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HomeMy WebLinkAboutStaff Report 3.D 02/01/2016DATE: February 1, 2016 TO: Honorable Mayor and Members of the City Council FROM: John C. Brown, City Manage Agenda Item #3.D SUBJECT: Resolution Approving the Third Amended At -Will Agreement for Employment of the City Manager RECOMMENDATION It is recommended that the City Council adopt the attached resolution approving the Third Amended At -Will Agreement for Employment of the City Manager, and authorizing the Mayor to execute said Agreement. BACKGROUND In February 2008, the City Council approved, and authorized the Mayor to execute, an at -will employment agreement (the Agreement) with the City Manager effective April 1, 2008. The Agreement provided for the City Manager's working conditions and compensation and had a five year term ending March 31, 2013. The Agreement was amended twice between 2008 and 2013 to correct a provision, and to implement a temporary 18 -month salary reduction associated with the 2009 -11 furloughs. The Agreement was amended again in March, 2013 to extend the term until June 30, 2019 and to incorporate changes negotiated in February 2013 with a City Council sub- committee. Compensation remains unchanged from the original 2008 Agreement, and no further changes have been made since 2013. The City Manager, City Attorney, and City Clerk report to the City Council, and as such are employed pursuant to Employment agreements which dictate their compensation, benefits, and working conditions. Department Directors and Assistant City Attorneys are employed at -will, at the pleasure of the City Manager, within the provisions of the Unit 8 Compensation Plan. That Plan is approved by the City Council. The City Manager has historically represented the City in dealings Unit 8 when changes in its Compensation Plan are sought. The Unit 8 Compensation Plan was last revised in 2012, and expired on June 30, 2014. Plan provisions remain effective until a next revision. The 2012 revision did not include salary adjustments; the group's last salary increase was in 2007. DISCUSSION With the recent economic recovery, the City Council has been bargaining compensation adjustments with its represented employees. To date, the Council has reached agreement on modest salary adjustments with employees represented by AFSCME, the Police Officers Association, the Mid -level Managers, Technical and Confidential Association, and Public Safety Mid -level Managers, and negotiations are underway with the Firefighters Association. With the bulk of the City's represented employees in current contract, the City now has the capacity to address Unit 8 — which will be coming to the City Council shortly. The Agreement has, since 2008, guaranteed the same benefits to the City Manager as those enjoyed by Unit 8, excepting where differing provisions were negotiated. The Agreement referenced the Unit 8 Compensation Plan with respect to a variety of leaves, insurances, and retirement benefits. A provision exists that also grants the City Manager the same salary adjustments as may be granted by the City Council to senior staff. To avoid conflicts of interest that otherwise would exist as a result of the provisions in the Agreement linking City Manager compensation and benefits to Unit 8 compensation and benefits, to allow the City Manager to represent the City in addressing updates to the Unit 8 compensation plan, a Third Amended Agreement has been prepared to eliminate all references to the Unit 8 Compensation Plan, and to separate any salary or benefits adjustments that may be approved for Unit 8 from any that may be approved for the City Manager. As a result, any salary and /or benefits changes the City Manager may recommend or negotiate regarding the Unit 8 compensation plan would have no potential for affecting the City Manager's compensation or benefits. This same separation from any City MOUs or compensation plans was integrated into the City Attorney's contract when he was hired as a City employee, in order to avoid any potential conflicts when the City Attorney represents the City in dealings with represented and unaffiliated employees. If approved by the City Council, the compensation and benefits provided to the City Manager under the Third Amended Agreement would also be completely separate from any City MOUs or compensation plans so as to avoid any potential conflicts of interest in dealings of the Manager with represented and unaffiliated City employees. The Third Amended Agreement (Exhibit A to the attached resolution) is proposed for your consideration and approval. Changes in the Third Amended Agreement specify, but do not alter, the compensation and benefits granted to the City Manager under the Second Amended Agreement. The provision in Section 9 (C) that formerly provided for the same increase for the City Manager as for Department Directors now provides for Council consideration of a cost -of- living adjustment, the granting of which is entirely at the City Council's discretion. The City Attorney has reviewed the Third Amended Agreement to confirm it eliminates all links between the City Manager's compensation and benefits and those of Unit 8, and that it does not alter the compensation and benefits provided to the City Manager under the Second Amended Agreement. FINANCIAL IMPACTS None. There are no changes in the agreement that change the City Manager's compensation package, or result in any change in costs to the City. ATTACHMENTS 1. Resolution 2. Exhibit A and A -1 to Resolution 2 ATTACHMENT 1 Resolution No. 2016- N.C.S. of the City of Petaluma, California A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PETALUMA APPROVING THE THIRD AMENDED AT -WILL AGREEMENT FOR EMPLOYMENT OF CITY MANAGER WHEREAS, CITY and