HomeMy WebLinkAboutRES 90-45RESOLUTION NO. 90-45
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
employees and officers 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 Title , Article , Section of the Diamond Bar
Municipal Code, the Diamond Bar City Council hereby establishes the
salaries and the various full time position of the City of Diamond
Bar. As of May 5, 1990, compensation of the various classes of
positions shall be as shown on Schedule A (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 probationary 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 - 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 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 on 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 ACCIDENTAL LIFE AND
DISABI_LITY INSURANCE. LONG-TERM DISABILITY UNEMPLOYMENT INSURANCE
All full time employees are eligible to receive group health,
dental, deferred compensation, life, unemployment insurance, and
long-term disability insurance within the Cityts group insurance
carrier(s), with the administrative costs 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 and
dental insurance.
SECTION 7. FRINGE BENEFIT PACKAGE
An employee benefit program is authorized wherein all officers and
full time employees have a choice of medical and/or fringe
benefits, as described in Section 61 in an amount not to exceed
$380.00 per month, paid by the City.
A. Employees, defined as Management, shall receive an additional
$30 per month to be applied as described in Section 6.
B. All employees shall participate in the Life Insurance and
Dental Insurance program. The City shall pay the cost of
the employee only in addition to the cafeteria program
described in Section 6 or Section 7a.
SECTION 8. PART-TIME HOURLY RANGE CHART
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 in accordance with
Government Code Section 34856. Pursuant to Government Code Section
36506, nothing in these rules and regulations shall be construed to
provide employees with any tenure or property interest in
employment.
RESOIXJTION - PAGE THREE
_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 Employee's 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 following the completion of each bi-weekly pay period. In
the 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 first 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 Manager 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 Administrative/Executive
employee, shall be required to work overtime, beyond forty
(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 a full forty
(40) hour work week.
D. Any full time employee, other than an Administrative/Executive
employee, 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.
RESOLUTION - PAGE FOUR
SECTION 14. ANNUAL VACATION
YEARS OF SERVICE VACATION ACCRUAL
1 - 5 10 days
6 - 10 15 days
11 & Up 20 days
A. A full time employee, after twelve (12) months continuous
service with the City of Diamond Bar, shall be entitled to a
vacation of ten (10) work days per year to be accrued at a
rate of 3.08 hours per pay period.
B. Vacation time may be accumulated to a maximum of twenty (20)
days. 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 vacation earned after one (1) year of service has
been completed, prior to the effective date of termination.
I. All vacation requests shall be made at least five (5) 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.
RESOLUTION - PAGE FIVE
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 granted full time employees at a
rate of 3.08 hours per pay period.
B. After six (6) months of continuous service, the employee is
eligible to use sick leave.
C. Unused sick leave shall be accrued to a maximum total not to
exceed 144 hours. Absence or illness may not be charged to
sick leave if not already accumulated.
D. Each full time employee shall be paid for all accrued sick
leave in excess of the maximum 144 hours at a rate of one-half
(1/2) allowed to be accrued. Accrual of sick leave and buy-
back will be calculated on a calendar basis.
The accrued sick leave over maximum shall be paid once a year at-
the
tthe employee's current wage at the time of payment. Said payse:n.
is to be made on the first day in December, at such time as the:
City Manager may determine at his/her absolute discretion as.
appropriate.
After five (5) years of service, when an employee retires, resigns
or terminates in good standing, that employee will be paid all
accrued sick leave at a rate of one-half (1/2) of the employee's
current rate of pay at termination.
E. Sick leave shall be allowed only in case of necessity and
actual sickness or disability of the employee, 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 vacation, sick leave, or does no:
work a maximum of seven (7), eight (8) hour working days in
any one month or combination thereof.
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.
RESOLUTION - PAGE SIX
H. Employees using all accumulated sick leave may be deemed to
have abandoned their employment.
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, brothers, sisters, grandparents, grandchildren,
half-brothers, half-sisters, aunts, uncles, or other individuals
related by blood or marriage living in the same household as the
City employee.
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
-1 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 19. 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.
Compensation for any full time employee on jury duty shall be
determined and verified by the City Manager. It shall be the duty
'-` of full time employees requesting compensation under this provision
to obtain for and to present to the City Manager any and all
information as requested necessary to verify times and dates of
such employee's jury duty.
RESOLUTION - PAGE SEVEN
SECTION 20. ATTENDANCE
Full time employees shall be in attendance at their work in
accordance with the rules regarding hours of work, holidays, and
leaves. Departments shall keep attendance records of all
employees. Absence of any employee without leave may result in
possible disciplinary action including discharge.
SECTION 21. HOLIDAYS
A. The Diamond Bar's observed paid holidays are as follows:
I. New Year's Day (January 1)
2. Washington's Birthday (observed third Monday
in February)
3. Memorial Day (observed 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. Floating Holidays (2)
B. 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.
SECTION 22. FLOATING HOLIDAYS
A. Each full time employee is allowed two (2) floating holidays
(16 hours) per calendar year, January through December.
B. Floating Holidays 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. 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.
