The URL can be used to link to this page

Res 04-037 RESOLUTION NO. 04 ~37 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POWAY, CALIFORNIA, AMENDING AND EXTENDING THE SALARY AND BENEFIT PLAN FOR THE MANAGEMENT, SUPERVISORY, PROFESSIONAL AND CONFIDENTIAL EMPLOYEES OF THE CITY WHEREAS, it is necessary to designate the salaries and benefits of the management, supervisory, professional and confidential employees of the City of Poway; and WHEREAS, the salary and benefit plan adopted by Council on July 1,2000, is set to expire on June 30, 2004; and WHEREAS, the City has considered the management, supervisory, professional and confidential employees, and wishes to amend the salary and benefit plan; and WHEREAS, it is desired to provide for a plan for a period of three-and-one-half years, effective July 1,2004 and operating to December 31,2007. NOW, THEREFORE, BElT RESOLVED by the City Council ofthe City of Poway as follows: 1. The City of Poway Management, Supervisory, Professional and Confidential Employees Salary and Benefit Plan dated July 1, 2004, attached hereto as Exhibit A and made a part hereof, shall be adopted for a period of three-and- one-half years, effective July 1, 2004 and operating to December 31 , 2007. PASSED, ADOPTED AND APPROVED by the City Council of the City of Poway at a regular meeting thereof this 18th day of May 2004, ATTEST: . ~Q Resolution No. 04-,037 Page 2 STATE OF CALIFORNIA) )SS COUNTY OF SAN DIEGO) I, Lori Anne Peoples, City Clerk of the City of Po way, do hereby certify under penalty of perjury that the foregoing Resolution No, 04-037 was duly adopted by the City Council at a meeting of said City Council held on the 18th day of May 2004, and that it was so adopted by the following vote: AYES: GOLDBY, HIGGINSON, REXFORD, CAFAGNA NOES: NONE ABSTAIN: NONE ABSENT: EMERY Salary and Benefit Plan (Management/Confidential Group) Table of Contents ARTICLE 1, SALARY .".",..,..,..,.,..,.,.,."...,..,.,..,..,.",.".".-..,..,..,..,..,.,."."".,..,.".".,..."."""".18 ARTICLE 2, LEAVES 1. Vacation A. Groups 1-3 - Management......,............,..........................,.............,9-10 B, Group 4 - Confidential ...................,..................................,..........10-11 2, Executive Leave A, Group 1 "..,..,.,.,.".""...,..,..,.,..",.".".",.....,..,..,...".".".,....,.,..,..,...",,11 B. Groups 2A and 2B............................................................................11 3, Sick Leave A, Group 1 - Management ......,.....,................................................11-12 B. Groups 2-4 - Management/Confidential..,.................................... 12-13 4, Holidays .,.".".".,."...,.,.,..,.,..,."."."..".",.".,,."."."...,..,.,.".".".".,..,.,.,..,...14 5. Bereavement Leave ..,..,.,..",.,.".".",.".".".."..,.".""",.,,.".,..",.".,..,.",14-15 6, Benefit Days..,..,................................,....................,............,.........,...........15 ARTICLE 3, PAYROLL AND WORK WEEK A, Groups 1, 2A and 2B - Management .............................................,..........15 B, Groups 3 and 4 - Professional/Confidential .........................................15-16 C. Deductions....,.............,..,....,..........,.....,..,..,..,.................,..,..,..,..,...,.........16 D, Flexible Work Hours ,....,..............,..,............,..........................,...,..,..........16 ARTICLE 4, BENEFITS 1, Hospital and Medical- All Groups ..........,..................................,..,.........,..16 2, Eye Care,..,."."...,."..".".,.".".,.,.".,..,.,.".".".",..,..,..,...".".".".",.".,..,..,.,17 3. Life Insurance ..........,...........,..,.........................,..,..,..,......................,..,..,17 4, Deferred Compensation - All Groups.................................................,....... 17 5, Long-Term Disability ,........,..,....,............,.................,..,............,..........,.....17 A. Group 1 - Management .......,..................................,...................,17-18 B, Group 4 - Confidential ......................................................................1B 6. Workers' Compensation ................,...,..,..,..............,..,...................,..,...18-19 7, Unemployment Insurance/SDI...,......,.......................,......................,..,......19 8. Flexible Benefits Program ,.............,..,..,..,.,......,..,..,..,...........,..........,........19 9, Part-Time Employee Benefits.,..,.".",.".".,.,..,..,..,.,.".".",..,..,..,.".",.".,.,.,19 ARTICLE 5, SPECIAL PAY 1. Tuition Reimbursement ..,................,....................,..,...................,..,.....19-20 2. Uniforms and Equipment,.,."..,..".,..,..",.".".,.,."..,..,...".".".,.,.".,..,.."..,.,,20 3, Acting Pay A, Groups 1-3 - Management..,.,.".".".",."..,....,.".".",..,..,.".",.".,..,.,,20 B, Group 4 - Confidential................................................,..,......,...........20 4, Physical Examinations ".""".,..,...".,..,..,."".".".."..""..,',.".".,.,.".,..,.",..,21 5, Travel Expenses A, Group 1-2A - Management...........................,.........................,....... 21 B, Groups 2B, 3 and 4 - Management/Confidential...................,......... 21 ARTICLE 6, SERVICE 1. Transfers.",.,..,.".",.".,..",.,.".".,.,.,..,...".".".".,.,..,..,."".".".,.,.".,..,.."..,.,21 2, Layoff and Reemployment (Groups 1-3 -- Management and Group 4 -- Confidential)................,.........,..,...........,..,..,..,..,.............,..,,21-22 3. Resignations ,.,...".".,."...,.".,...,..,..,..,."...,..,..",."."."..",.,..,..,...,..,.".".",22 ARTICLE 7, RETIREMENT AND SOCIAL SECURITY ....................,.........................,......22-23 ARTICLE 8, PERSONNEL RULES....,.............,...................,..,..,..,..............,..,..,......,...........,23 SALARY AND BENEFIT PLAN FOR THE MANAGEMENT, SUPERVISORY, PROFESSIONAL AND CONFIDENTIAL EMPLOYEES (MANAGEMENT/CONFIDENTIAL GROUP) Effective July 1,2004 SALARY AND BENEFIT PLAN FOR THE MANAGEMENT. SUPERVISORY. PROFESSIONAL AND CONFIDENTIAL EMPLOYEES (MANAGEMENT/CONFIDENTIAL GROUP) The following position classifications are established as full-time, regular classifications at the grade and salary range Indicated, The City managemenUconfidential employees shall be classified in one of the following classifications, and paid at one of the five steps within the salary range set forth for the classification, Effective the first full pay period in July 2004 and remaining In effect until the first full pay period in July 2006, the salary schedule for all job classifications within the ManagemenUConfidential Group will be increased by 4%", TSalaryRangel Approx,Bi.Weékly I Approx, Monthly Classification Title