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441 Resolution No. 16-131
RESOLUTION OF THE COUNTY OF BUTTE
REGARDING SALARY AND BENEFITS OF
APPOINTED CLASSIFICATION OF EXECUTIVE ASSISTANT, COUNTY SUPERVISORS
WHEREAS, the Board of Supervisors is empowered to establish compensation for appointed
officials; and
WHEREAS, the classification outlined in the Salary Ordinance of Executive Assistant, County
Supervisor is an "at-will" classification not subject to the County's Merit System and Personnel Rules,
except as otherwise provided in this resolution; and
WHEREAS, Resolution Number 16-005 specified the benefits for the Executive Assistant,
County Supervisors classification, in addition to those already granted in either the Personnel Rules or
the current Notice of Appointment for each.
NOW, THEREFORE, E IT RESOLVED by the Board of Supervisors of the County of Butte, State
of California„ that effective Health Benefits plan year 2017, this resolution supersedes and replaces
Resolution Number 16-005.
BE IT FURTHER RESOLVED by the Board of Supervisors of the County of Butte, State of
California, that the Executive Assistant, County Supervisor classification listed in Section 58 of the
Butte County Salary Ordinance shall be eligible for benefits as described in Section 12 through 12-12
inclusive, of the Personnel Rules, and shall be subject to the County's Travel Policy, Electrical
Outages Policy, Sexual Harassment Policy, and Alcohol and Drug Abuse Policies. If the position is
less than a 100% full-time equivalent, Health plan benefits are as specified below and all other
benefits will be prorated in accordance with the Personnel Rules.
BE IT FURTHER RESOLVED that the salary and benefits for the Executive Assistant, County
Supervisors classification listed in Section 58 of the Butte County Salary Ordinance shall also include:
1.0 COMPENSATION
1.1 Initial Step Placement
The entrance salary for a new employee shall depend upon the knowledge, skills and
abilities of the new employee on the date of hire and shall be at the sole discretion of
the Chief Administrative Officer.
1.2 Out of Sequence Step Increases
The Chief Administrative Officer may grant up to two out of sequence step increases.
1.3 Lump Sum
Each employee shall receive a one-time, non-recurring payment in the amount of$250
during the second payroll period in December 2015. This payment will be subject to
applicable payroll taxes.
2.0 LEAVE OF ABSENCE
2.1 Vacation Buy Back
Employees shall, have the option of requesting pay in lieu of time off for up to a
maximum of 144 hours of vacation time each calendar year in increments of
eight (8) hours. Such requests are subject to the approval of the Chief
Administrative Officer and availability of funds.
2.2 Accrued Administrative Leave
Employee categorized as "exempt" shall receive administrative leave in lieu of
paid overtime. Administrative leave in lieu of paid overtime shall be
accumulated at a rate of 7 days per year (2.152 hours per biweekly pay period)
to a maximum of 44 (forty-four) days (352 hours). If employee terminates from
the county in good standing, he/she shall be compensated for any
administrative leave accrued under this section, up to the maximum accrued
amount.
Usage of administrative leave for paid leave shall be subject to the same
limitations as the use of vacation leave, except that no minimum period of
employment shall be required before administrative leave may be utilized or
cash payment made following the end of each calendar year.
3.0 RETIREMENT
3.1 CaIPERS Retirement Plan
Employees are eligible to participate in the County retirement program as
contracted through the California Public Employees' Retirement System
("CaIPERS"). The retirement program is integrated with Social Security.
Participation in the retirement plan shall be consistent with the requirements
of the California Public Employees' Pension Reform Act of 2013 as it is currently
enacted and as it is amended in the future, and its implementing regulations,
referred to hereinafter collectively as "PEPRA". To the extent PEPRA conflicts
with any provision of this Resolution, PEPRA will govern.
a. "New Members" - For purposes of this section "New Member" is defined by
PEPRA to be any of the following (statutory reference is to the California
Government Code):
(1) An individual who becomes a member of any public retirement system for
the first time on or after January 1, 2013, and who was not a member of any
other public retirement system prior to that date.
(2) An individual who becomes a member of a public retirement system for
the first time on or after January 1, 2013, and who was a member of another
public retirement system prior to that date, but who was not subject to
reciprocity under subdivision (c) of Section 7522.02.
