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RESOLUTION NO. 76-85 · PKGE TWO a. DEferred Compensation. Effective January 1, 1977, each middle-management employee shall receive as deferred compensation an amount equal to one percent (1.0%) of his or her monthly salary. The amounts contributed by the City under this pro- vision shall be subject to the general terms and conditions of the City of Santa Aha Deferred Compensation Plan, and subject further to the conditions that: (1) the employee shall have no vested rights in the amounts contributed by the City until termination of employment with the City; (2) City will pay the total amount of contributions plus any earnings to the employee upon terminations resignation, retirement, dismissal or death. b. Disability Insurance. Effective January 1, 1978, the City shall pay the full premium for a long-term disability insurance plan for all middle-management employees. c. Health Insurance. Effective July 1, 1976, and until June 30, 1978, the City will contribute the following amounts toward the payment of premiums for affected employees and their dependents under the existing health insurance program (or a new program providing substantially similar coverage and benefits): (1) With respect to employees who do not have dependents included under the program, 100% of the premium; (2) With respect to employees who have dependents included under the program, an amount equal to 907° of the total premiums applicable to the "family plan" covering said employees and their dependents. d. Retirement Benefits. Effective July 1, 1976, or as soon thereafter as practicable, the City shall amend its contract with the Public Employees' Retirement System of the State of California (PERS) so as to improve the retirement program for affected employees by providing military service credit benefits. Thereafter, each employee will be permitted to exercise the option to "buy-back" or have "bought-back" on his behalf, his prior military service, to the extent permitted and in accordance with the terms and conditions of Section 20930.3 of the California Government Code, with the employee being obligated to "buy-back" all completed military service occurring subsequent to the effective date of the City's contract with PERS and the City being obligated to "buy-back" on behalf of any employee military service occurring prior to the effective date of said contract. e. Option to Convert Termination Payment for Unused Sick Leave to Health ~Bsurance Benefits. Effective July 1, 1976, each affected employee shall have the option to convert that lump sum payment for unused sick leave benefits available to him or her pursuant to the provisions of Section 9-169 of the Santa Ama Municipal Code into an obligation on the part of the City to pay on behalf of said employee and his or her dependents, if any, all health insurance premiums for said employee and any dependents necessary to cause said employee and any designated dependents to receive the full benefits available under the health insurance program then maintained by the City on behalf of its employees and their dependents; provided, however, that the City's obligation to pay such premiums shall terminate as soon as one of the following events occurs: 1) the payment of said premiums for a period of five (5) years beyond termination of employment; or 2) the payment of premiums, after termination of employment, in a sum equal to 150% of the amount of the said lump sum payment that the employee would have received for unused sick leave benefits had this option not been elected. f. Bereavement Leave. Effective July 1, 1976, affected employees are entitled to bereavement leave benefits as follows: An employee shall be entitled to receive up to three (3) days leave, without loss of pay, in case of death of a member of the employee's immediate family. Such leave is designated as bereavement leave. Immediate family as used in this section is limited to: (1) Any relative by blood or marriage who is a member of the employee's household; (2) Any parent, child, brother or sister of the employee and the spouse of the employee, regardless of residence; (3) Any other relative of the employee by blood or marriage where it can be established that the result of his/her death requires the presence of the employee.