2004-140- Approving Confidential Employee Compensation Plan For Fiscal Year 2004-2005 Fiscal Year 2005-2006RESOLUTION 2004-140
RESOLUTION OF THE TOWN OF LOS GATOS
APPROVING CONFIDENTIAL EMPLOYEE COMPENSATION PLAN
FOR FISCAL YEAR 2004-2005 & FISCAL YEAR 2005-2006
RESOLVED, by the Town Council of the Town of Los Gatos, County of Santa
Clara, State of California, that the Confidential Employee Compensation Plan For Fiscal Year
2004-2005 :and 2005-2006 be approved as presented in Exhibit A.
PASSED AND ADOPTED at a regular meeting of the Town Council of the
Town of Los Gatos, California, held on the 15~'' day of November, 2004 by the following vote:
COUNCIL MEMBERS:
AYES: Sandy Decker, Diane McNutt, .Joe Pirzynski, Mike Wasserman,
Mayor ;Steve Glickman
NAYS: None
ABSENT; None
ABSTAIN: None
SIGNED: ,.•^.er~..~,_,
MAYOR OF THE TOWN OF LOS GATOS
LOS GATOS, CALIFORNIA
ATTEST:
CLERK ADMINISTRATOR OF'THE TOWN OF LOS GATOS
LOS GATOS, CALIFORNIA
EXHLB'1T A
TOWN Of LOS GATOS
CONFIDENTIAL EMPLOYEES
COMPENSATION PLAN
FY 2004-2005
FY 2005-2006
~.
Confidential Employee Compensation Plan
FY 2004-200.5 & FY :2005-.2006
Page 1
PURPOSE
To establish a program and guidelines for a confidential employee compensation plan
pursuant to the following goals and objectives:
• Establish a system for the payment of confidential employees which results in
appropriate salary-contribution relationships and competitive salary rates.
• Recognize the distinct character of confidential positions and incumbents as
opposed to grouping them with other employees for salary purposes.
• Establish a system where salary serves as an effective tool for .promoting better
job performance.
• Promote the further identification of confidential employees and understanding of
associated roles, loyalties, and responsibilities.
APPLICATION
This :compensation plan shall apply to all employees occupying positions designated as
Confidential.
1. EMPLOYMENT
a. Step Placement for New Hires
The Town will determine the salary and wage rate for new hires.
b. At-will Employment
Confidential positions in the Town are at-will. Either fihe Town or the
employee may. terminate the employer-employee relationship at any time
for any .reason.
c. Performance Evaluations
Performance evaluations take place at least annually prior to the
.anniversary date of the employee's date of .hire or the date the employee
entered their classification. Performance evaluations shall be discussed
with the employee prior to the evaluation being completed.. ..Employees
shall sign their individual performance evaluations as evidence of
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discussion 'having taken place; employee signature does not necessarily
imply agreement with the evaluation. An employee may attach separate
written comments to his/her evaluation.
d. Step Advancement
Consideration -for advancement from step to step within a range shall
occur at intervals of one (1) year in .length effective on each anniversary
date. The annual performance evaluation will be the 'basis for step
advancement. Such advancement to the next step shad .only be
aufihorized if .the supervisor and department manager find that the
employee is satisfactorily performing the duties of their position as
reflected in the annual evaluation. If the employee's performance is not
satisfactory as determined by the supervisor's annual evaluation, the
department manager shall deny advancement to the next step. The
department manager has the option, at their discretion, based on a
recommendation by the supervisor, to recognize improving performance
by granting or denying a half-step increase in lieu of denying the
advancement to the .next step #or unsatisfactory performance.
If the employee's performance is exceptional as determined by the annual
evaluation, the. department manager with the approval of the Town
Manager has the discretion to grant a two step or one and one-half step
increase. It is intended that this be used sparingly so that it can be
reserved to recognize the truly exceptional employee who is .achieving
journey level status in their classification (i.e. fully capable of performing
all duties of the position) ..and can .perform at the same level as an
employee with the years of experience required to achieve advancement
to the new step 'if they had .advanced one step .each year.
e. Bonus Program
Effective August 29, .2004, the Exceptional Performance Bonus program
shall be eliminated. In lieu of this program, step 6 of all Confidential
classifications shall be approximately 5% greater than step 5 and include
an additional $0.577 per hour, as reflected in the salary schedules listed in
Appendix A.
