Resolution No. 7007 339
RESOLUTION NO. 7007
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CYPRESS,
AND ACTING AS EX OFFICIO GOVERNING BOARD OF DIRECTORS
OF THE CYPRESS RECREATION AND PARK DISTRICT AMENDING
RESOLUTION NO. 6987 ESTABLISHING BENEFITS FOR
MID-MANAGEMENT EMPLOYEES.
WHEREAS, the City Council establishes benefits for management employees
111 through adoption of a Resolution specifying benefits to be received; and
WHEREAS, management positions shall be provided health and life insurance
coverage and leave benefits provided to other employee bargaining units in the City; and
WHEREAS, benefits for Executive Management and Mid-Management employees
are established and outlined in a Schedule of Benefits; and
WHEREAS, the Executive Management and Mid-Management are two separate
groups with differences in benefits; and
WHEREAS, to distinguish the differences in benefits, it is recommended that a
Schedule of Benefits be established for Executive Management and a separate Schedule
of Benefits be established for Mid-Management.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of
Cypress, and acting as ex-officio governing Board of Directors of the Cypress Recreation
and Park District, HEREBY DOES RESOLVE, DETERMINE and ORDER, that Resolution
No. 6987 be amended as indicated below:
SECTION 1 . That the Mid-Management Schedule of Benefits shown in Exhibit A
shall apply to all employees classified as Mid-Management.
SECTION 2. That Exhibit A for Executive Management shall reflect other language
clarification changes.
SECTION 3. This Resolution shall be effective on March 10, 2025, and all
resolutions and parts of resolutions in conflict herewith are hereby rescinded.
PASSED AND ADOPTED by the City Council of the City of Cypress, and acting as
ex-officio governing Board of Directors of the Cypress Recreation and Park District, at a
regular meeting held on the 10th day of March, 2025. j j
jiAi!
MAYOR OF THE CITY OF CYPRESS
ATTEST r,
\ N\ ki t, _ 11 - \
CITY CLERK OF THE MY OF CYPRESS
STATE OF CALIFORNIA }
COUNTY OF ORANGE } SS
UI, ALISHA FARNELL, City Clerk of the City of Cypress, DO HEREBY CERTIFY that
the foregoing Resolution was duly adopted at a regular meeting of the said City Council held
on the 10th day of March, 2025, by the following roll call vote:
AYES: 5 COUNCIL MEMBERS: Chang, Minikus, Peat, Medrano and Burke
NOES: 0 COUNCIL MEMBERS: None
ABSENT: 0 COUNCIL MEMBERS: None
CITY CLERK OF THE CITY OF CYPRESS
340
EXHIBIT 'A'
CITY OF CYPRESS
SCHEDULE OF BENEFITS
MID-MANAGEMENT EMPLOYEES
PART I - HOLIDAYS
Section 1. Recognized Holidays.
A. For pay purposes, the following holidays are recognized as municipal holidays for regular
employees. Said employees shall receive these holidays off with pay: New Year's Day, Martin Luther
King Jr. Day, Presidents' Day, Memorial Day, Independence Day, Labor Day, Veteran's Day,
Thanksgiving Day, the Friday following Thanksgiving Day, Christmas Eve Day and Christmas Day.
B. Beginning the first pay period of the payroll year, current employees shall be credited with
one floating holiday (9 hours). Employees hired after the beginning of the payroll year, but before
September 1, will be credited with the floating holiday. Floating holiday may be taken subject to
approval of the employee's supervisor after consideration of the department workload and other
staffing considerations such as, but not limited to, leave schedules of other employees already
approved, sick leave and position vacancies. Floating holiday must be taken as paid time off in the
credited payroll year. There shall be no cash payment for unused floating holiday.
C. When any holiday, recognized by the City, falls on a Sunday, the following Monday shall be
considered the holiday; when any day, recognized by the City as a holiday, falls on a Saturday, the
preceding Friday shall be considered the holiday.
D. Religious holidays requested off shall be done so in writing to the employee's supervisor.
If approved, such time shall be charged against accumulated vacation or floating holiday leave.
Section 2. Holidays Falling During Approved Leaves of Absence Without Pay. Any employee
on an approved leave of absence without pay, having the holiday fall during the period of such leave
of absence without pay, shall be eligible for such holiday pay only in those instances where said
employee has worked either the day before or the day immediately following said holiday.
