HomeMy WebLinkAboutRES 96-53-JRESOLUTION NO. 96-53 J
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
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 ending
on August 27, 1999, the compensation of the various classes of positions shall be as shown on
Schedule A and B (attached).
SECTION 3. FULL-TIME SALARY SCHEDULE GUIDELINES
New 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.
RESOLUTION 96-53 J
Page Three
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 on a bi-weekly basis.
SECTION 12. PAY DAYS
Warrants or checks 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 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. Eight (8) hours, exclusive of lunch period, shall constitute a day's work for all full time,
employees.
B. The official work week of the City of Diamond Bar shall be five (5) working days of eight
(8) hours each. 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 (5) 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.
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.
RESOLUTION 96-53 J
Page Five
1. All vacation requests shall be made at least ten (10) days in advance and prior approval
must be given by employee's supervisor and Department Head.
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 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.
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 one-half (1/2) of the unused balance of the
annually accrued sick leave, accrued during a given accrual year, when the then annual
accrual results in sick leave in excess of the maximum allowable accumulation of 160
hours. The sick leave payout shall only apply to the amount which is in excess of the
maximum allowable accumulated amount of 160 hours. The annual accrued sick leave,
over the maximum accumulation, shall be paid once a year, at the employee's current
wage at the time of payment. Said paymentis
made
e on at his/her absolute discretion,
e first day in December,
or at such other time as the City Manager may determine,
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 stating the cause of absence.
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 ten (10) eight (8) hour working days in
any one month or combination thereof.
RESOLUTION 96-53 J
Page Seven
SECTION 19. JURY DUTY
du ,such person shall receive regular pay while
If a full-time employee is called for jury ty ee as payment
service, however, any amount received by such employ
actually performing jury All mileage paid to the employee as a juror
for services as juror shall be reimbursed to the City,
shall not be considered as a reimbursable item to the City.
SECTION 20. ATTENDANCE
Full time employees shall be in attendance at their work in shall keep accordance
with the rules all
regarding hours of work, holidays, and leave. Departmentsaction,
employees. Absence of any employee without leave may result in possible disciplinary
including discharge.
SECTION 21. HOLIDAYS
eceding Friday, and holidays
A. Holidays which fall on Saturday shall be observed tow the g Monday Paid holidays are only
which fall on Sunday shall be observed on the following
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. .Washington's Birthday (observed the third Monday in February)
3. Memorial Day (observed the last Monday in May)
4. Independence Day (July 4) in Se tember)
5. Labor Day (observed first Monday p
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. Two (2) Floating Holidays
SECTION 22. FLOATING HOLIDAYS
employee is allowed two (2) floating holidays (8 hours each) per calendar
year, January
A. Each full timethrlog h December.
B. Floating Holidays are not cumulative and must be used during the above period or said
employee will lose the allocated hours.
RESOLUTION 96-53 J
Page Nine
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, step -child, 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.
SECTION 27. 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, religion, nationality, sex, age or
handicap, thereby affirming the City of Diamond Bar's posture as an equal opportunity employer.
SECTION 28. 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. This response
must be submitted to the Department Head within five (5) working days immediately
following 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 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.
RESOLUTION 96-53 J
Page Eleven
B. Following is a list of Management Team Member positions:
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
Deputy Public Works Director
Development Services Assistant
Director of Community Services
Director of Finance
Public Works Supervisor
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 32. MEDICARE
Pursuant to Revenue Billing 86-68 of the Internal Revenue Code, all employees hired-
after
iredafter 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 33. 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.
