the same rate as
prior to the leave as provided for under the existing MOU.
During adoption leave, accrued vacation may be used by the employee at his or her option in
order to receive pay during the leave. Sick leave may only be used during the leave in the
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event of illness or medical appointments of the adoptive child during the leave. ]
SECTION 24: CATASTROPHIC LEAVE
a. The City's Catastrophic Leave Committee will evaluate each individual case when it is
submitted to qualify to receive fiends. The only limitation is that the employee must be
the one facing the illness. The committee has the right to establish standards for the
granting of leave hours, and ask the applicant to submit further documentation from
the treating physician, and to determine the applicant's eligibility for catastrophic
leave hours.
b. All benefited employees will be eligible to receive assistance. An employee does not
have to be a contributor to be eligible.
c. A recipient must have used all of their available leave hours before he/she is eligible.
d. The maximum amount is seven(7) days (State Disability Insurance becomes available
at this time).
e. Vacation hours and compensating time off(CTO) hours are the only leave of absence
credits which may be donated. An employee may not donate leave of absence credits
which would reduce his/her total accrued leave balances to less than 120 hours. Leave
credits may be donated in any pay period. All leave donations are irrevocable.
f. A leave of absence transfer drive will be held whenever necessary to provide for a
minimum catastrophic leave bank balance which is the equivalent of 40 hours.
g. Active employees wishing to donate sick leave hours to the Catastrophic Leave bank
will need to convert sick leave hours (maintaining a minimum of 320 hours after
donation)to vacation leave hours.
h. Upon retirement or resignation, an employee can contribute up to 10 hours of sick
leave provided that the employee has a minimum of 320 hours of sick leave, which
has previously become vested.
Transfers may be in increments of one hour or more. All donations will be confidential.
There will be no selling or coercion of employees to donate.
Donated leave hours will be converted to cash and deposited in a time-bank where it will be
available for distribution. Checks will be issued to the recipient with the regular payroll,
which will keep them in an active employment mode with the City. This procedure prevents
overpayments or corrections since it comes after the actual leave has been taken. (Conversion
allows for adjustments for different rates of pay.)No employee shall receive payment for more
than 100%of his or her regular pay.
An employee or their representative must complete a prescribed application form together
with supporting medical documentation to the Human Resources Division when applying for
funds.
SECTION 25: ABSENCE NOTIFICATION
An employee is expected not to be absent from work for any reason other than personal illness
without making prior arrangements with their supervisor. Unless prior arrangements are made,
an employee who, for any reason, fails to report for work must notify their supervisor of the
reason for being absent by no later than 15 minutes prior to their scheduled start time. If the
absence,whether for personal illness or otherwise,is to continue beyond the first day,the
employee must notify the supervisor on a daily basis unless otherwise arranged with his/her
supervisor. In proper cases, exceptions will be made.
Any unauthorized absence of an employee from duty shall be deemed to be an absence
without pay and will be grounds for disciplinary action up to and including dismissal by the
department head. In the absence of such disciplinary action any employee who absents
himself/herself for three days or more without authorized leave shall be deemed to have
resigned. Such absence may be covered,however,by the department head by a following
grant of leave with or without pay when extenuating circumstances are found to have existed.
SECTION 26: FAMILY MEDICAL LEAVE/CALIFORNIA FAMILY RIGHTS ACTS
The City of Cupertino shall comply with the leave provisions of the Family Medical Leave
Act and the California Family Rights Act for employees who qualify for leave under these
laws.
SECTION 27: EDUCATION REIMBURSEMENT PROGRAM
It is the intent of the City to recognize the value of continuing education and professional
development of its employees; and to adopt an Education Reimbursement Program which will
encourage employees to avail themselves of City job related educational opportunities that
will advance their knowledge and interests in the direction of their career path. Courses should
either: a)maintain or improve job skills in the employee's current position;b)be expressly
required by the City or by law; or c)prepare the employee to become a competitive applicant
for a different position with the City.
The Education Reimbursement Program is a benefit to all full time benefited employees who
have completed the required probationary period and provides education reimbursement of up
to two thousand($2,000)per calendar year for the cost of registration,required textbooks
and/or materials and parking. Employees who wish to seek reimbursement from the City for
educational program costs shall provide a written request for reirnbursernent in advance of
enrollment to the Human Resources Division.The form provided shall include the type of
training, sponsoring organization or institution,meeting times and costs. Human Resources I
and the employee's department head will make the determination if the chosen education
program is eligible for reimbursement.
No employee shall receive any reimbursement until they have provided satisfactory proof of
successfid completion of the coursework with a grade of"C"or above,or"Pass"in the case j
of a Pass/Fail course. Such proof of completion shall be provided within 30 days of the
conclusion of the course.
Education reimbursement is a taxable benefit under IRS Code. Education reimbursement will
be applied to the calendar year in which the course is passed and satisfactory proof of
completion is submitted.
Mandatory or annual coursework, attendance at conferences and training required to maintain
job specific certifications or proficiencies are not included in the Education Reimbursement
Program.
SECTION 28: CITY SPONSORED RECREATION AND WELLNESS PROGRAMS
CEA bargaining unit members shall have the privilege of enrollment in City sponsored
recreation programs at the City residents' fee structure and in preference to non-residents
wishing to enroll. Each calendar year, employees and family members on the employee's
dental plan are eligible to be reimbursed up to$500 per employee in Rec Bucks. Employees
shall be reimbursed for approved recreation services in accordance with the City's Recreation
Buck Policies. Programs allowing for preregistration will be reimbursed after completion of
the program,including those allowing for or requiring preregistration in the calendar year
prior to reimbursement. Reimbursements shall be applied to the year in which they are
received. Benefited employees will also receive a free employee only annual Cupertino Sports
Center membership. Part-time benefited employees will have the annual amount of Recreation
Bucks prorated based on number of hours worked. Recreation Bucks are a taxable benefit
under IRS Code, and must be used by the employee within the calendar year and are non-
transferrable.
City employees are eligible to participate in the City's wellness program as provided for in the
City's Administrative Rules and Regulations.
SECTION 29: DUE PROCESS
For demotions, suspensions of more than five days and terminations of employment, the City
will provide written notice of the intended actions including the reasons therefore; a copy of
any documents upon which the City relied in taking its action and an opportunity to respond,
either orally or in writing,prior to the effective date of the disciplinary action.
Said opportunity shall be as soon as is practical after having been served the written notice
and shall not constitute any limitation otherwise available through the grievance or appeal
procedures. Any written warning in an employee's file will be removed from the file after
three years, if requested in writing by the employee.
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SECTION 30: GRIEVANCE PROCEDURE
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30.1 Definition: a grievance is a good faith dispute or difference of opinion of an
employee involving the meaning, interpretation or application of the express provisions of the
Memorandum of Understanding between the City of Cupertino and CEA.
30.2 Step 1: An employee(grievant) who has a grievance shall bring it to the attention
of the employee's immediate supervisor within ten (10) calendar days of the occurrence of
knowledge of the act that is the basis for the dispute. If the grievant and the immediate
supervisor are unable to resolve the matter within ten (10) calendar days of the date it is
raised,the grievant has the right to submit a formal grievance to their next higher supervisor.
30.3 Step 2: If the grievance is not settled at Step 1 the grievant may submit a written
grievance to the next higher supervisor within ten (10) calendar days after the supervisor's
oral answer in Step 1. The written grievance shall contain the following information:
a. The name,job classification and department of the grievant.
b. The name of the grievant's immediate supervisor.
c. A statement of the nature of the grievance including date and place of
occurrence.
d. The specific provision alleged to have been violated.
e. The remedy sought by the grievant.
f. If the grievant is not self-represented, the name of the individual or recognized
employee organization designated to represent the grievant.
g. Signature of grievant and date.
h. If the grievance is being submitted on behalf of the grievant by the recognized
employee organization, it shall be signed and dated by the representative of the
employee organization.
The supervisor or designee shall discuss the grievance within ten (10) calendar
days with the grievant and/or designated representative at a time mutually
agreeable to the parties. If a settlement is not reached, a written answer to the
grievance shall be provided within ten(10) calendar days of the meeting.
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30.4 Step 3: If the grievance is not settled at Step 2 the grievant may submit the
grievance in writing to the grievant's Department Head, or, alternatively, if the Department
Head responded at Step 2, to the City Manager within ten (10) calendar days after the Step 2
written answer. The Department Head/City Manager shall discuss the grievance within ten
(10) calendar days with the grievant and/or designated representative at a time mutually
agreeable to the parties. If no settlement is reached, a written answer shall be provided within
ten(10) calendar days of the meeting.
30.5 Step 4: If the grievance is not settled at Step 3, the grievant may submit the
grievance to advisory arbitration within 14 calendar days after receipt of the decision at Step
2.
30.6 Advisory Arbitration:
a. The parties shall attempt to agree upon an advisory arbitrator within seven (7)
calendar days after receipt of the notice of referral. In the event that parties are unable to agree
upon an advisory arbitrator within said seven (7) day period, the parties shall jointly request
the State Mediation and Conciliation Service to submit a panel of five(5) advisory arbitrators.
Each party retains the right to reject one panel in its entirety and request that a new panel be
submitted. Both the grievant/designated representative and the City shall have the right to j
strike two (2) names from the panel. The parties shall alternatively strike names until one
remains.The person remaining shall be the advisory arbitrator. 4
b. The advisory arbitrator shall be notified of his/her selection and shall be requested
to set a time and place for the hearing, subject to the availability of the grievant/designated
representative and City representatives.
c. The City or the grievant/designated representative shall have the right to request the
arbitrator to require the presence of witnesses or documents. The City and the grievant retain
the right to employ legal counsel.
d. The advisory arbitrator shall submit his/her recommendation in writing within thirty
(30) days following the close of the hearing or the submission of briefs by the parties,
whichever is later.
e. More than one grievance may be submitted to the same advisory arbitrator if both
parties mutually agree in writing.
£ The fees and expenses of the advisory arbitrator and the cost of a written transcript
shall be divided equally between the City and the grievant, or CEA/IFPTE Local 21, as
appropriate; provided, however, that each party shall be responsible for compensating its own
representatives and witnesses.
30.7 Limitations on Authority of Advisory Arbitrator: The. advisory arbitrator shall
have no right to amend, modify, ignore, add to, or subtract from the provisions of the
Memorandum of Understanding. The advisory arbitrator shall consider and decide only the
question of fact as to whether there has been a violation, misinterpretation, or misapplication
of the specific provisions of the MOU section or sections supporting the grievance. The
advisory arbitrator shall be empowered to determine the issue raised by the grievance as
submitted in writing at the second step. The advisory arbitrator shall have no authority to
make a recommendation on any issue not so submitted or raised. The advisory arbitrator shall
be without power to make recommendations contrary to or inconsistent with, in any way,
applicable laws or rules and regulations of administrative bodies that have the force and effect
of law. The advisory arbitrator shall not in any way limit or interfere with the powers, duties
and responsibilities of the City under law and applicable court decisions. The recommendation
shall be advisory only to the City Manager. The City Manager will make the final decision.
SECTION 31: LAYOFF PROCEDURE
The appointing authority may lay off employees for lack of funds, lack of work or for other
similar and just cause. The appointing authority will identify the classification(s) subject to
layoff. All classifications and all departments citywide are subject to layoff considerations.
Employees in a classification(s) identified for layoff shall be laid off in reverse order of
seniority, based on the date of the appointment to the classification. If an employee separates
from City employment for a period of more than 30 days, the time off from City employment
shall be deducted from an employee's length of service for the purpose of determining
seniority.
Employees being laid off shall be entitled to placement in a lower classification; provided (a)
the employee was previously employed with regular status having completed the probationary
period in that lower classification and (b) the employee has more total seniority with the City
than an individual in the lower classification. Any employee being displaced by an employee
opting to be placed in a lower classification shall be entitled to placement in the lower
classification, subject to conditions(a) and(b) listed in this section.
The City will provide a 30 day notice to any employees identified for layoff and layoff pay in
the amount of$2,500 at the time of layoff. Such notice will include the employee's rights to
placement in a lower classification pursuant to this section. Medical, dental, vision, and life
insurance continue through the end of the month in which the layoff is effective. In addition,
the employee will be provided with an opportunity to elect to enroll in COBRA medical,
dental, and/or vision coverage at the time of layoff and at employee expense.