City Manager (the Parties) entered an At -Will Agreement for Employment of City Manager dated February 7, 2008 and effective April 1, 2008; and, WHEREAS, that Agreement was amended for the first time on May 21, 2008; and WHEREAS, the First Amended Agreement was amended in March 2010 to implement a temporary pay reduction taken by the City Manager as part of a City -wide program of pay reductions and furloughs that were effective December 28, 2009 through June 26, 2011; and WHEREAS, the Parties negotiated and agreed to amend the Agreement to extend the Expiration Date and to amend certain other provisions of the Agreement; and WHEREAS, the Second Amended Agreement, which extends the Expiration Date to June 30, 2019 was approved by the City Council on March 14, 2013; and WHEREAS, the Parties desire to amend the current Agreement to delete references to the Unit 8 Compensation Plan and to specify the compensation and benefits granted to the City Manager such that the compensation and benefits granted to the City Manager by contract are separate from and not linked to the compensation of any other City employee, employee bargaining unit, or compensation plan; and WHEREAS, such changes to the current employment contract of the City Manager are not intended to alter in any way the compensation and benefits granted to the City Manager but rather to eliminate any potential conflict of interest in dealings of the City Manager on behalf of the City with the City employees subject to the Unit 8 compensation plan; and WHEREAS, the City Council and City Manager John C. Brown agree to the terms of Employment, Compensation, and Benefits relating to the position of City Manager set forth in the Third Amended At -Will Agreement for Employment of City Manager attached as Exhibit A and A -1. NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Petaluma hereby approves the Third Amended At -Will Agreement for Employment of City Manager, attached as Exhibit A and A -1 and incorporated herein by reference; and BE IT FUTHER RESOLVED that the City Council of the City of Petaluma hereby authorizes and directs the Mayor to execute said Agreement on behalf of the City. 4 I�:i:ili i11I\ THIRD AMENDED AT -WILL AGREEMENT FOR EMPLOYMENT OF CITY MANAGER This Agreement is made and entered into this day of February, 2016, by and between the City of Petaluma, California ( "the CITY "'), a charter city, and John C, Brown ( "City Manager "). This Agreement shall have an effective date of February 1, 2016 ( "Effective Date "). The parties agree as follows: 1. Appointment of City Manager: The City Council of the CITY hereby appoints John C. Brown to the position of City Manager of the City of Petaluma, California. 2. Term: a. Duration and Effective Date. The term of this Third Amended Agreement (Agreement) shall commence on February 1, 2016 and, if not terminated earlier in accordance with section 5, this Agreement will expire on June 30, 2019 ( "Expiration Date "). b. Extending the he Expiration Date. The parties to this Agreement may agree to amend the Expiration Date in writing. Should either party desire to extend the Expiration Date, written notice must be provided to the other party 180 days prior to the Expiration Date. Upon written receipt of said notice, the parties shall commence discussions and negotiations. The parties have no obligation to agree to extend the Expiration Date. Any extension of the Expiration Date must be in writing in accordance with section 29 (a) of this Agreement. At -Will Employ City Manager is an at -will employee in accordance with California Labor Code section 2922, and shall serve at the pleasure of the City Council. The terms of CITY's Personnel Rules, Policies, Procedures, Ordinances and Resolutions shall not apply to City Manager, and nothing in this Agreement is intended to, or does, confer upon City Manager any right to or expectation of any right or property interest in continued employment. If a decision to terminate City Manager's employment is made by the City Council, whether with or without cause, the City Manager shall be entitled to only that due process as is provided by City Charter, ordinance, or this Agreement. Nothing in this Agreement shall prevent, limit or otherwise interfere with the right of City Manager to resign at any time from his position with CITY, subject to section 5(a) of this Agreement. 4. Duties and Responsibilities: a. City Manager shall continue his duties under this Agreement commencing February 1, 2016. b. City Manager shall serve as the City Manager of the City of Petaluma, and shall be vested with the powers, duties and responsibilities and perform the functions and duties specified under the laws of the State of California, the Petaluma City Charter and the Petaluma Municipal Code, and the ordinances and Resolutions of the CITY and other applicable law, and such other duties and functions as the City Council may from time to time assign. C. City Manager agrees to remain in the exclusive employ of CITY, and devote his full productive time and attention to CITY's business, during the term of this Agreement. The Agreement, however, shall not be construed to preclude occasional teaching or writing performed by City Manager during City Manager's time off. City Manager shall seek and receive permission, in writing, from the City Council before undertaking such work during his time off. d. The CITY recognizes that City Manager is expected to devote necessary time outside normal office hours to business of the CITY. City Manager shall be allowed to take reasonable time off for such work, as City Manager shall deem appropriate during normal office hours. As an exempt employee, City Manager shall not receive overtime or extra compensation for work performed outside normal business hours. 