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HomeMy WebLinkAbout25L - AGMT - CITY MANAGERREQUEST FOR COUNCIL ACTION CITY COUNCIL MEETING DATE: AUGUST 5, 2013 TITLE: APPROVAL OF AGREEMENT WITH DAVID CAVAZOS AS CITY MANAGER U CITY MANA R RECOMMENDED ACTION CLERK OF COUNCIL USE ONLY: APPROVED ? As Recommended ? As Amended ? Ordinance on 1" Reading ? Ordinance on 2nd Reading ? Implementing Resolution ? Set Public Hearing For CONTINUED TO FILE NUMBER Direct and authorize the Mayor and the Clerk of the Council to execute an employment agreement appointing David Cavazos as the City Manager for the City of Santa Ana. DISCUSSION The Santa Ana City Charter Section 500 authorizes the City Council to appoint a City Manager. The City Manager is the chief administrative officer of the City who, under the direction of the City Council, is responsible for the proper administration of all affairs of the City. Mr. Cavazos is currently the City Manager for the City of Phoenix, Arizona, a position he has held since 2009. In that capacity, he oversees an organization with 15,000 employees, 26 departments and an annual operating budget of $3.5 billion. Prior to being appointed City Manager, Mr. Cavazos served as Deputy City Manager for the City of Phoenix from 2005 through 2009. He also served as the Aviation Director for the City of Phoenix where he oversaw three airports, including the Phoenix Sky Harbor International Airport, Arizona's largest and busiest airport, and the largest commercial airport in the American Southwest. Mr. Cavazos obtained his Master of Science in Management and Public Policy from Carnegie Mellon University in Pittsburg, PA and his Bachelor of Arts in Political Science from Western Illinois University. He is a member of the International City/County Management Association and is fluent in Spanish. Staff recommends that the Council approve the proposed Employment Agreement and appoint Mr. Cavazos as City Manager. (See Exhibit A) The term of this Agreement is three years and automatically renews absent Council action to the contrary. The Agreement provides for an annual salary of $315,000 and other benefits as detailed in the Agreement. The estimated first year cost of the Agreement is $558,625 with an estimated cost of $515,395 in year two and $515,895 in year three. A spreadsheet detailing the cost is attached as Exhibit B. 25L-1 Agreement with David Cavazos August 5, 2013 Page 2 FISCAL IMPACT Funds are available the City Manager's Office accounts for compensation and benefits (account no.01103010 various). APPROVED AS TO FUNDS AND ACCOUNTS: Edward S. aya Executive Director Personnel Services Agency Francisco Gutierrez Executive Director Finance & Management Services Agency Attachments: Exhibit A: Employment Agreement Exhibit B: Matrix of Agreement Costs 25L-2 CITY OF SANTA ANA CITY MANAGER EMPLOYMENT AGREEMENT This City Manager Employment Agreement ("Agreement") is entered into as of the 5th day of August, 2013 (the 'Effective Date"), between the City of Santa Ana (hereinafter referred to as the "City") and David Cavazos (hereinafter referred to as the "City Manager" or the 'Employee"). City and City Manager/Employee are sometimes referred to in this Agreement as "Party" and collectively as "Parties." RECITALS WHEREAS, the City Council of the City desires to appoint and employ Employee as City Manager pursuant to the Charter of the City of Santa Ana ("City Charter"), and WHEREAS, the Employee desires to accept the appointment as the City Manager of the City, and WHEREAS, it is the desire of the City Council and Employee to set forth certain benefits, establish certain conditions of employment and to set certain working conditions of the City Manager in an Employment Agreement. NOW, THEREFORE, the above named Parties hereby mutually agree and promise as follows: 1. Term/Automatic Annual Renewal. This Agreement shall be deemed effective for a three (3) year term beginning on October 21, 2013 and terminating on October 20, 2016, unless terminated earlier in accordance with Section 9 hereof. This initial three (3) year term will, pursuant to the provisions below, automatically extend from year to year unless City Council takes action to prevent the automatic extension. In the event the City Council does not want this Agreement to automatically extend, it will provide written notice to City Manager that the Agreement will not be extended and consequently will terminate as of the end of the current term. If action is not taken by City Council within three (3) months before the expiration of the initial term of this Agreement on October 20, 2016, this Agreement shall on July 20, 2016, automatically extend for one (1) year from October 21, 2016 until October 20, 2017. For each succeeding year that the City Council does not take action to extend or terminate this Agreement by three (3) months before the then current end of the Agreement, the Agreement shall automatically extend for an additional year. For example, if action is not taken by the City Council to extend or terminate this Agreement by July 20, 2017, the Agreement shall on that date automatically extend for one (1) year from October 21, 2017, to October 20, 2018, and if the 4563 5.01000171180434 25L-3 City Council doesn't take action to extend or terminate this Agreement by July 20, 2018, it will automatically extend for one (1) year from October 21, 2018 to October 20, 2019. 