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SAPMA MOU <br />December 19, 2017 <br />Page 2 <br />After twenty-five (25) years or more of cumulative full-time service with the City, SAPMA <br />member shall be entitled to payment for three-fourths (3/4) of the total sick leave benefit <br />credited to his or her account up to a maximum level of 1200 hours upon the effective date of <br />non- disciplinary separation. <br />5. RHS: Increase City contribution to ICMA RHS by .50% (2.75% total) effective January1, <br />2018 <br />6. Medical Insurance: Effective January 1, 2018 City will provide a monthly contribution at the <br />following monthly rates: <br />EMP: $654 <br />EMP + 1: $1,307 <br />EMP + Family: $1,700 <br />7. CaIPERS: Effective January 1, 2018 all Classic Safety employees who do not qualify as <br />"New Members" under PEPRA shall pay twelve percent (12%) of their reportable salary to pay <br />for the employer port <br />STRATEGIC PLAN ALIGNMENT <br />Approval of this item allows the City to meet Goal #7 — Team Santa Ana, Objective #4, Establish <br />employee compensation that attracts and retains a highly qualified workforce and Objective #6, <br />Provide a positive workplace environment that supports the health of its employees and <br />celebrates its success. <br />FISCAL IMPACT <br />Funds are available in the affected departmental salary accounts (no. 61000). It is estimated <br />that this agreement will result in a net cost to the City of $241,500 during the term of the <br />agreement. <br />APPROVED AS TO FUNDS AND ACCOUNTS: <br />Edward S. R ya Francisco Gutierrez <br />Executive Director Executive Director <br />Personnel Services Agency Finance and Management Services Agency <br />Exhibit: SAPMA MOU for July 1, 2017 through June 30, 2018 <br />251-2 <br />