HomeMy WebLinkAboutRES 2001-10RESOLUTION NO. 2001-10
RESOLUTION OF THE CITY OF DIAMOND BAR SETTING FORTH PERSONNEL RULES
AND REGULATIONS REGARDING THE PAYMENT OF SALARIES, SICK LEAVE,
VACATIONS, LEAVES OF ABSENCES, AND OTHER REGULATIONS; RESCINDING
RESOLUTION NO. 96-53M IN ITS ENTIRETY.
THE CITY COUNCIL OF THE CITY OF DIAMOND BAR HEREBY RESOLVES,
ORDERS, AND DETERMINES AS FOLLOWS:
WHEREAS, the City Council has determined that it is necessary to the efficient operation
and management of the City that rules and regulations be maintained prescribing sick leave,
vacation, leaves of absences, and other regulations for the officers and employees of the City;
and
WHEREAS, it is necessary from time to time to establish comprehensive wage and salary
schedules and to fix the rates of compensation to be paid to officers and employees of the City.
NOW, THEREFORE BE IT RESOLVED by the City Council of the City of Diamond
Bar, California, as follows:
SECTION 1. COMPREHENSIVE WAGE AND SALARY PLAN
There is hereby established a Comprehensive Wage and Salary Plan for employees of the
City of Diamond Bar. The Comprehensive Wage and Salary Plan is designed to provide for a
fair and efficient framework for the administration of wages and is based upon the
recommendations of the City Manager.
SECTION 2. SALARY SCHEDULE
Pursuant to Ordinance 21 (1989), the Diamond Bar City Council hereby establishes the
salaries and the various full-time positions of the City of Diamond Bar. As of the pay period
commencing on July 1, 2000, the compensation of the various classes of positions shall be as
shown on Schedule A and B (attached).
SECTION 3. FULL-TIME AND PART-TIME SALARY SCHEDULE
GUIDELINES
A. New full-time and regular part-time employees shall be hired at the entry step or any step
at the discretion of the City Manager and must successfully complete a one-year
probation period. At the end of six months, the employee will be given a performance
evaluation and may be eligible for the next step. Every year thereafter, employees shall
be given a performance evaluation and shall move to each successive step, so long as the
employee's performance is satisfactory or above.
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B. Intermittent and seasonal part-time employees shall be hired at the entry step or any step
at the discretion of the City Manager and must successfully complete a one-year
probation period. At the end of six months, the employee will be given a performance
evaluation. In order to receive a step increase, a part-time employee must complete one
year of service and worked a minimum of 500 hours.
SECTION 4. PROBATION
In an effort to monitor newly hired employees, the probation period for newly hired
employees is one year.
SECTION 5. MILEAGE REIMBURSEMENT
Private automobiles are not to be used for the City business except as authorized. The
City Manager may authorize such use at the reimbursement rate equal to that set forth by the
Internal Revenue Service. Payments shall be based upon the most direct route to and from the
destination, and garage and parking expenses shall be paid in addition to the current rate, upon
submission of paid receipts.
SECTION 6. HEALTH, DENTAL, VISION, LIFE, DEFERRED —_
COMPENSATION, LONG TERM DISABILITY AND
UNEMPLOYMENT INSURANCE.
All designated officials, full-time employees and designated regular part-time employees
are eligible to receive group health, dental, vision, life, deferred compensation, disability
insurance and unemployment insurance within the City's group insurance carrier(s), with the
administrative cost and premiums paid by the City to a maximum established in Section 7, after
30 days of employment. Dependents of employees are eligible for health, dental and vision
insurance.
SECTION 7. FRINGE BENEFIT PACKAGE
An employee benefit program is authorized wherein all designated employees, full-time
and designated regular part-time employees have a choice of medical and/or fringe benefits, as
described in Section 6, in an amount not to exceed $675.00 a month (pro -rated for regular part-
time employees), paid by the City.
A. Employees, defined as Management shall receive an additional $30.00 per month to be
applied as described in Section 6.
B. All eligible employees shall participate in the Life, Dental and Vision Insurance programs.
The City shall pay the cost of the employee in addition to the benefit program described in
Section 6 or Section 7(A). Monies in excess of the City `s 457 Plan shall be paid off
annually each December.
C. All eligible employees may participate in the City's 401(A) deferred compensation plan.
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SECTION 8. PART-TIME EMPLOYMENT
A. Definitions
1. A part-time position may be regular, intermittent, or seasonal part-time.
a. A regular part-time position is a position that is utilized twelve (12) months per
year and works an average of 20 or more hours per week on a year round basis.
Regular part-time employees are eligible for prorated benefits.
b. An intermittent part-time position is a position that is utilized an average of 19-
1/2 hours or less per week and no more than 1000 hours per calendar year.
Intermittent employees are not eligible for benefits.
c. A seasonal part-time position is a position that is utilized up to 40 hours per week
on a seasonal or partial year basis, but no more than 1000 hours per year. Seasonal
employees are not eligible for benefits.
2. Hourly compensation for the various part-time positions shall be as set forth in
Schedule B (attached).
SECTION 9. STATUS OF EMPLOYMENT
All employees serve under the City Manager, pursuant to Government Code Section
34856. Per Government Code Section 36506, nothing in these rules and regulations shall be
construed to provide employees with any tenure or property interest in employment.
SECTION 10. PUBLIC EMPLOYEES' RETIREMENT SYSTEM - DEFERRED
COMPENSATION
The City of Diamond Bar shall pay the employee contribution of said employee salary to
the State Public Employees' Retirement System (PERS) as deferred income.