Number Salary Range Salary Range "Group 1 Assistant City Manager 92 4329 - 5262 9380 -11402 Director of Administrative Services 88 3922 - 4767 8498 - 10329 Director of Community Services 88 3922 - 4767 8498 - 10329 Director of Development Services 88 3922 - 4767 8498 -10329 Director of Public Works 88 3922 - 4767 8498 -10329 Director of Redevelopment Services 88 3922 - 4767 8498 - 10329 Director of Safety Services 88 3922 - 4767 8498 - 10329 "Group 2A Assistant Director of Public Works 82 3287 - 3996 7122 - 8657 Assistant City Engineer 82 3287 - 3996 7122 - 8657 City Engineer 84 3454-4198 7483 - 9096 City Planner 82 3287 - 3996 7122 - 8657 Community Services Manager 78 2978 - 3620 6453 - 7843 Deputy Director of Administrative Services 82 3287 - 3996 7122 - 8657 Economic Development Manager 78 2978 - 3620 6453 - 7843 Finance Manager 78 2978 - 3620 6453 - 7843 Fire Division Chief 82 3287 - 3996 7122 - 8657 Housing Program Manager 78 2978 - 3620 6453 - 7843 Human Resources Manager 78 2978 - 3620 6453 - 7843 Information Systems Manager 78 2978 - 3620 6453 - 7843 Public Works Operations Manager 78 2978 - 3620 6453 - 7843 Redevelopment Manager 78 2978 - 3620 6453 - 7843 Revenue and Business Services Manager 78 2978 - 3620 6453 - 7843 Senior Civil Engineer 78 2978 - 3620 6453 - 7843 Senior Traffic Engineer 78 2978 - 3620 6453 - 7843 Utilities Manager 78 2978 - 3620 6453 - 7843 1 "Classifications determined to be exempt under the overtime provisions of the Fair Labor Standards Act. "" Group 1 is adjusted by an additional 3%, 2%, 3% and 2% in each respective year. Effective the first full pay period in July 2005, the salary schedule for all job classifications within Group 1 of the ManagemenVConfidential Group will be increased by 2%, Classifications within ail other Groups wiii remain unchanged. I Salary Range I Approx, Bi-weekly I Approx, Monthly Classification Title Number Salary Range Salary Range 'GrouP 1 Assistant City Manager 92 4416 - 5368 9568 -11630 Director of Administrative Services 88 4001 - 4863 8668 -10536 Director of Community Services 88 4001 - 4863 8668 - 10536 Director of Development Services 88 4001 - 4863 8668 - 10536 Director of Public Works 88 4001 - 4863 8668 - 10536 Director of Redeveiopment Services 88 4001 - 4863 8668 -10536 Director of Safety Services 88 4001 - 4863 8668 - 10536 'GrouP 2A Assistant Director of Public Works 82 3287 - 3996 7122 - 8657 Assistant City Engineer 82 3287 - 3996 7122 - 8657 City Engineer 84 3454 - 4198 7483 - 9096 City Planner 82 3287 - 3996 7122 - 8657 Community Services Manager 78 2978 - 3620 6453 - 7843 Deputy Director of Administrative Services 82 3287 - 3996 7122 - 8657 Economic Development Manager 78 2978 - 3620 6453 - 7843 Finance Manager 78 2978 - 3620 6453 - 7843 Fire Division Chief 82 3287 - 3996 7122 - 8657 Housing Program Manager 78 2978 - 3620 6453 - 7843 Human Resources Manager 78 2978 - 3620 6453 - 7843 Information Systems Manager 78 2978 - 3620 6453 - 7843 Public Works Operations Manager 78 2978 - 3620 6453 - 7843 Redeveiopment Manager 78 2978 - 3620 6453 - 7843 Revenue and Business Services Manager 78 2978 - 3620 8453 - 7843 Senior Civii Engineer 78 2978 - 3620 6453 - 7843 Senior Traffic Engineer 78 2978 - 3620 6453 - 7843 Utilities Manager 78 2978 - 3620 6453 - 7843 'Group 2B Associate Civil Engineer 71 2505 - 3045 5428 - 6598 Associate Planner 64 2108 - 2562 4567 - 5551 Computer Applications Coordinator 58 1817 - 2209 3938 - 4786 Housing Programs Coordinator 64 2108 - 2562 4567 - 5551 Management Analyst 65 2160 - 2626 4681 - 5690 Network Administrator 69 2385 - 2899 5167 - 6280 Redevelopment Coordinator 65 2160 - 2626 4681 - 5690 Redevelopment Project Administrator 69 2385 - 2899 5167 - 6280 Senior Accountant 69 2385 - 2899 5167 - 6280 Senior Management Analyst 69 2385 - 2899 5167 - 6280 Senior Planner 70 2444 - 2971 5296 - 6437 3 'Classifications determined to be exempt under the overtime provisions of the Fair Labor Standards Act. " Group 1 Is adjusted by an additional 3%, 2%, 3% and 2% in each respective year. Effective July 2004 I Salary Range I Approx, Bi-weekly T Approx, Monthly Classification Title Number Salarv Range Salary Range 'GrOUD 26 Associate Civil Engineer 71 2505 - 3045 5428 - 6598 Associate Planner 64 2108 - 2562 4567 - 5551 Computer Applications Coordinator 58 1817 - 2209 3938 - 4786 -iouslng Programs Coordinator 64 2108 - 2562 4567 - 5551 Vlanagement Analyst 65 2160 - 2626 4681 - 5690 ~etwork Administrator 69 2385 - 2899 5167 - 6280 ~edevelopment Coordinator 65 2160 - 2626 4681 - 5690 ~edevelopment Project Administrator 69 2385 - 2899 5167 - 6280 Senior Accountant 69 2385 - 2899 5167 - 6280 Senior Management Analyst 69 2385 - 2899 5167 - 6280 Senior Planner 70 2444 - 2971 5296 - 6437 :3roup 3 ~ccountant 58 1817 - 2209 3938 - 4786 Assessment District Specialist 58 1817-2209 3938 - 4786 Assistant Engineer 65 2160 - 2626 4681 - 5690 Assistant Planner 61 1957 - 2379 4241 - 5154 Code Compliance Officer 58 1817 - 2209 3938-4786 Construction Manager 69 2385 - 2899 5167 - 6280 Engineering Inspection Supervisor 65 2160 - 2626 4681 - 5690 Fire Prevention Specialist 60 1909 - 2321 4137 - 5029 Fleet and Facility Maintenance Supervisor 64 2108 - 2562 4567 - 5551 Management Assistant 61 1957 - 2379 4241 - 5154 Multimedia Specialist 58 1817 - 2209 3938 - 4786 Parks Maintenance Supervisor 62 2006 - 2438 4347 - 5283 Public Works Program Coordinator 62 2006 - 2438 4347 - 5283 Recreation Supervisor 56 1730 - 2103 3748 - 4556 Senior Recreation Supervisor 60 1909 - 2321 4137-5029 Streets and Drainage Supervisor 62 2006 - 2438 4347 - 5283 Utility Systems Supervisor 70 2444 - 2971 5296 - 6437 Wastewater Utilities Supervisor 64 2108 - 2562 4567 - 5551 Water Treatment Plant Supervisor 70 2444 - 2971 5296 - 6437 Water Utilities Supervisor 64 2108 - 2562 4567 - 5551 Group 4 Administrative Assistant 111 45 1318 -1603 2857 - 3472 Deputy City Clerk 56 1730 - 2103 3748 - 4556 Executive Assistant to the City Manager 61 1957 - 2379 4241 - 5154 Human Resources Assistant 47 1385 -1684 3001 - 3648 Human Resources Technician 53 1606-1953 3480 - 4230 Park Maintenance Coordinator 58 1817 - 2209 3938 - 4786 Senior Administrative Assistant 49 1455 - 1769 3153 - 3833 2 'Classifications determined to be exempt under the overtime provisions of the Fair Labor Standards Act. .. Group 1 is adjusted by an additional 3%, 2%, 3% and 2% in each respective year, Effective July 2005 rou 3 ccountant 58 1817 - 2209 3938 - 4786 ssessment District Specialist 58 1817 - 2209 3938 - 4786 ssistant Engineer 65 2160 - 2626 4681 - 5690 ssistant Planner 61 1957 - 2379 4241 - 5154 ode Compliance Officer 58 1817-2209 3938 - 4786 onstruction Manager 