PART II -VACATION
Section 1. Eligibility. All regular, full-time employees, having completed a minimum of six
months continuous service with the City, and annually, thereafter, shall be eligible for a paid vacation
at the employee's then current rate of pay. Recognizing that it is preferred that the full vacation be
taken at one time, the employee may, nevertheless, request a modification of this preference. Upon
approval of the City Manager, appropriate modifications may be allowed.
Section 2. Vacation Accrual.
Employees shall accrue vacation leave by the following formula:
Hours/Month Year of Employment Annual Amount(Hours'
6.6670 1st year (80 hours)
7.3334 2nd year (88 hours)
8.0000 3rd year (96 hours)
8.6667 4th year (104 hours)
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9.3334 5th year (112 hours)
10.0000 6th year (120 hours)
10.6667 7th year (128 hours)
11.3334 8th year (136 hours)
12.0000 9th year (144 hours)
12.6667 10th year (152 hours)
13.3334 11th year (160 hours), and each month thereafter.
Section 3. Maximum Accrual.
A. Employees may accumulate unused vacation to a maximum of the amount accrued in the
24 months immediately preceding the employee's anniversary date of employment with a maximum of
320 hours. The accrual of vacation hours shall cease when an employee's accumulated vacation is at
the maximum provided in this Section. However, the value of vacation hours earned in excess of the
maximum accrual will be contributed towards the employee's Retiree Health Savings Plan. Additional
vacation hours shall begin accruing when the employee's vacation balance falls below the maximum.
B. For purposes of this Article, the term "anniversary date of employment" is the date an
employee began accruing vacation with the City.
Section 4. Use of Vacation.
A. The time at which an employee's vacation is to occur shall be determined by the
employee's supervisor with due regard for the wishes of the employee and particular regard for the
needs of the service.
B. An employee who has completed five years or more of continuous service and who has
taken 40 cumulative hours of vacation in the current payroll year may elect to be paid for up to a
maximum of 80 hours of accrued vacation in the following calendar year. To request payment of up
to 80 hours, the employee must submit an irrevocable election form to Human Resources by
December 15 of the prior calendar year for the requested payment in the subsequent December's
special payroll. For example, if an employee submits a payout request of 80 hours prior to December
15, 2024 and is deemed eligible to receive a payout, the employee will be paid for 80 hours in
December 2025.
Section 5. Vacation Payment at Termination.
A. Employees terminating employment shall be paid in a lump sum for all accrued vacation
leave.
B. When termination is caused by the death of the employee, said payment for unused
vacation shall be paid to the beneficiary designated by the employee. Such designation shall be in
writing, signed by the employee and filed with the Human Resources Office. In the event an
employee has not designated a beneficiary, the payment shall be made to the estate of the employee.
Section 6. Holidays Falling During Vacation Leave. In the event one or more municipal
holidays fall within an annual vacation leave, such holiday shall not be charged as vacation leave and
the vacation leave shall be extended accordingly.
Section 7. Vacation Earned During Leave of Absence. No vacation leave shall be earned
during any leave of absence without pay for each 30-day period of such leave. Vacation leave shall
be earned on a prorated basis during a leave of absence on partial pay status.
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Section 8. Vacation - Miscellaneous. Employees shall not work for the City during their
vacation and, thereby, receive double compensation from the City.
PART III - SICK LEAVE
Section 1. General Sick Leave Provisions.
A. Sick leave shall be requested only in cases of actual personal sickness or disability,
medical or dental treatment, or as authorized by the City Manager or the Personnel Officer under the
provisions of the Federal Family Medical Leave Act and/or the California Family Rights Act, California
Labor Code Section 233 (use of sick leave) or the Healthy Workplace Healthy Family Act of 2014.
The employee requesting sick leave shall notify his/her immediate supervisor prior to the time set for
reporting to work. Sick leave with pay shall not be allowed unless the employee has met and
complied with these provisions and the department head or the City Manager has approved such
payment.
Section 2. Eligibility. All employees covered by this Agreement shall be eligible to accrue sick
leave.