SECTION 11. PAY PERIODS
The compensation due to all officers and employees of the City shall be paid on a bi-
weekly basis.
SECTION 12. PAY DAYS
Warrants, checks or electronic transfers in the payment of compensation shall be made
available by the City to employees and officers of the City on the Friday succeeding the close of
any given pay period. In an event that pay day falls on a holiday, all warrants, electronic
transfers or checks in payment of compensation shall be made available to the City employee on
the last work day preceding the holiday.
SECTION 13. WORKING HOURS AND OVERTIME
A. Nine (9) hours Monday through Thursday and eight (8) hours on Friday, exclusive of
lunch period, shall constitute a day's work for all full time employees participating in the
9/80 flex plan. Employees participating in the 9/80 -flex plan will work 80 hours in a
nine -day period.
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Eight (8) hours, exclusive of lunch period, shall constitute a day's work for all full time
employees participating in the traditional eight- (8) hour work schedule.
B. The official work week of the City of Diamond Bar shall be Monday through Thursday,
7:30 a.m. to 5:30 p.m., and Friday, 7:30 a.m. to 4:30 p.m. It shall be the duty of each
Department Head to arrange the work of their Department so that each employee therein
shall not work more than five days in each calendar week. The City Manager may require
an employee to temporarily perform service in excess of five (5) days per week when
public necessity or convenience so requires.
1. The work period will be begin at 12:01 p.m. on Friday and end the following Friday
at noon for all full-time employees on a traditional schedule and all full-time
employees scheduled to be off on Fridays in accordance with the 9/80 work schedule.
2. The work period will begin at 12:01 p.m. on Monday and end the following Monday
at 12 noon for all full-time employees scheduled to be off on Mondays in accordance
with the 9/80 schedule.
C. Whenever an employee, other than an Management employee, shall be required to work
overtime, beyond 40 hours per week, such person shall receive compensation for such
overtime worked at one and one-half (1 1/2) times the regular rate of pay, provided they
have completed full 40 hour work week.
D. Any full time employee, other than an Management Team Member, who is required to
work on an observed holiday beyond the regular 40 hour work week, shall be entitled to
pay at the rate of two (2) times the regular rate of pay provided they have worked a 40
hour work week.
E. Full-time and permanent part-time employees are prohibited from working overtime
without express authorization from the City Manager.
F. There is nothing contained within this Section to exclude the City from implementing a
4-10 or traditional Plan at their option.
SECTION 14. ANNUAL VACATION
A. A full time employee, pursuant to the below schedule, shall be entitled to a vacation, to
be accrued at the appropriate hours per pay period. Regular part-time employees are
eligible for vacation at a pro -rated accrual rate based upon hours scheduled to work.
YEARS OF SERVICE
ANNUALVACATION
ACCRUAL
1 -5 80 hours 3.08 hours per pay period
6-10 120 hours 4.62 hours per pay period
11 & up 160 hours 6.15 hours per pay period
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B. Vacation time may be accumulated to a maximum of 160 hours. Once the 160 -hour
maximum accumulation is exceeded, no further vacation leave shall accrue until the
employee reduces the accumulation below the maximum. The City Manager may
approve vacation time accumulations exceeding 160 hours, provided the vacation hours
are scheduled to be expended within one month of exceeding the maximum hours. The
City Manager may also allow the vacation time to be reduced through the pay out of
vacation time. Requests for exceeding maximum accruals or payout should be submitted
in writing to the City Manager.
C. The total vacation allowance shall be computed to the nearest whole day based upon the
number of full months of City service.
D. In the event one or more observed holidays follow accumulated vacation leave, such days
shall not be charged as vacation leave and the vacation leave shall be extended
accordingly for those employees eligible for such holidays.
E. An employee shall take vacation at such time during the calendar year based upon due
regard to the needs of the employee's services and the work schedule.
F. Vacation shall be taken during the year following which the vacation privilege has been
earned.
G. The time set for the vacation of the City Manager shall be subject to the approval of the
City Council.
H. Employees who terminate shall be paid the salary equivalent to all accrued and
accumulated vacation.
I. All vacation requests shall be made at least ten (10) days in advance and employee's
supervisor and City Manager must give prior approval.
J. If an employee does not request time off in advance and simply does not show up for
work, the City Manager may deny the use of vacation time or other benefit for the time
off, and said employee is subject to disciplinary action including discharge.
K. Management employees, for the purpose of accrual, shall be credited with previous
municipal experience, up to five (5) years of full-time service.
SECTION 15. SICK LEAVE
A. Sick leave with pay shall be accrued by full-time employees at a rate of 3.08 hours per
pay period. Regular part-time employees are eligible for sick leave receive such a pro-
rated accrual rate based upon hours scheduled to work.
B. Employees are eligible to use sick leave, as it is accrued and/or accumulated.
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C. Unused sick leave may be accumulated to a maximum total not to exceed 160 hours.
Absence or illness may not be charged to sick leave if not already accrued and/or
accumulated.
D. Each full time employee shall be paid annually for all accrued sick leave in excess of the
maximum allowable accumulation of 160 hours at a rate of one-half the employee's
current wage at the time of payment. Said payment is to be made during the month of
December, or at such other time as the City Manager may determine, at his/her absolute
discretion, as appropriate.
E. Sick leave shall be allowed only in case of necessity and actual sickness or disability of
the employee or dependent family members, as determined by the City Manager. In
order to receive sick leave with pay, the employee shall notify the Department Head prior
to or within two (2) hours after the time set for beginning daily duties. The City Manager
may, if he/she deems necessary, require the employee to file a Physician's Certificate or a
Personal Affidavit.
