CD, No. 2017-018 RESOLUTION A RESOLUTION

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CD, No. 2017-018 RESOLUTION A RESOLUTION
RESO
C.D, No. 2017-018
RESOLUTION
A RESOLUTION AMENDING THE PAY PLAN SUMMARY DOCUMENTS FOR THE
CAREER SERVICE AND EXCLUDED PAY PLANS OF THE CITY OF THORNTON,
COLORADO, FOR THE CALENDAR YEAR OF 2017.
WHEREAS, the Charter of the City of Thornton provides for the adoption of a Pay
Plan for all Career Service positions; and
WHEREAS, the adoption of a Pay Plan for all Excluded positions has historically
followed the same process used for Career Service positions; and
WHEREAS, the documents summarizing the Career Service and Excluded Pay
Plans, including fringe benefits, contained an error regarding the City’s matching
retirement contributions; and
WHEREAS, the documents need to be amended to correct the error and to be
consistent with the related ICMA Plan documents.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY
OF THORNTON, COLORADO, AS FOLLOWS;
That the attached 2017 Career Service and Excluded Pay Plan summary
documents are hereby amended to reflect that the City’s matching contributions of an
employee’s voluntary contributions will be made to the employee’s 401 Retirement Plan.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of
Thornton, Colorado, on February 14, 2017.
CITY OF THORNTON, COLORADO
ATTEST:
Nancy A. V^ent, City Clerk
C.D. No. 2017-018
CITY OF THORNTON
PROPOSED 2017 PAY PLAN
CAREER SERVICE EMPLOYEES
The key provisions of the 2017 Pay Plan for Career Service employees are as follows:
1. Salary
All pay ranges will be adjusted by 2.0% in recognition of economic changes. Employees
who are rated as Successful or above will receive the 2.0% range adjustment in addition to
a merit increase, the amount of which will be determined based upon funding and
departmental performance appraisal results. Increases will become effective December
25, 2016 and will first appear in the second paycheck in January. Any merit increase or
portion thereof which causes an employee’s salary to exceed the top of his or her pay
range will be paid in the form of one lump sum amount. Employees whose performance
appraisals result in a rating of Improvement Needed will not be eligible for any merit
increase in 2017. If the employee’s performance improves to a Successful standard after
90 days, the employee may be recommended to receive the economic adjustment. If
approved, the economic adjustment increase will be effective the first paycheck in April
2017, but will not be retroactive to January 1, 2017. See attached Pay Schedule.
2. Equity Adjustments
As a result of the salary survey conducted by Human Resources, benchmark (indicated by
“*”) positions that are either 4% or more above the survey median or 3% or more below the
median will be moved, along with their associated positions, to a different pay range as
follows:
Lab Technician
1 grade higher
The Career Service Police Sworn Pay Plan will also be adjusted based on market data
received. More specifically, the pay structure for Police Officer Recruits will be adjusted by
1%, the pay structure for Police Officer will be adjusted by 1%; and the structure for Police
Sergeant will be adjusted by 1%.
3. Health Insurance
The City and employee monthly contributions for health insurance will be as follows. The
employer and employee contribution percentages are being modified for Single and Family
coverage in 2017 to be in line with both the average and median of survey jurisdictions.
CIGNA GAP
Single
Dual (EE+1)
Family
Premium
$837.04
$1,662.02
$2,357.47
City Cost
$736.60
$1,329.62
$1,815.25
Employee Cost
$100.44
$332.40
$542.22
CIGNA HDHP
Single
Dual (EE+1)
Premium
$653.67
$1,300.81
City Cost
$575.23
$1,040.65
Employee Cost
$78.44
$260.16
Family
$1,843.35
$1,419.39
$423.96
C.D. No. 2017-018
Kaiser HMO
Single
Dual (EE+1)
Family
Premium
$488.14
$976.52
$1,410.82
City Cost
$429.56
$781.22
$1,086.34
Employee Cost
$58.58
$195.30
$324.48
Kaiser HDHP
Single
Dual (EE+1)
Family
Premium
$418.45
$837.11
$1,209.36
City Cost
$368.25
$669.69
$931.22
Employee Cost
$50.20
$167.42
$278.14
The City offers a Wellness Credit of $15 per month for employees enrolled in one of the
City’s medical plans. Employees must meet the established eligibility requirements in
order to receive the credit.