2. Compensation. 2.1 Salary (a) Annual Salary City agrees to pay City Manager, and City Manager agrees to accept from City, as compensation for services rendered by City Manager pursuant to this Agreement, an annual base salary, commencing on the Effective Date, in the amount of Three Hundred Fifteen Thousand Dollars ($315,000.00, hereinafter "Annual Base Salary"), payable in installment payments in the same manner and at the same times as salaries of other executive managers of the City are paid. The term "Annual Base Salary" as used in this Agreement shall also include any such adjustments approved by the City Council other than payments not eligible to be added to the City Manager's Annual Base Salary pursuant to the terms of any applicable salary resolution of City. The term "Monthly Base Salary" as used in this Agreement shall mean a sum of money equal to one-twelfth (1/12) of City Manager's Annual Base Salary as defined herein. (b) Deferred Compensation. City Manager shall receive as additional compensation added to his base salary and deducted therefrom pursuant to Government Code Section 53214, deferred compensation in the maximum annual amount permitted pursuant to Section 457 of the Internal Revenue Code at the time of execution of this Agreement, said amount consisting of the maximum Standard contribution and the Age 50+ contribution. (c) Performance Bonus Each fiscal year, commencing with the fiscal year that starts on July 1, 2014, the City Council may grant to City Manager a performance bonus. Whether or not to grant a bonus and the amount of any such bonus shall be in the sole discretion of the City Council. The decision by the City Council regarding the performance bonus shall be made for each fiscal year at the time the City Council is providing the performance evaluation of City Manager required by paragraph 3 of this Agreement. It is the understanding and intent of the City and City Manager that performance bonuses are not reportable to the California State Public Employees Retirement System ("CalPERS"), and are not to be included in the calculation of City Manager's retirement allowance. Performance bonuses are not added to the annual base salary. 45635,01000\7118043.4 2 25L-4 2.2 Benefits 2.2.1 General Benefits In addition, and except as otherwise specified herein, City Manager shall receive all such other benefits that are applicable to executive managers of the City as of the Effective Date of this Agreement, including but not limited to medical insurance, dental insurance, long term disability insurance, life insurance, sick leave, holidays, vacation, bereavement and family illness leave, physical examinations, participation in retirement system and participation in the City's retiree medical program in the same manner as other City executive managers as described in Exhibit "A" attached hereto. 2.2.2 Initial Sick Leave Bank Upon employment with City, City Manager shall be provided with an initial sick leave bank containing 80 hours of usable sick leave. This initial sick leave bank of 80 hours shall be for use by the City Manager under the applicable City policies and State and Federal laws only, and shall not be subject to any type of cash-out provision at termination as provided under City policies pertaining to the regularly accumulated employee sick leave balances. 2.2.3 Initial Vacation Allowance Upon employment with City, City Manager shall be awarded 80 hours of vacation leave. City Manager shall accumulate additional regular and management vacation hours in the same manner as other City executive managers. 2.2.4 Longevity Vacation City Manager shall accumulate Longevity Vacation at the maximum accrual rate for an employee having completed 20 years of service with the City. 2.2.5 CalPERS Membership As a "new employee" under CalPERS, City Manager will be enrolled in the 2% at age 62 benefit formula and shall be responsible for paying the corresponding employee contribution per CalPERS requirements as they exist today or as may be amended by the legislature. As of the effective date of this Agreement the applicable contribution rate is 6.75% on the first $136,440.00 of base salary. 2.2.6 Relocation Benefit City Manager shall be provided reimbursement for the actual costs required to relocate to California, i.e., moving expenses, not to exceed the sum of $7,500.00. Said reimbursement may include the costs of up to 2 visits to Orange County prior to moving to locate suitable housing. 