Off Docket - Salary and Benefit Plan Management, Supervisory, Professional and Confidential Employees4 AGENDA REPORT of
} G1�
CITY OF POWA
OFFDOCKET'
C' 1N THE GO
T0: Honorable Mayor and Members of the City Council
FROM: James L. Bowersox, City Mans
DATE July 22 , 1986
SUBJECT: Salary and Benefit. Plan
Management, Supervisory, Professional
and Confidential Employees
BOK
Eachyear at the conclusion of the budget process, the City Council approves a
resolution designating the salaries and benefits for the management, super
visory, professional, and confidential employees of the City.,These mploy ees
are classified into 4 groups which are as follows:
Group 1 - Department Heads
Group -2 - Division Heads
Group 3 - Supervisory and Professional aployees
Group 4 Confidential
Salaries are reviewed annually by the City Council at which time general
increase and classification increases are discussed.- These salary increases are
then adopted by resolution effective July lst.
FtilDIi�S'- -
Attached for City Council review is a'resolution designating the salaries and
benef its for mane anent, supervisory
g uper�r ry, professional, and confidential.employees.
Reccamriendations for salary percentage increases based upon surveys of com-
parable positions are as follows
ACTION:
t
Agenda Report
July 22, 1986
Page 2
Classification General Increase Group Increase Class Increase Total
Group 1 (all) 6 6 12
Group 2 (most) 6 3 - 9
Fire Battalion Chiefs. 6 3 4 13
Group 3 (all) 6 3 9
Group 4 (all) 6 4 - 10
REOl IMENDATION
It is recommended that the City Council approve the following resolution:
A Resolution of the City Council
Of the City of Poway,California,
Designating the Salaries and Benefits
For Management,. Supervisory, Professional, and
Confidential Employees of The City
MB:el)
Attachment:
1. Proposed Resolution
2. Salary and Benefit Plan for the
Management, Supervisory, Professional
and Confidential Employees
RESOLUTION NO. 86-
A RESOLUTION OF THE CITY COUNCIL
OF MIE CITY OF POWAY, CALIFORNIA,
DESIGNATING THE SALARIES AND BENEFITS
FOR THE MANAGEMENT, SUPERVISORY, PROFESSIONAL, AND
CONFIDENTIAL IMPLOYEES OF THE CITY
WHEREAS, it is necessary to designate the salaries and benefits of the
Management, Supervisory, Professional, and Confidential EMplOyess of the City of
Poway; and
WHEREAS, the City Council of the City of Poway wishes to provide a change in
the Mana ement,
g Supervisory, Professional, and Confidential Employees' Salary
and Benefit Plan effective July 1, 1986.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF POWAY, CALIFORNIA, DOES
HEREBY RESOLVE, DECLARE, DETERMINE AND ORDER AS FOLLOWS:
1. That the City of Poway Management, Supervisory, Professional, and
Confidential Employees' Salary and Benefit Plan attached hereto and
made a part hereof shall designate the salaries and benefits to be
received by Management, Supervisory, Professional, and Confidential
Employees of the City of Poway.
2. That the Financial Plan for Fiscal Year 1986-87 is hereby amended`to
provide for changes in the compensation of City employees covered by
the Salary and Benefit Plan.
PASSED, ADOPTED AND APPROVED, by the City Council of the City of Poway,
California, at an adjourned regular meeting thereof this 22nd day of July,
1986.
Carl R. Kruse, Mayor
LT]ESl:
Marjorie K. Wahlsten, City Clerk
F,
SAT.
AND RFWW PLAN FOR THE
r
PFb' SIAL'
AIS
C FT2T
The following position classifications are established as full-timer
permanent. class ifiea-
tions at the grade and salary, range. indicated.
The City management/confidential
employees
shall be classified in one of
the followingclassifications and
, paid at one of the f ive .
steps within the
p salary range set forth- for the classification,
Effective June 30, 1986
Article 1.
SAID
BI-hli2MY
APPROC MGNTHrX
CLASSIFICATION
RANGE NO.