The names of the employees affected by layoff shall be placed on a recall list for a period of
two years in the reverse order of layoff and shall have the first opportunity for reinstatement.
Failure to respond within ten (10) business days to a written notice of such opportunity for
reinstatement shall cause that name to be removed from the recall list. Such notice shall be
sent by certified or registered mail to the address of the employee on file with the City. The
affected employees,shall be responsible for updating the City of any change in address during
the time they are on the recall list.
SECTION 32: REINSTATEMENT
With the approval of the Appointing Authority,a regular or probationary employee who has
resigned with a good record may be reinstated within twenty-four months of the effective date
of resignation to a vacant position in the same or comparable class he/she previously
occupied.Upon reinstatement,the employee for all purposes shall be considered as though
they had received an original appointment.
SECTION 33: CONTINUATION OF BENEFITS
All terms and conditions of employment not otherwise contained herein shall be maintained at
the standards in effect at the time of execution. However,the parties agree that any automatic
economic triggers, formulas or escalators shall become inoperable and void upon expiration of
this contract.
SECTION 34: SEPARABILITY
In the event any provision of this agreement is finally held to be illegal by a court of
competent jurisdiction or void as being in contravention of any law,rule or regulation of any
government agency having jurisdiction over the subject set forth,then the remainder of the
agreement shall continue in full force and effect unless the parts so found to be void are held
inseparable from the remaining portion of the agreement.
SECTION 35: RATIFICATION
Nothing contained in this memorandum shall be binding upon either the City or the
Association until it has been ratified by the Association's membership and presented and
approved by the City Council of the City.
SECTION 36: REOPENER
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During the term of this Agreement,upon request by the City or CEA, the City and Association
will meet and confer over proposed revisions to the City's Administrative Rules and
Regulations to the extent that the proposed revisions fall within the statutory scope of
bargaining.
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SECTION 37: TERM
This agreement shall be effective commencing the first full pay period after Association
ratification and adoption by the City Council and ending at 11:59 p.m. June 30, 2022,
SECTION 38: TOTAL COMPENSATION SURVEYS
Management and CEA agree to a compensation survey database structure which
identifies specific benchmark classifications for job families, classifications within the job
families of each benchmark classification, survey agencies, and survey classification matches.
Survey cities include:
1. Campbell
2. Los Altos
3. Los Gatos
4. Menlo Park
5. Milpitas
6. Morgan Hill
7. Mountain View
8. Palo Alto
9. San Mateo
10. Santa Clara
11. Saratoga
12. Sunnyvale
The survey data is intended to provide a source of information concerning how the
compensation paid to employees in bargaining unit job classifications compares to that paid
by other public employers. The City will update the survey database and send a copy to CEA
six weeks before expiration of this agreement. This survey data will be considered in
successor agreement negotiations.
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CITY EMPLOYEES' ASSOCIATION CITY OF CUPERTINO
Alex Co r li Kristina Alfaro
Gian Paolo artire Leslie Domell
Jeff Ord Bien/jamin Fu
Kane Wolfe Christine Hanel
rsula Syrova
amoin Werlein-1aen,IFPTE�I ocal 21 Richard B Janos,
Liebert, Cassidy,Whitmore
Deborah Feng
%z1 Date: Date:
EXHIBIT A
SECTION 2: SALARY SCHEDULE
Salaries Effective First Full Pay Period After Council Adoption
Grade Step 1 Step 2 Step 3 Step 4 Step 5
$ $ $ $ $
ACCOUNT CLERK 1 29.83 31.33 32.89 34.54 36.26
$ $ $ $ $
ACCOUNT CLERK II 32.89 34.54 36.26 38.08 39.98
ASSET MANAGEMENT TECHNICIAN 39.66 41.64 43.72 45.91 48.21
$ $ $ $ $
ASSISTANT CIVIL ENGINEER 50.47 52.98 55.63 58.42 61.34
ASSISTANT PLANNER 45.31 47.57 49.95 52.45 55.07
ASSOCIATE CIVIL ENGINEER 54.39 57.10 59.96 62.96 66.10
ASSOCIATE PLANNER 48.83 51.27 53.83 56.52 59.35
BUILDING INSPECTOR 48.08 50.48 53.00 55.65 58.44
CASE MANAGER 36.75 38.58 40.51 42.54 44.67
CODE ENFORCEMENT OFFICER 41.16 43.22 45.38 47.65 50.03
COMMUNITY OUTREACH SPECIALIST 38.06 39.96 41.96 44.06 46.26
ENGINEERING TECHNICIAN 39.66 41.64 43.72 45.91 48.21
ENV. PROG.COMPLIANCE TECHNICIAN 35.74 37.52 39.40 41.37 43.44
ENV. PROGRAMS SPECIALIST 46.07 48.37 50.79 53.33 56.00
ENVIRONMENTAL PROGRAMS $ $ $ $ $
ASSISTANT 39.94 41.93 44.03 46.23 48.54
FACILITY ATTENDANT 26.65 27.98 29.38 30.85 32.39
GISTECHNICIAN 39.66 41.64 43.72 45.91 48.21
MULTIMEDIA COMMUNICATIONS SPEC 50.19 52.70 55.34 58.10 61.01
$ $ $ $ $
OFFICE ASSISTANT 27.76 29.15 30.60 32.13 33.74
PERMIT TECHNICIAN 36.93 38.78 40.72 42.76 44.89
PLAN CHECK ENGINEER 55.63 58.40 61.32 64.40 67.61
PUBLIC WORKS INSPECTOR 48.08 50.48 53.00 55.65 58.44
RECEPTIONIST/CLERK 25.00 26.25 27.56 28.94 30.39
RECREATION ASSISTANT 17.88 18.77 19.71 20.70 21.73
RECREATION COORDINATOR 36.54 38.37 40.28 42.30 44.41
SENIOR BUILDING INSPECTOR 51.37 53.94 56.64 59.47 62.44
SENIOR CODE ENFORCEMENT OFFICER 43.26 45.43 47.70 50.08 52.59
SENIOR ENGINEERING TECHNICIAN 42.74 44.88 47.12 49.48 51.95
$ $ $ $ $
SENIOR OFFICE ASSISTANT 30.82 32.36 33.98 35.68 37.46
SENIOR PLANNER 52.36 54.97 57.72 60.61 63.64
SENIOR TRAFFIC TECHNICIAN 42.74 44.88 47.12 49.48 51.95
SPECIAL PROGRAMS COORDINATOR 30.17 31.68 33.26 34.92 36.67
TRAFFIC SIGNAL TECH 38.42 40.34 42.36 44.48 46.70
TRAFFIC SIGNAL TECHNICIAN 44.48 46.70 49.04 51.49 54.07
TRAFFIC TECHNICIAN 39.66 41.64 43.72 45.91 48.21
Salaries Effective July 1, 2020
$ $ $ $ $
ACCOUNT CLERK 1 30.88 32.42 34.04 35.75 37.53
ACCOUNT CLERK II 34.04 35.75 37.53 39.41 41.38
ASSET MANAGEMENT TECHNICIAN 41.05 43.10 45.25 47.52 49.89
ASSISTANT CIVIL ENGINEER 52.24 54.84 57.58 60.46 63.48
ASSISTANT PLANNER 47.03 49.38 51.85 54.45 57.17
ASSOCIATE CIVIL ENGINEER 56.29 59.10 62.06 65.16 68.42
ASSOCIATE PLANNER 50.69 53.22 55.88 58.68 61.61
$ $ $ $ $
BUILDING INSPECTOR 49.76 52.25 54.86 57.60 60.48
$ $ $ $ $
CASE MANAGER 38.03 39.93 41.93 44.03 46.23
CODE ENFORCEMENT OFFICER 42.60 44.73 46.97 49.32 51.79
COMMUNITY OUTREACH SPECIALIST 39.39 41.36 43.43 45.60 47.88
ENGINEERING TECHNICIAN 41.05 43.10 45.25 47.52 49.89
ENV. PROG.COMPLIANCE TECHNICIAN 36.99 38.84 40.78 42.82 44.96
ENV. PROGRAMS SPECIALIST 47.68 50.07 52.57 55.20 57.96
ENVIRONMENTAL PROGRAMS $ $ $ $ $
ASSISTANT 41.33 43.40 45.57 47.85 50.24
FACILITY ATTENDANT 28.91 30.35 31.87 33.46 35.14
GIS TECHNICIAN 41.05 43.10 45.25 47.52 49.89
MULTIMEDIA COMMUNICATIONS SPEC 51.95 54.55 57.27 60.14 63.15
OFFICE ASSISTANT 29.05 30.50 32.02 33.63 35.31
PERMIT TECHNICIAN 38.23 40.14 42.15 44.25 46.47
PLAN CHECK ENGINEER 57.58 60.45 63.47 66.65 69.98
PUBLIC WORKS INSPECTOR 49.76 52.25 54.86 57.60 60.48
RECEPTIONIST/CLERK 26.16 27.47 28.84 30.28 31.80
RECREATION ASSISTANT 18.71 19.65 20.63 21.66 22.74
RECREATION COORDINATOR 37.82 39.71 41.69 43.78 45.97
SENIOR BUILDING INSPECTOR 53.17 55.83 58.62 61.55 64.63
SENIOR CODE ENFORCEMENT OFFICER 44.78 47.02 49.37 51.84 54.43
SENIOR ENGINEERING TECHNICIAN 44.24 46.45 48.77 51.21 53.77
SENIOR OFFICE ASSISTANT 32.25 33.86 35.56 37.33 39.20
SENIOR PLANNER 54.35 57.07 59.92 62.92 66.06
SENIOR TRAFFIC TECHNICIAN 44.24 46.45 48.77 51.21 53.77
SPECIAL PROGRAMS COORDINATOR 31.22 32.78 34.42 36.14 37.95
TRAFFIC SIGNAL TECH 39.77 41.76 43.84 46.04 48.34
TRAFFIC SIGNAL TECHNICIAN 46.04 48.34 50.76 53.29 55.96
TRAFFIC TECHNICIAN 41.05 43.10 45.25 47.52 49.89
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Salaries Effective July 1, 2021
Grade Step 1 Step 2 Step 3 Step 4 Step S
ACCOUNT CLERK 1 31.81 33.40 35.07 36.82 38.66
ACCOUNT CLERK II 35.07 36.82 38.66 40.59 42.62
ASSET MANAGEMENT TECHNICIAN 42.28 44.39 46.61 48.94 51.39
ASSISTANT CIVIL ENGINEER 53.80 56.48 59.31 62.28 65.39
$ $ $ $ $
ASSISTANT PLANNER 48.44 50.87 53.41 56.08 58.88
$ $ $ $ $
ASSOCIATE CIVIL ENGINEER 57.98 60.87 63.92 67.12 70.47
ASSOCIATE PLANNER 52.21 54.82 57.56 60.44 63.46
BUILDING INSPECTOR 51.25 53.81 56.51 59.33 62.30
CASE MANAGER 39.17 41.13 43.19 45.35 47.62
CODE ENFORCEMENT OFFICER 43.88 46.08 48.38 50.80 53.34
COMMUNITY OUTREACH SPECIALIST 40.57 42.60 44.73 46.97 49.32
ENGINEERING TECHNICIAN 42.28 44.39 46.61 48.94 51.39
ENV. PROG.COMPLIANCE TECHNICIAN 38.10 40.00 42.00 44.10 46.31
ENV. PROGRAMS SPECIALIST 49.11 51.57 54.15 56.86 59.70
ENVIRONMENTAL PROGRAMS $ $ $ $ $
ASSISTANT 42.57 44.70 46.94 49.29 51.75
FACILITY ATTENDANT 29.77 31.26 32.82 34.47 36.19
$ $ $ $ $
GIS TECHNICIAN 42.28 44.39 46.61 48.94 51.39
MULTIMEDIA COMMUNICATIONS SPEC 53.51 56.18 58.99 61.94 65.04
$ $ $ $ $
OFFICE ASSISTANT 29.92 31.41 32.98 34.63 36.37 j
PERMIT TECHNICIAN 39.37 41.34 43.41 45.58 47.86
$ $ $ $ $ j
PLAN CHECK ENGINEER 59.31 62.26 65.38 68.65 72.08 f
$ $ $ $ $
PUBLIC WORKS INSPECTOR 51.25 53.81 56.51 59.33 62.30
$ $ $ $ $
RECEPTIONIST/CLERK 26.94 28.29 29.70 31.19 32.75
RECREATION ASSISTANT 19.27 20.24 21.25 22.31 23.42
RECREATION COORDINATOR 38.95 40.90 42.95 45.09 47.35
SENIOR BUILDING INSPECTOR 54.76 57.50 60.38 63.39 66.56
SENIOR CODE ENFORCEMENT OFFICER 46.12 48.43 50.95 53.39 56.06
SENIOR ENGINEERING TECHNICIAN 45.56 47.84 50.23 52.74 55.38
SENIOR OFFICE ASSISTANT 33.22 34.88 36.62 38.45 40.38
SENIOR PLANNER 55.98 58.78 61.72 64.81 68.05
SENIOR TRAFFIC TECHNICIAN 45.56 47.84 50.23 52.74 55.38
SPECIAL PROGRAMS COORDINATOR 32.16 33.77 35.46 37.23 39.09 j
$ $ $ $ $
TRAFFIC SIGNAL TECH 40.96 43.01 45.16 47.42 49.79
$ $ $ $ $
TRAFFIC SIGNAL TECHNICIAN 47.42 49.79 52.28 54.89 57.64
TRAFFIC TECHNICIAN 42.28 44.39 46.61 48.94 51.39
EXHIBIT B
EQUITY ADJUSTMENTS
CEA CLASSIFICATIONS
Grade Grade Title Year 1 Equity Year 2 Equity Year 3 Equity
Percentage Percentage Percentage
300 BUILDING INSPECTOR 0 0 0
302 ENGINEERING TECHNICIAN 0 0 0
304 PUBLIC WORKS INSPECTOR 0 0 0
305 SENIOR ENGINEERING TECHNICIAN 0 0 0
306 TRAFFIC TECHNICIAN 0 0 0
307 SENIOR TRAFFIC TECHNICIAN 0 0 0
309 SENIOR BUILDING INSPECTOR 0 0 0
310 TRAFFIC SIGNAL TECHNICIAN 0 0 0
311 GIS TECHNICIAN 0 0 0
315 ASSET MANAGEMENT TECHNICIAN 0 0 0
320 CASE MANAGER 0 0 0
323 TRAFFIC SIGNAL TECH-APPRENTICE 0 0 0
403 ENV. PROGRAMS SPECIALIST 0 0 0
406 ENVIRONMENTAL PROGRAMS 0 0 0 I
ASSISTANT
705 ENV. PROG.COMPLIANCE TECHNICIAN 0 0 0
414 COMMUNITY OUTREACH SPECIALIST 1.3 0 0
416 MULTIMEDIA COMMUNICATIONS SPEC 1.3 0 0
322 PERMIT TECHNICIAN 2.3 0 0
230 PLAN CHECK ENGINEER 3 0 0
301 CODE ENFORCEMENT OFFICER 3.3 0 0
321 SENIOR CODE ENFORCEMENT OFFICER 3.3 0 0
500 ACCOUNT CLERK II 3.9 0 0
501 ACCOUNT CLERK 1 3.9 0 0
201 ASSISTANT CIVIL ENGINEER 4 0 0
226 ASSOCIATE CIVIL ENGINEER 4 0 0
238 ASSOC CIVIL ENGINEER LMTD TERM 4 0 0
400 RECREATION COORDINATOR 4 0 0
415 SPECIAL PROGRAMS COORDINATOR 4 0 0
203 SENIOR PLANNER 5 0.3 0
219 ASSISTANT PLANNER 5 0.3 0