69 2385 - 2899 5167 - 6280 Engineering Inspection Supervisor 65 2160 - 2626 4681 - 5690 Fire Prevention Specialist 60 1909 - 2321 4137-5029 Fleet and Facility Maintenance Supervisor 64 2108 - 2562 4567 - 5551 ent Assistant 61 1957 - 2379 4241 - 5154 uitimedia Specialist 58 1817 - 2209 3938 - 4786 arks Maintenance Supervisor 62 2006 - 2438 4347 - 5283 ublic Works Program Coordinator 62 2006 - 2438 4347 - 5283 ecreation Supervisor 56 1730 - 2103 3748 - 4556 enior Recreation Supervisor 60 1909 - 2321 4137-5029 treets and Drainage Supervisor 62 2006 - 2438 4347 - 5283 tility Systems Supervisor 70 2444 - 2971 5296 - 6437 astewater Utilities Supervisor 64 2108 - 2562 4567 - 5551 ater Treatment Piant Supervisor 70 2444 - 2971 5296 - 6437 ater Utilities Supervisor 64 2108 - 2562 4567 - 5551 roup 4 dministrative Assistant III 45 1318 -1603 2857 - 3472 eputy City Cierk 56 1730-2103 3748 - 4556 xecutive Assistant to the City Manager 61 1957 - 2379 4241 - 5154 uman Resources Assistant 47 1385-1684 3001 - 3648 uman Resources Technician 53 1606 - 1953 3480 - 4230 ark Maintenance Coordinator 58 1817-2209 3938 - 4786 enior Administrative Assistant 49 1455 - 1769 3153 - 3833 4 'Classifications determined to be exempt under the overtime provisions of the Fair Labor Standards Act. .. Group 1 is adjusted by an additionai 3%, 2%, 3% and 2% in each respective year, Effective the first full pay period in July 2006, the salary schedule for all job classifications within the Management/Confidential Group will be increased by 3.0%"" I Salary Range I Approx. Bi-weekly I Approx. Monthly Classification Title Number Salary Range Salary Range "Group 1 Assistant City Manager 92 4681 - 56 gO 10142 - 12328 Director of Administrative Services 88 4241-5155 9188-11168 Director of Community Services 88 4241 - 5155 9188-11168 Director of Development Services 88 4241 - 5155 9188-11168 Director of Public Works 88 4241 - 5155 9188-11168 Director of Redevelopment Services 88 4241 - 5155 9188-11168 Director of Safety Services 88 4241 - 5155 9188-11168 'Group 2A Assistant Director of Public Works 82 3386-4116 7336 - 8917 Assistant City Engineer 82 3386-4116 7336 - 8917 City Engineer 84 3557 - 4324 7707 - 9368 City Pianner 82 3386-4116 7336 - 8917 Community Services Manager 78 3067 - 3728 6646 - 8078 Deputy Director of Administrative Services 82 3386-4116 7336 - 8917 Economic Development Manager 78 3067 - 3728 6646 - 8078 Finance Manager 78 3067 - 3728 6646 - 8078 Fire Division Chief 82 3386-4116 7336 - 8917 Housing Program Manager 78 3067 - 3728 6646 - 8078 Human Resources Manager 78 3067 - 3728 6646 - 8078 Information Systems Manager 78 3067 - 3728 6646 - 8078 Public Works Operations Manager 78 3067 - 3728 6646 - 8078 Redevelopment Manager 78 3067 - 3728 6646 - 8078 Revenue and Business Services Manager 78 3067 - 3728 6646 - 8078 Senior Civil Engineer 78 3067 - 3728 6646 - 8078 Senior Traffic Engineer 78 3067 - 3728 6646 - 8078 Utilities Manager 78 3067 - 3728 6646 - 8078 "Group 28 Associate Civil Engineer 71 2581 - 3137 5591 - 6796 Associate Planner 64 2171 - 2639 4704 - 5717 Computer Applications Coordinator 58 1872 - 2275 4056 - 4930 Housing Programs Coordinator 64 2171 - 2639 4704 - 5717 Management Analyst 65 2225 - 2705 4821 - 5860 Network Administrator 69 2456 - 2986 5322 - 6469 Redevelopment Coordinator 65 2225 - 2705 4821 - 5860 Redevelopment Project Administrator 69 2456 - 2986 5322 - 6469 Senior Accountant 69 2456 - 2986 5322 - 6469 Senior Management Analyst 69 2456 - 2986 5322 - 6469 Senior Planner 70 2518 - 3060 5455 - 6630 5 'Classifications determined to be exempt under the overtime provisions of the Fair Labor Standards Act. "" Group 1 is adjusted by an additional 3%, 2%, 3% and 2% in each respective year, Effective July 2006 Classification Title Group 3 Accountant 58 1872 - 2275 4056 - 4930 Assessment District Specialist 58 1872 - 2275 4056 - 4930 ssistant Engineer 65 2225 - 2705 4821 - 5860 ssistant Planner 61 2016 - 2450 4368 - 5309 ode Compiiance Officer 58 1872 - 2275 4056 - 4930 onstruction Manager 69 2456 - 2986 5322 - 6469 ngineering Inspection Supervisor 65 2225 - 2705 4821 - 5860 ire Prevention Speciaiist 60 1967 - 2391 4261 - 5180 Fleet and Faciiity Maintenance Supervisor 64 2171 -2639 4704 - 5717 ment Assistant 61 2016 - 2450 4368 - 5309 Itimedia Specialist 58 1872 - 2275 4056 - 4930 arks Maintenance Supervisor 62 2066 - 2512 4477 - 5442 ublic Works Program Coordinator 62 2066 - 2512 4477 - 5442 ecreation Supervisor 56 1782 - 2166 3860 - 4692 enior Recreation Supervisor 60 1967 - 2391 4261 - 5180 Streets and Drainage Supervisor 62 2066 - 2512 4477 - 5442 Utility Systems Supervisor 70 2518 - 3060 5455 - 6630 Wastewater Utilities Supervisor 64 2171 - 2639 4704-5717 Water Treatment Plant Supervisor 70 2518 - 3060 5455 - 6630 Water Utilities Supervisor 64 2171-2639 4704 - 5717 Group 4 Administrative Assistant III 45 1358 -1651 2942 - 3576 Deputy City Clerk 56 1782 - 2166 3860 - 4692 Executive Assistant to the City Manager 61 2016 - 2450 4368 - 5309 Human Resources Assistant 47 1427 - 1734 3091 - 3757 Human Resources Technician 53 1655 - 2011 3585 - 4357 Park Maintenance Coordinator 58 1872 - 2275 4056 - 4930 Senior Administrative Assistant 49 1499-1822 3248 - 3948 6 'Classifications determined to be exempt under the overtime provisions of the Fair Labor Standards Act. .. Group 1 is adjusted by an additional 3%, 2%, 3% and 2% in each respective year. Effective the first full pay period in July 2007, the salary schedule for all job classifications within the Management/Confidential Group will be increased by 3.0%:' Approx, Bi-weekly Classification Title Salary Range 'Group 1 Assistant City Manager 92 4915 - 5974 10649 - 12944 Director of Administrative Services 88 4453 - 5412 9647-11727 Director of Community Services 88 4453 - 5412 9647-11727 Director of Development Services 88 4453 - 5412 9647-11727 Director of Pubiic Works 88 4453 - 5412 9647-11727 Director of Redeveiopment Services 88 4453 - 5412 9647 - 11727 Director of Safety Services 88 4453 - 5412 9647-11727 'Group 2A Assistant Director of Pubiic Works 82 3487 - 4239 7556 - 9185 Assistant City Engineer 82 3487 - 4239 7556 - 9185 City Engineer 84 3664 - 4454 7939 - 9650 City Planner 82 3487 - 4239 7556 - 9185 Community Services Manager 78 3159 - 3840 6846 - 8321 eputy Director of Administrative Services 82 3487 - 4239 7556 - 9185 conomic Development Manager 78 3159 - 3840 6846 - 8321 inance Manager 78 3159 - 3840 6846 - 8321 ire Division Chief 82 3487 - 4239 7556 - 9185 ousing Program Manager 78 3159 - 3840 6846 - 8321 uman Resources Manager 78 3159 - 3840 6846 - 8321 nformation Systems Manager 78 3159 - 3840 6846 - 8321 ublic Works