5. Termination of Employment: a. City Manager may terminate this Agreement, with or without cause, by giving the CITY a minimum of sixty (60) days written notice in advance of termination, unless the parties agree otherwise. During the period following notice of termination and until the termination becomes effective, all the rights and obligations of the parties under this Agreement shall remain in full force and effect. City Manager will not be entitled to receive any severance pay if his resignation is voluntary. b. The City Council may terminate this Agreement, with or without cause. City Council shall give City Manager a minimum sixty (60) days prior written notice of termination provided, however, that if City Manager is terminated for cause, as defined in this Agreement, the sixty (60) day written notice requirement shall not apply and City Manager may be terminated with notice as provided in Section 5 (c) C. Prior to terminating this Agreement for cause pursuant to Section 7, the City Council shall give City Manager at least ten (10) days prior written notice of the charges. Within the ten -day period, but not earlier than five days after the notice w has been given, the City Council shall meet with City Manager in closed session and give City Manager an opportunity to address the City Council regarding the charges. After hearing City Manager's response to the charges, the City Council shall make a decision as to whether to terminate the Agreement and shall inform City Manager in writing of its decision. d. Upon separation from CITY for any reason, City Manager will be paid for all earned, accrued, and unused vacation, administrative leave, and floating holidays, without limit. 6. Termination Without Cause: For the purpose of this Agreement, termination without cause shall be deemed to occur when: a. The majority of the governing body votes to terminate the City Manager at a duly authorized public meeting without cause, as defined in Section 7 of this Agreement. b. The City Council, the citizens or the Legislature acts to amend any provisions of the City Charter, codes, or other enabling legislation pertaining to the role, powers, duties, authority, or responsibilities of the City Manager's position that substantially changes the form of government. City Manager shall have the right to declare that such amendments constitute termination. C. The City Council reduces the base salary, compensation or any other financial benefit of the City Manager (unless it is applied in no greater percentage than the average reduction of all department directors). Such action will be regarded as a termination. d. Material breach of this Agreement is declared in writing by City Manager specifying the reasons therefore, but only if CITY has not cured such declared material breach within thirty (30) days of receipt of notice of the declared material breach. CITY may also terminate this Agreement for material breach declared in writing by CITY specifying the reasons therefore, but only if City Manager has not cured such declared material breach within thirty (3 0) days of receipt of notice of the declared material breach. However, termination of this Agreement by CITY for uncured, declared material breach in accordance with this provision will not constitute termination without cause and City Manager will not be entitled to severance pursuant to Section 8 of this Agreement upon such termination. Written notice of a breach of this Agreement shall be provided in accordance with the provisions of Section 29. 7. Termination for Cause: a. For purposes of this Agreement, cause shall mean: (1) willful and repeated failure to perform the duties of City Manager; (2) conviction of an employment related criminal act; (3) conviction of a felony; or (4) a finding by a court, jury, State or Federal Attorney General, Fair Political Practices Commission, or any successor agency, that City Manager engaged in intentional or negligent misconduct in relation to the performance of City Manager's duties. b. Pursuant to Government Code Sections 53243, 53243.1, and 53243.2, if City Manager is convicted of a crime involving an abuse of his office or position, all of the following shall apply: If City Manager is provided with administrative leave pay pending an investigation, City Manager shall be required to fully reimburse City such amounts paid. 2. If CITY pays for the criminal legal defense of City Manager, City Manager shall be required to fully reimburse CITY such amounts paid. If this Agreement is terminated, any Severance Pay and Severance Benefits related to the termination that City Manager may receive from CITY shall be fully reimbursed to CITY or void if not yet paid to City Manager. For purposes of subsection 7 (b), abuses of office or position means either A. an abuse of public authority, including waste, fraud, and violation of the law under color of authority; or B. a crime against public justice, including but not limited to, a crime described in Title 7 (commencing with Section 92) of Part 1 of the California Penal Code. Severance Pay: a. If CITY terminates City Manager during the term of this Agreement seven months or more prior to the Expiration Date and without cause in accordance with Section 6, then City Manager shall be entitled to a severance payment equal to seven (7) months of base salary at the rate in effect at the time of termination, plus CITY's share of the cost of continuing health, dental, and vision insurance for City Manager and all dependents as provided in Section 18(b) for seven (7) months. At City Manager's election, and pursuant to City Manager's written instructions at the time of severance, severance pay shall be paid either in a lump sum cash payment within thirty (30) days of the date of termination, or