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Res 84-066RESOLUTION NO. 84-066 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF P(~Y, CALIFORNIA, DESIGNATING THE SALARIES AND BENEFITS FOR THE MANAGe, SUPERVISORY, PROFESSIONAL, AND COI~IDENTIAL f~4PLOYR~q 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 City Council of the City of Poway wishes to provide a change in the Management, Supervisory, Professional, and Confidential Eaployees' Salary and Benefit Plan effective July 1, 1984. NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF POWAY, CALIFORNIA, DOES HEREBY RESOLVE, Df~U~RE, DETERMINE AND ORDER AS FO~: 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 1984-85 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 Pow-ay, California, at an adjourned regular rr~cting thereof this 19th day of July, 1984. ~ Robert C. Emery, De~y Mayor / Marjorie ~. Wahlsten, city Clerk The following position classifications are established as full-time, permanent classific tions at the grade and salary range indicated. The City management/confidential ~,~loye shall be classified in one of the following classifications, and paid at one of the fi steps within the salary range set forth for the classification. Effective July 2, 1984 ~'ticle 1. ~ CLASSIFICATION Group 1 Assistant City Manager Director of Ac%ninistrative Services Director of C~,,~Lunity Services Director of Planning Services Director of Public Services Director of Safety Services Group 2 Assistant City Engineer Assistant to the City Manager Assistant Public Services Operations Manager C~L,,~unity Services Manager Construction Maintenance Supt. Custc~er Services Manager Finance Manager Fire Battalion Chief Personnel Manager Public Services Operations Manager Purchasing Manager Senior Planner Utilities Operations and Treatment Superintendent SALARY BI-WRRKLY APPROX. MONTHLY RANGE NO. SALARY RANGE SALARY RANGE 268 1536.14 - 1874.39 3328 - 4061 260 1418.60 - 1730.97 3074 - 3750 255 1349.75 - 1646.95 2924 - 3568 255 1349.75 - 1646.95 2924 - 3568 263 1461.59 - 1783.42 3167 - 3864 260 1418.60 - 1730.97 3074 - 3750 245 1221.91 - 1490.97 2647 - 3230 230 1052.49 - 1284.24 2280 - 2783 240 1162.61 - 1418.60 2519 - 3074 230 1052.49 - 1284.24 2280 - 2783 230 1052.49 - 1284.24 2280 - 2783 215 906.57 - 1106.18 1964 - 2397 230 1052.49 - 1284.24 2280 - 2783 241 1174.23 - 1432.79 2544 - 3104 230 1052.49 - 1284.24 2280 - 2783 250 1284.24 - 1567.02 2783 - 3395 230 1052.49 - 1284.24 2280 - 2783 230 1052.49 - 1284.24 2280 - 2783 235 1106.18 - 1349.75 2397 - 2924 -1- c~ASSIFICATION Group 3 Accountant Administrative Analyst Administrative Assistant Assistant Civil Engin~ Assistant Planner Associate Civil Engineer Associate Planner Code C~91iance Officer Engineering Technician Junior Civil Engineer Junior Planner Junior Progr~u,~er Lake Supervisor Parks Supervisor Recreation Supervisor Senior Accountant Group 4 Administrative Secretary (Administrative Services) Administrative Secretary (City Clerk's Office) Data EntryClerk D~puty City Clerk Personnel Aide Secretary to the City Manager SALARY BI-W~RKLY ~PROX. ~NTHLY RANGE~. SALARY RANGE SALARY RANGE 205 820.70 - 1001.41 1778 - 2170 210 862.57 - 1052.49 1869 - 2280 200 780.87 - 952.81 1692 - 2064 220 952.81 - 1162.61 2064 - 2519 204 812.58 - 991.50 1761 - 2148 230 1052.49 - 1284.24 2280 - 2783 214 897.59 - 1095.23 1945 - 2373 194 735.61 - 897.59 1594 - 1945 192 721.12 - 879.90 1562 - 1906 210 862.57 - 1052.49 1869 - 2280 194 735.61 - 897.59 1594 - 1945 204 812.58 - 991.50 1761 - 2148 181 646.36 - 788.68 1400 - 1709 196 750.40 - 915.63 1626 - 1984 196 750.40 - 915.63 1626 - 1984 215 906.57 - 1106.18 1964 - 2397 172 590.99 - 721.12 1280 - 1562 172 590.99 - 721.12 1280 - 1562 154 494.08 - 602.87 1071 - 1306 177 621.14 - 757.90 1346 - 1642 177 621.14 - 757.90 1346 - 1642 177 621.14 - 757.90 1346 - 1642 Article 2. i~aves Section 1. Vacation A. Grou~s 1 - 3 - Management All ~t%~loyees in the management group, who have served for a minim~ of six (6) months continuous service, shall be entitled to vacation leave with pay. For the purpose of cut~uting annual vacation leave, a working day shall be con- sidered as 1/5 of the number of working or duty hours in the established work Annual vacation leave shall be c~r~uted in accordance with the following schedule: -2- Years of Continuous Employment Vacation Leave Credits lthru 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 ac~a~ulated to a maximum of 150% of one year's eligibility and accumulation above 150% shall be forfeited. The times at which an ~,ployee may t~ke his vacation shall be determined by the i~mediate supervisor with due regard for the wishes of the employee and par- ticular regard for the n~-~s 