HomeMy WebLinkAboutRES 2001-43RESOLUTION NO. 2001-43
. 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. 2001-10 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, 2001, 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.
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
2001-43
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 `l
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 $700.00 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.
SECTION 8. PART-TIME EMPLOYMENT
A. Definitions
1. Apart -time position may be regular, intermittent, or seasonal part-time.
2001-43
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.
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
2001-43
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 I 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. f
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
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 I 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
2001-43
A
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.
r r 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
-P" 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.
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.
2001-43
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 iany
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.
After five (5) 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.
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), shal� 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 shall not extend the maximum perioo 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
2001-43
a:
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.
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 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
2001-43
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 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. 71,
SECTION 22. ATTENDANCE
2001-43
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.
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.
2001-43
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;
5. Employees of the City Manager's Department; or
6. 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 imay
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 imay
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-inj 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.
2001-43
11
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.
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.
2001-43
G. The City Manager shall review the appeal with the employee, supervjsor,
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 ofltwo
hours pay, regardless of the amount of time it takes to rectify the problem.
B. The employee shall be paid overtime per Section 13.
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:
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
2001-43
1i
1
Senior Accountant
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.
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
2001-43
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.
SECTION 40. Resolution No. 2001-10 is hereby repealed in its entirety.'
ADOPTED AND APPROVED THIS 19th day of June , 2001
Roberts. Huff, Mayor
I, LYNDA BURGESS, City Clerk of the City of Diamond Bar, do hereby certify
i 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 19th day of June
, 2001, by the following vote:
AYES: COUNCIL MEMBERS: Chang, O'Connor, MPT/Herrera, M/Huff
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: Ansari
ABSTAIN: COUNCIL MEMBERS: None
ATTEST:
Lynda Burgess
City Clerk of the City of Diamond Bar
2001-43
JOB TITLE
Receptionist
Jr. Clerk Typist
Clerk Typist
Records Coordinator
Transportation
Clerk
Community Services
Wiz..
Coordinator
Secretary
Account Clerk t7
Parks Maintenance
Worker H
Administrative
Secretary
Senior Account
Clerk
Senior Administrative
Secretary
CITY- OF DIAMOND BAR
SALARY RANGES BY POSITION
FY 2001-2002
1365 14.70 15.43
1,175.6957 1,234.4805
2,547.34 2,674.71
30,568.09 32,096.49
C D
10.40 10.92
831.8134 873.4041
1,802.26 1,892.38
21,627.15 22,708.51
12.02 12.63
961.9235 1,010.0196
2,084.17 2,188.38
25,010.01 26,260.51
12.69 13.32
1,014.8545 1,065.5972
2,198.85 2,308.79
26,386.22 27,705.53
12.69 13.32
1,014.8545 1,065.5972
2,198.85 2,308.79
26,386.22 27,705.53
12.69 13.32
1,014.8545 1,065.5972
2,198.85 2,308.79
26,386.22 27,705.53
13.95 14.65
1,115.8682 1,171.6616
2,417.71 2,538.60
29,012.57 30,463.20
13.95 14.65
1,115.8682 1,171.6616
2,417.71 2,538.60
29,012.57 30,463.20
13.95 14.65
1,115.8682 1,171.6616
2,417.71 2,538.60
29,012.57 30,463.20
14.71 15.45
1,176.9055 1,235.7508
2,549.96 2,677.46
30,599.54 32,129.52
15.37 16.14
1,229.8087 1,291.2991
2,664.59 2,797.81
31,975.03 33,573.78
15.37 16.14
1,229.8087 1,291.2991
2,664.59 2,797.81
31,975.03 33,573.78
16.20 17.01
1,296.2045 1,361.0147
2,808.44 2,948.87
33,701.32 35,386.38
Schedule A
A
B
834
9.43
9.90
E
754.4793
792.2032
11.46
1,634.71
1,716.44
917.0743
19,616.46
20,597.28
967
10.91
11.45
23,843.93
872.4929
916.1176
13.26
1,890.40
1,984.92
1,060.5206
22,684.82
23,819.06
1037
11.51
12.08
27,573.54
920.5029
966.5281
13.99
1,994.42
2,094.14
1,118.8771
23,933.08
25,129.73
1037
11.51
12.08
29,090.80
920.5029
966.5281
13.99
1,994.42
2,094.14
1,118.8771
23,933.08
25,129.73
1037
11.51
12.08
29,090.80
920.5029
966.5281
13.99
1,994.42
2,094.14
1,118.8771
23,933.08
25,129.73
1141
12.65
13.28
29,090.80
1,012.1254
1,062.7316
15.38
2,192.94
2,302.59
1,230.2447
26,315.26
27,631.02
1141
12.65
13.28
31,986.36
1,012.1254
1,062.7316
15.38
2,192.94
2,302.59
1,230.2447
26,315.26
27,631.02
1141
12.65
13.28
31,986.36
1,012.1254
1,062.7316
15.38
2,192.94
2,302.59
1,230.2447
26,315.26
27,631.02
1203
13.34
14.01
31,986.36
1,067.4880
1,120.8624
16.22
2,312.89
2,428.54
1,297.5383
27,754.69
29,142.42
1257
13.94
14.64
33,736.00
1,115.4727
1,171.2464
16.95
2,416.86
2,537.70
1,355.8641
29,002.29
30,452.41
1257
13.94
14.64
35,252.47
1,115.4727
1,171.2464
16.95
2,416.86
2,537.70
1,355.8641
29,002.29
30,452.41