in equal monthly payments. Should City Manager elect to receive severance pay in equal payments, the number of such monthly payments shall not exceed seven (7). b. If CITY terminates City Manager with less than seven months remaining until the Expiration Date and without cause in accordance with Section 6, then the maximum severance City Manager may receive shall be an amount equal to City Manager's monthly salary multiplied by the number of months left on the unexpired term of the Agreement, plus CITY's share of the cost of continuing health, dental, and vision insurance for City Manager and all dependents as provided in Section 18 (b) for the same duration of time. All payments required under Sections 8 (a) and 8 (b) are subject to and shall be interpreted to comply with the limitations set forth in Government Code Section 53260. CITY's share of the cost of Health, Dental and Vision benefits shall continue for the same duration of time as covered in the settlement or until the City Manager finds other employment, whichever occurs first. d. If CITY terminates City Manager for cause, he will not be entitled to any severance payment. The determination of whether there is cause for termination shall be consistent with Section 7 and /or 6(a)(4). 9. Compensation: a. Base Salary. City agrees to pay City Manager an annual base salary of $208,000, payable in installments at the same time that the other management employees of the CITY are paid. b. Merit Adjustment. CITY may increase City Manager's compensation in such amounts and to such extent as the City Council may determine is desirable on the basis of any annual salary review of City Manager. Cost of Living Adjustment. CITY shall consider, on an annual basis, a cost of living adjustment to City Manager's compensation. Such adjustment shall be separate of any adjustment granted pursuant to Section 9 (b) of this Agreement. d. In effecting this section, City and City Manager mutually agree to abide by the provisions of applicable law. 10. Deferred Compensation: a. 457 Plan. CITY shall make available to City Manager the City's Deferred Compensation Plan with ICMA Retirement Corporation (RC) and agrees to pay an amount designated by City Manager and allowed by law into the ICMA -RC on City Manager's behalf in an equal proportionate amount each pay period, and to transfer ownership to succeeding employers upon City Manager's resignation or termination. 11 12 13. 14. b. CITY agrees to maintain all necessary agreements provided by ICMA -RC for City Manager's continued participation in said ICMA -RC plan. Disability: If City Manager is permanently disabled or otherwise unable to perform his duties because of sickness, accident, injury, mental incapacity or health for a period of ninety (90) successive days beyond any accrued sick leave, CITY shall have the option to terminate this Agreement. Upon termination pursuant to this provision, CITY shall have no obligation to pay severance benefits pursuant to Section 8. Use of Automobile: City Manager shall have the use of CITY -owned vehicle to conduct CITY business. If such vehicle is not available, City Manager may, at his election, use his privately owned vehicle, in which case City shall reimburse City Manager for actual business travel at the maximum amount per mile then allowed by the Internal Revenue Service. Vacation Leave: a. City Manager shall accrue over time, and have credited to City Manager's personal account, vacation at the rate of ten (10) hours per month up to a maximum of eleven and one -third (11 -1/3) hours per month, consistent with the following schedule and at the same rate as would apply to any employee employed by CITY since April 1, 2008. There shall be no limit on the balance of accrued Vacation City Manager may maintain, consistent with the provisions of Section 5.d. Years of Service Vacation Accrual (hrs.) 5 -9 120 10 128 11 136 b. Vacation leave shall be taken at times and in amounts selected by the City Manager, taking the operational needs of the City into account. C. Fixed holidays shall not be charged as vacation leave when vacation and holiday(s) coincide. Sick Leave: a. Eligibility. Sick leave shall be used only in case of personal illness, disability or the illness or injury of City Manager's family member, which requires City Manager's attention. The term family members shall include: spouse, children, parents, spouse's parents, brothers, sisters or other individuals whose relationship to the employee is that of a dependent or near dependent. 15 b. Accrual. Sick leave shall accrue and be credited to City Manager's personal account at the rate of eight (8) hours for each month of continuous service. C. Retirement Pq out. In the event of the death or retirement and the completion of ten (10) or more continuous years of service with the City, City Manager shall be paid or shall receive to his benefit fifty percent (50 %) of his accumulated but unused sick leave not to exceed four - hundred - eighty (480) hours. The employee may elect not to receive this benefit and instead place all sick leave hours into the Ca1PERS sick leave conversion benefit. Administrative Leave: City Manager shall be credited with ninety six (96) hours of administrative leave each fiscal year. a. Carry Forward of Leave. City Manager may carry forward up to forty (40) hours of unused administrative leave into the next fiscal year. City Manager may not maintain balances of more than one hundred and thirty -six (13 6) hours in any fiscal year. Carry forward administrative leave may only be taken as paid time off, has no cash value, and shall not be included in the totals subject to payment under Section 5 (d). b. Annual Payment for Unused Leave. City Manager shall receive payment for up to forty (40) hours of unused