Section 3. Accrual. Sick leave shall be accrued at the rate of eight hours per calendar month
for each calendar month that an employee has worked regularly scheduled hours and/or has been on
authorized leave which provides for full pay, for at least 15 working days in that month. Sick leave
shall be earned on a prorated basis during a leave of absence on partial pay status.
Section 4. Accumulation and Payment Plan.
A. Accrued sick leave may be accumulated without limit.
B. Payment of accumulated sick leave shall be granted by the Personnel Officer on an annual
basis to all regular employees who have a minimum of 120 hours of accumulated sick leave on record
on December 1st, and opt to receive payment of up to 48 hours of sick leave, during the subsequent
December's special payroll at a rate of 50% of current salary. Employees must have a minimum
balance of 120 hours after the payment of sick leave to be eligible for the payout.
C. Payment of accumulated sick leave shall be granted by the Personnel Officer on an annual
basis to all employees who have a minimum of 240 hours of accumulated sick leave on record on
December 1st, and opt to receive payment of up to 48 hours of sick leave, during the subsequent
December's special payroll, at a rate of 100% of current salary. Employees must have a minimum
balance of 120 hours after payment of sick leave to be eligible for the payout.
D. Employees wishing to cash out sick leave as described in Section 4. (B) and (C) above,
must submit an irrevocable election form to Human Resources by December 15 for payment on the
subsequent December's special payroll. For example, if an employee submits a payout request for
the maximum 48 hours prior to December 15, 2024, payment will be issued in December 2025 (if
eligible).
E. In accordance with the annual conversion policy set forth in Section 4. (B), (C) and (D)
above, employees shall have the option of depositing their sick leave payment in a City deferred
compensation program instead of receiving payment in cash. All deposits made into the deferred
compensation program shall be made in accordance with any and all regulations governing the
deferred compensation program.
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F. Upon death, retirement, separation or termination of an employee covered by this
Agreement, with a minimum of 60 days or 480 hours of sick leave accumulation, said employee is
entitled to receive 50% compensation for that accumulated sick leave.
G. Upon death, retirement, separation or termination of an employee covered by this
Agreement, with a minimum of five years of service and with between 240 hours and 480 hours of
sick leave accumulation, said employee is entitled to receive payment for the difference between that
amount of sick leave and 240 hours at 50% compensation.
H. In accordance with the payment plan set forth in Section 4 (F) and (G) above, upon
separation, termination or retirement of an employee covered by this Agreement, said employee shall
have the option of depositing their sick leave payment in a City deferred compensation program,
instead of receiving payment in cash. All deposits made into the deferred compensation program
shall be made in accordance with any and all regulations governing the deferred compensation
program.
Section 5. Use.
A. Sick leave may be requested and used as approved by the department head or the City
Manager. Payment for approved sick leave shall be authorized until the employee's accumulated total
of sick leave hours has been exhausted and at such time the employee shall receive no further
payment for sick leave. An employee shall have his/her accumulated sick leave balance reduced by
an amount equal to the number of hours of sick leave for which he/she receives payment.
B. Sick leave shall not be granted for disability arising from any sickness or injury purposely
self-inflicted or caused by an employee's own willful misconduct.
Section 6. Sick Leave During Vacation. An employee who becomes ill while on vacation may
have such period of illness charged to his/her accumulated sick leave provided that: immediately
upon return to duty, the employee submits to his/her department head a written request for sick leave
and a written statement signed by his/her physician that includes the dates of illness; and the
department head recommends and the City Manager approves granting of such sick leave. The
employee may request an extension of vacation due to illness, subject to the approval of the
department head and City Manager.
Section 7. Extended Sick Leave. In the event of an employee's continuing illness which
results in depletion of sick leave accumulation, the employee may request, in writing, to his/her
department head and City Manager, a leave of absence without pay for the purpose of recovering
from an illness, provided:
1. The employee has used all of his/her accumulated sick leave.
2. The employee presents to his/her department head for referral to and consideration by the
City Manager, a written estimate of the time needed for recovery signed by the employee's physician.
3. Prior to resuming his/her duties, the employee may be required to take a medical
examination at the City's expense and provide a medical release to return to work from the
employee's physician as prescribed by the City Manager. The employment record and the results of
such examination shall be considered by the City Manager in determining the employee's fitness to
return to work.
