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HomeMy WebLinkAboutMINUTES - 05151990 - 1.84 IL -084 BOARD OF COMMISSIONERS, HOUSING AUTHORITY OF THE COUNTY OF CONTRA COSTA Adopted this Resolution on May 15 , 1990 by the following vote: AYES: Commi&-cionerF PowerF , Schroder, McPeak, TorlakFon, Fanden NOES: None ABSENT: None ABSTAIN: None In the Matter of Benefits and ) Allowances for Management ) Employees of the Housing Authority) RESOLUTION No. 3582 of the County of Contra Costa ) The Executive Director of the Housing Authority of the County of Contra Costa, having requested that certain new benefits and allowances be established and existing benefits and allowances be adjusted for management classifications in the Housing Authority; and The County Administrator having recommended that benefits and allowances for management classifications in the Housing Authority of the County of Contra Costa be reviewed for conformity with existing benefits available to other County managers; NOW, THEREFORE, BE IT RESOLVED BY THE BOARD OF COMMISSIONERS THAT the following compensation and benefit program for management classes in the Housing Authority of the County of Contra Costa is adopted effective April 1, 1990: A. CLASSES ELIGIBLE: The benefits and allowances listed herein are available to exempt administrative classifications set forth in the document entitled "Exhibit A" attached hereto and incorporated herein. B. SALARIES: Effective April 1, 1990, the salary schedule for management employees of the Housing Authority will be as set forth in Exhibit A. C. INCENTIVES: 1. Management 2.5% Longevity Pay Employees whose classifications are listed in Exhibit A who have completed ten (10) years of service for the Housing Authority shall be eligible to receive a 2.5% base ay differential for longevity. For purposes of determining ten (1 years years of service for this differential , the records utilized for service award purposes will be utilized. Approval of the Executive Director based on work performance is required prior to the granting of the longevity differential . 2. Deferred Compensation Incentive Supplement Employees whose classifications are listed in Exhibit A who participate in the Housing Authority's deferred compensation plan will be eligible for a supplemental contribution from the Housing Authority in the amount of $40 per month. To be eligible for this incentive supplement, qualifying management employees must first contribute a Base Contribution Amount to the deferred compensation plan as follows: .. I Employees Qualifying Base with a Current Annual Contribution Monthly Salary of Amount $ 2,500 and below $ 750 2,501 - 3,334 1,000 3,335 - 4,167 1,250 4,168 - 5,000 1,500 5,001 - 5,834 1,750 6,668 - 7,500 2,250 7,501 - and above 2,500 . Employees who meet these Base Contribution Amounts must contribute at least $100 per month to remain eligible for the $40 Housing Authority supplement. Employees who discontinue contributions or who contribute less than $100 per month for a period of one (1) month or more will no longer be eligible for the $40 Housing Authority supplement. To reestablish eligibility, employees must again make a Base Contribution Amount as set forth above based on current monthly salary. Employees with a break in deferred compensation contributions because of an approved medical leave, shall not be required to reestablish eligibility. D. DIFFERENTIALS: 1. Word Processing Differential : Employees whose classifications are listed in Exhibit A and who are assigned primary responsibility for the operation of word processing machines such as mag-card machines, minicomputers with word processing softward, video display typewriting equipment, or other equipment attached to a typewriter or printer with external storage capacity and utilized in the transformation of words and/or ideas into readable form shall be eligible to receive a differential of $50 per month. This differential shall be prorated for permanent part-time and permanent intermittent employees. 2. Video Display Terminal Differential : Employees whose classifications are listed in Exhibit A and who utilize video display terminals under the same terms and conditions applied to eligible represented employees are eligible to receive a differential of $40 per month. Employees who receive the .word processing differential are not eligible to receive the video display terminal differential . 