administrative leave at the end of each fiscal year. Payment shall be at the employee's base pay rate as of June 30. Payment shall be made on the last pay period of the fiscal year. 16. Holidays and Holiday Leave: a. R The City observes twelve (12) fixed -date holidays per year. Those holidays, for fiscal year 2015/16 are: Independence Day Labor Day Columbus Day Veterans' Day Thanksgiving Day Day after Thanksgiving Christmas Eve' Christmas Day New Year's Day Martin Luther King Day Presidents' Day Memorial Day Observance. The actual date of the observed holidays is determined by City Council resolution each fiscal year. If participating in a 5/8 schedule, when a holiday falls on a Saturday, that holiday will be observed on the prior Friday. When a holiday falls on a Sunday, that holiday will be observed on the following Monday. Should this conflict with a Friday or Monday designated holiday, the Friday or Monday holiday will occur on the preceding Thursday or following Tuesday. If participating in a 4/10 schedule, when a holiday falls on a Friday or Saturday, that holiday will be observed on Thursday. When a holiday falls on a Sunday, that holiday will be observed on the following Monday. Should this conflict with a Friday or Monday designated holiday, the Friday or Monday holiday will occur on the preceding Wednesday or following Tuesday. C. Floating g olidays. CITY shall provide City Manager one (1) "Floating Holiday ", each fiscal year which may be taken at a time selected by City Manager, subject to operational requirements of the City. The floating holiday will be added to City Manager's bank of leave with the first payroll period each January during the term of this Agreement. 17. Other Leaves: a. Industrial Injury Leave Benefits shall be payable when City Manager's absence is due to industrial injury as provided in California State Workers' Compensation Law. During the first three (3) workdays when his absence has been occasioned by injury suffered during his employment and he receives Workers' Compensation, he shall receive full pay. Following this period, sick leave may be a supplement to the workers' benefits provided. Compensation is at his regular rate for a period not to exceed six (6) months, or until such sick leave is exhausted, or the disability is abrogated, or he is certified "permanent and stationary" by a competent medical authority. The City shall pay him the regular salary, based on the combination of the workers' compensation benefit plus sick leave. 2. Sick leave for industrial injury shall not be allowed for a disability resulting from sickness, self - inflicted injury, or willful misconduct. 3. The City may retire City Manager prior to the exhaustion of accumulated sick leave, at which time all accrued but unused sick leave shall be abrogated, subject only to the limitations provided under this Agreement. b. Bereavement Leave City Manager shall be granted up to thirty -two (32) hours of bereavement leave in the event of death in his immediate family. For the purpose of bereavement leave, immediate family shall mean spouse, qualified domestic partner, father, father -in -law, mother, mother -in -law, brother, brother -in -law, sister, sister -in -law, child (including stepchildren), step- parents, grandparents and grandchildren or person with whom City Manager has a relationship in loco parentis. Up to an additional eight (8) hours of accrued sick leave may be granted to supplement bereavement leave. 2. In the event City Manager must travel more than three hundred (300) miles to attend a funeral or memorial service, an additional eight (8) hours s�� of bereavement leave'shall be granted instead of the use of eight (8) hours of sick leave. C. Victims of Domestic Violence and Sexual Assault Leave The City of Petaluma provides appropriate leave, in accordance with California Labor Code Section 230. d. Election Officer Leave And Voting Leave eave When City Manager's actual work schedule otherwise would prevent him from voting in any State, County, or General election, he may be granted up to two (2) hours of paid time to vote, in accordance with Election Code 14000. City Manager must provide the City with at least two (2) working days' notice that he will be taking time off to vote. Leave Of Absence Without Pay CITY may grant City Manager a leave of absence without pay pursuant to State and Federal Law. Good cause being shown by a written request, CITY may extend such leave of absence without pay or benefits for an additional period not to exceed six (6) months. No such leave shall be granted except upon written request of City Manager setting forth the reason for the request, and the approval will be in writing. f. Jury. Leave If City Manager is summoned for jury duty, he shall be entitled to a leave of absence with full pay for such period of time as may be required to attend the court in response to such summons. City Manager may retain payment for travel but shall make payable to the City any and all fees which he may receive in payment for service as a juror. For Grand Juries this compensation shall not extend beyond twenty (20) working days. g. Family Care and Medical Leave (FMLA & CFRA) FMLA and /or CFRA Leave. CITY shall provide City Manager with family and medical care leave as required by City policy, State and Federal law and as specifically provided in the Federal Family and Medical Leave Act of 1993 (FMLA) and the California Family Rights Act of 1993 (CFRA). City Manager must provide thirty (30) days advance notice of leave, if possible. 2. FMLA and /or CFRA — Second Opinion. City Manager shall provide CITY with a health care provider certification. CITY, at City expense, may require a second opinion on the validity of the certification. Should a conflict arise between health providers, a third and binding opinion, at City expense shall be sought. 