1365 14.70 15.43
1,175.6957 1,234.4805
2,547.34 2,674.71
30,568.09 32,096.49
C D
10.40 10.92
831.8134 873.4041
1,802.26 1,892.38
21,627.15 22,708.51
12.02 12.63
961.9235 1,010.0196
2,084.17 2,188.38
25,010.01 26,260.51
12.69 13.32
1,014.8545 1,065.5972
2,198.85 2,308.79
26,386.22 27,705.53
12.69 13.32
1,014.8545 1,065.5972
2,198.85 2,308.79
26,386.22 27,705.53
12.69 13.32
1,014.8545 1,065.5972
2,198.85 2,308.79
26,386.22 27,705.53
13.95 14.65
1,115.8682 1,171.6616
2,417.71 2,538.60
29,012.57 30,463.20
13.95 14.65
1,115.8682 1,171.6616
2,417.71 2,538.60
29,012.57 30,463.20
13.95 14.65
1,115.8682 1,171.6616
2,417.71 2,538.60
29,012.57 30,463.20
14.71 15.45
1,176.9055 1,235.7508
2,549.96 2,677.46
30,599.54 32,129.52
15.37 16.14
1,229.8087 1,291.2991
2,664.59 2,797.81
31,975.03 33,573.78
15.37 16.14
1,229.8087 1,291.2991
2,664.59 2,797.81
31,975.03 33,573.78
16.20 17.01
1,296.2045 1,361.0147
2,808.44 2,948.87
33,701.32 35,386.38
Schedule A
Resolution No.200"3
Effective 7/1/01
E
F
G
11.46
12.04
12.64
917.0743
962.9280
1,011.0744
1,986.99
2,086.34
2,190.66
23,843.93
25,036.13
26,287.93
13.26
13.92
14.62
1,060.5206
1,113.5466
1,169.2240
2,297.79
2,412.68
2,533.32
27,573.54
28,952.21
30,399.82
13.99
14.69
15.42
1,118.8771
1,174.8209
1,233.5620
2,424.23
2,545.45
2,672.72
29,090.80
30,545.34
32,072.61
13.99
14.69
15.42
1,118.8771
1,174.8209
1,233.5620
2,424.23
2,545.45
2,672.72
29,090.80
30,545.34
32,072.61
13.99
14.69
15.42
1,118.8771
1,174.8209
1,233.5620
2,424.23
2,545.45
2,672.72
29,090.80
30,545.34
32,072.61
15.38
16.15
16.95
1,230.2447
1,291.7570
1,356.3448
2,665.53
2,798.81
2,938.75
31,986.36
33,585.68
35,264.97
15.38
16.15
16.95
1,230.2447
1,291.7570
1,356.3448
2,665.53
2,798.81
2,938.75
31,986.36
33,585.68
35,264.97
15.38
16.15
16.95
1,230.2447
1,291.7570
1,356.3448
2,665.53
2,798.81
2,938.75
31,986.36
33,585.68
35,264.97
16.22
17.03
17.88
1,297.5383
1,362.4152
1,430.5360
2,811.33
2,951.90
3,099.49
33,736.00
35,422.80
37,193.94
16.95
17.80
18.69
1,355.8641
1,423.6573
1,494.8402
2,937.71
3,084.59
3,238.82
35,252.47
37,015.09
38,865.84
16.95
17.80
18.69
1,355.8641
1,423.6573
1,494.8402
2,937.71
3,084.59
3,238.82
35,252.47
37,015.09
38,865.84
17.86
18.76
19.69
1,429.0655
1,500.5187
1,575.5447
3,096.31
3,251.12
3,413.68
37,155.70
39,013.49
40,964.16
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
FY 2001-2002
._- JOB TITLE
D
A
B
Code Enforcement
1437
15.94
16.74
Officer
38,389.08
1,275.4588
1,339.2318
1,406.1934
1,476.5030
2,763.49
2,901.67
36,561.03
38,389.08
33,161.93
34,820.03
Recreation Specialist
1437
15.94
16.74
19.99
20.99
1,275.4588
1,339.2318
3,464.63
3,637.86
2,763.49
2,901.67
19.99
20.99
33,161.93
34,820.03
Assistant City Clerk
1437
15.94
16.74
19.99
20.99
1,275.4588
1,339.2318
3,464.63
3,637.86
2,763.49
2,901.67
19.99
20.99
33,161.93
34,820.03
Management
1519
16.85
17.69
Information System
1,348.0162
1,415.4171
(MIS) Technician
2,920.70
3,066.74
35,048.42
36,800.84
Community Services
1635
18.13
19.04
Assistant
1,450.3955
1,522.9153
3,142.52
3,299.65
� a