3. Bilingual Pay Differential : A base salary differential of $50 per month shall be paid to employees whose classifications are listed in Exhibit A and who are incumbents of positions requiring bilingual proficiency as designated by the Executive Director. This differential shall be prorated for employees working less than full time and/or on an unpaid leave of absence during any given month. Designation of positions for which bilingual proficiency is required is the sole prerogative of the Housing Authority and positions which may now or in the future require special language skills may have such requirement amended. or deleted. E. LEAVES AND PAY FOR TIME NOT WORKED: 1. The following days shall be observed as holidays for purposes of wages and hours of work for employees whose classifications are listed in Exhibit A: -2- . J New Year's Day January 1 Washington's Birthday 3rd Monday in. February Memorial Day Last Monday in May Independence Day July 4 Labor Day First Monday in September Veteran's Day November 11 Thanksgiving Day 4th Thursday in November Day after Thanksgiving Friday following Thanksgiving Christmas Day December 25 Every day or part of a day established by Board Proclamation shall be recognized as a holiday. For employees whose classifications are set forth in Exhibit A, when a holiday falls on a Saturday, the preceding Friday shall be deemed to be the holiday-in-lieu of the day observed; and when a holiday falls on a Sunday, the following Monday shall be deemed to be the holiday-in-lieu of the day observed. Permanent full-time em loyees shall receive the straight time daily equivalent of eight (8� hours salary for the holiday only on the day the Housing Authority observes the holiday. Permanent part-time employees shall receive straight time hourly pay in proportion to the number of regularly scheduled hours per week. 2. Floating Holidays: Employees whose classifications are listed in Exhibit A shall accrue two (2) hours of personal holiday credit per month. Such personal holiday time may be taken in increments of one-half (1/2) hour. No employee may accrue a balance of more than thirty-two (32) hours of personal holiday credit. On separation from Housing Authority service, the employee shall be paid for any .unused personal holiday credits at the employee's then current pay rate. 3. Annual Leave: The accrual rates for annual leave for employees whose classifications are listed in Exhibit A are as follows: Monthly Maximum Accrual Cumulative Length of Service Hours Hours Under 11 years 10 240 11 years 10-2/3 256 12 years 11-1/3 272 13 years 12 288 14 years 12-2/3 304 15 through 19 years 13-1/3 320 .20 through 24 years 16-2/3 400 25 through 29 years 20 480 30 years and up 23-1/3 560 4. Annual Management Administrative Leave: Employees whose classifications are listed in Exhibit A shall be credited effective each January 1st with five (5) days (forty (40) hours) of paid personal leave. This leave time is non-accruable and all balances will be zeroed out effective December 31st each year. -3- 5. Sick Leave: All employees whose classifications are listed in Exhibit A shall accrue sick leave credits at the rate of eight (8) hours per month. Sick leave benefits shall be in accordance with those afforded management employees in the County merit system or in separate regulations promulgated by the Housing Authority. 6. Sick Leave Incentive Plan: All employees whose classification are listed in Exhibit A shall be eligible for payoff of a portion of unused sick leave accruals once annually. This program is intended as an incentive for employees to safeguard accruals as protection against wage losses due to time lost for injury or illness. Payoff shall be approved by the Executive Director and shall be awarded under the following conditions: a. Payoff shall occur at the employee's request once annually in the month of December. b. A maximum of 40 hours of accurals may be bought back each year. c. The employee's sick leave balance on December 31st of the"year immediately preceding the year in which payoff is requested must have been at least 201 hours. d. The employee must have used less than 56 hours sick leave during the period January 1 - November 30 in the year payoff is requested. e. Additional provisions regarding this benefit, as may be defined in the sick leave incentive program adopted for represented employees of the Housing Authority in the 1989-91 Memorandum of Understanding between the Housing Authority and Public Employees Union, Local No. 1, shall also apply. 