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 move holidays fall within a vacation leave period, such holi- days shall not be charges as vacation leave, and the vacation leave sbmll be extended accordingly. Employccs who terminate employment shall be paid in a l~p sum for all accrued vacation leave earned prior to the effective date of termination, provided they b~ve served six (6) continuous months with the City and successfully cc~pleted probation. B. Group 4 - Confidential All employees in this group shall be entitled to vacation leave with pay except the following: Employees who have served less than six continuous months in the service of the City. For the purposes of c~,~uting annual vacation leave, a working day shall be con- sidered as 1/5 of the number of working or duty hours in the established work week. One day vacation shall be accrued for each month of ~loyment, for a total of twelve (12) working days per y~r. After five (5) years of continuous ~,~loyment, an additional three (3) days per year shall be accrued, for a total of fiftccn (15) working days per year. After ten (10) years of continuous employment, an additional three (3) days per year shall be accrued, for a total of eighteen (18) working days per year. After fifteen (15) years of continuous e~ployment, an additional two (2) days per year shall be accrued, for a total of twenty (20) working days per year. -3- Vacation time can be acct~nu]ated to a maximin of 150% of one year's eligibility, and acc~nulation above 150% shall be forfeited. The times at which an employee my take his vacation shall be determined by the department head with due regard for the wishes of the ~,~loyee and particular regard for the ncc~s of the City. 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 accordingly. E~ployees 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 cc~pleted 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 may be exchanged for ccmpensation equal to fifty (50) percent of its value. Executive leave may not be carried over into the next fiscal year. 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 ckzL~ensation equal to fifty (50) percent of its value. Executive leave may not be carried over into the next fiscal year. Section 3. SickLe ave A. Grou~s 1- 3 - Management Sick leave with pay may be granted to all probationary and regular e~loyees within the management group who are regularly en~ployed in regular positions. All management employccs 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 c~_nsation 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 may require certification by the employee's physician in order to receive oa~3ensation. This requirement is at the discretion of the superior. -4- Be In the event of illness in the in~ediate family, an employee may use accrued sick leave not to excc~ three (3) days in each calendar ye_m?. 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 c~_~rd o Grou~ 4 - Confidential Sick leave with pay may be granted to all probationary and regular ~,~oloyees within the unit who are regularly employed in permanent full-time positions. For the purposes of cc~puting sick leave, a working day shall be considered as 1/5 of the number of working or duty hours in the established work week. 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. In order to receive cu,~ensation while absent on such leave, the ~fployee shall notify his inm~diate 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 my require certification by the employee's physician in order to receive compensation. This requirement is at the discretion of the department head. In the event of illness in the inmediate family, an employee nay use accrued sick leave m~t to exc~ thrcc (3) days in each caler~_r 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. After five (5) years of continuous ~-,-ployment with the City and upon termination or retirement, an employee will receive compensation for unused sick leave. ae Upon normal retirement employee will receive 25% of all sick leave hours accrued. Calculations will be at the employee's rate of pay at the time of retirement and will not ex~ $3,000. Bm Upon leaving the employ of the City for other than retirement, employee will receive 25% of all sick leave hours accrued. Calculations will be at the employee's rate of pay at the time of termination and will not exc~ $1,000. -5- Ce Starting July 1, 1984, an employee can annually convert to pay up to 25% of their annual unused sick leave balance, if the ~-~loyee 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 ~,~loyee converts the 25% of the annual unused sick leave acc~nulation to cash, the employee sb~ll 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. As