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Section 8. Federal Medical Leave Act and the California Family Rights Act
The City shall comply with the Federal Medical Leave Act of 1993 (FMLA) and the California
Family Rights Act (CFRA) of 1991. Where there are differences between similar provisions of the
Acts, the City shall comply with the provision which gives the employee the greater rights.
Section 9. On-the-job Injury. Employees who are disabled by injury or illness arising out of
and in the course of their duties for the City, shall be entitled, regardless of his/her period of service
with the City, to a leave of absence for the period of such disability, but not exceeding one (1) year, or
until such earlier date as he/she is retired on permanent disability pension. Employees are eligible for
up to four months of salary continuation in lieu of temporary disability payments. During the first five
working days of such disability, the City shall pay 100% of the salary in lieu of temporary disability
payments. Thereafter, the employee shall receive 80% of salary in lieu of temporary disability
payments. Any payments made pursuant to this Section shall not be charged to sick leave; provided,
however, no sick leave or vacation benefits shall accrue during the period of such disability.
Section 10. Off-the-job Injury. An employee injured outside of his/her service with the City
may apply for benefits under the disability insurance plan provided by the City.
Section 11. California Labor Code Section 233
Pursuant to California Labor Code Section 233, employees may use a total of 48 hours of their
accrued and available sick leave for the following reasons:
1. To attend to the illness of their child, parent, spouse, registered domestic partner, parent-in-
law, grandparent, grandchild, sibling or designated person.
2. To obtain any relief of services related to being a victim of domestic violence, sexual assault,
or stalking including the following with appropriate certification of the need for such services:
a. A temporary restraining order or restraining order.
b. Other injunctive relief to help ensure the health, safety or welfare of themselves or their
children.
c. To seek medical attention for injuries caused by domestic violence, sexual assault, or
stalking.
d. To obtain services from a domestic violence shelter, program, or rape crisis center as a
result of domestic violence, sexual assault, or stalking.
e. To obtain psychological counseling related to an experience of domestic violence,
sexual assault, or stalking.
f. To participate in safety planning and take other action to increase safety from future
domestic violence, sexual assault, or stalking, including temporary or permanent
relocation.
ARTICLE IV - HEALTH, DENTAL, VISION, LIFE AND DISABILITY INSURANCE
Section 1. Health Insurance Plan.
A. For the employees covered by the terms of this Agreement, the City and the employees
shall contribute the sums listed below per month per employee toward health insurance:
MEDICAL RATE PROVISIONS AND SCHEDULE
Health Insurance Benefit: The City shall provide health insurance coverage for the
employee and any dependents which may include medical, dental and vision insurance plans.
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Effective January 1, 2025, the maximum contribution amount will increase from $2,359.27 to
$2,557.07 per month. Annual increases to the City's monthly contributions shall be based upon the
average cost of all area HMO plans offered through the PERS Health Plan (2024 $2,191.06/ 2025
$2,393.86) plus the DPO Dental Family rate (2024 $142.40/2025 $137.40) and the Family Vision rate
(2024/2025 $25.81). Employees shall maintain the PERS Health Plan minimally at the employee-only
coverage level, unless the employee demonstrates proof of other group coverage. Coverage under
dental and vision plans shall be optional.
If the City's contribution exceeds the total premium cost of health plans chosen by the
employee, the difference may be contributed toward additional/dependent coverage, including
additional life insurance, or paid as additional compensation.
If the total premium cost of health plans chosen by the employee exceeds the City's
contribution, the employee shall pay, through payroll deduction, the difference between the total cost
and the City's contribution. The employee's exercise of the option to use the difference toward
additional/dependent health coverage or receive the additional cash as compensation is subject to the
conditions controlling enrollment periods and eligibility established by the respective plans or carriers.
B. Retiree Health Savings Plan. The City will contribute $185 per month.
Section 2. Life Insurance Plan.
The City shall pay 100% of the premium for a term life insurance policy for each eligible
employee of$50,000.
Section 3. Disability Insurance Plan. The City shall provide a short-term and long-term
disability insurance plan for all employees covered by this agreement. The City shall pay 100% of the
premium.
PART V— RETIREMENT
Section 1. The City shall make contributions for employees to the California Public Employees
Retirement System (CaIPERS) plan known as 2% at 55 for "Classic" Miscellaneous members and 3%
at 50 for "Classic" Safety members. "Classic" Miscellaneous employees hired prior to June 30, 2010
shall contribute 3% of salary towards their CaIPERS retirement plan.