F. Sick leave shall not accrue to any employee for any month in which that employee is on
unpaid leave and does not work a minimum of 80 hours in any one month.
G. If an employee does not show up for work and does not call in within two hours, the City
Manager may deny use of sick leave for the unauthorized time off, and employee is
subject to disciplinary action.
H. Except as otherwise required by law, employees using all accumulated sick leave may be
deemed to have abandoned their employment.
I. After five (S) years of service, when an employee retires, resigns or terminates in good
standing, that employee will be paid all accumulated sick leave at a rate of one-half (1/2)
of the employee's current rate of pay at his/her date of termination.
J. Sick leave to attend to the illness of a child, parent, or spouse of the employee (pursuant
to California Labor Code Section 233). Use of sick leave for this purpose (as opposed to
when used for an employee's own illness), shall be limited to half the yearly sick leave
entitlement in any one (1) year period. The amount of leave available is limited to what
the employee accrued prior to utilizing sick leave for this purpose. Additionally, sick
leave taken for this purpose shall be allowed only in the case of necessity of and actual
illness of an employee's child, parent, or spouse as determined by the City Manager. In
order to receive sick leave with pay for this purpose, the employee shall notify the
department head prior to or within (2 hours after the start of the employee's scheduled
work shift. The City Manager may, if he/she deems necessary, require the employee to
file a Physician's Certificate (regarding the illness of the employee's child, parent or
spouse) or an Affidavit stating the cause of absence. Use of sick leave under this section
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shall not extend the maximum period of leave to which an employee is entitled under
Family and Medical Leave (Section 16).
SECTION 16. FAMILY AND MEDICAL LEAVE
The family and medical leave policy complies with the California Government Code,
Sections 12945, 12945.2, and 19702.3, and the federal Family and Medical Leave Act of 1993.
California law shall prevail unless preempted by federal law.
Copies of the state and federal acts are available in the Personnel Department. Following is a
summary of pertinent sections.
A. The family and medical leave allows for an eligible employee to take twelve (12) weeks
of leave in a twelve (12) month period for the birth, adoption, or foster care of a child; the
serious health condition of the employee's child, parent or spouse; or the employee's own
serious health condition.
B. During the twelve (12) week period, paid leave may be charged to accrued benefit time
such as vacation, administrative leave and floating holidays, at the employee's request
during the family and medical leave period as long as the total time off does not exceed
twelve (12) weeks in a twelve (12) month period. In addition, accrued sick leave may be
used at the employee's request, in accordance with Section 15. If the employee has
extinguished their benefit leave and accrued leave balance, but have a balance in their
FMLA, they are still eligible to take the time, but must do so at no pay and with no
accrual of leave time (sick or vacation).
C. Health insurance benefits shall continue for the duration of the family and medical leave
under the same conditions as if the employee had continued employment. If the
employee fails to return to work after the period of leave to which the employee is
entitled has expired, the City is entitled to recover the premiums paid on behalf of the
employee for maintaining coverage.
D. To be eligible for family and medical leave, the employee must be employed by the City
of Diamond Bar for at least 12 months and has worked at least 1,250 hours over the
previous 12 -month period for the City of Diamond Bar.
E. The City will use a rolling 12 -month period measured backward from the date the
employee uses FMLA.
F. The City Manager may, if he/she deems necessary, required the employee to file a
Physicians Certificate or Personal Affidavit stating the cause of absence.
G. When a husband and wife are both employed by the City of Diamond Bar, they are
limited to a total of 12 weeks collectively for family leave during the 12 -month period.
H. Employee will be reinstated to the same position of employment held when the
employee's leave commenced; or reinstated to an equivalent position with equivalent
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employment benefits, pay, and other terms and conditions of employment, unless position
ceased to exist for reasons unrelated to the leave.
SECTION 17. PREGNANCY DISABILITY LEAVE
In compliance with California law, the following section has been added. Separate from
FMLA, when an employee is pregnant, they are eligible for six weeks of leave for a normal
childbirth and up to 16 weeks when there is certification by a physician that there is a disability
or related medical condition due to the pregnancy.
A. During the Pregnancy Disability Leave Time, paid leave may be charged to accrued
benefit time such as vacation, administrative leave and floating holidays, at the
employee's request. In addition, accrued sick leave may be used at the employee's
request, in accordance with Section 15. If the employee has extinguished their benefit
leave and accrued leave balance, but have a balance in their PDL, they are still eligible to
take the time, but must do so at no pay and with no accrual of leave time (sick or
vacation).
B. Health insurance benefits shall continue for the duration of the Pregnancy Disability
Leave under the same conditions as if the employee had continued employment. If the
employee fails to return to work after the period of leave to which the employee is —
entitled has expired; the City is entitled to recover the premiums paid on behalf of the
employee for maintaining coverage.
C. The City Manager may require the employee to file a physician's certificate or personal
affidavit if the leave is to be for more than a six-week period.
SECTION 18. BEREAVEMENT LEAVE
When circumstances are such and the City Manager determines that conditions warrant,
three (3) paid bereavement leave days may be granted in the event of death.of a relative of a full-
time employee. "Relative" is defined as spouse, parents, children, step -children, brother, sisters,
grandparents, grandchildren, half-brothers, half-sisters, aunts, uncles, to the City employee or as
may be approved by the City Manager.