37,710.28
39,595.80
Development Services
1635
18.13
19.04
Assistant
1,450.3955
1,522.9153
3,142.52
3,299.65
37,710.28
39,595.80
Administrative
1635
18.13
19.04
Assistant
1,450.3955
1,522.9153
3,142.52
3,299.65
37,710.28
39,595.80
Assistant Engineer
1635
18.13
19.04
1,450.3955
1,522.9153
3,142.52
3,299.65
37,710.28
39,595.80
Assistant Planner
1635
18.13
19.04
1,450.3955
1,522.9153
3,142.52
3,299.65
37,710.28
39,595.80
Accountant 77
1635
18.13
19.04
1,450.3955
1,522.9153
3,142.52
3,299.65
37,710.28
39,595.80
Public Works
1635
18.13
19.04
Supervisor
1,450.3955
1,522.9153
3,142.52
3,299.65
37,710.28
39,595.80
Senior Administrative
1752
19.49
20.46
Assistant
1,559.1750
1,637.1338
3,378.21
3,547.12
40,538.55
42,565.48
C
D
17.58
18.46
1,406.1934
1,476.5030
3,046.75
3,199.09
36,561.03
38,389.08
17.58
18.46
1,406.1934
1,476.5030
3,046.75
3,199.09
36,561.03
38,389.08
17.58
18.46
1,406.1934
1,476.5030
3,046.75
3,199.09
36,561.03
38,389.08
18.58
19.51
1,486.1879
1,560.4973
3,220.07
3,381.08
38,640.89
40,572.93
19.99
20.99
1,599.0610
1,679.0141
3,464.63
3,637.86
41,575.59
43,654.37
19.99
20.99
1,599.0610
1,679.0141
3,464.63
3,637.86
41,575.59
43,654.37
19.99
20.99
1,599.0610
1,679.0141
3,464.63
3,637.86
41,575.59
43,654.37
19.99
20.99
1,599.0610
1,679.0141
3,464.63
3,637.86
41,575.59
43,654.37
19.99
20.99
1,599.0610
1,679.0141
3,464.63
3,637.86
41,575.59
43,654.37
19.99
20.99
1,599.0610
1,679.0141
3,464.63
3,637.86
41,575.59
43,654.37
19.99
20.99
1,599.0610
1,679.0141
3,464.63
3,637.86
41,575.59
43,654.37
21.49
22.56
1,718.9905
1,804.9400
3,724.48
3,910.70
44,693.75
46,928.44
Schedule A
Resolutfcn No.2001-43
Effective 7/1 /01
E F G
19.38 20.35 21.37
1,550.3282 1,627.8446 1,709.2368
3,359.04 3,527.00 3,703.35
40,308.53 42,323.96 44,440.16
19.38 20.35 21.37
1,550.3282 1,627.8446 1,709.2368
3,359.04 3,527.00 3,703.35
40,308.53 42,323.96 44,440.16
19.38 20.35 21.37
1,550.3282 1,627.8446 1,709.2368
3,359.04 3,527.00 3,703.35
40,308.53 42,323.96 44,440.16
20.48 21.51 22.58
1,638.5222 1,720.4483 1,806.4707
3,550.13 3,727.64 3,914.02
42,601.58 44,731.66 46,968.24
22.04 23.14 24.30
1,762.9648 1,851.1130 1,943.6687
3,819.76 4,010.74 4,211.28
45,837.08 48,128.94 50,535.39
22.04 23.14 24.30
1,762.9648 1,851.1130 1,943.6687
3,819.76 4,010.74 4,211.28
45,837.08 48,128.94 50,535.39
22.04 23.14 24.30
1,762.9648 1,851.1130 1,943.6687
3,819.76 4,010.74 4,211.28
45,837.08 48,128.94 50,535.39
22.04 23.14 24.30
1,762.9648 1,851.1130 1,943.6687
3,819.76 4,010.74 4,211.28
45,837.08 48,128.94 50,535.39
22.04 23.14 24.30
1,762.9648 1,851.1130 1,943.6687
3,819.76 4,010.74 4,211.28
45,837.08 48,128.94 50,535.39
22.04 23.14 24.30
1,762.9648 1,851.1130 1,943.6687
3,819.76 4,010.74 4,211.28
45,837.08 48,128.94 50,535.39
22.04 23.14 24.30
1,762.9648 1,851.1130 1,943.6687
3,819.76 4,010.74 4,211.28
45,837.08 48,128.94 50,535.39
23.69 24.87 26.12
1,895-1870 1,989.9464 2,089.4437
4,106.24 4,311.55 4,527.13
49,274.86 51,738.61 54,325.54
�- JOB TITLE
Sec to the City Mgr/
Office Manager
Communications &
Marketing Coord.