220 ASSOCIATE PLANNER 5 0.3 0
504 RECEPTIONIST/CLERK 5 1.1 0
507 OFFICE ASSISTANT 5 1.1 0
508 SENIOR OFFICE ASSISTANT 5 1.1 0
513 RECREATION ASSISTANT 5 1.1 0
710 FACILITY ATTENDANT 5 4.8 0
City of Cupertino
ELECTED OFFICIALS' COMPENSATION PROGRAM
Policy No. 1
PROGRAM PURPOSE AND DEFINITIONS FOR ELIGIBILITY
It is City of Cupertino policy that those certain persons holding positions hereinafter
defined and designated as elected official positions shall be eligible for participation under
the Elected Officials Compensation Program as hereby adopted by action of the City Council
and as same may be amended or as otherwise modified from time to time.
Eligibility for inclusion with this Compensation program is limited to persons holding
positions as elected officials. These are designated by the voters and may be modified as
circumstances warrant.
The position in the following classification has been designated as elected official.
ELECTED OFFICIAL CLASSIFICATIONS:
Classification Title City
Council Member
Adopted by Action of the
City Council,July 2013
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City of Cupertino
ELECTED OFFICIALS COMPENSATION PROGRAM
Policy No. 2
SALARY SCHEDULE
As rates of pay are set forth under the Cupertino Municipal Code 2.16.020, and
hereby adopted by action of the City Council, so are those rates of pay included herein as
a part of this Compensation program. The inclusion herein of said rates and schedules
does not affect any effective dates or otherwise reflect on the approval processes required
but is shown as an integral part of this Program for completeness of record.
Adopted by Action
of the City Council
July, 2013, October
2016
2
City of Cupertino
ELECTED OFFICIALS COMPENSATION PROGRAM
Policy No. 3
TRAINING AND CONFERENCES
I. POLICY
It is City of Cupertino policy that members of the City Council and the Council's
commissions and committees, shall be reimbursed or receive a direct advance according
to the schedules, terms and conditions as set forth herein for the expenses authorized
below. This policy is established in accordance with California Government Code
Sections 53232.2 and 53232.3.
III. AUTHORIZED EXPENSES
The City Council and their commission and committee members can receive
reimbursements or advances toward actual and necessary expenses incurred by
participating in the following activities or events:
1. Communicating with representatives of regional, state and national government
on City adopted policy positions;
2. Attending seminars, conferences, and training to improve skill and information
levels;
3. Participating in regional, state and national organizations whose activities affect
the City's interests (such as the League of California Cities);
4. Attending International Conferences, budget limited to $2,500 per fiscal year,
provided there is a benefit to the City;
5. Attending City events;
1. Attending functions of other local civic or community organizations where there is
a clear nexus between the event and the member's attendance as an official
representative of the City. Purely social events, service club dues and meals, and
political or charitable contributions or events would be excluded. For purposes of
this section, reimbursable fundraisers and events include, but are not limited to,
Cupertino Union School District,Fremont Union High School District,Foothill-De
Anza Community College District, Silicon Valley Leadership Group, Cupertino
American Cancer Society (ACS) Relay for Life and Cupertino Chamber of
Commerce activities.
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The City will not reimburse or advance payment toward expenses including,but not
limited to:
1. The personal portion of any trip;
2. Family expenses, including those of a partner when accompanying Council or
commission member on City related business, as well as child or pet related
expenses.
3. Entertainment expenses, including theatre, shows, movies, sporting events, golf,
spa treatments,etc.
4. Meals and entertainment paid on behalf of third parties outside of the City;
5. Gifts of any kind for any purpose;
6. Alcoholic beverages;
7. Non-mileage personal automobile expenses including repairs,insurance,
gasoline, traffic citations;and
8. Personal losses incurred while on City business.
IV.BUDGETARY LIMITATIONS
Reimbursement or advancement of expenses shall not exceed budgetary limitations.
Changes in appropriations will be done through the budget process.
V. REIMBURSEMENT AND ADVANCE SCHEDULE
A. Intent j
This schedule is written with the intent that the City Councilmember, commissioner, or
committee member will make every effort to find the lowest possible cost to the City for
traveling on City business. For example, if paying for parking at the airport is less
expensive than paying for a taxi or airport shuttle, then officials should drive their car
and park at the airport; or if renting a car is lower than taking taxis at the out-of-town
location, then a car should be rented. Air reservations should be booked in advance to
obtain discounted fares. The following procedures apply whether the expense is being
paid through a reimbursement or a direct advance.
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B. Local Area
The local area is defined to be within Santa Clara and San Mateo Counties and within a
40 mile distance from Cupertino when traveling to Alameda County.
C. Registration
The City will pay the registration fee for authorized attendance at a convention,
conference, seminar or meeting.
D. Transportation
The City will pay transportation costs on the basis of the lowest cost intent stated in
paragraph A. Eligible transportation costs include airfare (with coach fare being the
maximum), van or taxi service to and from the attendee's home and airport, destination
or airport parking charges, taxi and shuttle services at the out-of-town location, trains,
tolls, or rental cars. Use of a personal automobile for City business shall be reimbursed or
advanced at the rate per mile in effect for such use, except in no case shall it exceed air
coach fare if the vehicle is being used for getting to the destination. Government or group
rates offered by a provider of transportation must be used when available.
E. Lodging
Hotel or lodging expenses of the City official resulting from the authorized event or
activity defined in this policy will be reimbursed or advanced if the lodging and event
occur outside the local area. Not covered will be lodging expenses related to person(s)
who are accompanying the City member, but who themselves are not on City business.
In this instance, for example, the difference between single and multiple occupancy rates
for a room will not be reimbursed.
Where the lodging is in connection with a conference or other organized educational
activity, City-paid lodging costs shall not exceed the maximum group rate published by
the conference or activity sponsor,providing that lodging at the group rate is available at
the time of booking. If the group rate at the conference hotel is not available, then the
non-conference lodging policy described in the next paragraph should be followed to
find another comparable hotel.
Where lodging is necessary for an activity that is not related to a conference or other
organized educational activity, reimbursement or advances shall be limited to the actual
cost of the room at a group or government rate. In the event that a group or government
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rate is not available, lodging rates that do not exceed the median price for lodging for that
area and time period listed on travel websites like www.hotels.com, www.expedia.com
or an equivalent service shall be eligible for reimbursement or advancement.
F. Meals
1. No Conference
The actual cost of a meal can be claimed, within a standard of reasonableness, but
receipts must be kept and submitted for the expense incurred.
2. As Part of a Conference
When City officials are attending a conference or other organized educational
activity,they shall be reimbursed or advanced for meals not provided by the activity,
on an actual cost basis. The actual cost rate shall follow the rules described in the
meals with no conference paragraph.
G. Other Expenses
Payments toward or reimbursement of other expenses related to authorized activities or
events shall be limited to the actual costs consistent with the application of reasonable
standards. Receipts must be kept and submitted for all expenses.
VI. DIRECT CASH ADVANCE POLICY
From time to time, it may be necessary for a City official to request a direct cash advance
to cover anticipated expenses while traveling or doing business on the City's behalf.Such
request for an advance should be submitted to the City Manager or Department Head no
less than seven days prior to the need for the advance with the following information: 1)
Purpose of the expenditure; 2) The anticipated amount of the expenditure (for example,
hotel rates, meal costs, and transportation expenses); and 3)The dates of the expenditure.
An accounting of expenses and return of any unused advance must be reported to the
City within 30 calendar days of the official's return on the expense report described in
Section VII.
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VII. EXPENSE REPORT REQUIREMENTS
All expense reimbursement requests or final accounting of advances received must be.
approved by the City Manager or Department Head,on forms determined by the Finance
Department,within 30 calendar days of an expense incurred, accompanied by a business
purpose for all expenditures and a receipt for each item other than mileage. The report
will be a public record subject to disclosure under the Public Records Act.
VIII. REPORTS TO CITY COUNCIL OR COMMISSIONS
At the next regular City Council or commission meeting, each councilmember or
commissioner shall briefly report on publicly noticed meetings attended at City expense.
If multiple members attended the meeting, a joint report may be made.
IX. POLICY VIOLATIONS
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Violations of this policy including falsifying expense reports may result in any or all of
the following: (1)loss of reimbursement privileges, (2) demand for restitution to the City,
(3) civil penalties of up to$1,000 per day and three times the value of the resources used,
and 4) prosecution for misuse of public resources.
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Revised 7/83, 7/85, 7/87, 7/88, 7/91, 7/92, 12/07, 7/10
7
City of Cupertino
ELECTED OFFICIALS' COMPENSATION PROGRAM
Policy No. 4
MILEAGE REIMBURSEMENTS
It is City of Cupertino policy that eligible persons under this Compensation
Program shall be compensated fairly for the use of personal automotive vehicles on City
business.Those persons who occasionally are required to use their personal automobiles
for City business shall be reimbursed for such use at the established IRS rates. Submission
of reimbursement requests must be approved by the City Manager.