Promotions
Employees desiring promotion or change of job classification shall keep
an interest card on file with the'Wuman .Resources Department. The Town
shall- determine the method for the selection. of Town employees.
Qualified employees who participate in a Town examination process shall
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be allowed time off from their regularly scheduled work. There shall 'be no
overtime paid for participation in an examination.
g. Work Day/Week
The normal work day is defined as no more than eight (8), nine (9), ten
{10), or eleven (11) consecutive hours of work time, with a single lunch
break. A normal work day shall be followed by a minimum of ten (10)
hours off.
The work. week is defined as forty (40) hours of work during any
consecutive seven (7) day period. A minimum of one (1) forty-eight {48)
hour .period without scheduled work shall be provided to each employee
during any consecutive seven (7) day period. Flex-time work schedules
consistent with the definitions of normal work day and normal work week
may be assigned by the Town at its sole discretion. The Town. shall
provide no less than seventy-two (72) hours notice to affected employees
regarding a change in regular work schedules.. Flex-days shall be
identified and approved by the .Department Head and Town Manager as
part of the. approval of a flex-time work schedule as well as the
designation of the forty-eight (48) hour period without scheduled work.
Employees may also make .requests for temporary changes to their
normal work schedule. In those cases, the employee's schedule may
change with the approval of the employee's department head (e.g. an
earlier start and end of shift or a change in the number of .hours per day),
so long as that change does not result in overtime liability to the Town.
The Town may alter work schedules without notice during emergency
situations.
h. Layoff Notification
A .minimum thirty (30) calendar days notice shall be provided to any
employee that is laid off.
i. Outside Employment
Outside employment of Confidential employees shall be governed by
California Government Code Sections 1125 -1128. The Town may
develop :and apply regulations to assure compliance. Outside
employment shall be reviewed and approved by the Department Head and
Town Manager on an annual basis,
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2. SALARY AND OTHER COMPENSATION
Town Compensation Policies
(1) Total compensation to be used in the analysis of all Town compensation.
(2) Marketplace consideration in establishing compensation.
(3) Average orabove-.average total compensation for all Town classifications.
(4) !No reduction in individual employee total compensation levels.
(5) Final determination on changes in compensation based on Town's ability
to pay.
a. Compensation
The salary schedules 'listed in Appendix A shall be effective August 29,
2004, October 24, 2004, and June 19, 2005.
b. Overtime
With the .approval of the Town Manager, and when necessary to perform
essential work, a Department Head may require an employee to work at
:any time other than during regular working hours until such work is
completed. Overtime is scheduled solely at the discretion of the Town.
An employee directed by his/her Department Head or the Town Manager
to work in excess of forty (40) hours in a designated work week, shall be
compensated at the rate of one and one-half times the employee's regular
hourly rate. Hours charged to available paid leave, shall be counted as
time worked for computation of overtime payments.. Compensatory time
can not be used in the pay-period in which it is earned. .Compensatory
time off shall not be regarded as 'hours worked for the purposes of
overtime calculation.
A Department Head or the Town Manager may permit an employee to
take compensatory time in lieu-of paid overtime... With Department Head
approval, employees shall be permitted to accumulate- compensatory time
only to a maximum of sixty (60) hours. When. the maximum level of
.compensatory time is reached, overtime shall 'be paid.
The Town will attempt to avoid scheduling overtime that conflicts with an
.employee's personal plans unless it cannot be avoided.
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c. Call Back
A minimum of three (3) 'hours pay or its equivalent in compensatory time
off, at the rate of time and one-half, shall be guaranteed for any employee,
who.., after leaving his/her ..place of .duty, is required to return to :duty
without advance notice. of at'least fourteen (14) calendar days.