Operations Manager 78 3159 - 3840 6846 - 8321 edevelopment Manager 78 3159 - 3840 6846 - 8321 evenue and Business Services Manager 78 3159 - 3840 6846 - 8321 en lor Civil Engineer 78 3159 - 3840 6846 - 8321 enior Traffic Engineer 78 3159 - 3840 6846 - 8321 tilities Manager 78 3159 - 3840 6846 - 8321 Group 2B ssociate Civil Engineer 71 2658 - 3231 5759 - 7000 ssociate Planner 64 2236 - 2718 4845 - 5889 omputer Applications Coordinator 58 1928 - 2344 4178-5078 Housing Programs Coordinator 64 2236 - 2718 4845 - 5889 nagement Analyst 65 2292 - 2786 4966 - 6036 etwork Administrator 69 2530 - 3075 5481 - 6663 edevelopment Coordinator 65 2292 - 2786 4966 - 6036 edevelopment Project Administrator 69 2530 - 3075 5481 - 6663 enior Accountant 69 2530 - 3075 5481 - 6663 enior Management Analyst 69 2530 - 3075 5481 - 6663 en lor Planner 70 2593 - 3152 5618 - 6829 7 'Classifications determined to be exempt under the overtime provisions of the Fair Labor Standards Act. ** Group 1 is adjusted by an additionai 3%, 2%, 3% and 2% in each respective year, Effective July 2007 I Salary Range I Appróx, Bi-weekly I Approx. Monthly Classification Title Number Salary Range Salary Range Group 3 Accountant 58 1928 - 2344 4178 - 5078 Assessment District Specialist 58 1928 - 2344 4178 - 5078 Assistant Engineer 65 2292 - 2786 4966 - 6036 Assistant Planner 61 2076 - 2524 4499 - 5468 Code Compliance Officer 58 1928 - 2344 4178 - 5078 Construction Manager 69 2530 - 3075 5481 - 6663 Engineering Inspection Supervisor 65 2292 - 2786 4966 - 6036 Fire Prevention Specialist 60 2026 - 2462 4389 - 5335 Fleet and Facility Maintenance Supervisor 64 2236 - 2718 4845 - 5889 Management Assistant 61 2076 - 2524 4499 - 5468 Multimedia Specialist 58 1928 - 2344 4178 - 5078 Parks Maintenance Supervisor 62 2128 - 2587 4611-5605 Pubiic Works Program Coordinator 62 2128 - 2587 4611-5605 Recreation Supervisor 56 1835 - 2231 3976 - 4833 Senior Recreation Supervisor 60 2026 - 2462 4389 - 5335 Streets and Drainage Supervisor 62 2128 - 2587 4611-5605 Utility Systems Supervisor 70 2593 - 3152 5618 - 6829 Wastewater Utilities Supervisor 64 2236 - 2718 4845 - 5889 Water Treatment Plant Supervisor 70 2593 - 3152 5618 - 6829 Water Utilities Supervisor 64 2236 - 2718 4845 - 5889 Group 4 Administrative Assistant III 45 1399 - 1700 3031 - 3684 Deputy City Clerk 56 1835 - 2231 3976 - 4833 Executive Assistant to the City Manager 61 2076 - 2524 4499 - 5468 Human Resources Assistant 47 1470 -1786 3184 - 3870 Human Resources Technician 53 1704 - 2071 3692 - 4488 Park Maintenance Coordinator 58 1928 - 2344 4178-5078 Senior Administrative Assistant 49 1544 - 1877 3345 - 4066 8 'Classifications determined to be exempt under the overtime provisions of the Fair Labor Standards Act. .. Group 1 is adjusted by an additional 3%, 2%, 3% and 2% in each respective year. Article 2. Leaves Section 1, Vacation A, Groups 1-3 -- Manaqement 1. Computinq Vacation Leave All employees in the management group. who have served for a minimum of six (6) months of continuous service, shall be entitled to vacation leave with pay, For the purpose of computing annual vacation leave. a working day shall be considered as 1/5 of the number of working or duty hours in the established workweek. Annual vacation leave shall be computed in accordance with the following schedule: Years of Continuous Emplovment Vacation Leave Credits 1 thru 5 120 hours per year or 4,615 hours per pay period for 26 pay periods. After 5 144 hours per year or 5,538 hours per pay period for 26 pay periods, After 10 180 hours per year or 6,923 hours per pay period for 26 pay periods, After 15 199.2 hours per year or 7.662 hours per pay period for 26 pay periods. 2. Vacation Leave Accrual Vacation time can be accumulated to a maximum of 200% of one year's eligibility. When an employee's vacation leave accrual reaches the maximum level, the employee will stop accruing additional vacation leave until such time as the employee uses vacation leave below the maximum level. At that time, the employee will begin accruing additional leave from that point forward. Employees who have reached maximum accrual can request a review by their department Director in the event a vacation request is denied, 3. Use of Vacation Time The times at which an employee may take vacation shall be determined by the immediate supervisor with due regard for the wishes of the employee and particular regard for the needs of the City. Vacation leave in excess of thirty calendar days shall be granted or not granted at the sale discretion of the City Manager. In the event one or more holidays fall within a vacation leave period, such holidays shall not be charged as vacation leave, and the vacation leave shall be extended accordingly. 9 4. Conversion of Accrued Vacation Leave Annual conversion of a percentage of accrued vacation to cash for Groups 1, 2A and 28 is permitted subject to the following guidelines: a, Employee must have had at least three years of service in the prior 12 months before conversion. b. Groups 1 and 2A--A maximum of five days (40 hours) per year may be converted on an hour-for-hour basis, at the current rate of pay, Groups 28 and 3 -- A maximum of 2,5 days (20 hours) per year may be converted on an hour-for-hour basis, at the current rate of pay, c, Employee must have used at least two weeks (80 hours) of vacation time in both the current and previous 12 months. d. After conversion, the employee must have at least two weeks (80 hours) remaining to his/her credit. e. Requests for conversion shall be approved by the City Manager. 5. Pavout of Vacation Leave Employees who terminate employment shall be paid in a lump sum for all accrued vacation leave earned prior to the effective date of termination. B. Group 4 -- Confidential 1, Computina Vacation Leave All employees in this group shall be entitled to vacation leave with pay except those employees who have served less than six continuous months in the service of the City. For the purposes of computing annual vacation leave, a working day shall be considered as 1/5 of the number of working or duty hours in the established workweek. Years of Continuous Emplovment Vacation Leave Credits 1 through 5 years 96 hours per year or 3,692 hours per pay period for 26 pay periods After 5 years 120 hours per year or 4.615 hours per pay period for 26 pay periods, After 10 years 144 hours per year or 5.538 hours per pay period for 26 pay periods, After 15 years 168 hours per year or 6.462 hours per pay period for 26 pay periods, 10 2. Vacation Leave Accrual Vacation time can be accumulated to a maximum of 150% of one year's eligibility, When an employee's vacation leave accrual reaches the maximum level, the employee will stop accruing additional vacation leave until such time as the employee uses vacation leave below the maximum level. At that time, the employee will begin accruing additional leave from that point forward. Employees who have reached maximum accrual can request a review by their department Director in the event a vacation request is denied. 