Superintendent of
Parks/Maintenance
Senior Accountant
Associate Planner
Associate Engineer
Recreation
Superintendent
Assistant to the
City Manager
Senior Planner
Senior Engineer
Communications &
Marketing Director
City Clerk
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
FY 2001-2002
Schedule A
ResolUBon No.2W 1-43
Effective 7/1/01
G
28.09
2,247.0499
4,868.61
58,423.30
28.20
2,255.8151
4,887.60
58,651.19
28.20
2,255.8151
4,887.60
58,651.19
28.20
2,255.8151
4,887.60
58,651.19
29.53
2,362.7900
5,119.38
61,432.54
29.53
2,362.7900
5,119.38
61,432.54
29.53
2,362.7900
5,119.38
61,432.54
29.53
2,362.7900
5,119.38
61,432.54
31.75
2,539.9987
5,503.33
66,039.97
31.75
2,539.9987
5,503.33
66,039.97
34.46
2,756.9828
5,973.46
71,681.55
34.46
2,756.9828
5,973.46
71,681.55
A
B
C
D
E
F
1890
20.96
22.01
23.11
24.26
25.48
26.75
1,676.7832
1,760.6224
1,848.6535
1,941.0862
2,038.1405
2,140.0475
3,633.03
3,814.68
4,005.42
4,205.69
4,415.97
4,636.77
43,596.36
45,776.18
48,064.99
50,468.24
52,991.65
55.641.24
1897
21.04
22.09
23.20
24.36
25.58
26.85
1,683.3240
1,767.4902
1,855.8647
1,948.6579
2,046.0908
2,148.3954
3,647.20
3,829.56
4,021.04
4,222.09
4,433.20
4,654.86
43,766.42
45,954.74
48,252.48
50,665.11
53,198.36
55,858.28
1935
21.04
22.09
23.20
24.36
25.58
26.85
1,683.3240
1,767.4902
1,855.8647
1,948.6579
2,046.0908
2,148.3954
3,647.20
3,829.56
4,021.04
4,222.09
4,433.20
4,654.86
43,766.42
45,954.74
48,252.48
50,665.11
53,198.36
55,858.28
1935
21.04
22.09
23.20
24.36
25.58
26.85
1,683.3240
1,767.4902
1,855.8647
1,948.6579
2,046.0908
2,148.3954
3,647.20
3,829.56
4,021.04
4,222.09
4,433.20
4,654.86
43,766.42
45,954.74
48,252.48
50,665.11
53,198.36
55,858.28
1987
22.04
23.14
24.30
25.51
26.79
28.13
1,763.1502
1,851.3078
1,943.8731
2,041.0668
2,143.1201
2,250.2761
3,820.16
4,011.17
4,211.73
4,422.31
4,643.43
4,875.60
45,841.91
48,134.00
50,540.70
53,067.74
55,721.12
58,507.18
1987
22.04
23.14
24.30
25.51
26.79
28.13
1,763.1502
1.851.3078
1,943.8731
2,041.0668
2,143.1201
2,250.2761
3,820.16
4,011.17
4,211.73
4,422.31
4,643.43
4,875.60
45,841.91
48,134.00
50,540.70
53,067.74
55,721.12
58,507.18
1987
22.04
23.14
24.30
25.51
26.79
28.13
1,763.1502
1,851.3078
1,943.8731
2,041.0668
2,143.1201
2,250.2761
3,820.16
4,011.17
4,211.73
4,422.31
4,643.43
4,875.60
45,841.91
48,134.00
50,540.70
53,067.74
55,721.12
58,507.18
1987
22.04
23.14
24.30
25.51
26.79
28.13
1,763.1502
1,851.3078
1,943.8731
2,041.0668
2,143.1201
2,250.2761
3,820.16
4,011.17
4,211.73
4,422.31
4,643.43
4,875.60
45,841.91
48,134.00
50,540.70
53,067.74
55,721.12
58,507.18
2136
23.69
24.88
26.12
27.43
28.80
30.24
1,895.3861
1,990.1554
2,089.6632
2,194.1464
2,303.8537
2,419.0464
4,106.67
4,312.00
4,527.60
4,753.98
4,991.68
5,241.27
49,280.04
51,744.04
54,331.24
57,047.81
59,900.20
62,895.21
2136
23.69
24.88
26.12
27.43
28.80
30.24
1,895.3861
1,990.1554
2,089.6632
2,194.1464
2,303.8537