There will be a three (3) hour minimum at the call back overtime rate #or
Town commission/council meetings which begin (2) two hours or more
than either fihe start of or end of the employee's regularly scheduled shift.
With Department Head approval an employee may flex their schedule at
the straight-time rate in-lieu of the call back provision of this paragraph.
d. Deferred Compensation
A Town program of deferred compensation shall be available to
Confidential employees. The Town makes no representation on the merit
of either the plan or any of the investment products or instruments which
may be offered by the plan. The responsibility for evaluating the
investment options within the plan is the responsibility of the individual
participant.
e_ Out-of-Classification Pav
It is the intent of the Town, whenever possible., to avoid working an
employee out of classification for a prolonged period of time.
Compensation for out-of-classification work shall be an additional 5% of
the regular pay of the employee's permanent classification or the first step
of the .higher classification., whichever is .greater. Employees appointed to
work out-of-.class will receive out-of-classification pay beginning the first
day of the .out-of-classification assignment. Performance of duties as part
of a vacation relief .does not automatically qualify as out-of-classification.
For purposes of this section, an out-of-classification assignment is defined
as the full time performance of the essential functions of an authorized,
funded, permanent posifiion in another classification by a qualified
employee. "Essential functions" shall be as defined in the Essential
Functions section of the appropriate job specification.
Any employee who "believes they are working out-of-class may request. a
review of their classification.
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Bilingual Incentive Pay
Employees filling classifications specifically requiring bilingual ability and
passing the Town's certified examination shall be compensated at 2.5%
above the normal compensation range for the regular classification. The
provision of bilingual pay will be evaluated annually in a manner
prescribed by the Town, and continued or discontinued based on
operational need. If bilingual -pay is discontinued, the effective date shall
be the beginning of the first full .pay period in January.
g. Holiday Compensation
{1) Employees will receive eight (8) hours of regular pay when
scheduled to have the holiday off (eight [8] hours total). If the.
employee's scheduled day off occurs on a recognized Town
holiday,. the employee will receive eight (8) hours of holiday pay
(e.g. eight hours in addition to .all time worked or paid in the pay
period). In lieu of receiving eight (8) hours of holiday .pay, an
employee may elect to receive eight (8) hours of compensatory
time.
(2) Employees who are required. to work on a 'holiday will be
compensated as follows:
(a) Workday
If the holiday occurs on a normally scheduled workday, the
employee will receive eight (8) hours of .holiday pay and time
and one-half for the hours actually worked on the holiday
(twenty [20] hours total.).
(b) 'Da~Off
If the holiday occurs on a normally scheduled day off, the
employee will receive eight (8) 'hours of holiday pay and
eight (8) hours of straight time plus time and one-half for the
hours actually worked on the holiday (twenty-eight {28] hours
total)
(3) Notwithstanding any other .provision of this section, employees who
have voluntarily requested and received approval to work an
.alternate or flexible work-work schedule shall:
{a) Use accrued vacation time, accrued comp. time, or personal
leave to make wp the difference between the provided eight
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.hours of 'holiday pay and the .actual number of regularly
scheduled working :hours on a designated 'holiday. For
.example., if a holiday falls on a day the employee is
scheduled to work nine (9) hours, he/she shall receive eight
(8) hours of holiday pay and be required to use other
accrued leaves to make up the extra hour for that day.
(b) Receive eight (8) hours of floating .holiday pay when a
holiday occurs on a regularly scheduled- day off. The floating
holiday has no cash value and must be used by the end of
the fiscal year in which it is .granted or it shall be forfeited.
h. Testimony for Town Matters
Compensation for an employee subpoenaed to provide testimony for
Town related matters and participation in any legal matter required as a
.result of working for the Town will be reviewed on a case by case basis.
3. 'PAYROLL/PAYCHECKS
'Payroll Periods
A biweekly payroll period shall be used subject to the following condition:
Employee pay shall not be withheld more than seven (7) calendar days following
the end of the payroll period; however, overtime may appear on the next payroll
period if it is worked following. the submittal of time sheets:, or during a pay period
with ~ a Town holiday which requires early, submittal of time sheets and -early
distribution {before .Friday) of pay checks.. This may also occur at the end of the
fiscal or calendar year.