Adopted by Action of the City Council
July, 2013
8
City of Cupertino
ELECTED OFFICIALS' COMPENSATION PROGRAM
Policy No. 5
ASSOCIATION MEMBERSHIPS AND
PROFESSIONAL PUBLICATIONS
It is City of Cupertino policy that eligible persons under this Compensation
Program shall be entitled to City sponsored association memberships as well as receiving
subscriptions to professional and technical publications. Such sponsorship, however,
shall be conditioned upon the several factors as set forth below.
Each association for which membership is claimed must be directly related to the
field of endeavor of the person to be benefited. Each claim for City sponsored
membership shall be submitted with their concurrence to the City Manager for approval.
Subscriptions to or purchase of professional and technical publications may be
provided at City expense when such have been authorized by the City Manager
providing the subject matter and material generally contained therein are related to
municipal governmental operations.
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Adopted by Action of
the City Council
July, 2013
9
City of Cupertino
ELECTED OFFICIALS' COMPENSATION
PROGRAM
Policy No. 7
HEALTH BENEFITS PLAN - CITY
CONTRIBUTION
It is the policy of the City of Cupertino to provide group hospital and medical
insurance under which the elected official positions and their dependents may be
covered. The purpose of this program is to promote and preserve the health of
employees and their families through comprehensive health plans available only
through employer sponsorship.
Although the premium cost for the insurance provided remains the ultimate
responsibility of the employee in these positions, the City shall contribute the amounts
listed below towards the premium or pay the full cost of the premium if less than the
stated amounts. If the premium amounts for any employee covered by this policy are
less than the amounts listed below per month, the difference between the premium
amount and the stated amounts will be retained by the City.
Effective City Max Health City Max *Dental City Total Max
January 1, 2020 Contribution Contribution Contribution
Employee 848.87 126.78 975.65
Employee+1 1,443.09 126.78 1,569.87
Em to ee+2 1,876.01 126.78 2,002.79
January 1, 2021 City Max Health City Max *Dental City Total Max
Contribution Contribution Contribution
Employee 891.32 126.78 1,018.10
Employee+1 1,515.24 126.78 1,642.02
Employee+2 1,969.81 126.78 2,096.59
January 1, 2022 City Max Health City Max *Dental City Total Max
Contribution Contribution Contribution
Employee 935.88 126.78 1,062.66
Employee+1 1,591.01 126.78 1,717.79
Employee+2 2,068.31 126.78 2,195.09
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Health In-Lieu Payments
City agrees to pay a monthly amount of three hundred seventy-five($375.00)per month to the
employee who can demonstrate that they have equivalent health coverage through their spouse,
parent, or other group coverage and who request this cash payment in lieu of health insurance
coverage.
*Dental Coverage:Effective the first month after Council adoption of MOU,dental coverage is
capped at$2,500.00 per dependent per annual plan year for the term of this contract.
Adopted by Action of
the City Council
July, 2013, October 2016, July 2019, December 2019
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City of Cupertino
ELECTED OFFICIALS' COMPENSATION PROGRAM
Policy No. 9
LIFE INSURANCE
It is the policy of the City of Cupertino to provide life insurance benefits to the
elected officials to a maximum of$16,000.
The elected officials may enroll in the life insurance program offered if eligible
under the contract provisions of the policy and the personnel rules of the City. The full
cost of premiums for these programs shall be paid by the City for such individuals.
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Adopted by Action of
the City Council
July, 2013
12
City of Cupertino
ELECTED OFFICIALS COMPENSATION PROGRAM
Policy No. 10
DEFERRED COMPENSATION
It is the policy of the City of Cupertino to provide equitable current compensation
and reasonable retirement security for the elected officials for services performed for the
City.The City participates in the California Public Employees' Retirement System(PERS)
and deferred compensation plans have been established.Both the elected official and City
may make contributions from current earnings to these plans.The purpose of this policy
is to promote means by which compensation may be provided in such manner and form
to best meet the requirements of the City and the needs of the elected officials. .
The City shall maintain and administer means by which the elected officials in
these positions may defer portions of their current earnings for future utilization. Usage
of such plans shall be subject to such agreements, rules and procedures as are necessary
to properly administer each plan. Individual contributions to such plans may be made in
such amounts as felt proper and necessary to the elected official. The City contributions
shall be as determined by the City Council.
Adopted by Action of
the City Council
July, 2013
13
City of Cupertino
ELECTED OFFICIALS COMPENSATION PROGRAM
Policy No. 11
PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTION
A. Council Members occupying office on or before December 29, 2012 Only:
For Council Members occupying office on or before December 29, 2012, the City has
contracted with CalPERS for a 2.7% @55 retirement formula.
Effective in the first full pay period in July 2017, each employee shall pay the full 8.0%
of applicable salary of the employee's contribution towards Ca1PERS.
B. Council Members occupying office on December 30, 2012 or December 31, 2012 or a
current Ca1PERS employee who qualifies as a classic member under Ca1PERS
Regulations Only.
For Council Members hired on December 30, 2012 or December 31, 2012 or a current
CaIPERS employee who qualifies as a classic member under Ca1PERS Regulations only
the City has contracted with Ca1PERS for a 2.0%@ 60 retirement formula, three year
average compensation
Effective January 1, 2017, the City shall not pay the employee's contribution rate to the
California Public Employees Retirement System (Ca1PERS) and each employee shall pay
the full 7% of applicable salary of the employee's contribution towards Ca1PERS.
C. For Council members occupying office on of after Tanuary 1, 2013, or former
Ca1PERS employees that do not qualify as Classic employees hired by the City of
Cupertino on or after Tanuary 1,2013
For Council Members occupying office on or after January 1, 2013 Ca1PERS has by
statute implemented a 2% @ 62 formula, three year average and employees in this
category shall pay 50% of the normal cost rate as determined by Ca1PERS.
Adopted by Action of
the City Council
July, 2013, October
14
2016, July 2019
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City of Cupertino
ELECTED OFFICIALS' COMPENSATION PROGRAM
Policy No. 12
DENTAL INSURANCE -CITY CONTRIBUTION
It is the policy of the City of Cupertino to provide dental insurance under which
the elected official positions and their dependents may be covered.
The premium cost for the insurance provided by the City shall not exceed$126.78*
per month per individual. Enrollment in the plan or plans made available pursuant to
this policy shall be in accordance with Personnel Rules of the City and the provisions of
the contract for such insurance between the City and carrier or carriers.
*Dental Coverage: Effective the first month after Council adoption of agreement, dental
coverage is capped at$2,500.00 per dependent per annual plan year for the term of this
contract.
Adopted by Action of
City Council
July, 2013, October 2016, July 2019
16
City of Cupertino
ELECTED OFFICIALS COMPENSATION PROGRAM
Policy No. 14
EMPLOYEE ASSISTANCE PROGRAM
It is the policy of the City of Cupertino to provide an Employee Assistance
Program for the benefit of the elected officials and their eligible dependents. The purpose
of this program is to provide professional assistance and counseling concerning financial,
legal, pre-retirement, and other matters of a personal nature.
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Adopted by Action of the City Council
July, 2013
17
City of Cupertino
ELECTED OFFICIALS' COMPENSATION PROGRAM
Policy No. 17
VISION INSURANCE-CITY CONTRIBUTION
It is the policy of the City of Cupertino to provide vision insurance under which
employees and their dependents may be covered.
The premium cost for the insurance provided by the City shall not exceed $14.94
per month per employee. Enrollment in the plan or plans made available pursuant to this
policy shall be in accordance with the provisions of the contract between the City and
carrier or carriers providing vision insurance coverage,
Adopted by Action of the City Council
July, 2013
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City of Cupertino
ELECTED OFFICIALS' COMPENSATION PROGRAM
Policy No. 18
Technology Policy
Each City Councilmember is provided a technology allowance in the amount of$4,000 per
four-year term. Technology equipment includes, but is not limited to, desktop PD, laptop,
tablet, cell phone, printer, and Microsoft Office suite. Purchases shall be consistent with
the City's Council Technology Policy.
An amount not to exceed $100 per month(non-taxable) shall be reimbursed for monthly
service charges (i.e. phone and data) for equipment purchased under this policy.
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Adopted by Action of the City Council E
July, 2019
19
City of Cupertino
City Council
and
Planning Commission
Compensation
Effective January 1, 2017
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CITY OF CUPERTINO CITY COUNCIL
AND PLANNING COMMISSION
EFFECTIVE January 1, 2017
The salaries, wages or rates of pay for members of the City Council and Planning
Commission are set forth below. Only the City Council can modify these rates.
Members of the City Council $737.54/month
Members of the Planning Commission* $50.00/meeting (maximum$200 monthly)
Effective first full pay period in July 2017
Members of the City Council $743.07/month
Members of the Planning Commission* $50.00/meeting (maximum $200 monthly)
*Benefits as set forth in this document do not apply to members of the Planning
Commission.
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City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 1
PROGRAM PURPOSE AND DEFINITIONS FOR ELIGIBILITY
It is City of Cupertino policy that those certain persons holding positions hereinafter
defined and designated either as management or confidential positions shall be eligible for
participation under the Unrepresented Employees Compensation Program as hereby adopted by
action of the City Council and as same may be amended or as otherwise modified from time to
time.
It is the stated purpose of this Compensation Program to give recognition to and to
differentiate those eligible employees from represented employees who achieve economic gain {
and other conditions of employment through negotiation. It is the intent that through this policy
and those which are adopted or as may be modified or rescinded from time to time such
recognition may be given.
Eligibility for inclusion with this Compensation program is limited to persons holding
positions as management or confidential employees as defined under section 2.52.290 of the
Cupertino Municipal Code. These are as designated by the Appointing Authority and may be
modified as circumstances warrant.
Although subject to change in accordance with provision of the Personnel Code, the
positions in the following classifications have been designated as unrepresented.
MANAGEMENT AND CONFIDENTIAL CLASSIFICATIONS:
Classification Title
Accountant I
Accountant II
Accounting Technician
Administrative Assistant
Assistant City Attorney
Assistant City Manager
Assistant Director of Community Development/Building Official
Assistant Director of Public Works
Assistant Director of Recreation and Community Services
Assistant to the City Manager
Business Systems Analyst/Program Manager
Capital Improvement Program Manager
Chief Technology Officer/Director of Information Services (Department Head)
City Architect
City Clerk
City Engineer
Community Relations Coordinator
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Deputy Building Official
Deputy City Attorney
Deputy City Clerk
Deputy City Manager
Director of Administrative Services (Department Head)
Director of Community Development(Department Head)
Director of Recreation and Community Services (Department Head)
Director of Public Works
Economic Development Manager
Emergency Services Coordinator
Environmental Programs Manager
Executive Assistant to the City Attorney
Executive Assistant to the City Manager
Finance Manager
GIS Coordinator
GIS Program Manager
Human Resources Analyst I
Human Resources Analyst II
Human Resources Assistant
Human Resources Manager
Human Resources Technician
Information Technology Assistant
Innovation and Technology Manager—Applications
Innovation and Technology Manager-Infrastructure
Legal Services Manager
Management Analyst
Network SpecialistPark Restoration and Improvement Manager
Permit Center Manager
Planning Manager
Public Information Officer
Public Affairs Manager
Public Works Projects Manager
Public Works Supervisor
Recreation Manager
Recreation Supervisor
Senior Accountant
Senior Assistant City Attorney
Senior Civil Engineer
Senior Management Analyst
Service Center Superintendent
Sustainability Manager
Transportation Manager
Web Specialist
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In the event of any inconsistency between the Compensation Program and any Employment
Contracts,the provisions of the Employment Contract and any amendments thereto control.
Adopted by Action of the
City Council,April 1, 1974
Revised 10/74,3/78,6/81,6/82, 7/85,7/87, 1/89, 7/90,4/91,5/91,
7/92, 6/95,6/96, 7/99, 6/02, 7/04, 6/05, 04/07, 7/10, 10/12, 12/12, 7/13,11/13,12/13,3/14,7/14, 11/15,
6/16, 10/16, 11/16,6/17, 10/17, 7/19
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City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No.2
SALARY SCHEDULE
AND OTHER SALARY RATES
It is City of Cupertino policy that eligible persons under this Compensation Program shall
be compensated for services rendered to and on behalf of the City on the basis of equitably of pay
for duties and responsibilities assigned,meritorious service and comparability with similar work
in other public and private employment in the same labor market;all of which is contingent upon
the City's ability to pay consistent with its fiscal policies.
a. Effective the first full pay period after City Council adoption, a 4%salary increase
will be added to the salary range of each classification in this unit.
b. Effective the first full pay period in July 2020,a 3.5%salary increase will be added
to the salary range of each classification in this unit.
c. Effective the first full pay period in July 2021, a 3% salary increase will be added
to the salary range of each classification in this unit.