(3) An individual who was an active member in a retirement system and who,
after a break in service of more than six months, returned to active
membership in that system with a new employer. For purposes of this
subdivision, a change in employment between state entities or from one school
employer to another shall not be considered as service with a new employer.
Employees who are "New Members", as defined above, are eligible to
participate in the County retirement program as contracted through the
California Public Employees' Retirement System ("CaIPERS"). The retirement
program is integrated with Social Security and the retirement benefit is based
on the highest average annual compensation over a three-year period and the
2% @ 62 formula.
b. "Classic Members": For purposes of this section "Classic Member" is defined
as a member who does not meet the definition of a "New Member" as defined
by PEPRA. Employees who are "Classic Members", as defined above, are
eligible to participate in the County retirement program as contracted through
the California Public Employees' Retirement System ("CaIPERS"). The
retirement program is integrated with Social Security and the retirement
benefit is based on the highest single year of salary and on the 2% @ 55
formula.
3.1.1 Retirement Contribution
"Classic Members": Effective the first full pay period including January
1, 2013, employees will pay on a pre-tax basis seven percent (7%) of
salary for the employee share of his/her CaIPERS pension.
"New Members": Effective the pay period including January 1, 2013,
employees shall pay an amount that is equal to one half (1/2) the
normal cost of his/hers CaIPERS pension, or the current contribution
rate of similarly situated employees, whichever is greater.
3.2 Retirement Credit for Sick Leave
The CaIPERS contract allows unused accumulated sick leave to be converted to
service time per the applicable provisions of the California Government Code.
This option is available to all employees and limited, for those employees who
do not use all of their accrued sick leave conversion option for sick leave buy-
back or health plan coverage, to that portion of the sick leave not actually used
for the selected option.
An employee may, upon retirement form the County under CaIPERS, use any
sick leave accumulation not used as part of the calculated options for cash out
or sick leave conversion as service time, an accordance with the CaIPERS
formula.
4.0 HEALTH AND INSURANCE
4.1 Health Plan
Employee Health Plan Eligibility. All regular employees assigned to a one-half (1/2)
time or more position and the employee's dependents, including registered domestic
partner, shall be entitled to participate in the County-sponsored group Cafeteria Plan.
Employees working less than full-time and hired after November 1, 1987, shall receive
prorated health contributions rounding to the nearest one quarter time; i.e., either
fifty percent (50%), seventy-five percent (75%), or one hundred percent (100%) of the
County contribution for full-time employees. Eligible employees enrolling in the
program within sixty (60) days following their appointment will be covered subject to
the contract limitation with the health plan carriers. Coverage shall commence when
the employee is eligible for coverage under PERS rules and the health plan carriers'
rules. Employees enrolling after the sixty (60) day enrollment period will be eligible for
coverage on the first day of the month following a ninety (90) day waiting period
which will begin upon receipt of all necessary enrollment documents by the Human
Resources Department, unless the employee can certify a qualifying loss of other
coverage.
4.2 Description
The Butte County Flexible Benefits Plan consisting of the Tax Deferred Medical
Premium option, the Dependent Care Reimbursement option and the un-reimbursed
Health Care Cost option, (hereafter "Cafeteria Plan") is available to all employees in
regular-help positions (hereafter "employee"). There will be two (2) participation
levels, identified as Employee "A" and Employee "B" as per Section 1.3. Once the
selection is made, it will remain in force until the current calendar year end and when
a selection is made during the following year's open enrollment period. The fee for a
third party administrator will be paid by the County. The medical premium option
(employee enrolled in health plan) will be the default option and remain in effect until
and/or unless changed by the employee.
The basic group term life insurance will continue to be provided at County expense
and will not be part of the Cafeteria Plan.
4.3 Participation Levels
Employee A- CORE PLAN
Employees who elect Option A to participate in the County sponsored medical plan will
receive the County health benefits flex contribution (as specified below) to be utilized
to purchase their selected medical plan and cannot be cashed out. In the event that
an employee selects a medical plan that results in an excess County contribution, that
excess contribution will be deemed a non-health flex contribution that may be taken
as taxable income or applied to pre-tax dental, vision or other alternative approved
benefits. Should an employee decline County sponsored medical coverage, such
employee will receive a cash-in-lieu payment if the employee complies with the
requirements outlined in Option B below.
The County will pay to Employee's Flexible Benefit Account the following amounts for
employees who election Option A:
Employee only $ 543.78
Employee plus one $1,002.30
Family $1,288.41
The above amounts include the PEMHCA minimum which is paid outside of the
County's Section 125 plan.