SECTION 19. UNAUTHORIZED LEAVE
If an employee does not show up for work for three consecutive work days without
notifying said employee's supervisor or Department Head, said employee shall be considered to
have voluntarily terminated employment with the City.
SECTION 20. ON-THE-JOB INJURY
Whenever a person is compelled to be absent from employment with the City on account
of injury arising out of or in the course of' that employee's employment as determined by the
Workers' Compensation Act, the employee may elect to apply pro -rated accrued sick leave, if
any, to such absence to receive compensation of an amount of the difference between the
RES OLUTION 2001-10
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compensation received under the Workers' Compensation Act and that employee's regular pay,
not to exceed the amount of the employee's earned sick leave. An employee in such instance may
also elect to use any earned vacation time in like manner after sick leave is exhausted. The City
will pay the employee up to three (3) days of that employee's regular salary as it relates to an on-
the-job injury and if not covered by Workers' Compensation.
SECTION 21. JURY DUTY
If a full-time employee is called for jury duty, such person shall receive regular pay while
actually performing jury service, however, any amount received by such employee as payment
for services as juror shall be reimbursed to the City. All mileage paid to the employee, as a juror
shall not be considered as a reimbursable item to the City. Regular part-time employees who are
eligible for jury duty receive such as a pro -rated accrual rate based upon hours scheduled to
work.
SECTION 22. ATTENDANCE
Full time employees shall be in attendance at their work in accordance with the rules
regarding hours of work, holidays, and leave. Departments shall keep attendance records of all
employees. Absence of any employee without leave may result in possible disciplinary action,
including discharge.
SECTION 23. HOLIDAYS
A. Holidays which fall on Saturday shall be observed on the preceding Friday, and holidays
which fall on Sunday shall be observed on the following Monday. Paid holidays are only
for the observed days.
B. The City of Diamond Bar's observed paid holidays are as follows:
1. New Year's Day (January 1)
2. President's Day (observed the third Monday in February)
3. Memorial Day (observed the last Monday in May)
4. Independence Day (July 4)
5. Labor Day (observed first Monday in September)
6. Veteran's Day (November 11)
7. Thanksgiving Day
8. Day following Thanksgiving Day
9. Christmas Eve (December 24)
10. Christmas Day (December 25)
11. Sixteen (16) Floating Holidays Hours
C. If an observed holiday falls on a nine (9) hour work day under the 9/80 work schedule,
those employees on the 9/80 schedule shall receive nine (9) hours of holiday pay and
those employees on a traditional work schedule shall receive eight hours of holiday pay.
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D. If an observed holiday falls on an eight (8) hour work day under the 9/80 work schedule.
those employees on the 9/80 schedule shall be receive eight (8) hours of holiday pay and
those employees on the traditional work schedule shall receive eight (8) hours of holiday
pay.
SECTION 24. FLOATING HOLIDAY HOURS
A. Each full time employee is allowed sixteen (16) hours per calendar year, January through
December. Regular part-time employees are allowed prorated floating holiday hours per
calendar year, January through December based upon hours scheduled to work.
B. Floating Holidays hours are not cumulative and must be used during the above period or
said employee will lose the allocated hours.
C. Each employee must submit a request in advance, and approval must be given by the
employee's supervisor and Department Head.
D. An employee is eligible to use floating holidays hours as they are accrued.
E. Floating Holidays hours may be used in lieu of sick leave only if all other benefit time
has been exhausted.
SECTION 25. TRAINING PLAN
The City Manager and employees of the City are eligible to request specialized training
in the form of symposiums, special courses, forums, etc., at the City's expense.
SECTION 26. LEAVE OF ABSENCE
Leave of absence without pay may only be granted by the City Manager and shall not
exceed one year, except as otherwise prescribed by law.
SECTION 27. RESIGNATION
An employee wishing to terminate employment in good standing shall file a written
resignation with the City Manager stating the effective date and reasons for leaving, at least two
(2) weeks prior to the resignation. Failure to give such notice shall mean the employee did not
terminate in good standing, unless by reason of hardship and upon that employee's request, the
City Manager has waived the two-week notice requirement.
SECTION 28. ANTI -NEPOTISM PROVISION
A. Relatives of those listed below may not be employed anywhere in the City organization:
1. City Council Members;
2. Standing Board and Commission members;
3. Management Team Members of the City;
4. Employees of the City Manager's Department; or
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5. Employees of the Personnel Department.
B. The employment of a relative within a department is prohibited when they:
1. Perform joint duties;
2. Share responsibility of authority;
3. Function in the same chain of command; and
4. Work on the same shift at the same work site.
C. For business reasons of supervision, safety, security or morale, the City may refuse to
place one spouse under the direct supervision of the other spouse.
D. For business reasons of supervision, safety, security or morale, an employer may refuse
to place both spouses in the same department, division, or facility if the work involves
potential conflicts of interest or other hazards greater for married couples than other
persons.
E. "Relative" means child, stepchild, parent, grandparent, grandchild, brother, sister, half-
brother, half-sister, aunt, uncle, niece, nephew, parent -in-law, brother -in law, sister-in-
law, or another individual related by blood or marriage.
F. "Employee" means any person who receives a City paycheck for services rendered to the
City.
G. For business reasons, these sections shall be enforced to address the marriage of
employees in the City's employment, within six (6) months of said marriage.
H. Exceptions to this section may be made by the City Manager in unusual circumstances
where the concerns addressed by this policy are not implicated. Any appeal of the
enforcement of this section shall be in accordance to the City's grievance procedures.