3, Use of Vacation Leave The times at which an employee may take vacation shall be determined by the department Director with due regard for the wishes of the employee and particular regard for the needs of the City. In the event one or more holidays fall within a vacation leave period, such holidays shall not be charged as vacation leave, and the vacation leave shall be extended accordingly, 4, Pavout of Vacation Leave Employees who terminate employment shall be paid in a lump sum for all accrued vacation leave earned prior to the effective date of termination, Section 2. Executive Leave A, Group 1 Employees designated in this group shall be entitled to eight (8) 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 in the last full pay period of the fiscal year. Executive leave may not be carried over into the next fiscal year, B. Groups 2A and 2B 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 may be exchanged for compensation equal to fifty (50) percent of its value in the last full pay period of the fiscal year, Executive leave may not be carried over into the next fiscal year, Section 3, Sick Leave A, Group 1 -- Manaaement 1. Sick Leave Accrual In addition to Group 1, this sick leave policy shall apply to all employees in Groups 2 and 3 who were hired prior to July 1, 1990, and to those employees whose positions or transfers to the management group were announced prior to July 1, 1990, Sick leave with pay may be granted to all probationary and regular employees within the management group who are regularly employed in regular positions, 11 All management employees shall be granted sick leave with pay, up to a maximum of sixty- (60) calendar days per incident with no accumulation. 2, Notification In order to receive compensation 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 days at one time, or an unusual pattern of use that has been documented and the employee has been counseled regarding the pattern, may require certification by the employee's physician in order to receive compensation. This requirement is at the discretion of the Director. 3, Family Sick Leave In the event of illness in the immediate family, an employee may use accrued sick leave not to exceed six (6) days in each fiscal year, Immediate family shall be designated as mother, father, spouse, brother, sister, and children. Employee must notify supervisor in advance when such leave is being taken and so note on time card, 8, Groups 2-4 -- Manaoement and Confidential (Groups 2 and 3 hired after Auoust 1, 1990) 1, Sick Leave Accrual In addition to Group 4, this sick leave policy shall apply to all employees in Groups 2 and 3 hired after July 1, 1990, except as stated under Part A of this section. Sick leave with pay may be granted to all probationary and regular employees within the unit who are regularly employed in regular, full-time positions, For the purposes of computing sick leave, a working day shall be considered as 1/5 of the number of working or duty hours in the established workweek. 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. Accumulation of sick leave shall be unlimited, 2. Notification In order to receive compensation while absent on such leave, the employee shall notify his immediate superior or the department Director 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's physician in order to receive compensation, This requirement is at the discretion of the department Director. 12 3, Familv Sick Leave In the event of illness in the immediate family, an employee may use accrued sick leave not to exceed six (6) days in each fiscal year, Immediate family shall be designated as mother, father, spouse, brother, sister, and children, Employee must notify supervisor in advance when such leave is being taken and so note on time card, 4, Annual Conversion of Sick Leave In the last full pay period of the fiscal year, an employee who accrues sick leave may convert sick leave to cash under the following conditions: a. After conversion, employee must have a minimum balance of 168 hours of sick leave. b. Employee has used 32 hours or less of sick leave in the immediately preceding 12 months, c, Employee can convert 50% of the annual sick leave accrual, less sick leave used in the immediately preceding 12 months, up to a maximum of 40 hours, Sick leave use includes use of family sick leave, Example: employee used 16 hours in preceding 12 months 96 hours of annual accrual x 50% = 48 hours 48 hours - 16 used = 32 hours converted to cash 5. Pavout of Sick Leave After five (5) years of continuous employment with the City, and upon termination or retirement, an employee will receive compensation for unused sick leave. a, Upon normal retirement, employee will receive 50% 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 $5,000, Employees in Group 1 Management, or covered by that sick leave plan, will also be covered by this provision. Their number of hours will be calculated using one day a month accrual rate for each full month of service, less the cumulative numbers hours of sick leave used during their employment by the City, b. Upon leaving the employ of the City for other than retirement, employee will receive 50% of all sick leave hours accrued, Calculations will be at the employee's rate of pay at the time of termination and will not exceed $2,000. c. Upon the death of an employee, compensation for unused sick leave shall be at the same rate as the retirement benefit. Payment shall be made to the employee's designated beneficiary, 13 Section 4. Holidavs A, Desiqnated Holidavs The holidays for employees in the management/confidential group are as follows: New Year's Day January 1 Martin Luther King Day 3rd Monday-January Washington's Birthday 3rd Monday-February Memorial Day Last Monday-May Independence Day July4 Labor Day 1st Monday-September Veteran's Day November 11 Thanksgiving Day 4th Thursday-November Day after Thanksgiving Fourth Friday-November Christmas Day December 25 The City will grant December 24,2007, as a one-time holiday, 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 as the legal holiday, To be eligible for holiday pay, an employee must be in a paid status on the day before and the day after a holiday. B, Holidav Pav For the purpose of computing holiday pay, a working day shall be considered as 1/5 of the number of working or duty hours in the established workweek. 