45635.01000\7118043.4 3 25L-5 2.2.7 Housing Allowance It is understood that City Manager intends to reside in the City of Santa Ana during his employment as City Manager, and that initially he will require a temporary residence while he is purchasing a permanent residence in the City and selling his existing residence in the City of Phoenix. Further, it is understood that the City Council desires that City Manager reside within the City of Santa Ana and believes that such residence would be of benefit to the City and enhance City Manager's performance as City Manager, and therefore, the City will pay City Manager the following allowances and assistance in order to offset the costs and expenses he will incur in establishing a temporary residence in the City, selling his existing Phoenix residence, acquiring a permanent residence in the City and moving both his temporary and permanent residences: (a) Temporary Housing Assistance City Manager shall be provided with reimbursement for the actual costs of temporary housing while City Manager seeks and obtains permanent Santa Ana housing in a sum not to exceed $3,000 per month and for a period not to exceed 12 months from the date of this Agreement. Prior to the 12 month maximum duration, said Temporary Housing Assistance shall cease upon City Manager closing escrow on the purchase of a local residence or the execution of a lease on a non-temporary residence. (b) Housing Allowance Upon the termination of the Temporary Housing Assistance referenced above, City Manager shall be provided with a housing allowance in the sum of $2,000.00 per month for the duration of the balance of the 3 year term of this Agreement. Said housing allowance shall be contingent upon City Manager residing within the City. 3. Performance Evaluation. The Mayor and the City Council are responsible for setting performance goals on an annual basis in consultation with the City Manager. The City Council shall review and discuss City Manager's performance in or around July of each year commencing in 2014. However, Employee acknowledges and accepts the fact that the City Council as Employer has the right to schedule an evaluation session at any time in accordance with the notice and all other requirements of the Brown Act. 4. Bonds. City shall bear the full cost of any fidelity or other bonds required of City Manager under any law or ordinance. 45635.01000\7118043 A 4 25L-6 5. Transportation and General Business Expenses. 5.1 Vehicle Provision City shall provide City Manager with a vehicle, as well as fuel, maintenance and liability insurance for said vehicle, for City Manager's use in commuting in the performance of his employment duties and for incidental personal use. 5.2 General Business Expenses (a) City agrees to budget and pay for professional dues and subscriptions for City Manager necessary for his continuation and participation in national, regional, state and local boards, task-forces, conferences and meetings, associations and organizations desirable for City Manager's continued participation, professional growth and advancement, and for the benefit of the City. (b) City agrees to budget and pay for travel and subsistence expenses of City Manager for professional and official travel, board and task-force meetings, and occasions to adequately continue the professional development of City Manager and to pursue necessary official functions for City. (c) City shall provide City Manager with the necessary technology tools, including and not limited to computer, software, cell phone and such other technologies as required by City Manager to perform his duties and to maintain communications. 6. Abuse of Office or Position. Pursuant to Government Code Sections 53243, 53243.1 and 53243.2, which became effective on January 1, 2012, if City Manager is convicted of a crime involving an abuse of his office or position, all of the following shall apply: (1) if 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 (which would be in its sole discretion, as it is generally not obligated to pay for a criminal defense), City Manager shall be required to fully reimburse City such amounts paid; and (3) 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 this Section, abuse of office or position means either: (1) an abuse of public authority, including waste, fraud, and violation of the law under color of authority; or (2) 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 Penal Code. 7. Notices. Any notice required or permitted by this Agreement shall be in writing and shall be personally served upon the other Party, or sent by United States Postal Service, postage prepaid and addressed to the appropriate Party as follows: 45635.01000\7118043 4 5 25L-7 If to City: City Attorney City of Santa Ana 20 Civic Center Plaza Santa Ana, CA 92702 If to City Manager: David Cavazos City Manager City of Santa Ana 20 Civic Center Plaza Santa Ana, CA 92702 Notice shall be deemed given as of the date of personal service or upon the date of deposit in the course of transmission with the United States Postal Service. 