(12)AR 061907 MOU Executive Unit

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SECTION 10: EDUCATION INCENTIVE Executive Unit members in Group B who possess a Master's Degree applicable to their job classification shall receive a maximum amount of six percent (6%) of their base salary per month. SECTION 11: INCENTIVE PAY The City Manager reserves the right to award incentive pay based on a flat dollar amount or a percentage of the employee's current rate of pay to any Department Director who performs above and beyond the duties of his/her job classification. Such incentive pay shall not be granted if the employee merely performs the duties and responsibilities associated with his/her job description. The decision to award incentive pay shall be at the discretion of the City Manager and shall not be initiated by the Department Director. SECTION 12: SALARY REDUCTION The City Manager reserves the right to reduce any Department Director's salary by five percent (5%) if said director does not perform the duties and responsibilities of their job classification. The amount of time for the reduction in salary shall be at the discretion of the City Manager. SECTION 13: SEVERANCE PAY The City Manager may provide an employee with an at -will employment agreement with a termination without cause severance payment in an amount up to the unexpired term of the agreement or twelve (12) months, whichever is less. ARTICLE III - FRINGE BENEFITS SECTION 1: HEALTH INSURANCE Effective January 1, 2004, the city will convert to a Section 125 Cafeteria Plan. Under the cafeteria plan, all participating bargaining unit employees will receive a monthly allowance of $990 from which employees can choose health insurance, dental insurance and vision. In addition, supplemental insurance opportunities will be provided in order for employees to purchase supplemental medical insurance and childcare coverage through pre-tax dollars. The cafeteria allowance is established by the City Council. Any changes made to the cafeteria allowance during the term of the agreement shall be provided to the Executive Unit members as is required under IRS Section 125 rules and regulations. On January 1, 2006, the maximum differential provided to the employee may cap out at $500. In those instances where the employee's medical insurance premium is less than the city's monthly contribution, the difference between said cafeteria dollar amounts shall be provided in the form of a bi-monthly cash disbursement (payable 24 times per year). Cash disbursement to the employee is subject to tax, pursuant to the tax codes. SECTION 2: TERM LIFE INSURANCE Page 6 of 13 MOU Executive Unit 06/20/07 330 pm