See Attachment A for a list of paygrades.
In addition,equity adjustments as identified in the City's 2019 total compensation survey
shall occur per Attachment B.
Adopted by Action
of the City Council
April 1, 1974
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Revised 8/78, 7/79,6/80,7/92, 6/95, 10/12, 7/13, 10/16, 7/19
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City of Cupertino
UNREPRESENTED EMPLOYEES'COMPENSATION PROGRAM
Policy No.3
TRAINING AND CONFERENCES
I. POLICY
A. Management Personnel
It is City of Cupertino policy that eligible persons under this Compensation Program shall be j
reimbursed or receive advances in accordance with the schedules,terms and conditions as set
forth herein for attendance at conferences, meetings and training sessions as defined below
for each. It is the intent of this policy to encourage the continuing education and awareness
of said persons in the technical improvements and innovations in their fields of endeavor as
they apply to the City or to implement a City approved strategy for attracting and retaining
businesses in the City. One means of implementing this encouragement is through a formal
reimbursement and advance schedule for authorized attendance at such conferences,
meetings and training sessions.
B. Non-Management Personnel
When authorized by their supervisor, a non-management person may attend a conference,
meeting or training session subject to the stated terms and conditions included herein for each
with payment toward or reimbursement of certain expenses incurred as defined below for
each.
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H DEFINITIONS
A. Conferences
A conference is an annual meeting of a work related organization the membership of which
may be held in the name of the City or the individual
B. Local Area
The local area is defined to be within Santa Clara and San Mateo Counties and within a 40-
mile distance from Cupertino when traveling to Alameda County.
C. Meetings
A"meeting"shall mean a convention, conference,seminar,workshop,meal,or like assembly
having to do with municipal government operations. An employee serving on a panel for
interviews of job applicants shall not come under this definition.
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D. Training Session
A training session is any type of seminar or workshop the attendance at which is for the
purpose of obtaining information of a work related nature to benefit the City's operations or
to enhance the attendee's capabilities in the discharge of assigned duties and responsibilities.
III REIMBURSEMENT AND ADVANCE PAYMENT SCHEDULE
A. Intent
This schedule is written with the intent that the employee will make every effort to find the
lowest possible cost to the City for traveling on City business. For example, if paying for
parking at the airport is less expensive that paying for a taxi or airport shuttle, then the
employee should drive their car and park at the airport;or if renting a car is lower than taking
taxis at the out-of-town location, then a car should be rented; or air reservations should be
booked in advance to obtain discounted fares. The following procedures apply whether the
expense is being paid through a reimbursement or a direct advance.
B. Registration
Registration fees for authorized attendance at a meeting or training session will be paid by
the City.
C. Transportation
The City will pay transportation costs on the basis of the lowest cost intent stated in paragraph
A. Eligible transportation costs include airfare (with coach fare being the maximum), van or
taxi service to and from the attendee's home and airport, destination or airport parking
charges, taxi and shuttle services at the out-of-town location, trains, tolls, or rental cars. Use
of a personal automobile for City business shall be reimbursed or advanced at the rate per
mile in effect for such use,except in no case shall it exceed air coach fare if the vehicle is being
used for getting to the destination. Goverment or group rates offered by a provider of
transportation must be used when available.
Reimbursement or advances for use of a personal automobile on City business within a local
area will not be made so as to supplement that already being paid to those persons receiving
a monthly mileage allowance.
D. Lodging
Hotel or lodging expenses of the employee resulting from the authorized event or activity
defined in this policy will be reimbursed or advanced if the lodging and event occurs outside
of the local area. Not covered will be lodging expenses related to person(s) who are
accompanying the City member, but who themselves are not on City business. In this
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instance,for example,the difference between single and multiple occupancy rates for a room
will not be reimbursed.
Where the lodging is in connection with a conference or other organized educational activity,
City-paid lodging costs shall not exceed the maximum group rate published by the conference
or activity sponsor,providing that lodging at the group rate is available at the time of booking.
If the group rate at the conference hotel is not available, then the non-conference lodging
policy described in the next paragraph should be followed to find another comparable hotel.
Where lodging is necessary for an activity that is not related.to a conference or other organized
educational activity,reimbursement or advances shall be limited to the actual cost of the room
at a group or government rate.In the event that a group or government rate is not available,
lodging rates that do not exceed the median price for lodging for that area and time period
listed on travel websites like www.hotels.com, www.exl2edia.com or an equivalent service
shall be eligible for reimbursement or advancement.
E. Meals
1. With No Conference
Payments toward or reimbursement of meals related to authorized activities or events
shall be at the Internal Revenue Service per diem rate for meals and incidental expenses
for a given location, as stated by IRS publications 463 and 1542 and by the U.S. General
Services Administration. The per diem shall be split among meals as reasonably desired
and reduced accordingly for less than full travel days. If per diem is claimed, no receipts
are necessary.Alternatively,the actual cost of a meal can be claimed,within a standard of
reasonableness,but receipts must be kept and submitted for the expense incurred. {
2. As Part of a Conference
When City personnel are attending a conference or other organized educational activity,
they shall be reimbursed or advanced for meals not provided by the activity, on a per
diem or actual cost basis.The per diem and actual cost rate shall follow the rules described
in the meals with no conference paragraph.
F. Other Expenses
Payments toward or reimbursement of expenses at such functions shall be limited to the
actual costs consistent with the application of reasonable standards.
Other reasonable expenses related to business purposes shall be paid consistent with this
policy.
No payments shall be made unless, where available, receipts are kept and submitted for all
expenses incurred. When receipts are not available, qualifying expenditures shall be
reimbursed upon signing of an affidavit of expenditure.
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No payment shall be made for any expenses incurred which are of a personal nature or not
within a standard of reasonableness for the situation as may be defined by the Finance
Department.
G. Non-Reimbursable Expenses
The City will not reimburse or advance payment toward expenses including, but not limited
to:
1. The personal portion of any trip;
2. Political or charitable contributions or events;
3. Family expenses,including those of a partner when accompanying the employee on City-
related business, as well as child or pet-related expenses;
4. Entertainment expenses, including theatre, shows, movies, sporting events, golf, spa
treatments,etc.
5. Gifts of any kind for any purpose;
6. Service club meals;of those besides economic development staff;
7. Alcoholic beverages;
8. Non-mileage personal automobile expenses including repairs, insurance, gasoline, traffic
citations; and
9. Personal losses incurred while on City business.
IV ATTENDANCE AUTHORIZATION
A. Budgetary Limitations
Notwithstanding any attendance authorization contained herein,reimbursement or advances
for expenses relative to conferences, meeting or training sessions shall not exceed the
budgetary limitations.
B. Conference Attendance
Attendance at conferences or seminars by employees must be approved by their supervisor.
C. Meetings
Any employee,management or non-management,may attend a meeting when authorized by
their supervisor.
D. Training Sessions
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Any employee, management or non-management, may attend a training session when
authorized by their supervisor.
V. FUNDING
A. Appropriation Policy
It shall be the policy of the City to appropriate funds subject to availability of resources.
B. Training Sessions
Payments toward or reimbursement of expenses incurred in attendance at training sessions,
will be appropriated annually through the budget process.
VI. DIRECT CASH ADVANCE POLICY
From time to time, it may be necessary for a City employee to request a direct cash advance
to cover anticipated expenses while traveling or doing business on the City's behalf. Such
request for an advance should be submitted to their supervisor no less than seven days prior j
to the need for the advance with the following information: 1)Purpose of the expenditure;2)
The anticipated amount of the expenditure (for example, hotel rates, meal costs, and
transportation expenses); and 3) The dates of the expenditure. An accounting of expenses
and return of any unused advance must be reported to the City within 30 calendar days of
the employee's return on the expense report described in Section VII.
VII. EXPENSE REPORT REQUIREMENTS
All expense reimbursement requests or final accounting of advances received must be
approved by their supervisor, on forms determined by the Finance Department, within 30
calendar days of an expense incurred, and accompanied by a business purpose for all
expenditures and a receipt for each non-per diem item.
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Revised 7/83, 7/85, 7/87,7/88, 7/91, 7/92, 12/07,7/10
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City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 4
AUTOMOBILE ALLOWANCES AND
MILEAGE REIMBURSEMENTS
It is City of Cupertino policy that eligible persons under this Compensation Program shall
be compensated fairly for the use of personal automotive vehicles on City business. In many
instances the use of personal vehicles is a condition of employment due to the absence of sufficient
City owned vehicles for general transportation purposes. It is not intended,however, that such
a condition of employment should work an undue hardship. For this reason, the following
policies shall apply for mileage reimbursements.
Those persons who occasionally are required to use their personal automobiles for City
business shall be reimbursed for such use at an appropriate rate established by the City Council.
Submission of reimbursement requests must be approved by the Department Head.
Employees in the following classifications shall be paid on a monthly basis the following
automobile allowance:
Classification Allowance
Director of Administrative Services 300.00
Director of Community Development 300.00
Assistant City Manager 300.00
Director of Recreation and Community Services 300.00
Director of Public Works 300.00
Chief Technology Officer/ 300.00
Director of Information Services
City Clerk 250.00
Senior Civil Engineer 250.00
Assistant Director of Public Works/City Engineer 250.00
Transportation Manager 250.00
Assistant Director of Recreation and Community Services 200.00
Public Affairs Manager 200.00
Deputy City Manager 200.00
Recreation Supervisor 200.00
Recreation Manager 200.00
Employees receiving automobile allowance shall be eligible for reimbursement for travel
that exceeds two hundred miles round trip.
Adopted by Action of the City Council
April 1, 1974
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Revised 7/74,5/79, 6/80,7/81, 8/84, 7/87, 1/89, 7/90,7/92, 6/96, 8/99, 6/00,9/01, 1/02, 6/02, 10/07,
7/10, 7/11, 10/12, 12/12,7/13, 11/15, 10/16, 11/16, 6/17, 7/19
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 5
ASSOCIATION MEMBERSHIPS AND
PROFESSIONAL PUBLICATIONS
It is City of Cupertino policy that eligible persons under this Compensation Program shall
be entitled to City sponsored association memberships as well as receiving subscriptions to
professional and technical publications. Such sponsorship, however, shall be conditioned upon
the several factors as set forth below.
Each association for which membership is claimed must be directly related to the field of
endeavor of the person to be benefited. Each claim for City sponsored membership shall be
submitted by or through the Department Head with their concurrence to the City Manager for
approval.
Subscriptions to or purchase of professional and technical publications may be provided
at City expense when such have been authorized by the Department Head providing the subject
matter and material generally contained therein are related to municipal governmental
operations.
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Adopted by Action of
the City Council
April 1, 1974
Revised
7/92
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City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 6
OVERTIME WORKED
EXEMPT POSITIONS:
Management and non-represented professional employees are ineligible for overtime
payments for time worked in excess of what otherwise would be considered as a normal work
day or work week for other employees. However, no deduction from leave balances are made
when such an employee is absent for less than a regular work day as long as the employee has
his/her supervisor's approval. Nothing in this policy precludes the alternative work schedule,
which may include an absence of a full eight hour day, when forty hours have been worked in
the same seven day work period.
NON-EXEMPT POSITIONS:
Confidential employees are eligible for overtime or compensation time, at their discretion,for
the time worked in excess of 40 hours per week. Nothing in this policy precludes the alternative
work schedule, which may include an absence of a full eight hour day, where forty hours have
been worked in the same seven day period.
COMPENSATORY TIME OFF
At the employee's discretion, compensatory time (CTO) may be granted for overtime
worked at the rate of time and one-half for each hour worked in lieu of compensation in cash.
Employees, who have previously earned CTO, shall be allowed to schedule CTO at the
employee's discretion provided(1)that prior supervisory approval has been obtained and(2)the
request is made in writing.
CTO may be accrued for up to 80 hours per calendar year.Any CTO earned exceeding 80
hours will be paid at the rate of time and one-half. An employee may carry over the unused
balance into the next calendar year.Any unused carryover balance will be automatically paid out
at the end of the calendar year.
An employee may exercise his/her option twice each calendar year to convert any/or all
accumulated compensatory time to cash.