Effective the first billing cycle for the 2017 health benefits plan year, the County
contribution will be as follows:
Employee only $ 624.78
Employee plus one $1,083.30
Family $1,369.41
The above amounts include the PEMHCA minimum which is paid outside of the
County's Section 125 plan.
Employees, regardless of medical plan participation status, are eligible to enroll in the
County's dental and/or vision programs. Employee contributions for dental and vision
will be deducted from employee's regular payroll on a pre-tax basis. Employees that
have elected Option A can also elect to participate in optional benefits. if the
employee has any surplus Flexible Benefit Account credits after making all elections
required to participate in the health insurance, the employee can use that surplus
toward the Flexible Benefit Options. Employees that wish to participate in the optional
benefits in the plan, with the exception of the cash back option, but do not have any
surplus credits, can elect to have pre-tax payroll deductions in an amount to cover the
cost of their elections.
Premium Holiday: In the event that a "premium holiday" is declared by the County's
health plan administrator or provider in which health plan premiums are not required
to be paid for a period of time,the following shall occur:
a) the County shall retain ownership and sole rights to the County's monthly
contributions, as stated above,for this period;
b) employees shall not be required to contribute their portion of monthly
premiums for this same period.
Option B - FLEXIBLE BENEFIT OPTIONS
Employees who decline County sponsored medical coverage and elect Option B must
provide the following in order to receive the cash-in-lieu:
(1) proof that the employee and all individuals for whom the employee intends to claim
a personal exemption deduction ("tax family"), have or will have minimum essential
coverage through another source of group health insurance (coverage not obtained in
the individual market or through Covered California) for the plan year to which the opt
out arrangement applies ("opt out period"); and
(2) the employee signs an attestation that the employee and his/her tax family have or
will have such minimum essential coverage for the opt out period. An employee must
provide the attestation every plan year at open enrollment or within 30 days after the
start of the plan year. The opt-out payment cannot be made and the County will not in
fact make payment if the County knows that the employee or tax family member
doesn't have such alternative coverage, or if the conditions in this paragraph are not
otherwise satisfied.
Employees hired on or before December 31, 2013, will receive an employer flex credit
monthly contribution of Four Hundred Three Dollars and Thirty-Four Cents ($403.34)
per month for "employees" who elect and satisfy the requirements outlined above for
Option B. Employees hired on or after January 1, 2014, will receive an employer flex
credit monthly contribution to Two Hundred Dollars ($200) per month for employees
who elect and satisfy the requirements outlined above for Option B.
Employees may elect a pre-tax deduction (through regular payroll or cash-in-lieu) to
purchase any of the Flexible Benefit Options listed in the Flexible Benefits Options
Exhibit. Should an employee receive cash-in-lieu that is not utilized for Flexible Benefit
Options, the amount will be included as taxable income.
4.4 Administration
a) No benefits will be paid to employees in Option B until all requirements outlined
in the Flexible Benefits—Option B section have been met.
b) Part-time regular help employees will receive proportional benefits as provided
in the Memorandum of Understanding. For purposes of benefit plan eligibility, all
employees assigned to a one-half (1/2) time or more position, who are in a
compensated status or uncompensated status on a qualified leave of absence,
and the employee's dependents, including registered domestic partner, effective
January 1, 2005 pursuant to Family Code Section 297.5 shall be entitled to
participate in the county's Flexible Benefits Plan. Employees working less than
full-time, with no qualifying leave or accrued leave usage, shall receive prorated
benefits or pro-rated funding of county share, rounding to the nearest one-
quarter time; i.e., either fifty percent (50%), for employees working thirty-six (36)
hours to forty-five (45) hours per payroll period; seventy-five percent (75%), for
employees working forty-six (46) to sixty-four (64) hours per payroll period; or
one hundred percent (100%), for employees working sixty-five (65) hours or
more per payroll period. This pro-rated amount is in addition to the regular
employee share.
c) Any money deposited in the Flexible Benefits Account of an employee must be
used during the plan year; otherwise, the remaining balance reverts to the
County. Upon separation, the money will be disbursed in conformance with the
rules and procedures explained to and authorized by the employee at the time of
his/her enrollment.