8. Duties, Acceptance of Appointment, Hours of Work, Regional Liaison. 8.1 Duties City hereby agrees to employ Employee as City Manager of the City of Santa Ana to perform the functions and duties specified in the City Charter of the City of Santa Ana, and to perform such other legally permissible duties and functions as the City Council may from time to time assign. 8.2 Acceptance of Appointment Employee hereby accepts the appointment as City Manager of the City of Santa Ana subject to all terms and conditions set forth in this Agreement. 8.3 Hours of Work It is recognized that City Manager devotes a great deal of time outside the normal City Hall office-hours schedule, and to that end, he shall be allowed to establish his work schedule, taking into consideration that he is responsible for the supervision of employees and has responsibilities to serve all departments of the City. 9. Termination. 9.1 At-Will Employee Employee shall serve at the will and pleasure of the City Council. Nothing in this Agreement shall prevent, limit or otherwise interfere with the right of the City Council to suspend from duty, remove from office or otherwise terminate the services of City Manager at any time, at the sole discretion of the City Council, as provided in the City Charter. This Agreement may be terminated as follows. 45635.0100017118043.4 25L-8 9.2 Termination - Council Vote As required in Section 500 of the City Charter, the City Council may remove the City Manager by motion adopted by the affirmative votes of at least two-thirds (2/3) of the members of the City Council. At least thirty (30) days before such removal shall become effective, the City Council shall by resolution adopted by the affirmative votes of at least two- thirds (2/3) of the members of the City Council state the reasons in writing for the removal of the City Manager. 9.3 Termination - Change in Form of Government If any of the governing policies pertaining to the role, power, duties, authority, or responsibilities of City Manager are amended to substantially change City's form of government, either by action of the City Council, a duly passed initiative measure or state legislation, City Manager shall have the right to terminate the Agreement. 9.4 Reduction of Salary or Benefits If the City Council reduces the Annual Base Salary or any other financial benefit of the City Manager in a percentage that is greater than the average reduction of base salary for all executive managers of the City, such action shall constitute a termination of this Agreement. 9.5 Resignation City Manager may voluntarily resign his position as City Manager, after giving City at least sixty (60) days written notice prior to the effective date of such resignation, unless such notice is waived in whole or part by the City Council. In the event the City Manager resigns from his employment with City, the City Manager shall not be entitled to any Severance Pay. 9.6 Severance In the event this Agreement is terminated pursuant to any one of Sections 9.2, 9.3 or 9.4 of this Agreement, the City Manager shall receive a severance payment, in a lump sum, equal to twelve (12) months of City Manager's then monthly Base Salary ("Severance Pay") in accordance with the provisions of this Agreement. A Severance Pay payment shall be his sole remedy for termination under sections 9.2, 9.3 or 9.4 of this Agreement. The Severance Pay shall be paid after the City Manager executes a waiver and release agreement prepared by the City Attorney in a form substantially similar to that one set forth as Exhibit "B" to this Agreement. Notwithstanding any provision of this Agreement to the contrary, City may terminate City Manager's employment for cause at any time and without prior notice, and if City Manager is terminated for cause, he shall not be entitled to payment of severance compensation or any other compensation or damages. "Cause" shall include the following reasons: turpitude. (a) Conviction of a crime, whether misdemeanor or a felony, involving moral 45635.01000\7118043.4 7 25L-9 For purposes of this paragraph, a plea of nolo contendere shall also be considered a conviction. (b) City Manager is determined by a court of competent jurisdiction or the State of California Fair Political Practices Commission to have knowingly and unlawfully participated in a governmental decision in which he had a conflict of interest as defined in Government Code Section 87100, et seq. or Government Code Section 1090 et seq. (c) Failure to follow a lawful directive of the Council after written notice of said failure is provided to City Manager approved by five (5) or more affirmative notes of its seven (7) members. (d) Continued abuse of drugs or alcohol that materially affects the performance of the City Manager's duties. (e) Repeated and protracted unexcused absences from the City Manager's office and duties. 