an example, an ~L~loyee who has used no sick leave during yea_r may convert three (3) days (24 hours) to cash. The employee would forfeit six (6) days accumulation (48 hours). The re~sining 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, retirement, or _~eath in accor_aance with subsections A, B and D. E~ployee will be authorized to convert sick leave once annually. The conversion may be made during the first pay period in July. Upon the death of an ~,~loy~, prior to five (5) years of continuous e~ployment, ccmpensation for unused sick leave shall be at the same rate as the termination benefit. Payment shall be made to the employee's designated beneficiary. Section 4. Holidays. The holidays for employees in the management/confidential group are as follows: New Year ' s Day Washington ' s Birthday Memorial Day Independence Day Labor Day Veteran ' s Day Thanksgiving Day Day after Thanksgiving Christmas Day January 1 3rd Monday-February Last Monday-May July 4 1st Mor~ _~_ y-September November ll 4th Thursday-November Fourth Friday-November December 25 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 work ~k. 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. 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. -6- ~"ticle 3. 1~oll a~ 1',brk 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 the prior written approval, on a case-by-case 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. Grou~s 1 - 3 - Manage~-nt 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 employccs in this group shall not be rentm~erated for such work beyond the current monthly salary rate of the individual ~;~loyee, but for the purposes of computing benefits, the regular number of working or duty hours in a work week frcm Monday through Sunday is established at 40 hours for all employccs in the group. B. Group 4 - Confidential The regular number of working or duty hours in a work week from Monday through sunday is established at 40 hours for all full-time ~loyees in the unit. For ~;~loyees 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. 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 ~-,-~loyee's rate of pay. Employees in this group shall be paid one and one-half (1½) times their hourly rate of pay for all hours work~d in excess of an 8 hour day or a 40 hour work week. Article 4. Benefits Section 1. F~spital and Medical The first day of the month following date of hire, an employee, upon proper applica- tion and acceptance, shall be covered by health and dental benefits withcoverage as set forth frcm time to time in the agreement between the City and the carrier(s). -7- A. Grou~s 1- 3 Management Premium for each ~;ployee shall be paid in full by the City. Dependents of each ~mployee may also be covered by health and dental benefits, upon proper applica- tion and acceptance. The City shall pay one-half of the cost for dependent medi- cal and dental coverage to a maximum of $84.54 per month and $15.82 per month respectively. The employee's share of the cost will be made through payroll deduction. Be Group 4 - Confidential The City shall pay $5.00 above one-half of the cost for dependent medical coverage and/or one-half of the cost of dependent dental coverage. The maximum amount the City will pay for dependent medical and dental coverage is $5.00 above $84.54 and/or $15.82 respectively. The $5.00 may be applied to the City share of the medical or dental coverage. If at any time during the life of this agreement the cost of dependent health or dental coverage shall increase above the current maximum, the City shall agree to pay one-half the amount of the increase. Any increases subsequent to the expiration of this agr~-~ent shall be subject to meet and confer for future agreements. The employee's share of the cost will be made through payroll deduction. Those ~ployees who do not have dependent insurance shall receive an additional $5.00 per month on their payroll check. Section 2. E~e Care The City will provide an eye care plan. The City shall pay 100% of the premium for the e~ploycc and his/her dependent coverage. Section 3. Life Insurance. A. Grou~s 1 - 3 Management 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 minimum). B. Group 4 - Confidential The first day of the month following date of hire, an e~ployee, 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 inccme ($10,000 minimum). The City pays 100% of the premium. -8- Those ~loyees hired prior to July 1, 1983, and who are currently receJ of a higher group will continue to receive the benefits of the Employees hired into these classifications after July 1, 1983, will rec( fits as outlined in this resolution. Section 4. Lone-Term Disability Income Insurance. This