4.5 Retired Employee Options(for employees initially hired prior to January 1, 2010)
Employees initially hired prior to January 1, 2010, who retire under the provisions
of the County's retirement contract with CaIPERS may continue to insure
themselves and their eligible dependents for the health benefit portion of the
health plan by advising the Director-Human Resources and advancing the full
premium for health only coverage in a manner prescribed by the Director-Human
Resources.
Employees with ten (10) years or more of cumulative service with Butte County
who, upon termination, immediately retire under the provisions of the County's
contract with CaIPERS shall be eligible for the health benefit only coverage for
themselves (employee only) to Medicare Supplemental Qualifying Age. Under the
following conditions, CaIPERS members subject to this Resolution shall be entitled
to twelve (12) months of reimbursable health premiums immediately following
retirement.
In addition, miscellaneous members are permitted one of the following choices:
i. To receive one (1) month of reimbursable health only premium for each
day(eight hours) of sick leave on accrual at the date of retirement; or
ii. To receive one (1) month of reimbursable healthonly premium for each
two and one-half (2 1/2) days in excess of thirty (30) days accrued sick
leave to cover both employee and spouse to Medicare Supplemental
Qualifying Age; or
iii. One (1) month of reimbursable health plan benefits (employee only)
will be granted for each day of accrued sick leave until the sick leave
credit is exhausted or the employee reaches Medicare Supplemental
Qualifying Age; and one (1) month of reimbursable health plan benefits
for each one and one-half days in excess of thirty (30) days accrued sick
leave to cover employee's spouse until the sick leave credit is exhausted
or spouse reaches Medicare Supplemental Qualifying Age.
Enrollment of employee's spouse will be postponed until (a date to be
determined), but only if the spouse is eligible for enrollment to the health plan,
effective that date, pursuant to the Health Insurance Portability and Accountability
Act (HIPAA). This election is irrevocable and will revert to employee only coverage
if employee's spouse is not eligible for enrollment on the effective date cited above
pursuant to HIPAA. The sick leave originally allocated for the coverage of the
employee's spouse shall be forfeit if the employee's spouse is not enrolled in the
health plan on the effective date cited above. Right to continuation of health
coverage above is in addition to any rights the employee is entitled to under
COBRA.
4.6 Retired Employee Options (for employees initially hired January 1, 2010 or later)
Notwithstanding the provisions of 1.5, employees initially hired January 1, 2010 or
later, who elect to receive one month of reimbursable health-only premium in
exchange for sick leave on accrual as outlined in i, ii, and iii immediately above,
shall receive county premium contribution at the rate of the HMO, Delta DPO, and
Vision Service Plan premiums for such coverage.
4.7 Disability Insurance
a) Employee shall be required to participate in the Disability Insurance Plan.
Premiums will be paid totally by the employee through payroll deduction.
b) The Disability Insurance Plan shall be integrated with the County's sick leave plan
and the employee shall be allowed to use all accrued time available in addition to
sick leave for each disability.
c) An employee receiving disability benefit payments who fails to provide the
Director-Human Resources within thirty (30) days of the onset of the disability a
copy of the approval of disability benefits, shall be deemed in violation of the
terms of this agreement and the Director-Human Resources shall immediately
forward to the disability benefits carrier a report indicating that the employee
had received full sick leave, vacation, CTO, and/or administrative leave to the
maximum allowed, for the time in question.
5.0 EMPLOYEE ASSISTANCE PROGRAM
Employee and eligible family members are entitled to participate in County's Employee
Assistance Program in accordance with the terms of the agreement between the
County and the vendor. Services available to employees and eligible family members
include but are not included to the following:
• Marital and family problems • Relationship issues
• Alcohol Abuse • Drug dependency
• Financial and credit concerns • Emotional problems and stress
• Child care • Elder care
• Pre-retirement planning • Federal taxpayer problems
• Legal issues and questions • Interpersonal conflicts
PASSED AND ADOPTED by the Board of Supervisors, of the County of Butte, State of
California, at a regular meeting of said Board, held on the 13th day of September, 2016 by the
following vote:
AYES: Supervisor Wahl, Kirk, Lambert, Teeter and Chair Connelly
NOES: None
ABSENT: None
NOT VOTING: None
yr JI f
Bill Connelly, Chair - Buttkounty
Board of Supervisors
ATTEST:
Paul Hahn
Chief Administrative Officer
and Clerk of the Board of Supervisors
By