Adopted by Action of the City Council
April 1, 1974
Revised
6/80, 7/91,7/92,6/96, 7/97,4/07, 7/13, 10/16
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City of Cupertino
UNREPRESENTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 7
HEALTH BENEFITS PLAN-EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide group hospital and medical insurance
under which employees in Management and Confidential positions and their dependents may
be covered. The purpose of this program is to promote and preserve the health of employees and
their families through comprehensive health plans available only through employer sponsorship.
Although the premium cost for the insurance provided remains the ultimate
responsibility of the employee in these positions, the City shall contribute the amounts listed
below towards the premium or pay the full cost of the premium if less than the stated amounts.
If the premium amounts for any employee covered by this policy are less than the amounts listed
below per month, the difference between the premium amount and the stated amounts will be
included in the employee's gross pay.
Effective City Max Health . City Max Dental City Total Max �
January 1, 2020 Contribution Contribution Contribution
Employee 848.87 126.78 975.65 j
Employee+1 1,443.09 126.78 1,569.87
Employee+2 1,876.01 126.78 2,002.79
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January 1, 2021 City Max Health City Max *Dental City Total Max
Contribution Contribution Contribution
Employee 891.32 126.78 1,018.10
Em to ee+1 1,515.24 126.78 1,642.02
Employee+2 F 1,969.81 126.78 2,096.59
January 1, 2022 City Max Health City Max *Dental City Total Max
Contribution Contribution Contribution
Employee 935.88 126.78 1,062.66
Em to ee+1 1,591.01 126.78 1,717.79
Em to ee+2 2,068.31 126.781 2,195.09
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Health In-Lieu Payments
City agrees to pay a monthly amount of three hundred seventy-five($375.00) per month to the
employee who can demonstrate that they have equivalent health coverage through their
spouse,parent, or other group coverage and who request this cash payment in lieu of health
insurance coverage.
'Dental Coverage:Effective the first month after Council adoption of MOU, dental coverage is
capped at$2,500.00 per dependent per annual plan year for the term of this contract.
Adopted by Action of the City Council
September 16, 1974
Revised
7/75, 7/76, 7/77, 8/78, 7/79, 6/80, 6/81, 7/81, 6/82, 7/83, 7/84, 7/88, 7/89, 7/90, 7/91, 7/92, 6/95, 7/97,
7/99, 6/00, 6/02, 7/04,6/05,4/07,12/12, 7/13, 10/16, 7/19, 12/19
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City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 8
FIXED HOLIDAYS
It is the policy of the City of Cupertino to recognize days of historical and national
significance as holidays of the City without loss of pay or benefits. Recognizing the desirable
times throughout the year, it is the policy of the City of Cupertino to provide days off in lieu of
holidays for management and confidential employees at such times as are convenient for each
employee and supervisor,when such policy is compatible with the workload and schedule of the
City.
The City provides the following fixed paid holidays for eligible employees covered by this
agreement:
1. New Year's Day
2. Martin Luther King Day
3. Presidents'Day
4. Memorial Day
5. Independence day
6. Labor Day
7. Veteran's Day
8. Thanksgiving Day
9. Day Following Thanksgiving
10. Christmas Eve
11. Christmas Day
12. New Year's Eve
When a holiday falls on a Sunday, the following Monday shall be observed as the non-work
day. When a holiday falls on a Saturday,the previous Friday shall be observed as the non-work
day.
FLOATING HOLIDAY
In addition to the paid holidays, employees occupying these positions shall be provided 20
floating hours per calendar year as non-work time with full pay and benefits. Employees may
accumulate floating holiday hours up to two times their annual accrual.
Adopted by Action of
the City Council
July 7, 1975
Revised 6/80, 6/89, 7/92, 7/99, 7/13
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City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No.9
LIFE,LONG TERM DISABILITY INSURANCE, AND SHORT TERM DISABILITY
INSURANCE
It is the policy of the City of Cupertino to make available group insurance for Management
and Confidential employees that will mitigate the personal and family financial hardships
resulting from continuing disability that prevents an employee from performing gainfully in his
or her occupation. It is further the policy of the City of Cupertino to provide life insurance
benefits in an amount of two and one half times the employee's annual salary to a maximum of
$250,000.00.
Employees occupying unrepresented positions may enroll in the disability income
program and the life insurance program offered if eligible under the contract provisions of the
policy and the personnel rules of the City. The full cost of premiums for these programs shall be
paid by the City for such employees.
Adopted by Action of
the City Council
September 16, 1976
Revised 7/76, 6/80, 6/81,6/82, 6/92, 10/16
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City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 10
DEFERRED COMPENSATION
It is the policy of the City of Cupertino to provide equitable current compensation and
reasonable retirement security for management and confidential employees for services
performed for the City. The City participates in the California Public Employees' Retirement
System(PERS) and deferred compensation plans have been established. Both the employee and
employer may make contributions from current earnings to these plans. The purpose of this
policy is to promote means by which compensation may be provided in such manner and form
to best meet the requirements of the City and the needs of individual employees, thereby
increasing the ability, to attract and retain competent management and confidential employees.
The City shall maintain and administer means by which employees in these positions may
defer portions of their current earnings for future utilization. Usage of such plans shall be subject
to such agreements, rules and procedures as are necessary to properly administer each plan.
Employee contributions to such plans may be made in such amounts as felt proper and necessary
to the employee. Employer contributions shall be as determined by the City Council.
Adopted by Action of
the City Council
July 7, 1975
Revised 6/80, 7/87, 7/92,7/99
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City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 11
PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTION
A.Employees hired on or before December 29, 2012 Only:
For employees hired on or before December 29, 2012, the City has contracted with CalPERS
for a 2.7%@55 formula.
Effective in the first full pay period in July 2017, each employee shall pay the full 8.0% of
applicable salary of the employee's contribution towards CalPERS.
B. For Employees hired by the City of Cupertino on December 30, 2012 or December 31, 2012
or a current CAPERS employee who qualifies as a classic member under CaIPERS
Regulations Only:
For Employees hired by the City of Cupertino on December 30,2012 or December 31,2012
or a current CalPERS employee who qualifies as a classic member under CaIPERS Regulations
only the City has contracted with CalPERS for a 2.0%@ 60 retirement formula, three year
average compensation.
EffectiveOctober 1, 2016,the City.shall not pay the employee's contribution rate to the
California Public Employees Retirement System (CalPERS) and each employee shall pay the full
7% of applicable salary of the employee's contribution towards CalPERS.
C. For new employees hired by the City of Cupertino on or after January 1,2013 and do not
qualify as Classic members Only:
For new employees hired by the City of Cupertino on or after January 1,2013 and do not
qualify as classic members as defined by CalPERS, CaIPERS has by statute implemented a 2%@
62 formula, three year average and employees in this category shall pay 50%of the normal cost
rate as determined by CalPERS.
Adopted by Action of
the City Council
June, 1981
Revised 6/87, 6/89, 7/90,7/91, 7/92, 6/03, 7/04,4/07, 7/10, 10/12, 12/12, 7/13, 10/16, 7/19
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City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 12
DENTAL INSURANCE-EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide dental insurance under which
employees in Management and Confidential positions and their dependents may be covered. The
purpose of this program is to promote and preserve the health of employees..
The premium cost for the insurance provided by the City shall not exceed $126.78* per
month per employee. Enrollment in the plan or plans made available pursuant to this policy shall
be in accordance with Personnel Rules of the City and the provisions of the contract for such
insurance between the City and carrier or carriers.
*Dental Coverage: Effective the first month after Council adoption of agreement, dental
coverage is capped at$2,500.00 per dependent per annual plan year for the term of this contract.
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Adopted by Action of
City Council
July 1, 1983
Revised 7/87, 7/88, 7/89,7/90, 7/91, 7/92, 6/95, 7/99,4/07, 10/12, 10/16,7/19
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City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 13
ADMINISTRATIVE LEAVE
The department heads shall receive eighty(80)hours of administrative leave with pay per
year. Unrepresented employees exempt from the provisions of the Fair Labor Standards Act shall
receive forty(40)hours of administrative leave with pay per year.
Employees may accumulate administrative leave hours up to two times their annual
accrual.
Employees shall be eligible to convert administrative leave hours to pay one time each
calendar year.
Adopted by Action of
the City Council
July, 1988
Revised
7/92, 7/97,7/99, 7/10, 12/12, 10/16
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City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 14
EMPLOYEE ASSISTANCE PROGRAM
It is the policy of the City of Cupertino to provide an Employee Assistance Program for
the benefit of Management and Confidential employees and their eligible dependents. The
purpose of this program is to provide professional assistance and counseling concerning
financial,legal,pre-retirement, and other matters of a personal nature.
Adopted by Action of the City Council
June 17, 1996
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City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 15
VACATION ACCUMULATION
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The department heads shall earn vacation hours under the same vacation accumulation
schedule as all other employees. Credit shall be provided for previous public sector service time
on a year-for-year basis as to annual vacation accumulation. Credit shall only be given for
completed years of service. Public service credit shall not apply to any other supplemental
benefit. Employee(s)affected by this policy will have the responsibility of providing certification
as to previous public sector service.
Benefited full-time employees accrue vacation in accordance with the following schedule.
Benefited employees who work less than a full-time work schedule accrue vacation in
accordance with the following schedule on a pro-rated basis.
Service Time Annual Accruals Maximum Accrual
0-3 Years 80 Hours 160 Hours
4-9 Years 120 Hours 240 Hours
10- 14 Years 160 Hours 272 Hours
15-19 Years 176 Hours 320 Hours
20+Years 192 Hours 352 Hours
An employee may accrue no more vacation credit than what is listed above.
VACATION CREDITS
The hiring manager, with the approval of the department head and the City Manager, may
offer a vacation bank of up to 120 hours of vacation to a prospective candidate in the
Unrepresented group. These hours do not vest for payoff purposes if the employee leaves service.
Adopted by Action of the City Council
July 7, 1997
Revised 6/99, 7/10, 12/12,7/13, 10/16
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City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 16
HOUSING ASSISTANCE PROGRAM
Housing assistance may be offered to the department heads pursuant to Resolution No.
15-092.
Adopted by Action of the City Council
July 7, 1997
Revised 7/99, 7/10,8/12, 10/15
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City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 17
VISION INSURANCE—EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide vision insurance under which
employees and their dependents may be covered. The purpose of this program is to promote and
preserve the health of employees.
The premium cost for the insurance provided by the City shall not exceed $14.94 per
month per employee. Enrollment in the plan or plans made available pursuant to this policy shall
be in accordance with the provisions of the contract between the City and carrier or carriers
providing vision insurance coverage,
Adopted by Action of the City Council
July 1997
Revised 7/99,6/02, 6/03,7/10, 10/12
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City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 18
WORK OUT OF CLASSIFICATION/WORK IN DUAL CLASSIFICATION
Work Out of Classification - Temporary assignment, approved in advance by the department
head,to a classification in a higher pay grade shall be compensated at the Step 1 rate of the higher
classification or at a rate five (5) percent greater than that of the regular position, whichever is
greater, for the number of hours assigned. In order to qualify for out-of-classification pay, an
employee shall work a minimum of four(4)hours per day in the temporary assignment.
An employee may be assigned to work out of class in a higher classification when there is a
vacant position for which a recruitment is being,or will be, conducted. Out of class
assignments may not exceed 960 hours in a fiscal year. Compensation for work performed in an
out-of-class capacity is included for purposes of calculating CalPERS compensation,however,
this is at the discretion of Ca1PERS and future changes to CalPERS regulations would supersede
the language of this section.
An employee may receive acting pay for working in a higher classification where a vacancy
does not exist,in the case of an incumbent being on vacation or leave of absence, or due to the
employee being asked to perform higher level work on any other temporary basis.Acting pay is
not included for purposes of calculating CalPERS compensation.
The higher rate of pay shall be used in computing overtime when authorized overtime is
worked in a non-exempt, out of class or acting work assignment. When a non-exempt 1
employee is working out of class or acting in an exempt position for 20 hours or more in a work
week,the employee will be ineligible to receive overtime pay for any and all hours worked in
the exempt classification during that work week.
All requests for out of class pay or acting pay must be approved by the Director of
Administrative Services or his/her designee.