Paychecks
The Town shall .provide an optional electronic check deposit system for .use by
employees. Every effort will be made to make paychecks available to employees
as soon as checks are signed and .ready for distribution.
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4. HOLIDAYS
The following shall be observed as eight (8) .:hour :holidays for Confidential
employees:
January 1st (New Year's Day)
The 3rd Monday in January :(Martin Luther King's Birthday)
The 3rd Monday in February (President's Day)
The last Monday in May :(Memorial Day)
July 4th (independence Day)
The first Monday in September {.Labor Day)
Thanksgiving Day
The Friday following Thanksgiving .Day
December 25th (Christmas Day)
Four (4) hours .each on December 24 and 31
Every day declared a holiday by the. President or Governor, subject to the
Mayor also proclaiming the day as a holiday.
Holidays which fall on Saturday shall be observed on the Friday prior, and
holidays which. fall on Sunday shall be observed on the following Monday.
5. INSURANCE'PROGRAMS
a. Life Insurance
Town shall pay premiums on rninimurn coverage of $50,000 and
$50,000 Accidental Death 'benefit. Additional life insurance may be
purchased by the employee.
b. Disability Insurance
The Town will provide a Short Term Disability policy effective the `8th
calendar day; coverage of 60% of weekly earning up to maximum of
$4300/week for 12 weeks. Long Term Disability benefits begin. on the
91st day of disability; coverage of 60% of monthly earnings. up to a
maximum of $6000/month.
c. Workers' Compensation
Employees who sustain illness or injury arising out of and in the course
of their Town emp oyment shall receive benefits equal to those
mandated by .the State of California plus. the difference between -State
mandated .benefits and the equivalent of 100% of the individual's regular
salary, if any, paid by the Town for the first thirty (30) calendar days of
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absence. Town shall deduct leave balances from the employee's
accrued sick leave, accumulated overtime, vacation leave, and annual
leave (in that order) for all Town paid compensation. An employee may
at his/her discretion advise the Town that he/she does not wish to be
compensated at a level .above the State-:mandated '.benefits. Ln such
case, the Town would provide no further compensation and there would
be no charge to leave balances. An employee without leave balances
shall only be paid State mandated benefits. Effective the 31st day of
disability, the employee may a ect to supplement the State mandated
benefits with. the Town's Short. Term/Long Term Disability Insurance.
STD benefits will be reduced by the amount of periodic payments the
employee is entitled to through Worker's Compensation..
d. Liability Insurance
The Town shall continue to maintain a liability insurance policy covering
.all Town employees in the execution of their official duties.
e. Employee Assistance Program
The Town shall contract to provide an Employee Assistance Program
and the premiums shall be paid by the Town.
f. Unemployment .Insurance
The Town will provide .State mandated unemployment insurance benefits
through a reimbursement program.
g. Vision Plan
Employees shall be enrolled in the Town's vision-care health plan (VSP
Plan B, with $20 co-pay). The Town shall pay for employee-only
coverage. At their own cost., employees may enroll eligible dependents
upon hire, during open enrollment and/or when a qualifying event
occurs.
h. Retirement Health Savings Plan
Subject to the issuance of a private letter ruling from the I.R.S., the
Town will establish a Retirement Health Savings Plan through ICMA or
similar vendor, by December 20, 2004. Contributions to such plan shall
be made by employees and shall be voluntary.
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6. CASH ALLOCATION PLAN
foi- employees hired prior to November 15, 2004, the Town shall provide the
following cash allocation for benefits; effective .July 1, 2.004 $794.09 per .month;
effective January 1, 2D05, $800 per month. Employees hired on after November
15, 2004, shall be .,provided a cash allocation for benefits of $400 per month.
Benefits that can be purchased through the cash allocation plan include medical.,
dental and vision insurance. These benefits are available on a pre-tax basis. If
the premium cost of the health ,plan exceeds the Town contribution, the
employee shall pay through payroll deduction the difference between the monthly
.premium and the amount contributed by the Town. With the exception of dental
insurance, there will be an annual open-enrollment period...