SALARY RANGE'
SALARY RAME
Group Z
Assistant City Manager
287
1855.83 - 2264.47
4021 -.4906
Director of Administrative Services 279
1713.83 - 2091.20
3713 - 4531 '
Director of Canmunity, Services
274
1630.65 - 1989.70
3533 - 4311
Director of Planning Services-
274
1630.65 - 1989.70
3533 - 4311
Director of Public Services
285
1819.26 - 2219085
- `3942 - 4810
Director of. Safety Services
279
1713.83 - 2091.20
3713 - 4531-
,' Group 2
Assistant. to the: City Manager
244
1209482 - 1476.20
2621- 3198
Assistant Director of
Planning Services
259
1404.56 - 1713.83
3043 - 3713
Assistant Public Services
Operations Manager
254
1.336.39 - 1630.65
2896 - 3533
Community Services Manager
244
1209.82 - 1476.20
2621 - 3198
Customer Services Manager
244
1209.82 - 1476.20
2621 s 3198 4
.Finance Manager
244
1209.82 - 1476.20
2621 - 3198
Eire Battalion Chief
250
1284.24 - 1567.02
2783 - 3395-
cape Facilities Manager
235
1106.18 - 1349.75
2397 - 2924
Personnel Managed
244
1209.82 - 1476.20
2621 - 3198
Public Services Operations Manager 264
1476.20 - 1801.25
3198- 3903
Purchasing Manager
244
1209.82 - 1476.20
2621 - 3198'
Senior Engineer
259
1404.56 -1713.83
3043 - 3713
Senior Planner
244
1209.82'- 1476.20
2621 - 3198'
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CLASSIFICATION
SALARY
BIY
APPROX. MONTHLY
RANGE NO.
SALARY RANGE
SALARY RANGE
�gu 3
Accountant
219,
943.38- 1 151.10
- .
2044 .2494:
Administrative Analyst
224
991.50 - 1209.82
2148 - 2621
Administrative Assistant
f
214
897.59 - 1095.23
1945 - 2373' .
Assistant Civil Engineer
234
1095.23 - 1336.39
2373 - 2896
Assistant Planner
218
934.04 -- 1139.70'
2024 - 2469'
Associate Civil Ehgineer
244
1209.82 - 1476.20
2621 - 3198
Associate Planner`
228
1031.76 - 1258.94
2235 - 2728
Code Compliance Officer
213
888.70 - 1084.39
1926 -.2350
Engineering technician
206
828.91 - 1011.43
1796 - 2191
Junior Civil Engineer
224
991.50 - 1209.82
2148- 2621
Junior Planner
208
845.57 -1031.76
1832-2235
Lake Supervisor
195
742..97 - 906.57
1610 - 1964
Programmer
218
934.04 - 1139.70
2024 - 2469
Recreation Supervisor
210
862.57 - 1052.49
1869 -- 2280
Senior Accountant
229
1042.-7 - 1271.53
2258 - 2755
5
E Group 4
Administrative Secretary
(Administrative:Services)*
18?
686.12 - 837..20
148? - 1814
Administrative. Secretary
(City Clerk's Office)
187
686.12 - 837.20-
1487- 1814
Data Entry ;Clerk
169
573.61 - 699.91
1243 - 1516'
Data Entry Clerk II
174
602.$7 -735.63
.
1306 - 1594
Deputy City Clerk
197
757.90 - 924.79`
1642 -.2004 _
Personnel Aide
197
757.90 - 924.79
1642 - 2004
Secretary
(Assistant City Manager's Office)
177
621.14 - 757.90
1346 - 1642
Secretary to the City Manager
197
757.90 - 924.79
1642 - 2004
Article 2. Leaves
Section 1. Vacation
A. Groups 1 - 3 -Management
All employees in the management
group, who have served for a mi.nimun of six t6
months continuous service, shall
be entitled. to vacation leave with pay.
For these of c
purpo computing annual vacation
leave, a working day shall be con-
sidered as 1,/5 of the -.number of
working or
duty hours in the
establishes work
week.
Annual. vacation leave shall be computed:
in accordance with the following
schedule:.
-2
�s3w a'
s
For the purposes of camputing annual vacation leave, a working day shall be con-
sidered as if 5 of the number of working or duty hours in the established work
a
week.
One day vacation shall be accrued for each month of employment for a total of
y y'e• r
twelve (12) working days
After five (5) years of continuous employment, an additional three (3) days per
year shall be accrued, for a total of fifteen (15) working days per year.
After ten (10) years of continuous employment, an additional three(3) daYe
per
year shall be accrued, for a total of eighteen (18) working days per year.
After fifteen (15) years of continuous employment, an additional: two (2) days Y per
year shall be accrued, for a total of twenty (20) working days per year.