Work in Dual Classifications-The City Manager may, in his or her sole discretion, grant a pay
differential up to five percent(5%) above the higher base salary to an employee assigned by the
City Manager to perform all of the duties of another position in addition to the employee's regular
duties, provided that a differential of dual assignments under this provision shall only be paid
where the additional assignment is to a position equivalent to the level of the employee's regular
position in a different department or division than the employees regular classification, the
duration of the additional assignment is for a period of one or more months, and the published
base salary for the equivalent level position is the same or lower than the published salary for the
25
I
I
employee's current classification such that the employee does not quality for working out of class
pay.
Adopted by Action of the City Council
October 2016
i
Revised 7/19
26
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 19
EDUCATION REIMBURSEMENT PROGRAM
It is the intent of the City to recognize the value of continuing education and professional
development of its employees; and to adopt an Education Reimbursement Program which will
encourage employees to avail themselves of City job related educational opportunities that will
advance their knowledge and interests in the direction of their career path. Courses should
either: a)maintain or improve job skills in the employee's current position;b)be expressly
required by the City or by law;or c)prepare the employee to become a competitive applicant
for a different position with the City.
The Education Reimbursement Program is a benefit to all full time benefited employees who
have completed the required probationary period and provides education reimbursement of up
to two thousand dollars($2,000)per calendar year for the cost of registration,required textbooks
and/or materials and parking. Employees who wish to seek reimbursement from the City for
educational program costs shall provide a written request for reimbursement in advance of
enrollment to the Human Resources Division.The form provided shall include the type of
training, sponsoring organization or institution,meeting times and costs.Human Resources and
the employee's department head will make the determination if the chosen education program
is eligible for reimbursement.
No employee shall receive an reimbursement until the have provided satisfactory roof of
Y Y P rY p
successful completion of the coursework with a grade of"C" or above, or "Pass" in the case of a
Pass/Fail course. Such proof of completion shall be provided within 30 days of the conclusion of
the course.
Education reimbursement is a taxable benefit under IRS Code. Education reimbursement will l
I
be applied to the calendar year in which the course is passed and satisfactory proof of
completion is submitted. j
Mandatory or annual coursework, attendance at conferences and training required to maintain
job specific certifications or proficiencies are not included in the Education Reimbursement
Program.
i
Adopted by Action of the City Council
July 2019
0
27
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 20
CITY SPONSORED RECREATION AND WELLNESS PROGRAMS
Unrepresented employees shall have the privilege of enrollment in City sponsored recreation
programs at the City residents' fee structure and in preference to non-residents wishing to
enroll. Each calendar year, employees and family members on the employee's dental plan are
eligible to be reimbursed up to$500 per employee in Rec Bucks. Employees shall be reimbursed
for approved recreation services in accordance with the City's Recreation Buck Policies.
Programs allowing for preregistration will be reimbursed after completion of the program,
including those allowing for or requiring preregistration in the calendar year prior to
reimbursement. Reimbursements shall be applied to the year in which they are received.
Benefited employees will also receive a free employee-only annual Cupertino Sports Center
membership.Part-time benefited employees will have the annual amount of Recreation Bucks
prorated based on number of hours worked. Recreation Bucks are a taxable benefit under IRS
Code, and must be used by the employee within the calendar year and are non-transferrable.
City employees are eligible to participate in the City's wellness program as provided for in the
City's Administrative Rules and Regulations.
Adopted by Action of the City Council
July 2019
28
City of Cupertino
Listing of Unrepresented Classifications by
Salary Rate or Pay Grades
Effective July 1,2013 (Res. No. 13-061)
Amended 11/19/13(Res.No. 13-099)
Amended 12/17/13(Res.No. 13-108)
Amended 3/18/14(Res. No. 14-130)
Amended 11/3/14(Res. No. 14-209)
Amended 11/3/2015(Res. No. 15-099)
Amended 6/21/16(Res.No. 16- )
Amended 10/4/16 (Res.No. )
Amended 10/18/16 (Res. No. )
Amended 11/15/16 (Res. No. )
Amended 6/20/17(Res.No. )
Amended 10/17/17(Res.No. )
Amended 7/16/19 (Res.No. )
Amended 11/19/19 (Res. No. )
29
ATTACHMENT A
SALARY SCHEDULE
Salary Effective First Full Pay Period after Council Adoption-Amended November 19, 2019
Classification Step 1 Step 2 Step 3 Step 4 Step 5
ACCOUNTANT I 40.23 42.24 44.35 46.57 48.89
ACCOUNTANT II 44.34 46.56 48.89 51.34 53.90
ACCOUNTING TECHNICIAN 39.90 41.89 43.99 46.19 48.50
ADMINISTRATIVE ASSISTANT 35.09 36.84 38.69 40.62 42.65
ASSISTANT CITY ATTORNEY 80.13 84.14 88.34 92.76 97.40
ASSISTANT CITY MGR 106.67 112.01 117.61 123.49 129.66
ASSISTANT TO THE CITY MANAGER 61.24 64.30 67.51 70.89 74.43
ASST DIR COMM DEV/BUILDING OFFICIAL 76.32 80.13 84.14 88.35 92.76
ASST DIR PARKS AND RECREATION 76.32 80.13 84.14 88.35 92.76
ASST DIR PUBLIC WORKS/ 79.40 1 83.36 87.53 91.91 96.51
BUSINESS SYSTEMS ANALYST 5203. 54.63 57.36 60.23 63.24
CAPITAL IMPV PROGRAM MGR 66.16 69.46 72.94 76.58 80.41
CHIEF TECHNOLOGY OFFICER 94.22 98.93 103.88 109.08 114.52
CITY CLERK 61.94 65.04 68.29 71.71 75.29
CITY ENGINEER 79.40 83.36 87.53 91.91 96.51
COMMUNITY RELATIONS COORDINATOR 40.45 42.47 44.60 46.83 49.17
DEPARTMENT HEAD 94.22 1 98.93 103.88 109.08 114.52
DEPUTY BUILDING OFFICIAL 61.99 65.08 68.34 71.76 75.34
DEPUTY CITY ATTORNEY 57.66 60.54 63.57 66.74 70.08
DEPUTY CITY CLERK 44.20 46.41 48.73 51.17 53.73
30
$ $ $ $
DEPUTY CITY MANAGER 72.60 76.24 80.05 84.05 8$8.25
DIRECTOR OF ADMIN SERVICES 94.22 98.93 103.88 109.08 114.52
DIRECTOR OF COMM DEVELOPMENT 94.22 98.93 103.88 109.08 114.52
DIRECTOR OF PARKS AND RECREATION 94.22 98.93 103.88 109.08 114.52
DIRECTOR OF PUBLIC WORKS 96.98 101.82 106.92 112.26 117.88
ECONOMIC DEVELOPMENT MANAGER 68.18 71.59 75.17 78.93 82.87
EMERGENCY SERVICES COORDINATOR 55.69 58.48 61.40 64.47 67.69
ENVIRONMENTAL PROGRAMS MANAGER 61.64 64.72 67.96 71.36 74.92
EXEC ASST TO CITY MANAGER 41.23 43.29 45.46 47.73 50.12
EXEC ASST TO THE CITY ATTNY 40.22 42.23 44.35 46.56 48.89
FINANCE MANAGER 70.54 74.06 77.77 81.65 85.74
GIS PROGRAM MANAGER 68.64 72.07 75.67 79.46 83.43
HUMAN RESOURCE ANALYST 1 48.15 50.55 53.08 55.74 58.52
HUMAN RESOURCES ANALYST 11 53.08 55.74 58.52 61.45 64.52
HUMAN RESOURCES ASSISTANT 29.14 30.60 32.13 33.73 35.42
HUMAN RESOURCES MANAGER 70.54 74.06 77.77 81.65 85.74
HUMAN RESOURCES TECHNICIAN 39.90 41.89 43.99 46.19 48.50
I.T.ASSISTANT 39.24 41.20 43.26 45.42 47.69
INNOVATION AND TECH MGR-APPLICATIONS 68.64 72.07 75.67 79.46 83.43
INNOVATION AND TECH MGR- $ $ $ $ $
INFRASTRUCTURE 68.64 72.07 75.67 79.46 83.43
LEGAL SERVICES MANAGER 41.54 43.61 45.80 48.08 50.49
MANAGEMENT ANALYST 48.56 50.99 53.54 56.21 59.03
NETWORK SPECIALIST 50.20 52.71 55.34 58.11 61.02
PARK RESTORATION IMPV MGR 66.16 69.46 72.94 76.58 80.41
31
$ $ $ $ $
PERMIT CENTER MANAGER 61.99 65.08 68.34 71.76 75.34
PLANNING MANAGER 68.91 72.36 75.97 79.77 83.76
PUBLIC AFFAIRS MANAGER 60.30 63.32 66.48 69.81 73.30
PUBLIC INFORMATION OFFICER 61.24 64.30 67.51 70.89 74.43
PUBLIC WORKS PROJECT MANAGER 58.15 1 61.06 64.11 67.32 70.68
PUBLIC WORKS SUPERVISOR 50.48 53.00 55.65 58.44 61.36
RECREATION MANAGER 51.80 54.38 57.10 59.96 62.96
RECREATION SUPERVISOR 46.98 49.33 51.80 54.38 57.10
SENIOR ACCOUNTANT 51.34 53.91 56.60 59.43 62.40
SENIOR ASSISTANT CITY ATTORNEY 88.15 92.56 97.19 102.05 107.15
SENIOR CIVIL ENGINEER 68.76 72.20 75.81 79.60 83.58
SENIOR MANAGEMENT ANALYST 53.08 55.74 58.52 61.45 64.52
SERVICE CENTER SUPERINTENDENT 64.10 67.30 70.67 74.20 77.91
SUSTAINABILITY MANAGER 61.64 64.72 67.96 71.36 74.92
TRANSPORTATION MANAGER 73.21 76.87 80.71 84.75 88.98
WEB SPECIALIST 44.38 46.60 48.93 51.38 53.95
Salary Effective First Full Pay Period in July 2020-Amended November 19, 2019
Classification Step 1 Step 2 Step 3 Step 4 Step 5
ACCOUNTANT I 41.63 43.71 45.90 48.20 50.61
ACCOUNTANT II 45.90 48.19 50.60 53.13 55.79
ACCOUNTING TECHNICIAN 41.30 1 43.36 45.53 47.81 50.19
ADMINISTRATIVE ASSISTANT 36.32 38.13 40.04 42.04 44.14
ASSISTANT CITY ATTORNEY 82.94 87.08 91.44 96.01 100.81
ASSISTANT CITY MGR 113.39 119.06 125.01 131.26 137.82
32
$ $ $ $
ASSISTANT TO THE CITY MANAGER 65.09 68.34 71.76 75.35 7$9.12