Upon .proof of alternate medical coverage, employees may .choose to receive
part or all of their cash allocation in cash. Any .amount- received as cash is
taxable.. Employees electing to receive cash have the option of receiving two (2)
equal payments in December and June each year, or of receiving payment in the
first two paychecks of each month (twenty-four [24] times a year)..
Pre-tax benefits available in the program are medical, vision, and dental
insurance. Medical benefits are available through the Public Employee's
Retirement Health Benefits Program. Dental insurance is available through Delta
.Dental Plan. Vision insurance is available through VSP.
7. FAMILY MEDICAL INSURANCE'PLAN
In lieu of the cash allocation provided .above in Section 6, employees may elect
to receive from the Town a contribution toward the monthly medical insurance
premiums equal to the cost of family coverage for Kaiser Medical Insurance
Program (Bay .Area rates) provided through the California Public Employees'
Retirement System Wealth Benefit .Medical Program. If the premium .cost of the
health plan exceeds the Town contribution, .the employee shall pay through
payroll deduction the difference between the monthly premium and the amount
contributed by the Town. The .employee shall forfeit any balance should the
Town's contribution exceed the cost of the premium.
Employees choosing this option in lieu of the cash allocation provided in Section
6, will also be provided up to $65 per month toward the cost of dental coverage..
If the premium cost of the dental plan exceeds the Town contribution, the
employee shall pay through payroll deduction the difference between the monthly
premium. and the amount contributed by the. Town. The employee shall forfeit
.any balance should the Town's contribution exceed the cost of the premium.
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8.
.Employees choosing this option shall not receive the cash allocation described in
Section 6. Pre-tax benefits available in the program are medical, vision, and
dental insurance. Medical .benefits are available through the Public Employee's
Retirement Health Benefits Program. Dental insurance is available through Delta
Dental Plan. Vision :insurance is available through VSP.
PUBLIC EMPLOYEES' RETIREMENT SYSTEM (P:E.R.S.1
a. 2% at 55
The Town's contract with the Public Employees' Retirement System
(PERS) includes the 2% at 55 retirement formula for eligible
.Miscellaneous Town employees (regular employees).
b. EPMC Conversion
Effective June 25, .2000, the Town ceased its participation in the Public
Employees' Retirement System "Employer Paid Member Contribution"
(EPMC) provision, Concurrently, the Town began .paying in salary to
Confidential employees the equivalent dollar amount of the former EPMC
(7% of salary). Employees shall be responsible for making their own
PERS member contributions. The Town also has adopted a .Resolution
materially the carne as that recommended by the .Public Emp ogees'
Retirement System to .implement the provisions of 414 (h) (2) of the
Internal Revenue Code (IRC). This Resolution applies to ail Confidential
employees
9.
BENEFITS ACCRUAL/PAYMENT & APPLICATION
There shall be no accrual or payment of benefits during unauthorized leave,
suspension without pay,. or leave without .pay except as mandated by .Federal
and State regulations.
Employee benefits shall be prorated to a level equal to the regularly scheduled
hours. For example, an employee working a regular schedule of 32 hours ,per
week will earn 80% of the benefits provided to an 8mployee working a regular
schedule of 40 hours per week. ~ .
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10. VACATION .AND LEAVES
a. Vacation Scheduling
All vacation and annual leave scheduling is subject to the approval of the
Town. Employees are required to request time off in advance.. The earlier
requests are submitted, the greater likelihood the request will be'honored.
Every attempt will be made by the Town to .honor pre-approved vacations.
If apre-approved vacation. is canceled due to the scheduling needs of the
Town, the Town will .reimburse the employee for verified deposits for non-
reimbursable reservations. All verifications must be submitted prior to the
vacation formally being canceled.
b. Vacation Accrual
Vacation shall be accrued as follows.:
0 to 36 months - 10 days per year {3.08 hours per pay ...period)
37 to 60 months - 16 days per year (4.92 hours per pay period)
61 to 120 months - 21 days per year (6:46 hours per pay period)
121 to 180 months - 23 .days per year (7.08 hours per pay period)
181 months & over - 25 days per year (7.70 .hours per .pay ..period)
Maximum accrual shall be 310 hours. If an employee has reached the
maximum accrual level, no more vacation will be accrued until the accrual
level is reduced below the maximum amount.