RESOLUTION 96-53 J
Page Thirteen
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 special meeting of the City Council
Augu s t ,
of the City of Diamond Bar held on the 17th day of 1999, by the
following vote:
AYES: COUNCIL MEMBERS: Herrera, Huff, MPT/O' Connor,
M/Chang
NOES: COUNCIL MEMBERS: Ansari
ABSENT: COUNCIL MEMBERS: None
ABSTAIN: COUNCIL MEMBERS: None
ATTEST:
L DA BURGESS, City Clerk of the
City of Diamond Bar
Schedule A
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
FY 1999-2000
Revised 08/11199
JOB TITLE
A
B
C
D
E
F
G
Management
1550
15.81
16.60
17.43
18.30
19.21
20.17
21.18
Information System
2,739.74
2,876.73
3,020.57
3,171.59
3,330.17
3,496.68
3,671.52
(MIS) Technician
32,876.90
34,520.74
36,246.78
38,059.12
39,962.08
41,960.18
44,058.119
Community Services
1550
15.81
16.60
17.43
18.30
19.21
20.17
21.18
Assistant
2,739.74
2,876.73
3,020.57
3,171.59
3,330.17
3,496.68
3,671.52
32,876.90
34,520.74
36,246.78
38,059.12
39,962.08
41,960.18
44,058.19
Development
1550
15.81
16.60
17.43
18.30
19.21
20.17
21.18
Services Assistant
2,739.74
2.876.73
3,020.56
3,171.59
3,330.17
3.496.68
3,671.52
32,876.90
34,520.74
36,246.78
38,059.12
39,962.07
41,960.18
44.058.19
Administrative
1550
15.81
16.60
17.43
18.30
19.21
20.17
21.18
Assistant
2,739.74
2,876.73
3,020.56
3,171.59
3,330.17
3,496.68
3,671.52
32,876.90
34,520.74
36,246.78
38,059.12
39,962.07
41,960.18
44,058.19
Senior Administrative
1667
17.01
17.86
18.75
19.69
20.67
21.71
22.79
Assistant
2,947.82
3,095.21
3,249.97
3,412.47
3,583.09
3,762.25
3,950.36
35.373.84
37.142.53
38,999.66
40,949.64
42,997.12
45,146.98
47,404.33
Assistant Planner
1667
17.01
17.86
18.75
19.69
20.67
21.71
22.79
2,947.82
3,095.21
3.249.97
3,412.47
3,583.09
3,762.25
3,950.36
35,373.84
37,142.53
38,999.66
40,949.64
42,997.12
45.146.98
47.404.33
Accountant /I
1667
17.01
17.86
18.75
19.69
20.67
21.71
22.79
2,947.82
3,095.21
3,249.97
3,412.47
3,583.09
3,762.25
3,950.36
35,373.84
37,142.53
38,999.66
40,949.64
42,997.12
45,146.98
47,404.33
Public Works
1667
17.01
17.86
18.75
19.69
20.67
21.71
22./9
Supervisor
2,947.82
3,095.21
3,249.97
3,412.47
3,583.09
3,762.25
3,950.36
35,373.84
37,142.53
38,999.66
40,949.64
42,997.12
45,146.98
47,404.33
Sec to the City Mgr/
1928
19.66
20.64
21.68
22.76
23.90
25.09
26.35
Office Manager
3,407.94
3,578.33
3,757.25
3,945.11
4,142.37
4,349.49
4,566.96
40,895.23
42,939.99
45,086.99
47,341.34
49,708.41
52,193.83
54,803.52
Communications &
1935
19.74
20.72
21.76
22.85
23.99
25.19
26.45
Marketing Coord.