Vacation time can be accumulated to a maximum of 150% of one year's eligibility,
and accumulation above 150% sha11 be forfeited.
The times at which an employee may take his vacation shall be determined by the
department head with due regard for the wishes of the
� A eg employee and particular
regard for the needs of the City.
k
In the event.one.or more holidays fall within a vacation leave period, such holi-
days shall not be charged': as vacation leave, and the vacation leave shall be
extended.accorcla.ngly.
Employees who terminate employment shall be paid. in a lump sum for all accrued
vacation leave earned prior to the effective date of termination, provided they
have served six (6) continuous months with the City and successfully canpleted
probation.
Section 2 Executive Leave
A. Group 1
Employees designated in this group shall be entitled to four (4) days executive
leave each fiscal year. If not taken during the fiscal year, the executive leave
nay be exchanged for caipensation equal to fifty (50) percent of ,its value,
Executive leave may not be carried over into the next fiscal year.
B. Group 2
Employees designated in this group shall be entitled to two (2) days executive
leave each fiscal year. If not taken during the. fiscal year, the executive leave
may be exchanged for compensation, equal to fifty. (50) percent; of its value.
Executive leave may not. be carried over into the next fiscal year.
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Section 3 Sick Leave
A. Groups 1 3 - Management
Sick leave with pay may be granted to all probationary. and regular employees
within the management group: who are regularly employed in regular positions,
All management employees shall be granted sick leave with pay, up to a maximum of'
sixty (60) calendar days per incident with no accumulation.
In order to receive caipensation while absent on such leave, the employee shall
notify his immediate superior prior to or within two hours after the time set for
the beginning of his duties.
Sick leave over three (3) working clays at one time may require certification by
the employee's, physician in order to receive compensation. 9bis requirement is
at the discretion of the. superior.
In the event of illness in. the immediate family,,an '
employee may use accrued. sack
leave not to exceed three (3) days in each calendar,year. Immediate family -shall
be designated as mother father use and de '
gna , , spo , pendent children. employee must
notify supervisor in advance when such leave is being taken and so note on time
card.
B. Group 4 - Conf idential
Sick leave with pay may be granted to all probationary and regular employees
within the unit who are regularly Toyed in permanent full-time _positions.
C
For-. the purposes of computing sick leave, a working clay shall be considered as
1/5 of the number of working or duty hours in the established work week.
E
one (1). day sick leave shall be accrued for each month of employment, for a total
of twelve (12) working days per year.
Sick leave shall be granted to an employee only for actual working .time off.
ti •
Accumula on of sick leave shall be unlimited.
In order to receive ccmpensation while absent on such leave, the employee shall
notify his immediate superior or the department head prior to or within two hours
after, the. time set for the beginning of his duties.
Sick leave over three (3) working days at one time may require certification by
the employee'sphysician in order to receive compensation. This requirement is,
at the discretion of the department head.
In the event of illness in the immediate family, an employee may use accrued sick
leave not to exceed three (3) days in each calendar year. Immediate family shall
be designated as mother, father, spouse, and dependent children. Employee must
notify supervisor in advance when such leave is being taken and so note on time
card.
Auer five (5) years of continuous employment with the City and upon termination
or retirement, an employee will receive compensation for unused sick. leave.
;,. Y
A. Upon normal retirement employee will receive 250 of all sick .leave
hours accrued. Calculations will be at the employee's rate of pay at
the time of retirement and will not exceed.$3,000.
B. Upon leaving the employ of the City for other than retirement, employee
will, receive 25 of all sick leave hours accrued. Calculations wi3.l be
at the employee's rate of pay at the time of termination and will not
exceed $1,000.
C. Starting July 1, 1984, an employee can annually convert to pay up to
25561 -of their annual unused sick leave balance, if the employee has used
less than 40 hours of sick leave during the year and will have a mini-
mum balance of 192 hours of accumulated sick leave after the conver-
sion. If the employee converts the 25% of the annual.: unused. sick leave
accumulation to cash:, the employee shall forfeit twice the number of
hours converted. The remaining unused balance accrued during the year
shall be accounted for in a separate sick -leave balance that will be
available for use by the employee in the event all other sick leave is-
exhausted.
sexhausted, As an example, an employee who has used no sick leave
during year may convert three (3) days (24 hours) to cash. The
employee would forfeit six (6) days accumulation (48 hours). The
remaining six days (48 hours) would be placed.: in a separate account for
use in the event all other sick leave is exhausted. The employee would
not be eligible for any compensation upon termination or retirement for
this separate sick leave balance. All other sick leave. accrued shall
be eligible for conversion to cash upon termination; retiring, or
death in accordance with subsections A, B and D
Employee will be authorized to convert sick leave once annually. The
L conversion may be made during the first pay period in July.