7. Vacation Payoff: Employees whose classifications are listed in Exhibit A shall be eligible to elect to receive vacation payoff equal to one-half (1/2) their annual accrual vacation amount. An eligible employee may utilize the vacation payoff option only once each calendar year. Annual leave balances will be reduced by the number of hours purchased under the Vacation Payoff Policy, as defined in the Housing Authority's Personnel Policy and Procedure Manual adopted by the Board of Commissioners on .June 26, 1984. F. BENEFITS AND ALLOWANCES: 1. Health Plan Contribution Rates: Effective on the dates indicated, the Housing Authority will contribute up to the following monthly amounts toward the existing program of combined medical and dental insurance coverage provided employees whose classifications are listed in Exhibit A. 111190 1 1 91 1111,192 Single $150.91 $173.54 $199.57 Dual 273.38 314.38 361.53 Family 350.49 403.06 463.51 2. Vision Care Plan: All employees in classifications . listed in Exhibit A shall be eligible for up to $100 per year reimbursement from the Housing Authority for approved vision care expenses. Additional provisions regarding this benefit as may be defined in the vision care program adopted for represented employees of the Housing Authority in the 1989-1991 Memorandum of Understanding between the Housing Authority and Public Employees Union, Local No. 1, shall also apply. -4- t , 3. Mileage Reimbursement: All employees in classifications listed in Exhibit A, excluding the Executive Director of the Housing Authority, shall be eligible for a mileage allowance for the use of personal vehicles on County business according to the following per month formula: 1 - 400 miles . . . . . . . . . . $ .24 per mile 401 + miles . . . . . . . . . . $ .18 per mile 4. Executive Automobile Allowance: The Executive Director shall be eligible to receive a monthly automobile allowance of $300 plus $.21 per mile for mileage. Mileage computation shall include portal-to-portal travel for work-related activities. Receipt of the monthly allowance will require that the Executive Director furnish a private automobile for Housing Authority business. 5. Management Life Insurance: All employees, excluding the Executive Director of the Housing Authority, whose classifications are listed in Exhibit A shall be provided with a $40,000 term life insurance policy fully paid by the Housing Authority. The Executive Director shall be provided a $50,000 term life insurance policy fully paid by the Housing Authority. 6. Long Term Disability Insurance: All employees whose classifications are listed in Exhibit A shall be covered by a long-term disability insurance program fully paid by the Housing Authority. 7. Training and Tuition: Employees whose classifications are listed in Exhibit A shall be reimbursed for expenses incurred for training, tuition and books required for courses of study providing the following conditions are met: a. The employee occupies a permanent position with the Housing Authority on a full-time basis. b. The subject matter of the course, training program or degree. relates to the employee's position with the Housing Authgority and is designed to improve the employee's job performance and/or provide opportunities for advancement within the Housing Authority. c. The course is accredited by the Western Association of Schools and Colleges, the National Home Study Council , or by special designation by the Executive Director or his authorized representative. d. Any specialized training pursued during regular working hours must be affirmatively recommended by the Department Supervisor and approved by the Executive Director prior to the employee's enrollment. e. The course is completed with at least a passing grade or a certificate of completion. f. Advance approval of the course of study, degree program, or training program has been obtained from the Executive Director. I hereby certify thpt this is a true and correct copy of an action taken and entered on the minutes of the Board of Supervisors on the date shown. ATTESTED: MAY 15 1990 PHIL BATCHELOR,Clerk of the Board of Supervisors and County Administrator Deputy -5- EXHIBIT A s APRIL 1, 1990 HOUSING AUTHORITY OF THE COUNTY OF CONTRA COSTA ALLOCATION OF CLASSES TO THE BASIC SALARY SCHEDULE EXEMPT ADMINISTRATIVE Job Title Range Executive Director 5035-5286-5548-5826-6119 Director of Housing Operations 3790-3980-4179-4388-4607 Fiscal Director 3790-3980-4179-4388-4607 Director of Development 3790-3980-4179-4388-4607 Housing Rehab/Technical Officer 3253-3415-3586-3766-3953 Housing Management Officer 3253-3415-3586-3766-3953 Housing Development Officer 3253-3415-3586-3766-3953 Technical Assistant 3199-3362-3529-3707-3888 Housing Manager 2723-2858-3002-3152-3310 Accounting Supervisor 2723-2858-3002-3152-3310 Executive Secretary* 2577-2703-2840-2980-3129 Maintenance Supervisor 2572-2702-2838-2978-3128 Purchasing Agent 2500-2624-2756-2893-3038 Unit Inspector 2401-2520-2647-2778-2916 *Includes 2% Comparable Worth