18. Disability, Health, and Life Insurance: a. CITY agrees to purchase and to pay during the term of this Agreement, premiums on term life insurance policies equal in amount to one and one -half 1 -1/2 times the amount of the annual compensation package of City Manager described in Section 9. b. CITY agrees to provide and to pay the CITY's share of premiums for medical, dental, and vision insurance for the City Manager and his dependents in accordance with Exhibit A -1. City Manager shall have the right to select medical, dental and vision coverage from the plan options offered by CITY. C. CITY agrees to have in force and make required premium payments for City Manager's participation in the CITY's current group disability plan. Currently that Plan is provided through CIGNA, and replaces 60% of annual earnings, to a maximum of $3,000 per month after being disabled for sixty (60) days. 19. Retirement: a. California Public Employees Retirement System. City has previously enrolled City Manager into the California Public Retirement System, (PERS). City agrees to make all the appropriate contributions on City Manager's behalf, for the employer share required. City Manager shall pay the entire contribution for the PERS employee share required. b. City Manager has continuously been employed with CITY since April 1, 2008, and does and shall continue to participate in the 2% at 55 formula retirement plan provided to Miscellaneous members, calculated at the single highest one -year compensation. C. The City's contract with PERS, for Miscellaneous members with the two percent (2 %) at fifty -five (55) formula retirement plan, includes the following optional benefits: 1. Third Level - 1959 Survivor's Benefit as provided in Section 21573 (April 5, 1999). 2. Military Service Credit as provided in Section 21024 (January 1, 1992). 3. One -Year Final Compensation as provided Section 20042 (November 1, 1980). 4. Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1980). 5. Cost of Living Allowance two percent (2 %) as provided by Section 21329 (April 1, 1971). 6. Retired Death Benefit of five- hundred dollars ($500.00) as provided in Section 21620 (December 1, 1969). 7. Death Benefit Continues as provided in Section 21551 (January 1, 2000). Prior Service Credit as provided in Section 20055 (January 1, 1950). d. The City shall continue to defer that portion of the employee's contribution paid to Ca1PERS through section 414(h)(2) of the Internal Revenue Code pursuant to City of Petaluma Resolution 90 -363 N.C.S. e. 401 A) Plan. The City of Petaluma shall contribute on behalf of City Manager seven percent (7 %) of the compensation amount specified in provision 9(a) of this Agreement, as such compensation may be amended from time to time, into the City of Petaluma 401 (A) Government Money Purchase Plan and Trust. 20. Dues and Subscriptions: Subject to budgetary approval by the CITY, CITY agrees to pay for professional dues and subscriptions of City Manager necessary for City Manager's continuation and full participation in national, regional, state and local associations and organizations necessary and desirable for CITY MANAGER's continued professional participation, growth and advancement and for the good of CITY. 21. Professional Development: a. Subject to budgetary approval by CITY, CITY agrees to pay for, to the extent allowed by law, travel and subsistence expenses of City Manager for official travel, meetings and events as necessary and appropriate to continue the professional development of City Manager and to adequately represent CITY at gatherings such as the ICMA annual conference, California League of Cities meetings and conferences, and such other national, regional, state and local governmental groups and committees thereof in which City Manager participates as a representative of CITY. b. Subject to budgetary approval by CITY, CITY agrees to pay for, to the extent allowed by law, travel and subsistence expenses of City Manager for short courses, institutes and seminars that are necessary for City Manager's professional development and for the good of CITY. 22. General Expenses: CITY recognizes that certain expenses of a non - personal nature are incurred by City Manager for the benefit of the CITY in the course of performance of City Manager's duties and hereby agrees to reimburse or to pay said general expenses, and CITY's Finance Director is hereby authorized to disburse such monies upon receipt of duly executed expenses of petty cash vouchers, receipts, statements or personal affidavits to the extent allowed by law and subject to budgetary approval. 23. Bonding: CITY shall bear the full cost of any fidelity or other bonds required of City Manager under any law or ordinance. 24. Continuity: In the event of a change of the elected representation of the City Council, there will be a ninety (90) day period commencing upon the seating of new City Council members when the City Council can take no action regarding the provisions of City Manager's contract, unless both parties agree or the action is for cause, 25. Attorney In the event of any suit or action by either party under this Agreement, the prevailing party in such suit or action shall be entitled to reasonable attorney fees and costs to be fixed by the court. 26. Reasonable Accommodation: In accordance with the California Fair Employment and House Act (FEHA) and the Americans with Disability Act (ADA), CITY will reasonably accommodate any known protected disability of City Manager. 