Res 204RESOLUTION NO. 204
A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF POWAY, CALIFORNIA
DESIGNATING THE SALARIES AND
BENEFITS FOR THE MANAGEMENT,
SUPERVISORY AND PROFESSIONAL
EMPLOYEES OF THE CITY
WHEREAS, it is necessary to designate the salaries and benefits of
the Management, Supervisory and Professional Employees of the city of
Poway, and
WHEREAS, the City Council of the city of Poway wishes to provide a
change in the Management, Supervisory and Professional Employees Salary
and Benefit Plan received effective January 1, 1982.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF POWAY, CALIFORNIA,
DOES HEREBY RESOLVE, DECLARE, DETERMINE AND ORDER AS FOLLOWS:
That the City of Poway Management, Supervisory and Professional
Employees Salary and Benefit Plan attached hereto and made a part hereof
shall designate the salaries and benefits to be received by Management,
Supervisory and Professional Employees of the city of Poway.
PASSED, ADOPTED AND APPROVED by the City Council of the City of
Poway, California, at a regular meeting thereof this 19th day of January,
1982.
ATTEST:
Marjori~K~ Wahlsten, City Clerk
SALARY AND BENEFIT PLAN FOR THE
MANAGEMENT, SUPERVISORY AND PROFESSIONAL
EMPLOYEES (MANAGEMENT GROUP)
The following position classifications are established as full-time,permanent
classifications at the grade and salary range indicated. The City management
employees shall be classified in one of the following classifications, and paid
at one of the ten steps within the salary range set forth for the classification.
Article 1. Wages.
CLASSIFICATION
Directors
Administrative Services
Community Services
Public Services/City Engineer
Safety Services
Planning Services
Water/Operations Manager
Assistant to Director of
Public Services
Assistant Water/Operations Manager
Assistant Fire Chief
Operations Superintendent
Construction/Maintenance Superintendent
Budget & Contract Administrator
Fire Marshal
Assistant to City Manager
Leisure Services Manager
Personnel Officer
Accounting Supervisor
Purchasing Manager
Data Processing Supervisor
Administrative Assistant
Assistant Planner
Customer Service Supervisor
Accountant
Lake Fisheries Supervisor
Park Planner/Administrative Aide
Planning Aide
Recreation Supervisor
SALARY GRADE
SALARY RANGE
69 2458 - 3086
66 2279 - 2860
64 2166 - 2719
63 2112 - 2651
61 2008 - 2521
52 1601 - 2008
51 1461 - 1958
46 1376 - 1727
72 2651 - 3329
Article 2. Leaves.
Section 1. Vacation. Ail employees in the management group shall be
entitled to vacation leave with pay except the following: Employees who have
served less than one continuous year in the service of the City.
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
work week.
Annual vacation leave shall be computed in accordance with the following
schedule:
Years of Continuous Employment
Vacation Leave Credits
1 thru 5
10 hours per month for a total
of 120 hours/year.
After 5
12 hours per month for a total
of 144 hours/year.
After 10
15 hours per month for a total
of 180 hours/year.
Vacation time can be accumulated to a maximum of 150% of one year's eligibility
and accumulation above 150% shall be forfeited.
The times at which an employee may take his 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 sole 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.
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 completed probation.
Section 2. Sick Leave. Sick leave with pay may be granted to all probationary
and regular employees within the management group who are regularly employed in
permanent positions.
Effective January 1, 1982, all management employees shall be granted sick
leave with pay, up to a maximum of (60) calendar days per incident with no
accumulation.
Management employees will receive a direct cash payment for earned and unused
sick leave accrued to December 31, 1981. Such cash payment shall be equal to 50%
of all unused sick leave hours accrued to December 31, 1981. Calculations will be
at the employee's rate of pay on December 31, 1981.
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.
(2)
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 superior.
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.
Section 3. Holidays. The holidays for employees in the management group are
as follows:
New Year's Day
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Columbus Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
January 1
3rd Monday-February
Last Monday-May
4th of July
1st Monday-September
2nd Monday-October
November 11
Fourth Thursday-November
Fourth Friday-November
December 25
For the purposes of computing 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 group shall be
paid holiday pay, whether on or off duty on the holidays above.
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.
section 4. Leaves of Absence. The City Manager may grant a leave of absence
without pay for personal re~sons for a period not to exceed three (3) weeks. Such
leave shall be requested in writing and granted in writing, and granting such leave
is at the sole discretion of the City Manager.
An employee desiring a leave of absence for personal reasons for a period in
excess of three (3) weeks must secure prior written approval from the City Manager.
The initial period of such leave shall not exceed a period of ninety (90) days, but
may be extended for like periods upon written approval of the City Manager. During
the period of such leave the employee shall not engage in gainful employment unless
mutually agreed in writing at the time of granting the leave.