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, Section 5. Bereavement Leave In the event of a death in the family, regular and probationary employees shall be eligible for 1-5 days off with pay to attend the funeral, subject to the following provisions: A. The relatives designated shall include father, mother, father-in-law, 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 lived or 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 compensable bereavement leave shall be in the same amount as pay for sick leave for the same period. 14 D. Bereavement leave is not compensable when the employee is on leave of absence, vacation, bona fide layoff, or for days falling outside the employee's 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, Section 6. Benefit Davs 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, One of these days will be know as Cesar Chavez Day and will remain as an unscheduled benefit day until 1 0 other cities in San Diego County close their offices in observance of this day, at which time it shall be observed as a fixed holiday on the day so designated. The times at which an employee may take a benefit day off shall be determined by the department Director with due regard for the wishes of the employee and particular regard for the needs of the City. Benefit days shall be taken in 8-hour increments, Remuneration for a benefit day shall be in accordance with the schedule of pay for one working day of vacation, If not taken by the end of the last full pay period of the fiscal year, the benefit day(s) shall be forfeited, Article 3. Pavroll and Work Week Regular paydays are designated as every other Friday for the two-week period ending the previous Sunday. A. Groups 1, 2A and 2B -- Manaoement 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 remunerated 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 from Monday through Sunday is established at 40 hours for all employees in the group, B, Groups 3 and 4 -- Professional/Confidential 1. Work Week The regular number of working or duty hours in a workweek from Monday through Sunday is established at 40 hours for all full-time employees in the unit. For employees regularly working less than 40 hours in one week, or designated as part-time or temporary employees, the regular number of working or duty hours in a work week shall be that number of hours for which they are scheduled to work, 2, Overtime 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 (1-1/2) times their hourly rate of pay for all hours worked in excess of an 8-hour day or a 40-hour workweek. 15 3. Compensatory Time Off (CTO) Compensatory time off in lieu of overtime shall be taken as one and one-half (1-1/2) hours for each overtime hour worked, The maximum accumulation of compensatory time off shall be 80 hours; however, the accumulation of hours shall be reduced to 40 hours at the end of the fiscal year. The employee shall be compensated for the excess accumulation in a cash payment. Said cash payment may only occur as part of the final pay period of the fiscal year in which the compensatory time off was accrued. 4. CTO Carryover Employees may request in writing to carry over compensatory time not to exceed 40 hours for a period of gO days to be used for summer vacation purposes. Such requests shall state the amount of compensatory time to be used in conjunction with vacation time that is planned and approved for use within the gO-day period, The request must be approved in writing by the department Director. If the compensatory time is not used within the gO-day period, it will automatically be paid out in cash at the employee's rate of pay in effect the last full pay period of the immediately preceding fiscal year. C. Deductions Employees may elect to make credit union contributions through payroll deduction. D, Flexible Work Hours The City agrees to make available a flexible work schedule, Work schedule and operating conditions will be determined by the City to insure all necessary service can be maintained without adverse impacts, Continuation of the program will be at the discretion of the City Manager. It is understood that it may not be possible to extend this schedule to all operations of the City due to service needs. Article 4. Benefits Section 1, Hospital and Medical Groups 1-4 -- ManaoementiConfidential The first day of the month following date of hire, an employee, upon proper application and acceptance, shall be covered by health and dental benefits with coverage as set forth from time to time in the agreement between the City and the carrier(s), 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 equally between the City and the employee, The employee's share of the cost will be made through payroll deduction, The parties to this Agreement agree to work with the City Insurance Committee to keep the overall cost future premium increases to 12% or less for the term of this Agreement. 16 Section 2, Eve Care The City will provide an eye care plan. The City shall pay 100% of the premium for the employee and his/her dependent coverage, Section 3, Life Insurance Groups 1-4 -- ManaaementiConfidential 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 ($15,000 minimum). The City pays 100% of the premium, Section 4, Deferred Compensation - All Groups In addition to the City's existing 457 deferred compensation plan, the City will provide a 401(a) Deferred Compensation Plan. The City shall contribute to the 401 (a) Deferred Compensation Plan on behalf of the employees as follows: $114,31 per Group 1 employee per biweekly pay period, $91.23 per Group 2A employee per biweekly pay period, $72.77 per Group 2B employee per biweekly pay period, and $54.21 per Group 3 and Group 4 employees per biweekly pay period, Effective the first full pay period in July 2006, the amount will be increased to $129.31 per Group 1 employee per biweekly pay period, $106,23 per Group 2A employee per biweekly pay period, $87,77 per Group 2B employee per pay period, and $69,21 per Group 3 and Group 4 employees per biweekly pay period, Employees shall be entitled to receive credits for their 401 accounts only after the completion of each full pay period, Only full-time employees shall be eligible for this benefit and shall have the following vesting rights to the contributions made to the plan. Employees hired on or before June 30, 2004, shall be fully vested after the completion of one year of City service, Employees hired on or after July 1, 2004, shall be vested as follows: From date of hire until second anniversary - 0% of accumulated value Second anniversary of employment - 20% of the accumulated value Third anniversary of employment - 40% of the accumulated value Fourth anniversary of employment -60% of the accumulated value Fifth anniversary of employment - 80% of the accumulated value Sixth anniversary of employment - 100% of the accumulated value Employees may make other contributions to the plan as provided for in the plan and in accordance with applicable federal and state laws. Section 5, Lona-Term Disabilitv 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. Group 1 -- Manaaement This benefit shall apply to all employees in Groups 2 and 3 who were hired prior to July 1, 1990, and to those employees whose positions or transfers to the management group were announced prior to July 1, 1990, 17 The monthly benefit provided under this coverage will be 66-2/3% of the employee's monthly earnings to a maximum of $10,900 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 60-day waiting period from the first day of the disability to the beginning of the monthly benefit payment period, Monthly benefits are paid, with certain exceptions, as explained in the certificate of insurance, until the recovery from the injury or sickness or until the employee reaches age 65. The City pays 100% of the premium, ß, Group 4 - Confidential This benefit shall also apply to all employees in Groups 2 and 3 hired after July 1, 1990, except as stated under Part A of this section, The monthly benefit provided under this coverage will be 66-2/3% of the employee's monthly earnings to a maximum of $9,500 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 30-day waiting period from the first day of the disability to the beginning of the monthly benefit payment period, Monthly benefits are paid, with certain exceptions, as explained in the Group Insurance handbook, until the recovery from 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 6. Workers' Compensation Insurance All employees in the group (regular, temporary and part-time) are covered by Workers' Compensation Insurance from the date of employment. Premiums will be paid by the City. Any employee shall, upon receiving a work-sustained injury, report the incident immediately to his department Director. The filing of the accident report as required by the Workers' Compensation Insurance Fund shall be the responsibility of the employee's supervisor. An employee of the City who is or may be entitled to temporary 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 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 accumulated sick leave or accumulated vacation, the employee shall notify the City within five (5) days after the injury is reported to the City. After the five (5) days, the employee's accumulation shall be used until the date the employee notifies the City in writing that he/she no longer wishes to use the accumulations. When computing sick leave or 18 vacation under this policy, the employee shall be given credit for any holidays that occur during the period of absence hereunder. The employee is, nevertheless, entitled to medical, surgical, and hospital treatment as provided in the labor Code, When the employee's accumulated sick leave or vacation. or both, are exhausted. the employee will still receive disability indemnity for which he/she is otherwise entitled. If an employee is receiving Workers' Compensation and not actively on the payroll, the City shall collect from the employee the employee's costs of insurance, and the City shall pay the employer's costs of insurance, During such leave. no contributions shall be made to the retirement plan. Section 7. Unemplovment Insurance/State Disabilitv Insurance The City shall not participate in the State Disability Insurance program. Section 8, Flexible Benefits ProQram The City will maintain a Flexible Benefits Program in accordance with applicable IRS statues in order to provide employees the greatest possible tax benefit. Included in the Flexible Benefits Program, hereinafter the "Program," are reimbursement accounts for medical and dental plan deductibles and co-payments, orthodontia, hearing exams and aids, vision care, and other health care expenses not covered by existing medical and dental coverage, Additional elements of the Program may include reimbursement accounts consisting of child/dependent care and nursery school, long-term disability and other viable options, The Program will be established in accordance with applicable IRS statutes in order to provide the greatest possible tax benefit. Section 9, Part-Time Emplovee Benefits Employees working less than full time will have their benefits pro rated to the ratio of the hours they work to 2.080 hours, Article 5. Special Pay Section 1. Tuition Reimbursement The actual cost paid for tuition, books and required technical supplies and equipment, to a maximum of$1 000 per fiscal year per employee, will be refunded to all regular City employees for professional and technical courses in accredited educational institutions provided that: A. The employee has received at least a satisfactory rating on his/her last performance report, B. The subject matter of the course relates directly to and contributes toward the performance of the employee's position with the City, C. The employee must submit a Request for Refund of Tuition and Cost of Books form to the department Director and Personnel within three (3) weeks after the beginning of the class. 19 D. Before receiving reimbursement the employee shall furnish documentation proof of pay and shall provide evidence that he/she has completed the course with a grade of "C" or better in 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 "C" is acceptable for graduation. A "pass" will be accepted for classes where a pass/fail grading system is used, Section 2, Uniforms and Eauipment The City will provide and maintain all uniforms that are required by the City for management employees in Public Works, Safety Services, and Community Services. Employees of Public Works, Development Services, and Community Services, who are required to wear safety shoes, will be reimbursed a maximum of $170 per fiscal year, Section 3, Actina Pav A. Groups 1-3 -- Manaaement 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) calendar days, This provision is not applicable to bona fide education, training and development, job enlargement, or job enrichment. B. Group 4 - Confidential 1. Full Responsibilitv: 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 "A" step rate of pay for the higher level position if the service in such position exceeds fifteen (15) consecutive working days, which