D. Upon the death of an employee, prior to five (5) years of continuous
employment, compensation for unused sick leave shall be at the same
rate as the termination benefit. Payment shall be made to the
s employee's designated beneficiary.
Section 4. Holida s.
The holidays for employees in the management/confidential group are as follows:
NevYear's Day January 1
washingtonIs Birthday 3rd Monday February
Memorial Day Last Monday -May
independenceDay July 4
Labor Day 1st Monday -September
Veteran Is, Day November 11
Thanksgiving Day 4th Thursday -November
Day after Thanksgiving Fourth Friday November
Christmas Day December 25
The day after Christmas, Friday, December 26, 1986, is designated a one-time only
holiday.
d
g _ - -6.-
For the purpose of outing holiday pay, a working day shall be considered as 1/5 of
the number of working or duty hours in the established work week.
In addition to regular pay for hours worked, employees in this unit shall be paid
holiday pay, whether on or off duty on the: holidays above.
f Holidays falling on Sunday, shall be observed on the following. Monday. Holidays
falling on Saturday shall be observed on the preceding Friday and shall be considered
t as the, legal holiday.
Section 5. Bereavement Leave.
In the, event of a death in the family, a regular employee shall be. eligible for
1-5 days off with pay to attend the funeral, subject to the: following
provisions::
A. %lie relatives designated, shall include father, mother, father-in-law,
r mother -in law, wife, husband, brother, sister; daughter, son, grandparents,
grandson, granddaughter, brothers and sisters having one; parent in common,
and those relationships generally called "'step" providing persons in such
relationships have livedor have been. raised in the, family home and have
continued an active family relationship.
B. To be eligible for bereavement leave, the employee must attend or make bona
fide effort to attend the funeral.
C Pay for-campensable bereavement leave shall be in the same amount as pay for
sick leave for the same period.
D Bereavement leave is not canpensable when the employee is on leave of
absence, vacation, bona fide lay-off, or for days falling outside. the
employeeis regular work period.
E. It is not chargeable against sick leave.
' F All -requests for paid bereavement leave shall be subject to approval of the
Personnel Officer.
Article 3. Payroll and Elork Week
�
Regular pay are designated as every Yother Friday for the two week Period ending
the previous Sunday. in no event shall the City advance pay, including pay for
- earned vacation, without the prior written approval, on a case-byase basis, by the
City Manager. Requests for advance vacation pay must be made prior to the end of the
Pay period for which pay is: to be received...
A. Groups 1 - 3 - Management
i
It is recognized. that employees in this group may be required: to work hours in
excess of 40•hours in a work week, and it is agreed that employees in this group
shall not be renumrrated for such work beyond the current monthly salary rate of
the individual employee, but for the purposes of computing benefits, the regular
number of working or duty hours in a work week frau Monday through Sunday is
established at 40 hours for all employees in the group.
-7-
y.,
4
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B. Group 4 - Confidential
The regular number _ of working or duty hours in a work week f ran Monday through.
Sunday is established at 40 hours for all full. -time employees in the unit.
For, employees regularly working Tess than40 hours in one week, or designated. as
- part-time or temporary employees, the regular number of working or duty hours. in
a work wec,': shall ` be that number of hours for which they are scheduled to work.
Employees designated part-time and who work at least 1,040 hours per year shall
only be eligible to receive fifty percent (50%) of the benefits set forth in
Article 6, Section 2 and Article 9, Section 2.
For full time employees, unscheduled hours worked on Sundays and holidays shall
be paid. for at double the employee's rate of pay-
Employees in this group shall. be . paid one and one:.:. -half (11), times their hourly
rate of pay for all hours worked in excess of an 8 hour day or a 40 hour work
week,'
Article 4. Benefits
4
Section 1. Hospital and Medical
Groups 1. 4: Management/Confidential
i1
Health benefit premiums for each employee shall be paid in full by the City.