SECTION 29. NON-DISCRIMINATION
The City of Diamond Bar does hereby affirm to adopt and support a policy of non-
discrimination with regard to all phases of personnel recruitment, selection and appointment.
The City further declares that it will not exclude from participation in, deny the benefits to, or
subject to discrimination any person on the basis of race, color, sex, religious affiliation, national
origin, age or disability, thereby affirming the City of Diamond Bar's posture as an equal
opportunity employer.
SECTION 30. EMPLOYEE PERFORMANCE EVALUATION APPEALS
PROCEDURES
It is the intent of the City to offer fair and equitable appeals procedures for employee's
performance evaluations. Below are the official guidelines.
A. Employee and supervisor meet to review and discuss the employee's performance
evaluation.
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B. The employee may respond in writing to the contents of the evaluation. The employee
must submit this response to the Department Head within five (5) working days
immediately following receipt of the evaluation.
C. The Department Head, as the reviewing official, shall respond in writing to the employee
within five (5) working days. This response becomes an official part of the evaluation.
D. If the Department Head does not respond or if the employee chooses to continue to
appeal following the response from the reviewing official, the employee must submit an
additional written response to the Personnel Officer within five (5) working days after
receipt of the reviewing official's response.
E. The Personnel Officer shall review the evaluation appeal within five (5) days with the
employee, supervisor and Department Head. Every effort will be made at this level to
resolve the appeal. If the Personnel Officer and City Manager are the same, the appeal
shall proceed directly to the City Manager. If the Personnel Officer and City Manager are
the same, the appeal shall proceed directly to the City Manager.
F. If the matter is not settled, a written appeal may be submitted to the City Manager by the
employee within five (5) working days following the decision rendered in writing by the —
Personnel Officer.
G. The City Manager shall review the appeal with the employee, supervisor, Department
head and Personnel Officer. The decision shall be rendered in writing within fifteen (15)
working days by the City Manager, and the decision of the City Manager shall be final.
SECTION 31. POST OFFER PHYSICAL EXAMS
As a condition of an offer of City employment must successfully pass a post -offer
physical and substance abuse exams and are subject to fingerprinting and a background
investigation. The candidates being considered for employment will be sent to a City authorized
physician at the City's expense.
SECTION 32. EMERGENCY CALL -OUT POLICY
The following Emergency Call -Out Policy shall be adhered to:
A. When a full time employee or part-time, other than an Management employee, is called
out for a City emergency, the employee shall be given a minimum of two hours pay,
regardless of the amount of time it takes to rectify the problem.
B. The employee shall be paid overtime per Section 13.
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SECTION 33. ADMINISTRATIVE LEAVE
Management employees are allowed sixteen (16) of administrative leave per fiscal year.
Additional days of leave may be authorized by the City Manager, based on the number of total
hours the individual works over and above 40 hours per work week.
A. Management employees do not receive paid overtime, and this leave is to recognize those
employees who work over and above 40 hours per week.
B. For purposes of the City's Personnel System, Management Employees are defined as all
employees who occupy positions in the below listed classifications:
Accountant II
Administrative Assistant
Assistant to the City Manager
Associate Engineer
Associate Planner
City Clerk
Communications and Marketing Director
Communications and Marketing Coordinator
Community Services Assistant
Deputy City Manager
Public Works Director
Development Services Assistant
Director of Community Services
Director of Finance
Public Works Supervisor
Recreation Superintendent
Secretary to the City Manager/Office Manager
Senior Administrative Assistant
Superintendent of Parks & Maintenance
C. Administrative leave may not be accumulated and carried over to the following year. It
must be used by June 30 of each fiscal year. Leave may be granted in hourly increments.
Requests shall be submitted to employee's immediate supervisor for approval, then
forwarded to the City Manager for approval. Administrative leave will be authorized at
the convenience of the City and the work schedule.
SECTION 34. MEDICARE
Pursuant to Revenue Billing 86-68 of the Internal Revenue Code, all employees hired
-� after March 31, 1987 will have 1.45 percent of their base salary deducted from their paycheck to
be paid to Medicare. The City will match the 1.45 percent as mandated by law.
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SECTION 35. IMMIGRATION REFORM AND CONTROL ACT OF 1986
In compliance with the Immigration Reform and Control Act of 1986, all new employees
must verify identity and entitlement to work in the United States by providing required
documentation.
SECTION 36. EXTENDED BENEFITS - COBRA
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) provides for
the continuation of health care coverage to certain employees who terminated employment and
beneficiaries of employees who die, become disabled or are divorced. Employees become
eligible for continued coverage upon termination of service, whether voluntary or not (other than
termination for gross misconduct), retirement or reduction in hours worked. For these
employees and their dependents, continued coverage is available for the time period set forth by
law, at their expense.
SECTION 37. TUITION REIMBURSEMENT
Subject to Council fiscal year budget authorization, each full-time and regular part-time
(on a pro -rated basis) employee shall be entitled to reimbursement in the amount of $500 per —_
fiscal year, for college -level or university -level educational courses (including tuition and related
books), which have been approved by the Personnel Officer or his/her designate as being job-
related and of value to the City. Reimbursement under this Section is contingent upon the
verification of the attainment of a letter grade of "C" or better, or in those cases where no letter
grade is given, verification of completion of the course with a "Pass" or "Credit" grade and
submittal of a receipt for registration bearing the name of the course, for which reimbursement is
being requested. In the case of reimbursement for books for any approved/verified course; a
syllabus, course reading list or course outline showing the book as being required for the course,
plus a receipt bearing the title of the book shall be submitted.