payment shall be retroactive to the first 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 department Director or his/her designee. Under no circumstance shall the rate of compensation be less than five percent (5%) above the employee's current rate of pay, 2, Partial Responsibilitv: An employee specifically assigned to perform a portion of the duties of the higher level position for fifteen (15) or more consecutive working days shall have the increased pay level determined by the City Manager in relation to the degree of the additional responsibility the employee is asked to 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, 3. At the conclusion of such an assignment, the employee shall be restored to his/her former classification regardless of the time involved, The employee may also be considered for promotion to the higher position on a regular status if it were deemed by the City to be vacant. This provision shall not be applicable to bona fide education, training and development, job enlargement or enrichment. The employee will be notified in advance as to the nature of this assignment. 20 Section 4. Phvsical Examinations 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 1-2A -- Manaqement An automobile allowance in lieu of mileage shall be allocated in the amountof$375 and $150 per month for personnel in Groups 1 and 2A, respectively. The automobile allowance is not applicable to employees who have been assigned a City vehicle. The City Manager may grant a $150 per month auto allowance to employees outside Groups 1 and 2A when, in his best judgment, it serves the City. The City Manager may at his discretion increase the $150 per month auto allowance by a maximum of$100 based upon excessive driving requirements for an individual position, B, Groups 2B. 3 and 4 - Manaqement/Confidential 1. Prior approval of the department Director and final approval of the City Manager shall be required prior to reimbursement for travel expenses, 2. Employees using their own vehicle on approved City business travel will be reimbursed at the approved IRS reimbursement rate. 3, Employees on approved official business away from the City will be reimbursed 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. Article 6. Service Section 1, Transfers An employee transferring from this group to a recognized employee unit shall maintain all pay and benefits accrued in this 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 2. Lavoff and Reemplovment Groups 1-3 -- Manaqement and Group 4 -- Confidential 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. Whenever it becomes necessary to reduce the number of employees in any classification, the order of the layoff shall be as follows: 21 In order of seniority, the employee with the shortest service in total City service in the affected classification shall be laid off first. A, In the event of two (2) or more employees having identical total City service seniority, the order of the layoff will be determined by length of continuous service in the affected classification. ß, Whenever two (2) or more employees have identical service in the affected classification, the order of the layoff shall be determined by the City Manager on the basis of performance, C, Employees to be laid off in a particular classification have the right to demote to a lower classification to a position previously held with the City for which the employee meets the minimum qualifications, is capable of performing the essential functions of the position, and has City seniority over other employees in the lower classification, This will also apply to employees to be laid off in a particular classification who have demoted from a higher classification due to non-disciplinary reasons. Such employees shall be placed on the seniority list for the higher classification provided they still meet the minimum qualifications, are capable of performing the essential functions of the position, and have City seniority over other employees in the higher classification. D, The name of each laid-off employee shall be placed on a reemployment list for a period of 12 months in reverse order of the layoff. Employees who are laid offwho have received two out of three consecutive annual performance evaluations which are rated below standards or needs improvement will be placed at the bottom of the reemployment list in reverse order of the layoff, Section 3, Resianations Groups 1-4 -- Manaaemenl/Confidential 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 days prior to the effective date of resignation, The City will pay an employee for all hours worked within 72 hours after termination, and will thereafter pay all accumulated reimbursable benefits as early as feasible, An employee who has resigned with a good record will be given preferential consideration 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. An employee 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, Article 7. Retirement and Social Security The City will provide retirement benefits through the Public Employees' Retirement System. The City does not participate in the Social Security System, 22 The City will pay seven percent (7%) 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's 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 make available under its contract with PERS the following provisions: 1. the Third Level 1959 Survivors Benefits; 2, the retirement option known as 2%at55 formula; 3, the One Year Final Compensation option; and 4, the Employer Paid Member Contribution (EPMC) option for employees in Group 1 and Group 2A, for which the City will pay and report 100% of the value, Effective the first full pay period in July of 2005, the City agrees to provide a supplemental retirement benefit of 0,7% at 55, which in conjunction with the PERS benefit above provides an overall benefit of 2,7@55, The City intends to contract with the Public Agency Retirement System (PARS) to provide this benefit for all employees in Groups 2, 3, and 4 who have 10 or more years of service with the City of Poway, and for employees in Group 1 who have 5 or more years of service with the City of Poway. There is no required contribution by the employees under this plan. The City, prior to the implementation date, will consider a full or partial. 7% PARS benefit for those employees who are on the payroll as of July 1, 2004, remain continuously employed by the City until retirement, and who at age 58 will have at least eight years of service with the City of Poway, Article 8. Personnel Rules All other employee rights, privileges, and benefits are included in the Personnel Rules of the City of Poway. 25