3,421.23
3,592.29
3,771.91
3,960.50
4,158.53
4,366.45
4,584.78
41,054.76
43,107.49
45,262.87
47,526.01
49,902.31
52,397.43
55,017.30
Superintendent of
1935
19.74
20.72
21.76
22.85
23.99
25.19
26.45
Parks/Maintenance
3,421.23
3.592.29
3,771.91
3.960.50
4.158.53
4,366.45
4,584.78
41,054.76
43,107.49
45,262.87
47,526.01
49,902.31
52,397.43
55,017.30
Senior Accountant
1935
19.74
20.72
21.76
22.85
23.99
25.19
26.45
3,421.23
3,592.29
3,771.91
3,960.50
4,158.53
4,366.45
4,584.78
41,054.76
43,107.49
45,262.87
47,526.01
49,902.31
52,397.43
55.017.30
Associate Planner
2027
20.67
21.71
2279
23 93
25 13
26.39
27 70
3,583.47
3,762.64
3,950.78
4,148.31
4,355.73
4.573.52
4,802.19
43,001.65
45,151.73
47,409.31
49,779.78
52,268.77
54,882.21
57,626.32
Associate Engineer
2027
20.67
21.71
22.79
23.93
25.13
26.39
27.70
3,583.47
3,762.64
3,950.78
4,148.31
4,355.73
4,573.52
4,802.19
43,001.65
45,151.73
47,409.31
49,779.78
52,268.77
54,882.21
57,626.32
JOB TITLE
Comm. Svcs Leader
Community Svcs Leader H
Intern/Part-Time
Parks Mice Helper
Counter Clerk/Permit Tech
Schedule B
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
FY 1999-2000
PART TIME/ HOURLY
Revised 08/11/89
A
B
C
D
E
g
G
5.58
6.16
6.71
7.27
7.83
8.38
8.93
7.83
8.38
8.93
9.49
10.05
10.62
11.17
7.83
8.38
8.93
9.49
10.05
10.62
11.17
7.83
8.38
8.93
9.49
10.05
10.62
11.17
13.97
14.66
15.41
16.17
16.98
17.82
18.72
Schedule A
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
FY 1999-2000
JOB TITLE
A
B
Revised 08/11/99
D
E
F
G
Assistant to the
2027
20.67
21.71
22.79
23.93
25.13
City Manager
3,583.47
3,762.64
3,950.78
4,148.32
4,355.73
26.39
4,573.52
27.70
4,802.19
43,001.65
45,151.73
47,409.32
49,779.78
52,268.77
54,882.21
57,626.32
Senior Planner
2179
22.22
23.34
24.50
25.73
27.01
28.36
3,852.23
4,044.84
4,247.08
4,459.44
4,682.41
4,916.53
29.78
5,162.36
46,226.76
48.538.10
50,965.01
53,513.26
56.188 92
58,998 36
61.948,28
Senior Engineer
2179
22.22
23.34
24.50
25.73
27.01
3,852.23
4,044.84
4,247.08
4,459.44
4,682.41
28.36
4,916.53
2978
5,162.36
46,226.76
48,538.10
50,965.01
53,513.26
56,188.92
58,998.36
61,948.28
Communications &
2365
24.12
25.33
26.60
27.93
29.32
Marketing Director
4,181.31
4,390.38
4,609.90
4,840.39
5,082.41
30.79
32.33
50,175.77
52,684.56
55,318.78
58,084.72
60,988.96
5,336.53
64,038.41
5,603.36
67,240.33
City Clerk
2365
24.12
25.33
26.60
27.93
29.32
30.79
32.33
4,181.31
4,390.38
4,609.90
4,840.39
5,082.41
5,336.53
5,603.36
50,175.77
52,684.56
55,318.78
58,084.72
60,988.96
64,038.41
67,240.33
Community Services
2622
26.75
28.09
29.49
30.96
32.51
Director
4,636.30
4,868.12
5,111.53
5,367.10
5,635.46
34.14
5,917.23
35.84
55,635.65
58,417.43
61,338.31
64,405.22
67,625.48
71,006.76
6,213.09
74,557.09
Finance Director
2622
26.75
28.09
29.49
30.96
32.51
4,636.30
4,868.12
5,111.53
5,367.10
5,635.46
34.14
5,917.23
35.84
6,213.09
55,635.65
58,417.43
61,338.31
64,405.22
67,625.48
71,006.76
74,557.09
Deputy PW Director
2622
26.75
28.09
29.49
30.96
4,636.30
4,868.12
5,111.53
5,367.10
32.51
5,635.46
34.14
5,917.23
35.84
6,213.09
55,635.65
58,417.43
61,338.31
64,405.22
67,625.48
71,006.76
74,557.09
Comm. Development
3045
31.06
32.61
34.24
35.95
Director
5,383.31
5,652.47
5,935.10
6,231.85
37.75
6,543.44
39.64
6,870.62
41.62
64,599.70
67,829.69
71,221.17
74,782.23
78,521.34
82,447.41
7,214.15
86,569.78
City Eng/Public
3045
31.06
32.61
34.24
3595
Works Director
5,383.31
5,652.47
5,935.10
.