10. General Provisions. 10.1 This writing constitutes the entire agreement between the parties with respect to the subject matter hereof, and supersedes all prior oral or written representations or written agreements on the subject matter hereof, which may have been entered into between the parties. No modification or revision to this Agreement shall be of any force or effect, unless the same is in writing and executed by the Parties hereto. 10.2 Each Party agrees and acknowledges that no representations, inducements, promises, or agreements, oral or otherwise, have been made by any Party, or anyone acting on behalf of any Party, which are not embodied herein and that any agreement, statement, or promise not contained in this Agreement shall not be valid or binding on either Party. 10.3 If any provision, or portion thereof, contained in the 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. 10.4 This Agreement shall be governed by and construed in accordance with the law of the State of California. 10.5 This Agreement shall be construed as a whole, according to its fair meaning, and not in favor or against any Party. By way of example and not in limitation, this Agreement shall not be construed in favor of the Party receiving a benefit nor against the Party responsible for any particular language in this Agreement. 10.6 Employee acknowledges that he has had an opportunity to consult legal counsel in regard to this Agreement, that he has read and understands this Agreement, that he is fully aware of its legal effect, and that he has entered into it freely and voluntarily and based on his own judgment and not on any representations or promises other than those contained in this 45635.01000\7118043.4 8 25L-10 Agreement. 11. Intentionally Left Blank 12. Communications in the Event of Termination 12.1 In the event the City terminates Employee for any reason or no reason, the City and Employee agree that no member of the City Council or City employees acting on behalf of the City shall make any written, oral, or electronic statement to any member of the public, the press, or any City employee concerning the Employee's termination except in the form of a joint press release or statement, which is mutually agreeable to the City and the Employee. The joint press release or statement shall not contain any text or information that is disparaging to either Party. Either Party may verbally repeat the substance of the joint press release or statement in response to any inquiry. 13. Indemnification 13.1 City shall defend, hold harmless and indemnify City Manager against any tort, professional liability claim or demand or other legal action, whether groundless or otherwise, arising out of any alleged act or omission occurring in the performance of City Manager's duties or resulting from the exercise of his judgment or discretion in connection with the performance of his duties. City shall not unreasonably refuse to provide for legal representation at City's expense. Legal representation, provided by City for City Manager, shall extend until a final determination of the legal action including any and all losses, damages, judgments, interests, settlements, fines, court costs, and the reasonable costs and expenses of legal proceedings, including appeals, and including attorneys' fees, and expert witness fees and all other trial and appellate costs, and other liabilities incurred, imposed upon, or suffered by such City Manager in connection with or resulting from any claim, action, suit, or proceeding, actual or threatened, arising out of or in connection with the performance of City Manager's duties. 13.2 City agrees to pay all reasonable litigation expenses of City Manager throughout pendency of any City-related litigation to which City Manager is a party, witness or advisor to the City. Such expense payments shall continue beyond City Manager's employment with the City as long as litigation is pending. Post-employment, City agrees to pay City Manager for reasonable consulting fees, travel expenses and other costs, when City Manager serves as a witness, advisor or consultant to City regarding pending litigation. [SIGNATURES ON FOLLOWING PAGE] 45635.01000\7118043.4 9 25L-11 IN WITNESS WHEREOF, the Parties have executed this City Employment Agreement as of the day of August, 2013. EMPLOYEE/CITY MANAGER David Cavazos CITY OF SANTA ANA Approved as to Form: enia 4 Miguel A. Pulido . Carval ho, Best Best & Krieger Mayor orney ATTEST: Maria D. Huizar Clerk of the Council 45635.01000\7118043.4 10 25L-12 Exhibit "B" WAIVER AND RELEASE I, the undersigned, do hereby acknowledge and attest that I have read and