1-1 RESOLUTION - PAGE EIGHT
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 City 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 Councilmembers;
2. Standing Board and Commission members;
3. Administrative/Executive employees of the City;
4. Employees of the City Manager's Department; or
5. Employees of the Personnel Department.
B. The employment of relatives 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.
RESOLUTION - PAGE NINE
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 living in the same household as the City employee.
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 of, 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
Director within five (5) working days after receipt of the
reviewing official's response.
E. The Personnel Director 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.
RESOLUTION - PAGE TEN
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 Director.
G. The City Manager shall review the appeal with the employee,
supervisor, department head and Personnel Director. The
decision shall be rendered in writing within five (5) working
days by the City Manager and shall be final.
SECTION 29. PRE-EMPLOYMENT EXAMS
All individuals who become a candidate for City employment must
successfully pass pre-employment 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, other than an Administrative/
Executive employee, is called out for a City emergency,
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 at the overtime rate outlined
in Section 13.
SECTION 31. ADMINISTRATIVE LEAVE
Administrative/Executive employees are allowed two (2) days of
administrative leave per fiscal year. One (1) additional day 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 week.
This would allow for a maximum of three (3) days per fiscal year.
A. Administrative/Executive employees do not receive paid
overtime, and this leave is to recognize those employees
who work over and above 40 hours per week.
RESOLUTION - PAGE ELEVEN
B. Following is a list of Administrative/Executive positions:
City Clerk
Planning Director
Director Parks/Maintenance
Superintendent Parks/Maintenance
Secretary to City Manager
Assistant to the City Manager
Senior Accountant/Assistant Finance Director
C. Administrative leave may not be accumulated and carried over
to the following year. It must be used by June 30 each fiscal
year. Leave may be granted in hourly increments.
D. 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 86-88 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 33. IMMIGRATION REFORM AND CONTROL ACT OF 198
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 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 terminate 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.
ADOPTED AND APPROVED
I, LYNDA BURGESS, City Clerk of the City of Diamond Bar, do
hereby certify that the foregoing Resolution was introduced at a
regular meeting of the City Council of the City of Diamond Bar
held on the 1st day of May 1990, by the following
vote:
AYES: COUNCIL MEMBERS: Papen, Kim, Horcher,
Mayor Pro Tem Forbing and Mayor Werner
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
ABSTAINED: COUNCIL MEMBERS: None
City Clerk of=:the_
City of Diamoi�d--- air v v
CITY OF DIAMOND BAR
SALARY RANGES
BY POSITION
1990-91
JOB TITLE
A
B
C
D
E
Jr. Clerk Typist
8.81
9.25
9.71
10.20
10.71
1527.07
1603.42
1683.59
1767.78
1856.16
18324.80
19241.04
21203.08
21213.36
22273.92
Clerk Typist
9.47
9.94
10.44
10.96
11.51
1641.60
1723.68
1809.86
1900.36
1995.38
19699.20
20684.16
21718.32
22804.32
23944.56
Secretary
10.41
10.93
11.48
12.05
12.66
1805.00
1895.25
1990.01
2089.51
2193.99
21660.00
22743.00
23880.12
25074.12
26327.88
Deputy City Clerk
11.16
11.72
12.31
12.92
13.57
1935.00
2031.75
2133.34
2240.00
2352.00
23220.00
24381.00
25600.08
26880.00
28224.00
Secretary to City
14.92
15.67
16.45
17.27
18.14
Manager
2586.60
2715.93
2851.73
2994.31
3144.03
31039.20
32591.16
34220.76
35931.72
37728.36
Superintendent of
15.73
16.51
17.34
18.21
19.12
Parks/Maintenance
2726.06
2862.36
3005.48
3155.76
3313.54
32712.72
34348.32
36065.76
37869.12
39762.48
Senior Accountant
17.32
18.19
19.09
20.05
21.05
3002.00
3152.10
3309.71
3475.19
3648.95
36024.00
37825.20
39716.52
41702.28
43787.40
Director of Parks
19.75
20.74
21.77
22.86
24.00
& Maintenance
3423.00
3594.15
3773.86
3962.55
4160.68
41076.00
43129.80
45286.32
47550.60
49928.16
City Clerk
18.20
19.11
20.07
21.07
22.12
3155.00
3312.75
3478.39
3652.31
3834.92
37860.00
39753.00
41740.68
43827.72
46019.04
Planning Director
24.81
4300.00
51600.00
Assistant City
23.15
24.31
25.52
26.80
28.14
Manager
4013.00
4213.65
4424.33
4645.55
4877.83
48156.00
50563.80
53091.96
55746.60
58533.96
SALARY RANGES BY POSITION
?AGE TWO
Administrative
Analyst
Code Enforcement
Officer
Intern/Part-Time
10.25 10.76 11.30 11.86 12.45
1775.90 1864.70 1957.93 2055.83 2158.62
21310.80 22376.40 23495.16 24669.96 25903.44
10.89 11.44 12.01 12.61 13.24
1888.00 1982.40 2081.52 2185.60 2294.88
22656.00 23788.80 24978.24 26227.20 27538.56
5.00 5.50 6.00 6.50 7.00
F G H I
7.50 8.00 13.00 16.00