6,231.85
37.75
39.64
41.62
64,599.70
67,829.69
71,221.17
74,782.23
6,543.44
78,521.34
6,870.62
7,214.15
82,447.41
86,569.78
Deputy City Manager
3236
33.00
34.65
36.39
5,720.63
6,006.66
6,306.99
38.21
6,622.34
40.12
6,953.46
42.12
7,301.13
44.23
68,647.52
72,079.90
75,683.90
79,468.09
83,441.50
87,613.57
7,666.19
91,994.25
City Manager •
3468
40.15
42.16
44.26
46.48
6,959.08
7,307.03
7,672.38
8,056.00
48.80
8,458.80
51.24
8,881.74
53.80
83,508.91
87,684.35
92,068.57
96,672.00
101,505.60
106,580.88
9,325.83
111,909.92
Schedule A
CITY OF
DIAMOND
BAR
SALARY RANGES BY POSITION
FY
1999-2000
Revised 08/11/99
JOB TITLE
A
B
C
D
E
F
G
Receptionist
850
8.67
9.11
9.56
10.04
10.54
11.07
11.62
1,503.36
1,578.52
1,657.45
1,740.32
1,827.34
1,918.71
2,014.64
18,040.27
18,942.28
19,889.39
20,883.86
21,928.06
23,024.46
24,175.68
Jr. Clerk Typist
986
10.23
10.74
11.28
11.84
12.44
13.06
13.71
1,773.28
1,861.94
1,955.04
2,052.79
2,155.43
2,263.20
2,376.36
21,279.32
22,343.29
23,460.45
24,633.47
25,865.15
27,158.40
28,516.32
Clerk Typist
1058
10.79
11.33
11.90
12.49
13.12
13.78
14.46
1,870.85
1,964.40
2,062.62
2,165.75
2,274.03
2,387.74
2.507.12
22,450.24
23,572.75
24,751.39
25,988.96
27,288.41
28,652.83
30,085.47
Transportation
1058
10.79
11.33
11.90
12.49
13.12
13 78
14.46
Clerk
1,870.85
1,964.40
2.062.62
2,165.75
2,274.03
2.387.74
2,507.12
22,450.24
23,572.75
24,751.39
25,988.96
27,288.41
28,652.83
30,085.47
Community Services
1164
11.87
12.46
13.08
13.74
14.43
15.15
15.90
Coordinator
2,057.07
2,159.92
2,267.92
2,381.31
2,500.38
2,625.40
2,756.67
24,684.83
25,919.07
27,215.02
28,575.77
30,004.56
31,504.79
33,080.03
Secretary
1164
11.87
12.46
13.08
13.74
14.43
15.15
15.90
2,057.07
2,159.92
2,267.92
2,381.31
2,500.38
2,625.40
2,756.67
24,684.83
25,919.07
27,215.02
28,575.77
30,004.56
31,504.79
33,080.03
Account Clerk H
1164
11.87
12.46
13.08
13.74
14.43
15.15
15.90
2,057.07
2,159.92
2,267.92
2,381.31
2,500.38
2,625.40
2,756.67
24,684.83
25,919.07
27,215.02
28,575.77
30,004.56
31,504.79
33,080.03 --
Parks Maintenance
1227
12.52
13.14
13.80
14.49
15.21
15.98
16.77
Worker H
2,169.59
2,278.07
2,391.97
2,511.57
2,637.15
2,769.01
2,907.46
26,035.07
27,336.83
28,703.67
30,138.85
31,645.79
33,228.08
34,889.49
Administrative
1282
13.08
13.73
14.42
15.14
15.90
16.69
17.53
Secretary
2,267.11
2,380.47
2,499.49
2,624.47
2,755.69
2,893.48
3,038.15
27,205.38
28,565.65
29,993.93
31,493.63
33,068.31
34,721.72
36,457.81
Senior Account
1282
13.08
13.73
14.42
15.14
15.90
16.69
17.53
Clerk
2,267.11
2,380.47
2,499.49
2,624.47
2,755.69
2,893.48
3,038.15
27,205.38
28,565.65
29,993.93
31,493.63
33.068.31
34,721.72
36,457.81
Senior Administrative
1392
14.20
14.91
15.65
16.44
17.26
18.12
19.03
Secretary
2,461.20
2,584.26
2,713.47
2,849.15
2,991.60
3,141.18
3,298.24
29,534.38
31,011.10
32,561.66
34,189.74
35,899.23
37,694.19
39,578.90
Assistant City Clerk
1496
14.96
15.70
16.49
17.31
18.18
19.09
20.04
2,592.27
2,721.89
2,857.98
3,000.88
3,150.93
3,308.47
3,473.90
31,107.29
32,662.66
34,295.79
36,010.58
37,811.11
39,701.67
41,686.75
Code Enforcement
1496
14.96
15.70
16.49
17.31
18.18
19.09
20.04
Officer
2,592.27
2,721.89
2,857.98
3,000.88
3,150.93
3,308.47
3,473.90
31,107.29
32,662.66
34,295.79
36,010.58
37,811.11
39,701.67
41,686.75
RESOLUTION 96-53 J
Page Twelve
SECTION 34. 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 18 months, at their expense.