27. Other Terms and Conditions of Employment: The City Council, in consultation with City Manager, shall fix any other terms and conditions of employment, as it may determine from time to time, relating to the performance of City Manager, provided such terms and conditions are not inconsistent with or in conflict with the provisions of this Agreement, the Petaluma City Charter, the Petaluma Municipal Code or any other applicable state or federal law. 28. Indemnification: a. CITY shall defend, hold harmless and indemnify City Manager against any tort, civil rights, personnel, discrimination, professional liability claim or demand or other legal action, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance of the City Manager's duties in accordance with the provisions of California Government Code Section 825 and following as amended from time to time and provide a defense in accordance with California Government Code Section 995 and following. Notwithstanding anything to the contrary in this Agreement, CITY reserves the right to refuse to provide a defense of City Manager for the reasons set forth in California Government Code section 995.2 or other applicable provisions of law. b. Following termination or expiration of this Agreement for any reason, CITY agrees to pay City Manager reasonable consulting fees and travel expenses when City Manager serves as a witness, advisor and /or consultant to CITY regarding pending litigation. 29. Notices: Notices pursuant to this Agreement shall be in writing given by deposit in the custody of the United States Postal Service, first class postage prepaid, addressed as follows: a. CITY: Mayor and City Council 11 English Street Petaluma CA 94952 b. CITY MANAGER: John C. Brown City Manager 11 English Street Petaluma CA 94952 Alternatively, notices required pursuant to this Agreement may be personally served in the same manner as is applicable to civil judicial process. Notice shall be deemed given as of the date of personal service or as of the date of deposit of such written notice, postage prepaid, with the United States Postal Service. 30. Performance Evaluations: a. City Council shall review and evaluate the performance of City Manager at least once annually in advance of the adoption of the annual operating budget. Said review and evaluation shall be in accordance with specific criteria developed jointly by CITY and City Manager. Said criteria may be amended as the City Council may from time to time determine and in consultation with City Manager. The City Council shall conduct its evaluation of City Manager in closed session. The City Council shall provide City Manager with the written evaluation and provide an adequate opportunity for City Manager to discuss City Manager's evaluation with City Council. b. In recognition of accomplishments and objectives, and satisfactory performance, a potential annual merit increase shall be negotiated. C. Annually, the City Council and City Manager shall define such goals and performance objectives as they determine necessary for the proper operation of CITY and the attainment of the City Council's policy objectives and shall further establish a relative priority among those various goals and objectives, said goals and objectives to be reduced to writing. Said goals and objectives shall generally be attainable within the time limitations as specified in the annual operating and capital budgets and appropriations provided. d. In effecting the provisions of this section, the City Council and City Manager mutually agree to abide by the provisions of applicable law. e. City Manager will timely cause to be placed on the City Council agenda each year a "closed session" for purpose of City Manager's performance evaluation. 31. Miscellaneous: a. The text herein shall constitute the entire agreement between the parties. Upon execution by both parties and commencing on the Effective Date, this Agreement will replace in its entirety the Second Amended At -Will Agreement for Employment of City Manager dated March 19, 2013. This Agreement may not be modified, except by written agreement executed by both parties. b. If any provision, or any portion thereof, contained in this Agreement is held unconstitutional, invalid or unenforceable, the remainder of this Agreement, or portion thereof, shall be deemed severable, shall not be affected and shall remain in full force and effect. C. This Agreement shall be governed by the laws of the State of California. d. The parties agree that any ambiguity in this Agreement shall not be construed or interpreted against, or in favor of, either party. e. This agreement shall be binding upon and inure to the benefit of the heirs at law and executors of City Manager. CITY MANAGER C John C. Brown, City Manager DATED: ATTEST: Claire Cooper, City Clerk CITY itz David Glass, Mayor DATED: APPROVED AS TO FORM: Eric W. Danly, City Attorney EXHIBIT A -1 HEALTH - RELATED BENEFITS 1. PEMHCA Contribution: The City currently provides health benefits through the California Public Employees' Retirement System (CalPERS) Health Benefits Program under the Public Employees' Medical and Hospital Care Act (PEMHCA). The City's employer contribution for City Manager's health benefits shall be the minimum required by PEMHCA. The City pays this contribution directly to CalPERS. This amount is established annually by PERS and is the minimum amount the agency must pay on behalf of the employee for medical insurance. It is separate and apart from the annual health insurance rates and the additional contribution noted in Section 2 of this Exhibit. 2. Additional Contribution: The amount of the City's additional contribution for City Manager and his covered family members shall be $1,264.95 for employee plus one, and $1,678.34 for employee plus two or more. These amounts do not include the City PEMCHA contribution identified in Section 1. City's additional contribution shall not exceed these amounts unless and until a different amount is negotiated by the parties. 