understood section 9.6 of my Employment Agreement with the City of Santa Ana and hereby agree that by accepting twelve (12) months Severance Pay in the amount of $ [12 x current monthly base salary], I agree to waive all rights to further claims, remedies, or legal action against the City, its officers and employees. In exchange for receipt of the Severance Payment, I and my representatives, heirs, successors, and assigns do hereby completely release and forever discharge the City of Santa Ana and its related entities and their present and former officers, directors, council members, agents, employees, attorneys, and successors (collectively, "Released Parties") from all claims, rights, demands, actions, obligations, liabilities, and causes of action of every kind and character, known or unknown, mature or unmatured, which I may have now or in the future arising from any act or omission or condition occurring on or prior to the date this waiver is signed whether based on tort, contract (express or implied), or any federal, state, or local law, statute, or regulation (collectively, the "Released Claims"). Released Claims shall also include, but not be limited to, claims for wages or other compensation due, severance pay, bonuses, sick leave, vacation pay, life or health insurance, or any other fringe benefit. Employee knowingly and voluntarily waives any and all rights or benefits that he may now have, or in the future may have, under the terms of Section 1542 of the California Civil Code, which provides as follows: A GENERAL RELEASE DOES NOT EXTEND TO CLAIMS WHICH THE CREDITOR DOES NOT KNOW OR SUSPECT TO EXIST IN HIS OR HER FAVOR AT THE TIME OF EXECUTING THE RELEASE, WHICH IF KNOWN BY HIM OR HER MUST HAVE MATERIALLY AFFECTED HIS SETTLEMENT WITH THE DEBTOR. By initialing below, the Employee acknowledges that he or she has read and understands this waiver and voluntarily and knowingly is waiving his right under Section 1542 to pursue unknown or unanticipated claims, rights, demands, actions, obligations, liabilities and causes of action of any kind. Initials of Employee 45635.01000\7118043.4 11 25L-13 Employee shall not file any claim, sue or initiate, against any Released Party, any compliance review, action, or proceeding, or participate in the same, individually or as a member of a class, under any contract (express or implied), or any federal, state, or local law, statute, or regulation pertaining in any manner to the Released Claims. Approved and Agreed to By: 45635.01000\7118043.4 12 25L-14 2013 EM Summary of Benefits Auto Allowance $6000/year Tuition Reimbursement $2000 per FY max Dental Insurance Delta Dental PPO Safeguard Dental HMO Max paid by City $90.00/month Health Insurance - Provided by CaIPERS Blue Shield PPO or HMO Based Plans Kaiser HMO Plan PERS Choice, PERS Care, PERS Select Max paid by City $558.95/mo EE Only; $1,117.90/mo. EE+1; $1,453.27/mo. EE 2+ Life Insurance 3x salary, to max of $300,000 100% City Paid Long Term Disability 2/3 of first $7500/month, after 60 days. City pays 100% of premium cost. Medical Retirement Subsidy Plan Subsidy of $12.41 /year of service to help pay for Medical Premiums at retirement Supplemental Life and AD&D Insurance for Employee, Spouse and Children lx to 5x Salary 100% paid by employee Vision Insurance EyeMed Vision Care 100% paid by employee Bereavement 3 working days; 16 additional hours if employee must travel over 500 miles; charged to Personal Necessity PN Holidays 96 hours Management Vacation Benefits 40 hours Sick Leave 96 hours Vacation & Longevity Vacation 120 hours per year (1-5 yrs) 124-160 hours per year (6-15 yrs) 168-200 hours per yr (16-20 yrs) Employer Paid Member Contribution EPMC for Miscellaneous 8% Employees hired after 1/1 /13 that are new CalPERS Members are not eligible for EPMC PERS: Miscellaneous Classic Employees RETIREMENT FORMULA 2,7%@ 55 PERS: Miscellaneous Classic Employees EMPLOYEE CONTRIBUTION 8.0% Employee Contribution PERS: Miscellaneous New CalPERS Members RETIREMENT FORMULA 2%, @ 62 PERS: Miscellaneous New CaIPERS Members EMPLOYEE CONTRIBUTION 6.75% Employee Contribution kc Aug 1, 2013 LVL- 10 CITY MANAGER CONTRACT COST SALARY 315,000.00 315,000.00 315,000.00 DEFERREC COMP 457 23,000.00 23,500.00 24,000.00 PERS ER COST 62,686.00 62,686.00 62,686.00 MEDICAL INS 17,439.00 17,439.00 17,439.00 DENTAL INS 1,080.00 1,080.00 1,080.00 LIFE INS 439.00 439.00 439.00 LONG TERM INS 316.00 316.00 316.00 HEALTH RETIREE BEN 5,512.00 5,512.00 5,512.00 40 HRS MGMT LEAVE 6,057.69 6,057.69 6,057.69 80 HRS LONGEVITY LEAVE 12,115.38 - - 80 HRS SICK LEAVE 12,115.38 - - 200 ANNUAL VAC ACCRUAL 30,288.46 30,288.46 30,288.46 96 ANNUAL SICK ACCRUAL 14,538.46 14,538.46 14,538.46 96 ANNUAL HOLIDAY ACCRUAL 14,538.46 14,538.46 14,538.46 RELOCATION 7,500.00 TEMP HOUSING 36,000.00 - - HOUSING ALLOWANCE - 24,000.00 24,000.00 ANNUALTOTAL 558,625.85 515,395.08 515,895.08 25L-16