ASST DIR COMM DEV/BUILDING OFFICIAL 81.12 85.18 89.44 93.91 98.60
ASST DIR PUBLIC WORKS 84.39 88.61 93.04 97.70 102.58
ASST DIR PARKS AND RECREATION 81.12 85.18 89.44 93.91 98.60
BUSINESS SYSTEMS ANALYST 56.55 59.37 62.34 65.46 68.73
CAPITAL IMPV PROGRAM MGR 70.87 74.41 78.13 82.04 86.14
CHIEF TECHNOLOGY OFFICER 100.15 105.16 110.42 115.94 121.73
CITY CLERK 67.32 70.68 74.22 77.93 81.82
CITY ENGINEER 84.39 88.61 93.04 97.70 102.58
COMMUNITY RELATIONS COORDINATOR 41.87 43.96 46.16 48.47 50.89
DEPARTMENT HEAD 100.15 105.16 110.42 115.94 121.73
DEPUTY BUILDING OFFICIAL 65.95 69.25 72.71 76.35 80.16
DEPUTY CITY ATTORNEY 59.67 62.66 65.79 69.08 72.54
DEPUTY CITY CLERK 48.03 50.44 52.96 55.61 58.39
DEPUTY CITY MANAGER 77.18 81.03 85.09 89.34 93.81
DIRECTOR OF ADMIN SERVICES 100.15 105.16 110.42 115.94 121.73
DIRECTOR OF COMM DEVELOPMENT 100.15 105.16 110.42 115.94 121.73
DIRECTOR OF PARKS AND RECREATION 100.15 105.16 110.42 115.94 121.73
DIRECTOR OF PUBLIC WORKS 103.08 108.23 113.65 119.33 125.29
ECONOMIC DEVELOPMENT MANAGER 72.82 76.47 80.29 84.30 88.52
EMERGENCY SERVICES COORDINATOR 59.20 62.16 65.26 68.53 71.95
ENVIRONMENTAL PROGRAMS MANAGER 66.99 70.34 73.85 77.55 81.42
EXEC ASST TO CITY MANAGER 42.67 44.81 47.05 49.40 51.87
EXEC ASST TO THE CITY ATTNY 41.62 43.71 45.90 48.19 50.60
33
$ $ $ $ $
FINANCE MANAGER 75.85 79.65 83.63 87.81 92.20
GIS PROGRAM MANAGER 74.59 78.32 82.24 86.35 90.67
HUMAN RESOURCE ANALYST 1 50.08 52.59 55.21 57.98 60.87
HUMAN RESOURCES ANALYST II 55.22 57.98 60.87 63.92 67.11
HUMAN RESOURCES ASSISTANT 30.16 31.67 33.25 34.91 36.66
HUMAN RESOURCES MANAGER 75.85 79.65 83.63 87.81 92.20
HUMAN RESOURCES TECHNICIAN 41.30 43.36 45.53 47.81 50.19
I.T. ASSISTANT 40.61 42.64 44.77 47.01 49.36
INNOVATION AND TECH MGR- $ $ $ $ $
INFRASTRUCTURE 74.59 78.32 82.24 86.35 90.67
INNOVATION AND TECH MGR-APPLICATIONS 74.59 78.32 82.24 86.35 90.67
LEGAL SERVICES MANAGER 42.99 45.14 47.40 49.77 52.26
MANAGEMENT ANALYST 50.51 53.04 55.69 58.47 61.40
NETWORK SPECIALIST 51.95 54.55 57.28 60.14 63.15
PARK RESTORATION IMPV MGR 70.87 74.41 78.13 82.04 86.14
PERMIT CENTER MANAGER 65.95 69.25 72.71 76.35 80.16
PLANNING MANAGER 74.89 78.63 82.56 86.69 91.03
PUBLIC AFFAIRS MANAGER 65.16 68.42 71.84 75.43 79.20
PUBLIC INFORMATION OFFICER 65.09 68.34 71.76 75.35 79.12
PUBLIC WORKS PROJECT MANAGER 62.29 65.41 68.68 72.11 75.72
PUBLIC WORKS SUPERVISOR 52.51 55.13 57.89 60.79 63.82
RECREATION SUPERVISOR 48.62 51.06 53.61 56.29 59.10
SENIOR ACCOUNTANT 53.14 55.79 58.58 61.51 64.59
SENIOR ASSISTANT CITY ATTORNEY 91.24 95.80 100.59 105.62 110.90
SENIOR CIVIL ENGINEER 71.17 74.72 78.46 82.38 86.50
34
$ $ $ $
SENIOR MANAGEMENT ANALYST 55.22 57.98 60.88 63.92 6$7.11
SERVICE CENTER SUPERINTENDENT 67.14 70.50 74.02 77.72 81.61
RECREATION MANAGER 53.61 56.29 59.10 62.06 65.16
SUSTAINABILITY MANAGER 66.99 70.34 73.85 77.55 81.42
TRANSPORTATION MANAGER 75.77 79.56 83.54 87.71 92.10
WEB SPECIALIST 45.94 48.23 50.65 53.18 55.84
Salary Effective First Full Pay Period in July 2021-Amended November 19, 2019
Classification Step 1 Step 2 Step 3 Step 4 Step 5
ACCOUNTANT I 42.88 45.03 47.28 49.64 52.12
ACCOUNTANT II 47.27 49.64 52.12 54.73 57.46
ACCOUNTING TECHNICIAN 42.53 44.66 46.89 49.24 51.70
ADMINISTRATIVE ASSISTANT 37.41 39.28 41.24 43.30 45.47
ASSISTANT CITY ATTORNEY 85.42 89.70 94.18 98.89 103.83
ASSISTANT CITY MGR 116.79 122.63 128.76 135.20 141.96
ASSISTANT TO THE CITY MANAGER 68.72 72.15 75.76 79.55 83.53
ASST DIR COMM DEV/BUILDING OFFICIAL 83.55 87.73 92.12 96.72 101.56
ASST DIR PUBLIC WORKS/ 86.92 91.27 95.83 100.63 105.66
ASST DIR PARKS AND RECREATION 83.55 87.73 92.12 96.72 101.56
BUSINESS SYSTEMS ANALYST 60.63 63.66 66.84 70.19 73.70
CAPITAL IMPV PROGRAM MGR 72.99 76.64 80.48 84.50 88.72
CHIEF TECHNOLOGY OFFICER 103.15 108.31 113.73 119.42 125.38
CITY CLERK 69.68 73.17 76.82 80.67 84.70
CITY ENGINEER 86.92 91.27 95.83 100.63 105.66
COMMUNITY RELATIONS COORDINATOR 43.12 45.28 47.54 49.92 52.42
35
$ $ $ $ $
DEPARTMENT HEAD 103.15 108.31 113.73 119.42 125.38
DEPUTY BUILDING OFFICIAL 67.93 71.33 74.89 78.64 82.57
DEPUTY CITY ATTORNEY 61.47 64.54 67.77 71.15 74.71
DEPUTY CITY CLERK 49.72 52.21 54.82 57.56 60.44
DEPUTY CITY MANAGER 79.49 83.46 87.64 92.02 96.62
DIRECTOR OF ADMIN SERVICES 103.15 108.31 113.73 119.42 125.38
DIRECTOR OF COMM DEVELOPMENT 103.15 108.31 113.73 119.42 125.38
DIRECTOR OF PARKS AND RECREATION 103.15 108.31 113.73 119.42 125.38
DIRECTOR OF PUBLIC WORKS 106.17 111.48 117.06 122.91 129.05
ECONOMIC DEVELOPMENT MANAGER 75.01 78.76 82.70 86.83 91.17
EMERGENCY SERVICES COORDINATOR 62.50 65.62 68.90 72.35 75.96
ENVIRONMENTAL PROGRAMS MANAGER 72.45 76.07 79.87 83.87 88.06
EXEC ASST TO CITY MANAGER 43.95 46.15 48.46 50.88 53.43
EXEC ASST TO THE CITY ATTNY 42.87 45.02 47.28 49.63 52.12
FINANCE MANAGER 78.13 82.03 86.14 90.44 94.97
GIS PROGRAM MANAGER 77.22 81.08 85.13 89.39 93.86
HUMAN RESOURCE ANALYST 1 51.58 54.16 56.87 59.71 62.70
HUMAN RESOURCES ANALYST II 56.87 59.72 62.70 65.84 69.13
HUMAN RESOURCES ASSISTANT 31.06 32.62 34.25 35.96 37.76
HUMAN RESOURCES MANAGER 78.13 82.03 86.14 90.44 94.97
HUMAN RESOURCES TECHNICIAN 42.53 44.66 46.89 49.24 51.70
I.T. ASSISTANT 41.83 43.92 46.12 48.42 50.84
INNOVATION AND TECH MGR- $ $ $ $ $
INFRASTRUCTURE 77.22 81.08 85.13 89.39 93.86
INNOVATION AND TECH MGR-APPLICATIONS 77.22 81.08 85.13 89.39 93.86
36
$ $ $ $
LEGAL SERVICES MANAGER 44.28 46.50 48.82 51.26 5$3.82
MANAGEMENT ANALYST 52.03 54.63 57.36 60.23 63.24
NETWORK SPECIALIST 53.51 56.19 59.00 61.95 65.05
PARK RESTORATION IMPV MGR 72.99 76.64 80.48 84.50 88.72
PERMIT CENTER MANAGER 67.93 71.33 74.89 78.64 82.57
PLANNING MANAGER 78.52 82.45 86.57 90.90 95.45
PUBLIC AFFAIRS MANAGER 67.12 70.47 73.99 77.69 81.58
PUBLIC INFORMATION OFFICER 67.04 70.39 73.91 77.61 81.49
PUBLIC WORKS PROJECT MANAGER 64.16 67.37 70.74 74.28 77.99
PUBLIC WORKS SUPERVISOR 54.08 56.79 59.63 62.61 65.74
RECREATION SUPERVISOR 50.08 52.59 55.22 57.98 60.88
SENIOR ACCOUNTANT 54.73 57.47 60.34 63.36 66.52
SENIOR ASSISTANT CITY ATTORNEY 93.98 98.68 103.61 108.79 114.23
SENIOR CIVIL ENGINEER 73.30 76.97 80.81 84.85 89.10
SENIOR MANAGEMENT ANALYST 56.87 59.72 62.70 65.84 69.13
SERVICE CENTER SUPERINTENDENT 69.15 72.61 76.24 80.05 84.06
RECREATION MANAGER 55.22 57.98 60.88 63.92 67.12
SUSTAINABILITY MANAGER 72.45 76.07 79.87 83.87 88.06
TRANSPORTATION MANAGER 78.04 81.94 86.04 90.34 94.86
WEB SPECIALIST 47.32 49.68 52.17 54.77 57.51
37
ATTACHMENT B
EQUITY ADJUSTMENTS
Classification July 2019 July 2020 July 2021
Accountant I 3.20% 0.00% 0.00%
Accountant II 3.20% 0.00% 0.00%
Accounting Technician 0.00% 0.00% 0.00%
Administrative Assistant 0.00% 0.00% 0.00%
Assistant Director Of Public Works Engineer 2.70% 2.70% 0.00%
Assistant to the City Manager 2.70% 2.70% 2.50%
Assistant City Manager 2.70% 2.70% 0.00%
Assistant Director Of Community Dev/Building Official 2.70% 2.70% 0.00%
Assistant Director of Recreation and Community
Services 2.70% 2.70% 0.00%
Business Systems Analyst 5.00% 5.00% 4.10%
Capital Improvement Program Manager 5.00% 3.50% 0.00%
Chief Technology Officer 2.70% 2.70% 0.00%
City Clerk 5.00% 5.00% 0.50%
Community Relations Coordinator 0.00% 0.00% 0.00%
Deputy Building Official 5.00% 2.80% 0.00%
Deputy City Clerk 5.00% 5.00% 0.50%
Deputy City Manager 2.70% 2.70% 0.00%
Director Of Administrative Services 2.70% 2.70% 0.00%
Director of Community Development 2.70% 2.70% 0.00%
Director Of Public Works 2.70% 2.70% 0.00%
Director Of Recreation &Community Services 2.70% 2.70% 0.00%
Economic Development Manager 5.00% 3.20% 0.00%
Emergency Services Coordinator 0.00% 0.00% 0.00%
Environmental Programs Manager 5.00% 5.00% 5.00%
Executive Assistant to the City Attorney 1.80% 0.00% 0.00%
Executive Assistant To The City Manager 1.80% 0.00% 0.00%
Finance Manager 5.00% 3.90% 0.00%
GIS Program Manager 5.00% 5.00% 0.50%
Human Resources Analyst 1 5.00% 0.50% 0.00%
Human Resources Assistant 0.00% 0.00% 0.00%
Human Resources Analyst II 5.00% 0.50% 0.00%
Human Resources Manager 5.00% 3.90% 0.00%
Human Resources Technician 0.00% 0.00% 0.00%
Information Technology Assistant 4.40% 0.00% 0.00%
Innovation and Technology Manager-Applications 5.00% 5.00% 0.50%
38
Innovation and Technology Manager- Infrastructure 5.00% 5.00% 0.50%
Legal Services Manager 1.80% 0.00% 0.00%
Management Analyst 5.00% 0.50% 0.00%
Network Specialist 1.30% 0.00% 0.00%
Park Restoration & Improvement Manager 5.00% 3.50% 0.00%
Permit Center Manager 5.00% 2.80% 0.00%
Planning Manager 5.00% 5.00% 1.80%
Public Affairs Manager 5.00% 4.40% 0.00%
Public Information Officer 2.70% 2.70% 0.00%
Public Works Project Manager 5.00% 3.50% 0.00%
Public Works Supervisor 5.00% 0.50% 0.00%
Recreation Manager 0.00% 0.00% 0.00%
Recreation Supervisor 0.00% 0.00% 0.00%
Senior Accountant 3.20% 0.00% 0.00%
Senior Civil Engineer 4.00% 0.00% 0.00%
Senior Management Analyst 5.00% 0.50% 0.00%
Service Center Superintendent 5.00% 1.20% 0.00%
Sustainability Manager 5.00% 5.00% 5.00%
Transportation Manager 4.00% 0.00% 0.00%
Web Specialist 1.30% 0.00% 0.00%
39