Employees are eligib a to .cash-out eighty (80) hours of vacation accruals
twice each year in May and November. Income from the cash outs will be
included in the first payroll check of June and December. Employees, at
their option., may convert accrued vacation leave {not annual leave) to sick
leave on an hour for hour basis once per fiscal year. Employees must
.request this conversion in writing to the Finance Department which will
have thirty (30) business days to .make the requested change.
c. Sick Leave
Sick leave shall accumulate at the rate of eight (8) hours per month (3 70
hours per pay period); to a maximum of one-thousand (1000) .hours. The
Town may require employees to provide a doctor's statement as proof of
illness for any use of sick leave beyond one (1) working day..
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d. Sick Leave Cash-Out .Program
Employees who terminate employment with the Town, or once a year ih
December, may cash-out their accumulated sick leave as follows:
1 - 59 months. at 25%
60 - 119 months. at 37.5%
120 months or more at SO%
~In order to be .eligible for the sick leave cash-out program, an employee
must have a sick leave accrual balance of at least 150 hours after the
annual cash-out. Employees working less than #u1l-time shall have the
150 hour balance- pro-rated, based on hours worked. Employees who
terminate with a sick .leave balance of at least 150 hours may cash-out
their entire balance .pursuant to the schedule above.
Employees hired prior to November 15, 2004, upon retirement, may
.convert 100% of their accumulated sick ..leave to a dollar equivalent at their
hourly rate of pay at the time of retirement. This amount shall be 'held in
an account. The employee's portion of medical ..payment will be withheld
from their monthly retirement payment by P.E.R.S.. The Town .agrees to
...pay the retiree quarterly in advance on the first pay ,period of January,.
April, July, and October of each year after retirement. The first payment
will be prorated to the nearest quarter. The retiree's. .portion of medical
,,payments will be paid from this account by the Town until all monies are
depleted from the account or the retiree dies, whichever occurs first.
This account. will .not accrue 'interest and will not 'be paid in cash to the
retiree or any beneficiaries. The retiree shall be responsible for 100% of
their share of future .medical insurance payments once the account is
exhausted..
The Town has elected to participate under the Public Employees' Medical
and Hospital Care Act, .and pursuant to that Act, the Town's contribution
for each retired employee or survivor shall be increased annually as
specified in Resolution No. 19.91-194.
e. Personal Leave
Twenty-four (24) 'hours will be available per calendar year. Personal leave
may not be accumulated from year-to-year nor is it subject to cash-out at
any time. Any .unused personal leave at the end of the calendar year shall
be forfeited.
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.Medical/Maternity/Family Leave
Medical, maternity and family leaves and benefits shall be granted in
accordance with State and Federal law., including the continuation of
emp ogee salary and benefits. The Town may, at its discretion, approve
leave beyond the specific amount provided by law.
g. Bereavement Leave
A maximum of five (5) days is available for death of each member of the
.immediate family. Immediate family is defined as parent, spouse, child,
dependent, sibling, and grandparent'by blood or marriage.
h. Disaster Leave
Leave is available for employees for disasters declared by federal, State,
County., or Town officials if those disasters :affect all or a portion of the
area within twenty (20) miles of Town Hall. .Leave is subject to scheduling
by the Town. Employees shall be allowed to charge time off to
accumulated overtime.., vacation hours, sick leave hours or annual leave
hours {in that order).
Military Leave
Military leave and benefits shall be granted in accordance with State .and
Federal law, including the continuation of employee salary and benefits..
j. Jury Duty.