If an employee receives a leave of absence as provided herein, prior to the leave
being effective, the City shall collect from the employee the amount of the applicable
total benefits and the amount of any pension contributions for the period of the
leave. These amounts paid by the employee, shall be the sum of both the employee's
and the City's normal contribution.
(3)
Section 5. Military Leave. An employee shall be granted temporary military
leave of absence to serve on active military duty, and will be reinstated as a
full-time employee at the expiration of the term of active military duty. The
employee shall be granted leave and pay as required by state and/or federal
statutes.
Section 6. Bereavement Leave. In the event of a death in the family, a
regular employee shall be entitled to 1-5 days off with pay to attend the funeral,
with approval of City Manager, 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, 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.
d. Bereavement leave is not compensable when the employee is on leave of
absence, vacation, bona fide lay off, or for days falling outside the employee's
regular work period.
e. It is not chargeable against sick leave.
Section 7. Jury Duty. When an employee is required to be present and serve
on jury duty, the employee shall at the discretion of the City Manager be paid
his full salary for the period actually spent on jury duty. Employee must
present validation of time spent on jury duty.
Article 3. Payroll and Work Week.
Regular pay days are designated as every other Friday for the two week period
ending the previous Sunday. In no event shall the City advance pay, including
pay for earned vacation, without prior written application. Requests for advance
vacation pay must be made prior to the end of the payperiod for which pay is to
be received.
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.
(4)
Article 4. Benefits.
Section 1. Hospital and Medical. The first day of the month following date
of hire, an employee, upon proper application and acceptance, shall be covered
by Hospital and Medical Insurance with coverage as set forth from time to time
in the agreement between the City and the carrier.
Premium for each employee shall be paid in full by the City. Dependents
of each employee may also be covered by hospitalization insurance as specified
by the carrier, upon proper application and acceptance. The cost of dependent
coverage of the medical, hospital and dental plan will be shared equally between
the City and the employee. The employee's share of one-half of the cost will be
made through payroll deduction.
Section 2. Eye 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. The first day of the month following date of hire,
an employee, upon proper application and acceptance by the insurance company, 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 premium.
Additionally, employees in this group shall be eligible to participate in a
City supplemental insurance program. The City shall pay the first forty-five
($45.00) dollars per month for each employee's premium.
Section 4. Long Term 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.
The monthly benefit provided under this coverage will be 60% of the
employee's 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 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
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.
Section 5. Workers' Compensation Insurance. Ail employees in the group
(regular, temporary and part-time) are covered by Workers' Compensation Insurance
from the date of employment. Premium will be paid by the City.
Any employee shall, upon receiving a work sustained injury, report the
incident immediately to his department head.
(5)
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 his accumulated sick leave or accumulated
vacation, 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.
When computing sick leave or vacation under this policy, the employee shall be
given credit 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. When his accumulated sick leave or vacation, or both,
are exhausted, he will still receive disability indemnity for which he 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 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. Training and Education. Cost of employee participation in job
related training and education courses which have received prior approval of the
City Manager shall be reimbursed by the City for tuition and texts, upon certified,
satisfactory completion of the course. Reimbursement for courses other than
those that are directly job related shall require individual action of the City
Council.
Section 2. Uniforms and 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 will be
reimbursed a maximum of $50 per year for the purchase of safety shoes.
Section 3. Acting Pay. An employee acting for an uninterrupted period of
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
30 calendar days. This provision is not applicable to bona fide education, training
and development, job enlargement, or job enrichment.
Section 4. Physical Examinations. Physical examinations required by the
City as a condition of employment or continued employment shall be paid for by
the City.
(6)
Section 5. Travel Expenses.
a. Prior approval of the department head and final approval of the
City Manager shall be required prior to reimbursement for travel expenses.
b. Employees using their own vehicle on approved City business travel
will be reimbursed at the rate of thirty (30¢) cents per mile.
c. Employees on approved official business away from the City will be
reimbursed for actual and necessary expenses incurred.
d. In order to be reimbursed, employees must include original receipts
for all expenses with the reimbursement claim form.
e. Advances of travel expenses may be allowed at the sole discretion
of the City Manager.
Section 6. Benefit Day. 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 one benefit day off each fiscal
year. The times at which an employee may take his benefit day off shall be
determined by the supervisor with due regard for the Wishes of the employee and
particular regard for the needs of the City. Remuneration for the 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 day off shall be forfeited.
Section 7. 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 8. Layoff and Reemployment. 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.
Persons in this group to be laid-off shall be 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.
Section 9. Resignations. 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.
(7)
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 re-establish rights
and/or benefits lost at the time of resignation.
Section 10. Credit Union. Employees 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 Employees'
Retirement System. The City does not participate in the Social Security System.
(8)