Dental Insurance:
The City and employee monthly contributions towards dental insurance will be as
follows;
Delta Dental
EPO
Single
Dual (EE+1)
Family
Premium
$27.35
$51.14
$94.36
City Cost
$24.63
$35.82
$66.06
Employee Cost
$2.72
$15.32
$28.30
Delta Dental
PPO
Single
Dual (EE+1)
Family
Premium
$46.54
$86.59
$153.82
City Cost
$41.88
$51.11
$78.46
Employee Cost
$4.66
$35.48
$75.36
5. Vision Benefits:
The City and employee monthly contributions for vision coverage will be as follows.
The employer and employee contribution percentages are being modified for Single,
Dual and Family coverage in 2017 to be in line with both the average and median of
survey jurisdictions.
Vision Service
Plan (VSP)
Single
Dual (EE+1)
Family
Premium
$8.60
$14.61
$26.10
City Cost
$4.30
$4.31
$4.30
Employee Cost
$4.30
$10.30
$21.80
C.D. No. 2017-018
6. Sick Leave Incentive Program:
This program allows employees with a specified balance to convert a limited portion of
sick leave to either cash or vacation leave on an annual basis. Beginning in 2017,
employees must have a sick leave balance greater than 450 hours to be eligible to
convert 50 hours of sick leave to 25 hours of vacation leave or pay.
7. Flexible Spending Accounts (FSA’s):
The City offers several FSA plans which provide employees the opportunity to pay
their portion of the health, dental, and vision insurance premiums with pre-tax dollars;
to pay dependent care costs with pre-tax dollars; and to pay for qualifying medical
(includes dental and vision) expenses not covered by insurance with pre-tax dollars.
The cap on employee contributions for medical expenses not covered by insurance is
$2,600 per year, and the cap for dependent care is $5,000 per year.
8. Retiree Health Savinas (RHS):
The RHS Plan is a City-sponsored health benefit savings vehicle that allows
employees to accumulate assets to pay for medical expenses for themselves and their
spouse, domestic partner, or dependents at separation from service or age 50 on a taxfree basis. Allowable contributions to the Plan are forfeitures of vacation and/or floating
holiday time and annual City contributions. Participation in the RHS Plan will be
mandatory for all non-union Regular full-time employees. Eligibility for this benefit will
begin after the completion of five years of Regular service effective for employees
January 1,2017 or after.
9. Retirement Contributions:
The City will provide a 6.85% employer contribution with a 6% mandatory employee
contribution for employees in the General Employee 401 Retirement Plan and a 10%
employer contribution with a 10% mandatory employee contribution for employees in
the Police 401 Retirement Plan. This is an increase of 1% for both the employer and
employee contributions for both plans. In addition, employees in both plans are
eligible for 50% employer match of their voluntary contributions to the City’s 457
/deferred comoensationl Plan up to a total 1% employer contribution to their 401457
Plan. This is a decrease in employer match contribution of 1%. Overall, in order for
employees to receive the maximum employer contribution they will have to
contribute 1% less as compared with 2016.
10. Retiree Healthcare:
An employee who retires pursuant to the provision of Section 54-152 of the Personnel
Code shall be entitled to continue the City’s health, dental or vision benefits, until age
65 or Medicare eligible, whichever occurs first, subject to and if permitted by the
provisions of such plans. This change will be effective January 1,2020 in order to give
current retirees and employees who had planned to retire in the next three years to find
alternative coverage.
C.D. No. 2017-018
11. Disability Leave:
Employees who, as a result of a mental or physical permanent disability, are unable to
perform the duties of such employee’s position, may be discharged from employment if
they are unable to perform the duties of such employee’s position within 6 months of
the commencement of the disability or a City-approved physician determines the
employee is permanently disabled and unable to perform the duties of such employee’s
position without unreasonable accommodation by the City.
12. Multi-lingual Pay Program:
The City will be implementing a Multi-lingual Pay Program. This program will provide
employees who are bi-lingua! in Spanish, Hmong and/or American Sign Language an
incentive, in addition to their base pay if they are proficient. The maximum annual
amount of the incentive will be $500, $800 or $1,000 depending upon employee’s bi­
lingual ability and how often the alternative language is used in the workplace.
13. Field Training Officer Pay Program:
The City will be implementing a Field Training Officer Program for Police Officers,
Communications Center Specialists and Animal Control Officers to provide increased
pay for employees while serving in this capacity.
14. Tuition Reimbursement:
In accordance with the City Code, an employee will be eligible for education assistance
for job-related courses, subject to funding as approved by City Council, for which the
employee obtained prior approval of the department head and Human Resources.
Should an employee, through voluntary resignation or termination, leave the City's
employment within twelve months of having completed a course(s) for which he/she
was reimbursed, such reimbursement must be refunded to the City. For 2017,
employees will be eligible for $1,500 per year.