SECTION 38. PART TIME EMPLOYEES' RETIREMENT
Effective July 1, 1991, intermittent part time and seasonal part-time employees will be
covered by a retirement system, under Social Security (OASDI). An employee's contribution
rate shall be 6.2% on wages up to the maximum provided by law. The employer's tax rate is the
same. Election workers and emergency workers are excepted from coverage, under this section.
Regular part-time employees are covered under the State Public Employees' Retirement System
(PERS).
SECTION 39. SEVERABILITY
The City Council declares that, should any provision, section, paragraph, sentence, or
work of this Resolution be rendered or declared invalid by any final Court action in a court of
competent jurisdiction, or by reason of any preemptive legislation, the remaining provisions,
sections, paragraphs, sentences, and words of this Resolution shall remain in full force and
effect.
RESOLUTION 2001-10
Page Fifteen
SECTION 40. Resolution No. 96-53M is hereby repealed in its entirety.
ADOPTED AND APPROVED THIS 6th day of February , 2001
Robert S. H f ,Mayor
I, LYNDA BURGESS, City Clerk of the City of Diamond Bar, do hereby certify that the
foregoing Resolution was passed, approved and adopted at a meeting of the City Council of the
City of Diamond Bar held on the 6th day of February , 2001, by the
following vote:
AYES: COUNCIL MEMBERS: Chang,
M/Huff
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: Ansar. i
ABSTAIN: COUNCIL MEMBERS: None
O'Connor, MPT/Herrera,
ATTEST: w ��
Lynda Burgess
City Clerk of the City of Diamond Bar
JOB TITLE
1257
Receptionist
834
Jr. Clerk Typist
967
Clerk Typist
1037
Records Coordinator
1037
Transportation
1037
Clerk
1437
Community Services
1141
Coordinator
1437
Secretary
1141
Account Clerk 17 1141
Parks Maintenance 1203
Worker H
Administrative
1257
Secretary
Senior Account
1257
Clerk
Senior Administrative
1365
Secretary
Code Egforcement
1437
Officer
Recreation Specialist
1437
Assistant City Clerk
1437
Management
1519
Igformation System
(MIS) Technician
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
FY 2000-2001
A g
9.11 9,57
1,579.42 1,658.40
18,953.10 19,900.75
10.54 11.06
1,826.47 1,917.80
21,917.70 23,013.58
11.12 11.67
1,926.98 2,023.33
23,123.75 24,279.94
11.12 11.67
1,926.98 2,023.33
23,123.75 24,279.94
11.12 11.67
1,926.98 2,023.33
23,123.75 24,279.94
12.22 12.83
2,118.78 2,224.72
25,425.37 26,696.64
12.22 12 83
2,118.78 2,224.72
25,425.37 26,696.64
12.22 12.83
2,118.78 2,224.72
25,425.37 26,696.64
12.89 13.54
2,234.68 2,346.41
26,816.13 28,156.93
13.47 14.15
2,335.13 2,451.88
28,021.54 29,422.62
13.47 14.15
2,335.13 2,451.88
28,021.54 29,422.62
14.20 14.91
2,461.20 2,584.26
29,534.38 31,011.10
15.40 16.17
2,670.04 2,803.54
32,040.51 33,642.54
15.40 16.17
2,670.04 2,803.54
32,040.51 33,642.54
15.40 16.17
2,670.04 2,803.54
32,040.51 33,642.54
16.28 17.09
2,821.93 2,963.03
33,863.21 35,556.37
C D
10.05 10.55
1,741.32 1,828.38
20,895.79 21,940.58
11.62 12.20
2,013.69 2,114.37
24,164.26 25,372.47
12.26 12.87
2,124.49 2,230.72
25,493.93 26,768,63
12.26 12.87
2,124.49 2,230.72
25,493.93 26,768.63
12.26 12.87
2,124.49 2,230.72
25,493.93 26,768.63
13.48 14.15
2,335.96 2,452.75
28,031.47 29,433.05
13.46 14.15
2,335,96 2,452.75
28,031.47 29,433.05
13.48 14.15
2,335.96 2,452.75
28,031.47 29,433.05
14.21 14.92
2,463.73 2,586.92
29,564.78 31,043.02
14.85 15.60
2,574.48 2,703.20
30,893.75 32,438.44
14.85 15.60
2,574.48 2,703.20
30,893.75 32,438.44
1565 16.44
