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! f r Resolution No. 18-125
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 No. 17-010 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, BE IT RESOLVED by the Board of Supervisors of the County of Butte, State of
California,that this resolution supersedes and replaces Resolution No. 17-010.
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 10010 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 29 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 Compensation Increases
• All wages in the salary/step schedule for employees shall be increased by an additional two
percent (2%) effective December 31, 2016. Further, wages shall be adjusted on the applicable
salary schedule to normalize a 5%differential between steps.
• All wages in the salary/step schedule for employees shall be increased by an additional one
percent(1%) effective January 14, 2017.
• All wages in the salary/step schedule for employees shall be increased by an additional three
percent (3%) effective December 2, 2017.
• All wages in the salary/step schedule for employees shall be increased by an additional three
percent (3%) effective December 1, 2018.
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
Employees 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 ("CalPERS"). 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 CalPERS 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 CalPERS, 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 CalPERS 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. Within the first thirty (30) days of
employment, the regular help employee must elect or decline health coverage. If an election is not
made, the employee will be presumed to have declined coverage and will be eligible at the next open
enrollment or in conjunction with a qualifying event. The effective date of coverage will be the first of
the month following thirty (30) days of regular help employment. Coverage will terminate on the last
day of the month following the employment termination month. The County must be notified of a
Qualifying Event within thirty (30) days of the date of the event, or otherwise as required by law. All
documentation/verification must accompany the request for 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 following plan year, unless a qualifying
event, as defined by the IRS, occurs. The fee for a third party administrator will be paid by the County.
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.
Effective the first billing cycle for the 2017 health benefits plan year, the County will pay to Employee's
Flexible Benefit Account the following amounts for employees who election Option A:
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.
Effective January 14, 2017 (February 3, 2017 pay day) employees hired on or before December 31,
2013, will receive an employer flex credit contribution of one hundred eighty-six dollars and sixteen
cents ($186.16) per pay period 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
contribution to ninety-two dollars and thirty-one cents ($92.31) per pay period 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 CalPERS 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 CalPERS shall be eligible for the health
benefit only coverage for themselves (employee only) to Medicare Supplemental Qualifying Age. Under the
following conditions, CalPERS 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 health only 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 9 lnterpersonal conflicts
PASSED AND ADOPTED by the Butte County Board of Supervisors this 28th day of August, 2018, by the
following vote:
AYES:Supervisors Connelly, Wahl, Kirk,Teeter, and Chair Lambert
NOES: None
ABSENT None
NOT VOTING: None
Steve Larnb6 6hair
Butte County Board of Supervisors
ATTEST:
Shari McCraicken, Ch=eAdministrative Officer
i
f the of
ird of u e
and Clerk o B rvisors