3. Employee Contribution: City Manager shall contribute to his CalPERS Health Premium in the amounts less the City's PEMHCA contribution and less the additional benefit paid by the City. 4. Retired Employees — CalPERS and PEMHCA: a. The City currently provides health benefits through the California Public Employees' Retirement System (CalPERS) Health Benefits Program under the Public Employees' Medical and Hospital Care Act (PEMHCA). In order for City Manager to be eligible to receive health benefits through CalPERS upon retirement, he must meet the following definition of "annuitant" under CalPERS law: Employee must be a member of CalPERS; and 2. Employee must retire within one - hundred - twenty (120) days of separation from employment with the City of Petaluma and receive a monthly retirement allowance from CalPERS. b. The monthly employer contribution for annuitants is the required minimum PEMHCA contribution. C. The City pays this contribution directly to Ca1PERS. The retiree is required to contribute to the cost of the health benefit coverage. The retiree's monthly contribution shall be the cost of the monthly health benefit premium less the amount of the City's contribution. 5. Ca1PERS Annuitant — PEMHCA Health Benefits: In accordance with the PEMHCA provisions if an employee is a Ca1PERS annuitant as defined in Section 4 (A) and receives health benefits under the PEMHCA, the employee is eligible to receive the City's PEMHCA contribution amount specified in Section 7 below, regardless of the number of years of service with the City of Petaluma. 6. Less Than 20 Years of Service — Not Receiving PEMHCA Health Benefits: A retired employee with less than twenty (20) years of service with the City of Petaluma who is not enrolled in the Ca1PERS health benefit program does not receive any retiree benefit from the City. 7. Less Than 20 Years of Service — Receiving PEMHCA Health Benefits: A retired employee with less than twenty (20) years of service with the City of Petaluma who is a Ca1PERS annuitant as defined in Section 27.1 and enrolled in the Ca1PERS health benefit program is eligible to receive the City's minimum PEMHCA contribution as set by Ca1PERS. 8. Cash In -Lieu of Health and Dental Benefits: a. If City Manager has health and or dental benefit insurance coverage from a source other than the City, he may request cash in lieu of health and dental benefits. To be eligible for the cash in -lieu benefit program he must waive his coverage under the City's health and /or dental benefits, agree to the terms and conditions of the cash in -lieu benefit program and have written verification of health and /or dental benefits insurance. b. The cash in -lieu amount for health coverage shall be in the amount of fifty percent (50 %) of the health insurance premium amount that the City would otherwise pay for the employee and his family members. The cash in -lieu amount for dental insurance benefits shall be in the amount of fifty percent (50 %) of the established dental program composite rate. C. Upon declining medical and /or dental insurance, City Manager will be required to meet the terms and conditions regarding CITY's medical and /or dental plan. If he decides to stop receiving the medical /dental cash back and wishes to re- enroll into the City's medical and /or dental plan, then he must meet the current terms and conditions of the City's medical and /or dental plan. The City cannot guarantee that once he leaves a particular medical and /or dental plan, that he may be able to re- enroll in his /her prior plan and under the same terms and conditions of his prior plan. 9. Section 125 Plan: The City of Petaluma has established and shall offer to City Manager an Internal Revenue Code Section 125 plan. The Section 125 plan is subject to federal law and plan provisions. The Section 125 Plan offered by the City provides employees with a tax savings through the following programs: a. Pre -Tax Health Insurance Premiums This program allows employees to pay his or her share of health insurance premiums with pre -tax dollars. b. Flex Spending Accounts (FSAs) Medical Reimbursement This program permits employees to pay for common out -of- pocket medical expenses (not covered by insurance) such as deductibles, co -pays, and vision and dental care with pre -tax dollars. 2. Dependent Care Reimbursement This program permits employees to pay for most child and or dependent care expenses with pre -tax dollars. 10. Dental Insurance: CITY shall provide a dental plan for the term of the Compensation Plan and pay the total premium costs for City Manager and eligible dependents. The maximum benefit amount is one - thousand -five- hundred dollars $1,500 per person per calendar year. Orthodontic coverage shall be provided for dependent children under the age of nineteen (19) years and is 50% of the dentist's allowed fee (subject to a $1,000.00 lifetime maximum per person). 11. Vision Insurance: CITY shall provide a vision plan for City Manager and eligible dependents. The cost shall be paid for by the City. City Manager and his eligible dependents are eligible for eye exams every twelve (12) months with a twenty -five ($25.00) deductible. Frames are available every twelve (12) months with a maximum benefit of one - hundred - twenty dollars ($120.00) and lenses are available every twelve (12) months with a maximum benefit of two - hundred dollars ($200.00). 12. Employee Assistance Program: City will provide an Employee Assistance Program to City Manager and his immediate family. This licensed counseling service will provide assistance and referrals for marriage and family problems, alcohol and drug dependency, emotional, personal, and stress - related concerns and other issues. All counseling services are confidential.