SECTION 35. TUITION REIMBURSEMENT
Subject to Council fiscal year budget authorization, each 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 36. PART TIME EMPLOYEES' RETIREMENT
Effective July 1, 1991, part time, seasonal and temporary 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 $72,600. The employer's tax rate is the same. Election workers and
emergency workers are excepted from coverage, under this section.
ADOPTED AND APPROVED THIS 17th day of Auau s t '1999
Mayor
RESOLUTION 96-53 J
Page Ten
ve
ys with
E. The Personnel Officer shall review the Head.ation appeal within Every effort will belmad5e at this level to
employee, supervisor and Department
resolve the appeal.
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 five (5)
working days by the City Manager, and the decision of the City Manager shall be final.
SECTION 29. POST OFFER PHYSICAL EXAMS
All individuals who become a candidate for 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 30. EMERGENCY CALL -OUT POLICY
The following Emergency Call -Out Policy shall be adhered to:
A. When a full time employee or permanent part-time, other t na 1 Management given a
o
employee, is called out for a City emergency, the employee
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.
SECTION 31. ADMINISTRATIVE LEAVE
Management employees are allowed two (2) ays of b the Caty Managed basedlve leave per fiscal year.
on the number of total
Additional days of leave may be authorized y
hours the individual works over and above 40 hours per 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.
RESOLUTION 96-53 J
Page Eight
C. Each employee must submit a request in advance, and approval must be given by
the employee's supervisor and Department Head.
D. A full time employee is eligible to use a floating holiday after 30 days of
continuous employment.
E. Floating Holidays may be used in lieu of sick leave only if all other benefit time
has been exhausted.
SECTION 23. 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 24. LEAVE OF ABSENCE
Leave of absence without pay may only be granted by the City Manager.
SECTION 25. 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 26. 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
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.
RESOLUTION 96-53 J
Page Six
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. 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.
SECTION 16. 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, or other individuals related
by blood or marriage.
SECTION 17. 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 18. 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.
RESOLUTION 96-53 J
Page Four
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. There is nothing contained within this Section to exclude the City from implementing a
4-10 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.
YEARS OF SERVICE VACATION ACCRUAL
1 - 5 10 days
6-10 15 days
11 & Up 20 days
B. Vacation time may be accumulated to a maximum of twenty (20) days (160 hours). The
City Manager may approve vacation time accruals exceeding twenty (20) days.
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 municipal 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.
RESOLUTION 96-53 J
Page Two
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 full-time employees and designated permanent 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 officers, full-time employees and
designated permanent part-time have a choice of medical and/or fringe benefits, as described in
Section 6, in an amount not to exceed $650.00 a month, 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 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 during
each December.
C. All eligible employees may participate in the City's 401(A) deferred compensation plan.
SECTION 8. PART-TIME EMPLOYMENT
Hourly compensation for the various part-time positions shall be as set forth in Schedule B
(attached).