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31 32 33 34 35 36 37 38 39 55 56 57 58 59 60 61 62 63 64 65 66 67 68 population size and those 5 just smaller in population size or what City Council votes in for non -union City staff, whichever is greater. This will consist of the City Council's COLA given and any market adjustment needed to match the 10 City group's average percentage given for 2013 COLA's once all settlements are in. 3. INSURANCE: ➢ Same as City Council has provided to all other City staff. 4. COMPENSATORY TIME: ➢ The following language will be added to the compensatory time article in order to cap the amount of time each maintenance employee may use in compensatory time off on an annual basis. 0 31.2 Accrued compensatory time must be taken subject to the EMPLOYER'S approval. Use must be requested and have approval from the EMPLOYER in advance. Compensatory time may be used to a maximum of 120 hours within a calendar year. Upon resignation accrued compensatory time will be paid in a lump sum. 5. STANDBY PAY: ➢ Increase standby pay $20 per week to bring it to the market average of $285 per week prorated. POLICY OBJECTIVE Each year the City budgets wage and benefit adjustments for all employees. The adjustments stem from the best information known or anticipated from the metro labor market, labor settlements and consumer price indexing. The City's compensation policy objectives include: Internal Equity - maintaining a compensation and benefit package that is as consistent as possible between the City's three union and two non -union groups. External Equity- maintaining compensation and benefits packages that are equivalent to comparable cities for comparable positions. 69 BUDGET IMPLICATIONS 7o This proposed package costs the City approximately $15,200 more than the Council approved in 71 the 2012 budget. 72 STAFF RECOMMENDATION 73 Staff recommends approval of the 2012 -2013 49er contract terms. Page 2 of 3