2,713.47 2,849.15
32,561.66 34,189.74
16.98 17.83
2,943.72 3,090.91
35,324.67 37,090.90
16-98 17.83
2,943.72 3,090.91
35,324 67 37,090.90
16.98 17.83
2,943.72 3,090.91
35,324.67 37,090.90
17.95 18.85
3,111.18 3,266.74
37,334.19 39,200.89
E F
11.08 1163
1,919.80 2,015.79
23,037.61 24,189.49
12.81 13.45
2,220.09 2,331.10
26,641.10 27,973.15
13.51 14.19
2,342.26 2,459.37
28,107.06 29,512.41
13.51 14.19
2,342.26 2,459.37
28,107.06 29,512.41
13.51 14.19
2,342.26 2,459.37
28,107.06 29,512.41
14.86 15.60
2,575.39 2,704.16
30,904.70 32,449.93
14.86 15.60
2,575.39 2,704.16
30,904 70 32,449.93
14.86 15.60
2,575.39 2,704.16
30,904.70 32,449.93
15.67 16.45
2,716.26 2,852.08
32,595.17 34,224.93
16.38 17.19
2,838.36 2,980.28
34,060.36 35,763.38
16.38 17.19
2,838.36 2,980.28
34,060.36 35,763.38
17.26 18.12
2,991.60 3,141.18
35,899.23 37,694.19
18.72 19.66
3,245.45 3,407.73
38,945.44 40,892.72
18.72 19.66
3,245.45 3,407.73
38,945,44 40,892.72
18.72 19.66
3,245.45 3,407.73
38,945.44 40,892.72
19.79 20.78
3,430.08 3,601.58
41,160.94 43,218.99
Sd»hne A
_o�sei ��iGca
G
12.21
2,116.58
25,398 9"
14.12
2,447.65
29,371.81
14.90
2,582.34
30,988.03
14.90
2,582.34
30,988.03
14.90
2,582.34
30,988.03
16.38
2,839.37
34,072.43
16.38
2,839.37
34.072.43
16,38
2,839.37
34,072.43
17.28
2,994.68
35,936.17
18.05
3,129.30
37,551.54
18.05
3,129.30
37,551.54
19.03
3,298.24
39,578.90
20.64
3,578.11
42,937.35
20.64
3.578.11
42,93 7.35
20.64
3,578.11
42,937.35
21.82
3,781.66
45,379.94
CITY OF DIAMOND BAR
Sdietlul• A
-
SALARY RANGES BY
POSITION
FY 2000-2001
JOB TITLE
A
B
C
D
E
g
Re,wd 02/06/01
2001-01
G
Community Services
Assistant
1635
17.52
3,036.25
36,435.06
18.39
3,188.07
38,256.81
19.31
3,347.47
40,169.65
20.28
3,514.84
42,17813
21.29
3,690.59
44,287.09
22.36
3,875.12
46,501.39
23,47
4.068.87
48,826.46
Development Services
Assistant
1635
17.52
3,036.25
36,435.06
18.39
3,188.07
38,256.81
19.31
3,347.47
40,169.65
20.28
3,514.84
42,178.13
21.29
3,690.59
44,287.04
22.36
3,875.12
46,501.39
23.4 7
4,068.87
48.826 46
Administrative
Assistant
1635
17.52
3,036.25
36,435.06
18.39
3,188.07
38,256.81
19.31
3,347.47
40,169.65
20.28
3,514.84
42,178.13
21.29
3,690.59
44,287.04
22.36
3,875.12
46,501.39
23.47
4,068.87
48,826.46
Assistant Engineer
1635
17.52
3,036.25
36,435.06
18.39
3,188.07
38,256.81
19.31
3,347.47.
40,169.65
20.28
3,514.84
42,178.13
21.29
3,690.59
44,287.04
22.36
3,875.12
46,501.39
23.47
4.068.87
48,826.46
Assistant Planner
1635
17.52
3,036.25
36,435.06
18.39
3,188.07
38,256.81
19.31
3,347.47
40,169.65
20.28
3,514.84
42,178.13
21.29
3,690.59
44,287.04
22.36
3,875.12
46,501.39
23.97
4,068.87
48,826,46
Accountant il
1635
17.52
3,036.25
36,435.06
18.39
3,188.07
38,256.81
19.31
3,347.47
40,169.65
20.28
3,514.84
42,178.13
21.29
3,690.59
44,287.04
22.36
3,875.12
46,501.39
23.47
4,068.87
48,826.46
Public Works
Supervisor
1635
17.52
3,03625
36,435.06
18.39
3,188.07
38,256.81
19.31
3,347.47
40,169.65
20.28
3,514.84
42,178.13
2129
3,690.59
44,287.04
22.36
3,875.12
46,501.39
23.47
4,068.87
48,826.46
Senior Administrative
Assistant
1752
18.83
3,263.97
39,167.68
19.77
3,427.17
41,126.07
10.76
3,598.53
43,18'2.37
21.80
3,778.46
45,341.49
22.89
3,967.38
47,608.56
24.03
4,165.75
49,988.99
25.23
04
52,48844
Sec to the City Mgr/
Office Manager
1890
20.25
3,510.17
42,122.09
21.26
3,685.68
44,228 19
22.33
3,869.97
46,439 60
23.44
4,063.47
48,761.58
24.62
4,266.64
51,199.66
25 85
4.479.97
53, 7 59.64
27.14
4,70397
56.447 63
Communications &
Marketing Coord.