15. Commuter and Transit Plan (Section 132):
The Commuter and Transit Plan is a pre-tax way to pay for van-pooling and transit
expenses before Federal, State and FICA taxes are deducted. You can elect a
monthly amount, not to exceed the IRS limit of $255 per month, to pay for transit
passes or van pooling. You can elect the Commuter and Transit Plan at any time and
you may also revoke your election at any time as long as it’s before the start of the
month in which the deduction is being made. Amounts not used for the month can be
carried over to the next month.
16. Overtime:
Career Service employees subject to the Fair Labor Standards Act (FLSA) who, with
the supervisor’s approval, work hours in excess of their established workweek shall be
paid for such hours in accordance with the provisions of the FLSA. Only Holiday Leave
and Vacation Leave shall be counted as hours worked for the purposes of determining
a Career Service employee’s eligibility for overtime.
17. Other Provisions
There are no proposals to change other provisions of the Career Service employees’
pay and benefits plan for 2017.
C.D. No. 2017-018
CITY OF THORNTON
PROPOSED 2017 PAY PLAN
EXCLUDED EMPLOYEES
The key provisions of the 2017 Pay Plan for Excluded employees are as follows:
10. Salary
All pay ranges will be adjusted by 2.0% in recognition of economic changes. Employees
who are rated as Successful or above will receive the 2.0% range adjustment in addition to
a merit increase, the amount of which will be determined based upon funding and
departmental performance appraisal results. Increases will become effective December
25, 2016 and will first appear in the second paycheck in January. Any merit increase or
portion thereof which causes an employee’s salary to exceed the top of his or her pay
range will be paid in the form of one lump sum amount. Employees whose performance
appraisals result in a rating of Improvement Needed will not be eligible for any merit
increase in 2017. If the employee’s performance improves to a Successful standard after
90 days, the employee may be recommended to receive the economic adjustment. If
approved, the economic adjustment increase will be effective the first paycheck in April
2017, but will not be retroactive to January 1, 2017. See attached Pay Schedule.
11. Equity Adjustments
As a result of the salary survey conducted by Human Resources, benchmark (indicated by
“*”) positions that are either 4% or more above the survey median or 3% or more below the
median will be moved, along with their associated positions, to a different pay range as
follows:
Budget Manager*
Business Systems Analyst I
Business Systems Analyst N*
Deputy Police Chief*
Technology Projects Manager
1
1
1
1
1
grade
grade
grade
grade
grade
higher
higher
higher
higher
higher
12. Health Insurance
The City and employee monthly contributions for health insurance will be as follows. The
employer and employee contribution percentages are being modified for Single and Family
coverage in 2017 to be in line with both the average and median of survey jurisdictions.
CIGNA GAP
Single
Dual (EE+1)
Family
Premium
$837.04
$1,662.02
$2,357.47
City Cost
$736.60
$1,329.62
$1,815.25
Employee Cost
$100.44
$332.40
$542.22
CIGNA HDHP
Single
Dual (EE+1)
Premium
$653.67
$1,300.81
City Cost
$575.23
$1,040.65
Employee Cost
$78.44
$260.16
Family
$1,843.35
$1,419.39
$423.96
C.D. No. 2017-018
Kaiser HMO
Single
Dual (EE+1)
Family
Premium
$488.14
$976.52
$1,410.82
City Cost
$429.56
$781.22
$1,086.34
Employee Cost
$58.58
$195.30
$324.48
Kaiser HDHP
Premium
$418.45
$837.11
$1,209.36
City Cost
$368.25
$669.69
$931.22
Employee Cost
$50.20
$167.42
$278.14
Single
Dual (EE+1)
Family
The City offers a Weilness Credit of $15 per month for employees enrolled in one of the
City’s medical plans. Employees must meet the established eligibility requirements in
order to receive the credit.
13. Dental Insurance:
The City and employee monthly contributions towards dental insurance will be as
follows:
Delta Dental
EPO
Single
Dual (EE+1)
Family
Premium
$27.35
$51.14
$94.36
City Cost
$24.63
$35.82
$66.06
Employee Cost
$2.72
$15.32
$28.30
Delta Dental
PPO
Single
Dual (EE+1)
Family
Premium
$46.54
$86.59
$153.82
City Cost
$41.88
$51.11
$78.46
Employee Cost
$4.66
$35.48
$75.36
14. Vision Benefits:
The City and employee monthly contributions for vision coverage will be as follows.
The employer and employee contribution percentages are being modified for Single,
Dual and Family coverage in 2017 to be in line with both the average and median of
survey jurisdictions.