Dependents of each employee may, also be covered by health benefit- coverage, upon
proper application and acceptance. The cost of dependent coverage of the medical,
and dental plan: will be shared between the City and the employee.. The City shall pay
one:. -half of the dependent Medical premitun cost through December 31, 1986. After
December 31, 1986, the City shall. pay one-half of the dependent Medical premium cost
to a maximum of $93.56 each month, and one-half of the dependent Dental coverage
during the life of this agreement. The employee's share of the cost will be made
through payroll deduction.
A representative of the Management/Confidential employees group shall participate in
a joint, insurance committee for the. purpose of recommending an alternative to the
existing indemnity insurance program. The goal for implementing a new program is no
later than January 1, 1987.
Section 2. Eye Care
The City will provide an eye care plan. The City shall pay 100° of the prum for
the employee and his/her dependent coverage.
j
a
Section 3 Life Insurance.
A. Groups 1 3 Managnt
The first day of the month following date of hire, an:employee, upon proper
application and acceptance by the insurance carrier, shall be covered under a
group life insurance plan for the amount of one and one half times annual income
($10,000 m nkrm)
B. Group 4 - Confidential
�a The first day of the month following date of hire, an employee, upon proper
application and acceptance by the insurance carrier, shall be covered under a
group life insurance plan; for the amount of one times annual. income ($10,000
minimum).,
The City. pays 100%. of the, pre az.um.
'Deferred gc�sat on/Supplemental Life Insurance: All Groups
Additionally, employees designated in Groups 1. and 2 shall be eligible to, par-
ticipate in a City supplemental insurance or deferred 'canpensation program.. I The
City shall pay seventy-five ($75.00) dollars per month for each employee in Group
l and f ifty five ($55. 00) for, eachee to _ in Group 2 toward the cost of
y p
insurance or as a contribution to in a. deferred compensation account. The City
shall pay thirty-five (`$35.00) dollars per month for each employee in Group 3 and
twenty-five 4$25.00"3 dollars per month for each employee in Group 4 to be placed.
in a deferred canpensation account.
3 Those employees hired prior to July 1, 1983, and who are: currently, receiving benefits
of a higher group will continue to receive the benefits of the higher group.
f'Ekiployees hired into these classifications after July 1, 1983, will receive the bene-
fits as outlined.in this resolution.
L;
Section 4. Long -Tena Disability Income Insurance.
This employee benefit provides for the payment of a monthly income benefit payment
for those covered employees totally disabled by injury or sickness.
A. Groups 1 - 3 - Management
l
i
The monthly benefit. provided under this coverage will be 66-2/3% of the
employee's monthly earnings to a. maximun of $4,500 per month. The, insurance
carrier is responsiblefor calculating the exact benefit amount, based on each.
I individual's income status.
The insurance carrier for this coverage requires a 60 day waiting period frau the
t
first day of the disability to the beginning of the monthly benefit payment
period.
-9-
Monthly benefits are paid, with certain exceptions, as explained in the cer-
tificate of insurance, until the, recovery from the injury or sickness or until
the employee reaches age 65.
The City pays 100% of the premium.
E
B. Group 4 - Confidential
The monthly benefit provided under this coverage will be 60 of the employees
monthly earnings to a maximum of $2,000 per month. The insurance carrier is
responsible for calculating the exact benefit amount, based on each. individual's
income status.
The insurance carrier for this coverage requires a thirty (30)day waiting period
from the first day of the disability to the beginning of the monthly benefit
payment period.
Monthlybenefits are id with certain exceptions, as '
paid, p , explained. in the Group
Insurance handbook, until the recovery frau the injury or sickness or until the
employee reaches age 65
The City pays 100% ;of the premium.
An employee may use sick leave and vacation to supplement coverage under this
benefit up to, but not in excess of 100% of his: regular rate of pay.
Section 5. WorkersCarpensation Insurance
AU employees in -the group o (regular,. temporary and part-tune) are covered. by Workers'
Canpensat on Insurance frau the date of employment. Premium will be paid by the
City.
Any employee shall, upon receiving a work sustained' injury, report the incident.
Mately to his department head.
The filingof the accident report as required b� the Workers' Can '
po eslu� y pensation Insurance
Fund shall be the responsibility of the employee's supervisor.