Section 2. Employees hired after June 30, 2010, if determined to be "Classic" Miscellaneous
members, shall contribute 6% of salary towards their CaIPERS retirement plan.
Section 3. Employees hired after January 1, 2013 and are new to CaIPERS, or have had a six
month or more break in service, are considered "PEPRA" members and are subject to all laws,
statutes, rules and regulations of the Public Employees' Pension Reform Act (PEPRA).
Section 4. The City's CaIPERS contract shall provide the Survivor's Continuance Benefit to
employees.
Section 5. The City's CaIPERS contract shall provide for the 1959 Survivor's Benefit (Level 3).
The City shall make the employees' contribution in the amount of$2.00 per month.
Section 6. The City's CaIPERS contract shall provide for the "Single Highest Year
Compensation" benefit for eligible employees. The City shall pay for the entire cost of this benefit.
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PART VI -AUTO ALLOWANCE
A monthly auto allowance will be provided in the amount of $300 for the City Clerk and $200
for all other Mid-Management employees.
PART VII —TECHNOLOGY ALLOWANCE
A $75 monthly technology allowance will be provided to purchase and maintain personal
technology devices (i.e. cell phone, computer, tablet) and/or services (i.e. internet, cell phone service)
to perform the duties of their position.
PART VIII — UNIFORM ALLOWANCE
The classification of Police Support Services Supervisor shall receive a Uniform Allowance of
$600 per year.
The classification of Maintenance Supervisor shall receive a Boot/Safety Shoe Allowance of
$250 per year. To be eligible for reimbursement, the employee must submit a receipt from the
purchase of boots/safety shoes to Human Resources.
PART IX—SPECIAL PAY PROVISION
Section 1. Acting Pay. The City Manager may temporarily grant up to a 5% increase for an
acting assignment for those positions who assume acting duties. The increase must fall within the
range of the higher position but not exceed the top of the position's range.
Section 2. Management Performance Recognition Program. The City Manager may
recognize the outstanding performance of Mid-Management employees. Based upon criteria and the
sole discretion of the City Manager, employees will be eligible to receive a one-time payment up to
5% of base salary within a 12-month period. Such amounts shall be payable in conjunction with an
employee's performance review.
Section 3. Temporary Succession Planning Pay. The City Manager may grant temporary
pay to employees training for potential advancement to a higher-level position. The temporary pay
would not exceed 5% of the employee's current rate of pay. Such assignment would be limited to a
maximum of six months. This form of pay differs from Acting Pay in that the position is filled with an
incumbent and the employee being trained is not assuming all of the responsibilities associated with
the position.
Section 4. Severance. The City Clerk is entitled to six months' base salary if terminated
without cause.
"Cause" for termination shall include, but not limited to the following: persistent,
habitual or willful neglect of duty; insubordination; corrupt of willful misconduct; willful malfeasance or
conviction of an illegal act amounting to an act of moral turpitude; willful destruction or misuse of City
property; habitual intoxication while on duty, whether by alcohol, prescription or non-prescription
drugs; inexcusable absence without an authorized leave of absence; theft or attempted theft; financial
mismanagement; material dishonesty; willful violation of Federal or State discrimination and
harassment laws while acting in the course and scope of employment; willful and unlawful retaliation
against any City officer or employee; engaging in conduct tending to bring embarrassment or
disrepute to the City.
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The severance pay for the City Clerk is contingent upon the following conditions:
a) The employee must execute a comprehensive waiver and release of all claims against the
City, its officials, employees, and agents, in a form approved by the City Attorney.
b) The waiver and release must become effective and irrevocable. This includes the expiration of
any applicable revocation period required by law, such as the 7-day revocation period for
employees age 40 and over under the Age Discrimination in Employment Act.
c) The employee must comply with all post-employment obligations outlined in the severance
agreement, including but not limited to return of City property.
d) Severance pay will be provided only for involuntary terminations without cause. It does not
apply to voluntary resignations or terminations for cause.
e) Severance pay shall be subject to all applicable taxes and withholdings required by law.
f) Employees will be advised in writing to consult with an attorney before signing the severance
agreement.
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