employee benefit provides for the payment of a monthly income for those covered ~,~loyees totally disabled by injury or sickness A. Grou~s 1 & 2- Management Additionally, employees designated in these groups shall be eligible to par- ticipate in a City supplemental insurance or deferred compensation program. The City shall pay forty-five ($45.00) dollars per month for each employee toward the cost of insurance or to be placed in a deferred cc~pensation account. B. Grou~s 3 & 4 - Mana~nt/~onfidential I Additionally, employees designated in these groups shall be eligible to par- ticipate in a City deferred c~-~ensation program. The City shall I~y twenty-five ($25.00) dollars per nonth for each employee to be placed in a deferred compen- sation account. ving benefits %igher group. ~ive the bene- ~nefit payment A. Grou~s 1- 3 - Management The monthly benefit provided under this coverage will be 66-2/3% of the employee's monthly e~_rnings to a maxim~ of $4,500 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 60 day waiting period frcm 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 cer- tificate of insurance, until the recovery fr~n the injury or sickness or until the ~{~loyee reaches age 65. The City pays 100% of the premix. B. Group 4 - Confidential The monthly benefit provided under this coverage will be 60% of the employee's monthly ~arnings to a maxim%~n of $1,000 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 w~iting period fr~m the 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 Group Insurance handbook, until the recovery fr~n the injury or sickness or until the ~%'~loyee reaches age 65. The City pays 100% of the premi~n. 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. Workers' CuL~ensation Insurance All ~-,-~loyees in the group (regular, temporary and part-time) are covered by Workers' C~L~-nsation Insurance frcm the date of employment. Premium will be paid by the City. Any employee sbmll, upon receiving a work sustained injury, report the incident J~ediately to his department head. The filing of the accident report as required by the Workers' Compensation Insurance Fund shall be the responsibility of the employee's supervisor. An ~loyee of the City who is or may be entitled to t~orary 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 ~loyee does not wish to use his acc~nulated 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 accum,,l~tion shall be used until the date he notifies the City in writing that he no longer wishes to use the accumulations. When oc~puting sick leave or vacation under this policy, the 6{~-~>loyee 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. 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 ~,~loyee is receiving Workers' C~,~ensation and not actively on the payroll, the City shall collect from the employcc the ~loyee's costs of insurance, and the City shall pay the ~loyer's costs of insurance. During such leave, no contribu- tions shall be made to the retirement plan. Section 6. Un~-~lo~ment Insurance/State Disability Insurance The City shall not participate in the State Disability Insurance program. -10- Section 1. Tuition Reimbursement. The actual cost paid for tuition, books and required technical supplies and equip- ment, to an~xim~nof $150 per fiscal year per employcc, will be refundedtoall 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 ~-~-~loyee's position with the City. 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. Before receiving reimbursement the ~f~loyee shall furnish documentation proof of pay and shall provide evidence that he/she has c~]~leted 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 frcm institutions where an average grade of "C" is acceptable for gradua- tion. A "pass" will be accepted for undergraduate classes where a pass/fail grading system is used. Textbooks and equil~nent paid for by the City shall become the property of the City. Reimbursement for texts and equipment will be approved only if the text or equipment were not available frcm the City. Section 2. Uniforms and Equipment. The City will provide and maintain all uniforms that are required by the City for zsnagement employees in the Public Services, Safety Services, and C~L,LL~nity Services Departments. Employees of the Public Services and C~,,..0nity Services Departments who are required to w~mr safety shoes will be reimbursed a maximin of $60 per year. Employees of the Safety Services Department shall receive an annual uniform allowance of $275. Section 3. Acting Pay A. Grou~s 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 develot~ent, job enlargement, or job enrichment. -11- B. Grou~ 4 - Confidential ae Full ~sponsibility: An ~loyee specifically