2,419.0464
4,106.67
4,312.00
4,527.60
4,753.98
4,991.68
5,241.27
49,280.04
51,744.04
54,331.24
57,047.81
59,900.20
62,895.21
2319
25.72
27.00
28.35
29.77
31.26
32.82
2,057.3030
2,160.1682
2,268.1766
2,381.5854
2,500.6647
2,625.6979
4,457.49
4,680.36
4,914.38
5,160.10
5,418.11
5,689.01
53,489.88
56,164.37
58,972.59
61,921.22
65,017.28
68,268.15
2319
25.72
27.00
28.35
29.77
31.26
32.82
2,057.3030
2,160.1682
2,268.1766
2,381.5854
2,500.6647
2,625.6979
4,457.49
4,680.36
4,914.38
5,160.10
5,418.11
5,689.01
53,489.88
56,164.37
58,972.59
61,921.22
65,017.28
68,268.15
Schedule A
ResolUBon No.2W 1-43
Effective 7/1/01
G
28.09
2,247.0499
4,868.61
58,423.30
28.20
2,255.8151
4,887.60
58,651.19
28.20
2,255.8151
4,887.60
58,651.19
28.20
2,255.8151
4,887.60
58,651.19
29.53
2,362.7900
5,119.38
61,432.54
29.53
2,362.7900
5,119.38
61,432.54
29.53
2,362.7900
5,119.38
61,432.54
29.53
2,362.7900
5,119.38
61,432.54
31.75
2,539.9987
5,503.33
66,039.97
31.75
2,539.9987
5,503.33
66,039.97
34.46
2,756.9828
5,973.46
71,681.55
34.46
2,756.9828
5,973.46
71,681.55
-� JOB TITLE
Community Services
Director
Finance Director
Deputy PW Director
Comm. Development
Director
City Eng/Public
Works Director
9
Deputy City Manager
Schedule A
CITY OF DIAMOND
BAR
SALARY RANGES BY POSITION
FY
2001-2002
Resolution No.2001-43
Effective 711101
A
B
C
D
E
F
G
2571
28.51
29.94
31.44
33.01
34.66
36.39
38.21
2,281.1685
2,395.2269
2,514.9883
2,640.7377
2,772.7746
2,911.4133
3,056.9840
4,942.53
5,189.66
5,449.14
5,721.60
6,007.68
6,308.06
6,623.47
59,310.38
62,275.90
65,389.70
68,659.18
72,092.14
75,696.75
79,481.58
2571
28.51
29.94
31.44
33.01
34.66
36.39
38.21
2,281.1685
2,395.2269
2,514.9883
2,640.7377
2,772.7746
2,911.4133
3,056.9840
4,942.53
5,189.66
5,449.14
5,721.60
6,007.68
6,308.06
6,623.47
59,310.38
62,275.90
65,389.70
68,659.18
72,092.14
75,696.75
79,481.58
2571
28.51
29.94
31.44
33.01
34.66
36.39
38.21
2,281.1685
2,395.2269
2,514.9883
2,640.7377
2,772.7746
2,911.4133
3,056.9840
4,942.53
5,189.66
5,449.14
5,721.60
6,007.68
6,308.06
6,623.47
59,310.38
62,275.90
65,389.70
68,659.18
72,092.14
75,696.75
79,481.58
2985
33.11
34.76
36.50
38.33
40.24
42.26
44.37
2,648.7119
2,781.1475
2,920.2049
3,066.2152
3,219.5259
3,380.5022
3,549.5273
5,738.88
6,025.82
6,327.11
6,643.47
6,975.64
7,324.42
7,690.64
68,866.51
72,309.84
75,925.33
79,721.59
83,707.67
87,893.06
92,287.71
2985
33.11
34.76
36.50
38.33
40.24
42.26
44.37
2,648.7119
2,781.1475
2,920.2049
3,066.2152
3,219.5259
3,380.5022
3,549.5273
5,738.88
6,025.82
6,327.11
6,643.47
6,975.64
7,324.42
7,690.64
68,866.51
72,309.84
75,925.33
79,721.59
83,707.67
87,893.06
92,287.71
3172
35.18
36.94
38.79
40.73
42.77
44.90
47.15
2,814.6806
2,955.4147
3,103.1854
3,258.3447
3,421.2619
3,592.3250
3,771.9413
6,098.47
6,403.40
6,723.57
7,059.75
7,412.73
7,783.37
8,172.54
73,181.70
76,840.78
80,682.82
84,716.96
88,952.81
93,400.45
98,070.47