Employee salary and benefits are to be continued during periods of Court-
assigned jury duty. If an employee receives compensation from the
Courts, the employee shall return to the Town all compensation received
for jury duty, except mileage or travel related compensation.
k. Leave Without Pay
Leave without pay shall be subject to approval of the Town Manager upon
recommendation of the appropriate department head. An employee who is
on leave without pay shall not earn any employment benefits {including,
but not limited to-.such .benefits as vacation leaves, annual .leaves, medical
benefits, sick leaves., retirement credits for time employed or seniority
entitlement of :any kind) for the duration,of such leave. An employee who
is on leave without pay will have the ability to continue medical, dental and
vision coverage at their own expense in accordance with the Town's
administrative policy on benefit continuation.
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Vacation, sick leave, annual .leave, or time worked sha11 not be used
intermittently during an extended leave to interrupt a determination that an
employee is on .leave with no pay. In accordance with State and Federal
law, no empioyee on maternity or family leave will 'be disadvantaged with
respectto seniority entitlement.
1. .Leave Balances
Vacation, annual leave., :and accumulated overtime will be paid ofF upon
resignation, retirement, or dismissal at 100% of value effective the last full
work-day with the Town. Sick .leave may be cashed out as described
above in Section d.
In the event of an employee's death, vacation, annual leave, and
accumulated overtime leave balances shall be paid to the employee's
estate.
m. Catastrophic Time Bank
If an employee., or an employee's spouse, significant other, or child
becomes catastrophically ill or injured, the employee may request that a
catastrophic. time bank be established. If the employee is not capable, a
Department Head., after consulting with and receiving approval from an
employee's family member, may request that a catastrophic time bank be
established. The request shall be in writing and shall be directed to the
Town Manager. The bank will enable other employees to donate accrued
CTO, vacation, annual leave, or sick leave to the requesting employee.
All donations must 'be made in writing on a form prescribed by the Town
and shall be limited to no more than four (4) hours per donation, in one (1)
hour increments. Donations to an established catastrophic time bank are
final and shall not be returned to the donor.
N:\MGR\AdminWorkFiles\cnclrpts\Confidential Employees Compensation Plan Nov 2004,doc 11/11/2004
(~
Confidential Employee Compensation Plan
FY 2004-2005 & FY 2005-2006
Page 16
11. MISCELLANEOUS 'ISSUES
a. Mileage Reimbursement
Employees using personal vehicles on official Town business shall be
reimbursed at the mileage rate established by the I.R.S. Private vehicles
used for Town business shall comply with :all applicable California Vehicle
Code Sections commencing with Section 16430 through 16484 pertaining
to "Insurance or Proof of Ability to 'Respond to Damages."
N:\IVIGR\AdminWorkFiles\cnclrpts\Confidential Employees Compensation Plan Nov 2004.doc 11/11/2004
APPENDIX A
TOWN OF LOS GATOS
RANGE AND STEP TABLE
(.Effective October 24, :2004)
Confidential Classifications
RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
2138 $19.55 $20.52 $21.55 $22.63 $23.76 $25.52
.2276 .$22.44 $23.56 $24.74 $25.97 $27.27 $29.21
2373 $24.72 $25.96 $27.25 $28.62 $30.05 $32.13
2398 $25.35 :$26.61 $27.94 $29.34 .$30.81 $32.93
2511 $28.38 :$29.79 $31..28 $32.85 $34.49 $36.79
Incentive pay {e.g. bilingual .pay) is equal to 2.5% above the regular compensation.
Confidential employees receive a 5% differential rate above the TEA equivalent range.
Lead pay is equal to 5.0% above the regular compensation
Class Code Position Equivalent TEA Range
1200 Deput .Clerk 2138
1725 Office Clerk 2138
1700 '.Human Resources Specialist 2276
4950 Secreta /Chief of Police 2276
1150 Senior Deput Clerk 2276
1300 Secreta (Town Attonne 2373
1450 Executive Assistantto the Town Mana er 2398
1650 Administrative Anal.. st 2511
1.350 Le al Assistant 2511
1820 Accountant 2511
Reflects .05% increase
11./11/2004, 11:46 AM
N:\MGRWDMINWORKFILES\CNCLRPTS\Update Conf Employee Salaries October 24,x1s