assigned on a t~zporary 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 excccds fif- teen (15) consecutive working days, which payment sb~ll be retroactive to the first day of such services; provided; however, that the full range of d~ties of the higher level position has ~n specifically assigned in writing on a form provided by the City by the department head or his/her designee. Under no circumstance shall the rate of ccmpensation be less than five percent (5%) above the employees current rate of pay. B. Partial Responsibility: 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 rela- tion to the degree of the additional responsibility the ~,~loyee 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. C. At the conclusion of such an assignment, the employee shall be restored to his/her former classification regardless of the time involved. The ~mployee 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 development, job enlargement or enrichment. The ~,~loyee will be notified in advance as to the nature of this assigmment. Section 4. ph~;sical E~aminations Physical em~minations required by the City as a condition of employment or continued employment shall be paid for by the City. Section 5. Travel Expenses Group 1 - Management An autcmobile allowance in lieu of mileage shall be allocated in the amount of $100 per month for personnel in this group. The automobile allowance is not applicable to e~ployees who have been assigned a City vehicle. Grou~s 2 - 4 1. m - Mana~nt/Confidential Prior approval of the depart_ment head and final approval of the CityManager shall be required prior to reimbursement for travel expenses. Employees using their own vehicle on approved City business travel will be reimbursed at the rate of thirty (30¢) per mile. -12- e ~loloyees on approved official business aw~y fr~n the City will be reim- bursed for actual and necessary expenses incurred. In order to be reimbursed, employees must inclu~e original receipts for all expenses with the reimbursement claim form. 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 cc~pleted an initial probationary period shall have available two (2) benefit days off each fiscal year. The times at which an ~L~loyee my take a benefit day off shall be determined by the department head with due regard for the wishes of the ~ployee and particular regard for the ncc~ds of the City. R~nuneration 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 day(s) shall be forfeited. Section 7. Transfers. An employee transferring frcm this group to 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 ~loyee unit. Section 8. Layoff and l~loyment. The City may abolish any position or employment and the employcc may be laid-off without taking disciplinary action and without the right of appeal. Grou~s 1- 3 - Management 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 rc~--mployment after lay-off shall be based on prior performance and seniority as determined by the City. Grou~ 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 rc~fployment list for a period of twelve (12) months. The order of rc~-~01oyment after lay-off shall be based on prior performance and seniority as determined by the City. -13- Section 9. Resignations. Groups 1 - 4 - Management/Confidential An ~ployee 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 ~,~loyee for all hours worked within 72 hours after termin- ation, and will thereafter pay all accumulated reimbursable benefits as early as feasible. An ~,~loyee 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 ~loyee will not reestablish rights and/or benefits lost at the time of resignation. Grou~ 4 - Confidential An ~,~loyee with five (5) years service who resigns in good standing and is ree~ployed within a two (2) year period to the same or equal position previously held, shall be eligible to earn and uae vacation, sick leave, and other benefits to which they are otherwise entitled as if there had ~cn no break in service. Section 10. Credit Union. Employees may elect to make credit union contributions through payroll deduction. a~icle 6. ~e~ir~.t~M Semmity~ The City will provide retirement benefits through the Public Employees' Retir~nent 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 ~nployees' 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 ~,~loyee's account with P-MRS. The City sb~ll annually notify the ~,~loyee of the annual and total contribution made to PERS on behalf of the employee. The City shall contract with the Public Rmployees' Retirement System to provide the 1959 Survivors Benefit Option. Article 7. Per~ i~al.es All other employee rights, privileges, and benefits are included in the Personnel Rules of the City of Pow~y. -14-