Vision Service
Plan (VSP)
Single
Dual (EE+1)
Family
Premium
$8.60
$14.61
$26.10
City Cost
$4.30
$4.31
$4.30
Employee Cost
$4.30
$10.30
$21.80
C.D. No. 2017-018
15. Sick Leave incentive Program:
This program allows employees with a specified balance to convert a limited portion of
sick leave to either cash or vacation leave on an annual basis. Beginning in 2017,
employees must have a sick leave balance greater than 450 hours to be eligible to
convert 50 hours of sick leave to 25 hours of vacation leave or pay.
16. Flexible Spending Accounts (FSA’s):
The City offers several FSA plans which provide employees the opportunity to pay
their portion of the health, dental, and vision insurance premiums with pre-tax dollars;
to pay dependent care costs with pre-tax dollars; and to pay for qualifying medical
(Includes dental and vision) expenses not covered by insurance with pre-tax dollars.
The cap on employee contributions for medical expenses not covered by insurance is
$2,600 per year, and the cap for dependent care is $5,000 per year.
17. Retiree Health Savings (RHS):
The RHS Plan is a City-sponsored health benefit savings vehicle that allows
employees to accumulate assets to pay for medical expenses for themselves and their
spouse, domestic partner, or dependents at separation from service or age 50 on a taxfree basis. Allowable contributions to the Plan are forfeitures of vacation and/or floating
holiday time and annual City contributions. Participation in the RHS Plan will be
mandatory for all non-union Regular full-time employees. Eligibility for this benefit will
begin after the completion of five years of Regular service effective for employees
January 1,2017 or after.
18. Retirement Contributions:
The City will provide a 6.85% employer contribution with a 6% mandatory employee
contribution for employees in the General Employee 401 Retirement Plan and a 10%
employer contribution with a 10% mandatory employee contribution for employees in
the Police 401 Retirement Plan. This Is an increase of 1% for both the employer and
employee contributions for both plans. In addition, employees in both plans are
eligible for 50% employer match of their voluntary contributions to the City’s 457
/deferred compensation) Plan up to a total 1% employer contribution to their 401467
Plan. This is a decrease in employer match contribution of 1%. Overall, in order for
employees to receive the maximum employer contribution they will have to
contribute 1% less as compared with 2016.
18. Retiree Healthcare:
An employee who retires pursuant to the provision of Section 54-152 of the Personnel
Code shall be entitled to continue the City’s health, dental or vision benefits, until age
65 or Medicare eligible, whichever occurs first, subject to and if permitted by the
provisions of such plans. This change will be effective January 1,2020 in order to give
current retirees and employees who had planned to retire in the next three years to find
alternative coverage.
C.D. No. 2017-018
19. Disability Leave:
Employees who, as a result of a mental or physical permanent disability, are unable to
perform the duties of such employee’s position, may be discharged from employment if
they are unable to perform the duties of such employee’s position within 6 months of
the commencement of the disability or a City-approved physician determines the
employee is permanently disabled and unable to perform the duties of such employee’s
position without unreasonable accommodation by the City.
20. Multi-lingual Pay Program:
The City will be implementing a Multi-lingual Pay Program. This program will provide
employees who are bi-lingual in Spanish, Hmong and/or American Sign Language an
incentive, in addition to their base pay if they are proficient. The maximum annual
amount of the incentive will be $500, $800 or $1,000 depending upon employee’s bi­
lingual ability and how often the alternative language is used in the workplace.
21. Tuition Reimbursement:
In accordance with the City Code, an employee will be eligible for education assistance
for job-related courses, subject to funding as approved by City Council, for which the
employee obtained prior approval of the department head and Human Resources.
Should an employee, through voluntary resignation or termination, leave the City's
employment within twelve months of having completed a course(s) for which he/she
was reimbursed, such reimbursement must be refunded to the City. For 2017,
employees will be eligible for $1,500 per year.
22. Commuter and Transit Plan (Section 1321:
The Commuter and Transit Plan is a pre-tax way to pay for van-pooling and transit
expenses before Federal, State and FICA taxes are deducted. You can elect a
monthly amount, not to exceed the IRS limit of $255 per month, to pay for transit
passes or van pooling. You can elect the Commuter and Transit Plan at any time and
you may also revoke your election at any time as long as ifs before the start of the
month in which the deduction is being made. Amounts not used for the month can be
carried over to the next month.
23. Other Provisions
There are no proposals to change other provisions of the Excluded employees’ pay
and benefits plan for 2017.

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