An employee of the City who is or may be entitled to trary disability indemnity
under Division 4 or Division 4.5 of the Labor Code shall receive any accumulated sick
leave or accumulated vacation- for such absence. The City shall decrease the charge-
of
hargeof sick leave or vacation in the amount of temporary disability payment. received so
that the employee shall not receive payment in excess of full salary or wage.
If the employee does not wish to use his accumulated sick leave or accumulated vaca-
tion, he shall notify the City' within five (5) days after the injury is reported to
the City. After the five (5) days his accumulation shall be used until the date he
notifies the City in. writing that he no longer wishes to use the accumulations. Men
outing sick leave or vacation under this policy, the employee shall be given cre-
dit for any holidays that occur during the period of absence hereunder.
He is nevertheless entitled to medical, surgical, and hospital treatment as provided
in the Labor Code. Men his accumulated sick leave or vacation, or both, are
exhausted, he will still receive disability indemnity for which he is otherwise
entitled.
-i0-
If an. employee is receiving Workers' Compensation and not actively on the payroll,
the City shall collect fran the employee the employee's costs of insurance, and the
City shall pay the employer's costs of insurance. During such leave, no contribu-
tions
ontribaa-tions shall be made to the retirement plan,
s
Section 6. Unemployment Insurance/State Disability Insurance
The City shall not participate in the State Disability Insurance program.
Article 5. Service and Special Pay
Section 1. Tazition Reimbursement.
The actual cost paid for tuition, boobs and required technical supplies and equip-
ment, to a maximum of $150 per fiscal year per employee, will be refunded to all per-
manent City employees for professional and technical courses in accredited
educational institutions provided that: -
1.._ The employee has received at least a satisfactory proficiency rating on
his/her last performance report.
2. The subject matter of the course relates directly to and contributes. toward
the performance of the employee's position with the City.
3. The employee must submit a Request for Refund of Tuition and Cost of Books
form to the department head and Personnel within three ( 3) weeks after the
beginning of the class.
4. Before receiving reimbursement the employee shall furnish documentation
proof of pay, and shall provide evidence that he/she has cappleted the course
with a grade ' of HCH or better inr undergraduate work or a grade of "B" in
graduate work. A grade of "C" or better will be accepted for graduate work
from institutions where an average grade of "CIN is acceptable for gradua- -
tion. A "pass" will be accepted for undergraduate classes where a pass/fail
grading system is used.
5 Textbooks and equipment paid for by the City shall became the property of:
the City. Reimbursement for texts and equipment will be approved only if
the text or equipment were not available from the City.
Section 2. Uniformsand Equipment.
The City will provide and maintain. all uniforms that are required by the- City for
management employees in the Public Services, Safety Services, and Community Services
Departments. Employees of the Public Services and Cammunity Services Departments who
are required to wear safety` shoes will be reimbursed a maximum of $60 per year,
Employees of the. Safety Services Department shall receive an annual uniform allowance
of $275.
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Section 3. Acting pay
A. Groups 1 3 - Management
An employee acting for an uninterrupted period of thirty, (30) or more calendar
days in a higher classification or rank,will be compensated at the rate of pay
for that higher classification or rank after the expiration of thirty (30). calen-
dar days* This provision is not applicable to bona fide education, training and
development, fob enlargement, or job enrichment.
B Group 4 - Confidential
A. Full pesponsibilitr.
An employee specifically assigned
on a temporary basis to a higher level
position in which there is no appointed incumbent or in which.the incumbent
is on paid or unpaid leave shall be compensated at the 'W' step rate of pay
for the hs her level
9 position of the. service: in such: position exceeds fif—
teen (15) consecutive working days, which payment shall be retroactive to
thefirst day of such services; provided; however, that the full range of
duties of the higher level position has been specifically assigned in
writing on a form provided by the City by the departmmt head or his/her
designee. Under no circumstance shall the rate of compensation be less than
five percent (50-0 above the employees current rate of pay
i.
B. Partial Responsibility:
An employee specifically assigned to perform a portion of the duties of the
higher level position for fifteen (15) or more -consec2ative working days
shall have the increased pay level determined, by the City Manager in rela—
tion to the degree of the additional responsibility the employee is askedto
assume. In no event shall the pay be more than, five percent (5%) . The .
assignment shall be in writing and on a form provided by the City.
C. At the: conclusion of such an assi nment
g , the employee shall be restored to
his/her former classification regardless of the time involved. I
The
employee may also be considered for promotion to the higher position on a
permanent status if it were deemed by the City to be vacant. This provision
shall not, be applicable to bona fide education, training and. develop
job enlargement or enrichment. The employee will be notified in advance as
to the nature of this assignment.