1897
20.33
3,523.87
42,286.40
21.35
3,700.06
44,400.72
22.41
3,885.06
46,620.75
23.53
4,079.32
48,951.79
24.71
4,283.28
51,399.38
25.95
4,497.45
53,969.35
27,24
4,722.32
56,667.82
Superintendent of
Parks/Maintenance
1897
20.33
3,523.87
42,286.40
21.35
3,700.06
44,400.72
22 41
3,885.06
46,620.75
23.53
4,079.32
48,951.79
24.71
4,283.28
51,399.38
25,95
4,497.45
53,969.35
27.24
4,72232
56,667.82
Senior Accountant
1897
20.33
3,523.87
42,286.40
21.35
3,700.06
44,400.72
22.41
3,885.06
46,620.75
23.53
4,079.32
48,951.79
24.71
4,283.28
51,399.38
25.95
4,497.45
53,969.35
27.24
4,722.32
56,667.82
Associate Planner
1987
21.29
3,690.97
44,291.70
22.36
3,875.52
46,606.28
23.48
4,069.30
48,831.60
24.65
4,272.76
51,273.18
25.88
4,486.40
53,836.83
27.18
4,710.72
56,528.68
28.54
4,946.26
59,355.11
- _ Associate Engineer
1987
21.29
3,690.97
44.291.70
22.36
3,875.52
46,506.28
23.48
4,069.30
48,831.60
24.65
4,272.76
51,273.18
25.88
4,486.40
53,836.83
27.18
4,710.72
56,528.68
28.54
4,946.26
59,355.11
Recreation
Superintendent
1987
21.29
3,690.97
44,291.70
22.36
3,875.52
46,506.28
23.48
4,06930
48,831.60
24.65
4,272.76
51.27318
4,48640
53,836.83
4,710 725.88 2
56,528 6,,s
28.54
4,946.26
59,355
JOB TITLE
Assistant to the 1987
City Manager
Senior Planner 2136
Senior Engineer 2136
Communications & 2319
Marketing Director
City Clerk 2319
Community Services 2571
Director
Finance Director 2571
Deputy Public Works 2571
Director
Comm. Development 2985
Director
City Eng/Public 2985
Works Director
Deputy City Manager 3172
City Manager • 3468
Scnetlule A
CITY OF DIAMOND
BAR
SALARY RANGES
BY POSITION
FY 2000-2001
A
B
C
D
E
F
G
21.29
22.36
23.48
24.65
25.88
27.16
2854
3,690.97
3,875.52
4,069.30
4,272.76
4,486.40
4,71022
-4,946:(,
44,291.70
46,506.28
48,831.60
51,273.18
53,836.83
56,5'28.68
59,35511
22.89
24.04
25.24
26.50
27.82
29.22
30.68
3,967.80
4,166.19
4,374.50
4,593.22
4,822.88
5,064.03
5,317.23
47,613.56
49,994.24
52,493.95
55,118.65
57,874.58
60,768.31
63,806.73
22.89
24.04
25.24
26.50
27.82
29.22
30.68
3,967.80
4,166.19
4,374.50
4,593.22
4,822.88
5,064.03
5,317.23
47,613.56
49,994.24
52,493.95
55,118.65
57,874.58
60,768.31
63,806.73
24.85
26.09
27.39
28.76
30.20
31.71
33.30
4,306.75
4,522.09
4,748.20
4,985.61
5,234.89
5,496.63
5,771.46
51,681.04
54,265.09
56,978.35
59,827.27
62,818.63
65,959.56
69,257.54
24.85
26.09
27.39
28.76
30.20
31.71
33.30
4,306.75
4,522.09
4,748.20
4,985.61
5,234.89
5,496.63
5,771.46
51,681.04
54,265.09
56,978.35
59,827.27
62,818.63
65,959.56
69,257.54
27.55
28.93
30.37
31.89
33.49
36.16
36.92
4,775.39
5,01416
5,264.87
5,528.11
5,804.52
6,094,75
6,399.48
57,304.72
60,169.95
63,178.45
66,337.37
69,654.24
73,136.95
76,793.80
27.55
28.93
30.37
31.89
33.49
35.16
36.92
4,775.39
5,014.16
5,264.87
5,528.11
5,804.52
6,094.75
6.399.41,
57,304.72
60,169.95
63,178.45
66,337.37
69,654.24
73,136.95
76,793 50
27.55
28.93
30.37
31.89
33.49
35.16
36.92
4,775.39
5,014.16
5,264.87
5,528.11
5,804.52
6,094.75
6,399.48
57,304.72
60,169.95
63,178.45
66,337.37
69,654.24
73,136.95
76,793.80
31.99
33.59
35.27
37.03
38.88
40.83
42.87
5,544.81
5,822.05
6,113.15
6,418.81
6,739.75
7,076.74
7,430.57
66,537.69
69,864.58
73,357.81
77,025.70
80,876.98
84,920.83
89,166.87
31.99
33.59
35.27
37.03
38.88
40.83
42.87
5,544.81
5,822.05
6,113.15
6,418.81
6,739.75
7,076.74
7,430.57
66,537.69
69,864.58
73,357.81
77,025.70
80,876.98
84,920.83
89,166.87
33.99
35.69
37.48
39.35
41.32
43.39
45.55
5,892.25
6,186.86
6,496.20
6,821.01
7,162.06
7,520.16
7,896.17
70,706.95
74,242.30
77,954.41
81,852.13
85,944.74
90,241.98
94,754.08
41.35
43.42
45.59
47.87
50.26
52.78
55.42
7,167.85
7,526.24
7,902.55
6,297.68
8,712.56
9,148.19
9,605.60
86,014.17
90,314.88
94,830.63
99,572.16
104,550.76
109,778.30
115,267.22
Schedule B
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
FY 2000-2001
PART TIME/ HOURLY
Revised 02/06/01
2001-10
JOB TITLE A B C D E F r
Comm. Svcs Worker
515
5.98
6.14
6.29
6.45
6.61
6.78
6.94
Comm. Svcs Leader I
537
6.34
6.91
7.49
8.06
8.63
9.20
9.77
Comm. Svcs Leader H
753
8.06
8.63
9.20
9.77
10.35
10.94
11.51
Intern/Part-Time
753
8.06
8.63
9.20
9.77
10.35
10.94
11.51
Parks Mtce Helper
753
8.06
8.63
9.20
9.77
10.35
10.94
11.51
Comm. Svcs Coordinator
1140
12.22
12.83
13.48
14.15
14.86
15.60
16.38
Engineering Aide
1343
13.47
14.14
14.85
15.59
16.38
17.19
18.06