Agenda - Council - 02/10/2015 - Laserfiche WebLink

Home

VEBA) as follows: Employee Only $871.74 plus a maximum of the capped rate increase for 2016 (estimated at 11.6%) Employee + Spouse $1167.00 Employee + Children ... $1251.00 Family $1358.00 Credit in Lieu of Coverage $370.00 Amount of Increase over 2015 for 2016 Single Premium increased by the amount of premium increase (t.b.d.) but not more than an increase of approximately 11.6% Employee + Spouse increased by $25.00 Employee + Children increased by $25.00 Family not increased over 2015 amounts Waiver/Credit in lieu of Coverage increased by $25.00 *The City's 2016 VEBA contribution includes the $4.30 monthly claims fee. **Employees that elect to waive health insurance must agree to providing proof of other coverage; as well as agree to come back on the City's health plan if the City requires them to do so. ***All of the above listed amounts are equal to the amounts offered to all three bargaining units. Staff recommends the above listed City contributions. This contributions approach works to: 1) maintain 100% coverage by the City on the least expensive single premium (consistent with past practice and contributions recommended by the City's benefits broker), 2) limit the City's costs on the two middle tiers, 3) holds the City's contribution on the Family plan at the 2014/2016 amounts, reducing the City's costs and working toward more equitable contributions amongst the tiers, and 4) allows employees the flexibility to waive coverage if waiving is the best option for their individual circumstances. The City will continue to purchase $20,000 of basic life insurance for full-time regular employees working 30 hours per week or more. Wages Staff recommends, and has accounted for, a 2% cost of living -adjustment (COLA) in the 2015 budget and will account for a 2% COLA in 2016. Staff has reviewed the most recent COLA data and found that cities are coming in at an average COLA of 2%. Staff recommends a 2% COLA be authorized for the LELS-Patrol group in 2015 and 2016 in order to maintain a completive compensation package and proactively retain the city's talent. The 2% COLA in 2015 and 2016 is the same amount offered to the other employee groups. In addition, effective April 1, 2016 the Patrol Officer wage scale will be adjusted to the comparable market (a market rate adjustment) by increasing the "top" patrol wage by two percent (2%) and adjusting pro -pay as listed on the attachment. Uniforms: Staff recommends continuing the previous Memorandum of Understanding (MOU) which allows for a $140.00 uniform stipend annually -- See attached MOU for a detailed explanation. Post -employment Healthcare Savings Plan: Staff recommends implementing a Memorandum of Understanding (MOU) for Patrol Officers to participate in a post -employment healthcare savings plan; this is a cost savings to the City -- See attached MOU for a detailed explanation. Other Article Revisions: An Employee's accrued or "banked" vacation leave must be equal to or less than two times the yearly accrual by December 31st of each year; any accruals exceeding this amount will be forfeited. Employees required to work on any of the holidays of: Martin Luther King's Day, President's Day,Memorial Day,