Section 4. Physical laminations
Physical examinations required by the City as a condition of employment or , continued
employment shall be paid for by the. City.
Section 5. Travel
-_ Expenses'
A. Group l Nsanagement
An automobile allowance in lieu of mileage shall be allocated in the amount of
$150 per month for personnel in this group. The automobile allowance is not
applicable to employees who have been assigned a City vehicle.
P
B Groups 2 4 Management/Confidential
1. Prior approval of the department head and final approval of the City Manager
shall be required prior to reimbursement for travel expenses.
2. Mployees using their own vehicle on approved city :Business travel will be
reimbursed at the rate of thirty, (300 per mile.
3. Mployees on approved official business away from the. City will be. reim-
bursed for actual and necessary expenses incurred.
4. In order to be reimbursed, employees must include original receipts for all
expenses with the reimbursement claim form.
5. Advances of travel expenses may be allowed at the sole discretion of the
City Manager.
Section 6 Benefit Days.
In, addition to provisions for vacation, sick leave, and holidays set forth elsewhere
herein, each employee who has completed an initial probationary, period shall have
available two (2) benefit days off each fiscal year. The times at which an employee
may take a benefit dayoff, shall be determined by the department head with. due regard
for the wishes of theto ee and
emp y particular regard for the. needs of :the city.
Mr�uneration for a benefit day shall be in accordance with the schedule of pay for
one. working day of vacation. If not taken during the fiscal year, the benefit days}.
shall be. forfeited.
Section 7. Transfers.
An employee transferring fron this group to recognized employee unit, shall maintain
all and benefits accrued in this
�y group,. and upon: the effective date of transfer
thereafter be governed by the provisions: of any policy and/or agreement in effect for
such other recognized employee unit.
Section 8 Iayoff and Reemployment.
R
The City may abolish any position or employment and the employee may be laid -off
without taking disciplinary action and without the right of appeal.
Groups 1 3 Management
1
Persons in this group, to be laid -off shall be
` � gr p given at least ninety (90) calendar
days prior notice, and they shall be maintained on a. reemployment list for a period
of twelve (12) months.
The order of reemployment after lay-off shall be based on prior performance. and
seniority as determined by the City.
Group 4 Confidential
Persons to be laid -off shall be given at least ten (10) calendar days prior notice,
and they shall be maintained on a reemployment. list for a period of twelve (12)
months.
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t
Theorder of reemployment after lay-off shall be based on prior performance and
seniority ;as determined by the City.
Section 9. Resignations.
a
Groups, l - 4 - Management/Conf idential
An employee in this group wishing to resign in good standing shall file with the City
Manager a written resignation stating the effective date and reasons for resignation
at least fourteen 14 calendar •
C ) dar days prior to ..the effective date of resignation.
�I
The City will pay an employee for all hours worked within 72 hours after termination,
E and will thereafter pay all accumulated reimbursable benefits as early ars feasible.
An employee who has resigned with a good record will be
given preferential con-
sideration for rehire if a position is available. Decision to rehire is at the
discretion of the City, and the employee will not reestablish rights and/or benefits
lost at the time of resignation.
Group 4 - Confidential
An etiployee with five (5) years service who resigns in good standing and is
reemployed within a two (2) year period to the same or equal position previously
held, shall be eligible to earn and use vacation, sick leave, and other benefits to
which they, are otherwise entitled as if there had been no break in service.
- Section 10. Credit Union
Eaployees may elect to make credit union contributions 'through payroll deduction.
Article 6. Retirement And Social Security
The City will provide retirement benefits through the Public MployeesRetirement
System., The City does not participate in the Social Security System.
Beginning July 4, 1983, the City will pay' seven (7%) percent of the employee's,
contribution into the Public Employees' Retirement System (PERS) in addition to the
normal employer's contribution. The seven (7%) percent. payment shall be. made to PERS
in the name of the employee to. be credited to the employee Is account with PERS. The
City shall annually notify the employee of the annual and total contribution made to
PERS on behalf of the employee.
The City, shall contract with the Public Employees' Retirement System to provide the
1959 Survivors Benefit Option.
Article 7. Personnel Rules
All other employee rights, privileges, and benefits are included in the Personnel
Rules of the City of Poway.
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