Res 85-042RESOLUPION NO. 85-042
A Rw-qOLUTION OF THE CITY COUNCIL
OF THE CITY OF POWAY, CALIVORNIA,
DESIGNATING THE SALARIES AR~) BEN~'ITS
FOR THE MANAGe, 93PERVISORY, PROFESSIONAL, A~D
GONFIDENTIAL f~4PLOYEES OF THE CITY
~E~EAS, it is necessary to designate the salaries and benefits of the
Management, Supervisory, Professional, and Confidential f~ployees 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 Employccs' Salary
and Benefit Plan effective July 1, 1985.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF POWAY, CALIFORNIA, DOES
HER~Y RESOLVE, DEf~ARE, DETERMINE ASD ORDER AS FOLLOWS:
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
Employccs of the City of Poway.
e
That the Financial Plan for Fiscal Year 1985-86 is hereby amended to
provide for changes in the compensation of City ~mployees covered by
the Salary and Benefit Plan.
PASSED, ADOPTED A~D APPROVED, by the City Council of the City of Poway,
Ca] ifornia, at an adjourned regular ~-_cting thereof this 2nd day of July, 1985.
Robert C. Emery,
Marjorie K. 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 employe~
shall be classified in one of the following classifications, and paid at one of the fit
steps within the salary range set forth for the classification.
Effective July 1, 1985
Article 1. S~lary
c~ ASSIFICATION
Group 1
Assistant City Manager
Director of Administrative Services
Director of C~,,mlnity Services
Director of Planning Services
Director of Public Services
Director of Safety Services
Group 2
Assistant to the City Manager
Assistant Public Services
Operations Manager
O~,.tunity Services Manager
Customer Services Manager
Finance Manager
Fire Battalion ~hief
Personnel Manager
Public Services Operations Manager
Purchasing Manager
Senior Engineer
Senior Planner
SALARY BI-W~k~LY APPROX. ~DNTHLY
RANGE NO. SAI2kRY RANGE SALARY RANGE
275 1646.95 - 2009.60 3568 - 4354
267 1520.94 - 1855.83 3295 - 4021
262 1447.12 - 1765.76 3135 - 3826
262 1447.12 - 1765.76 3135 - 3826
273 1614.50 - 1970.00 3498 - 4268
267 1520.94 - 1855.83 3295 - 4021
235 1106.18 - 1349.75 2397 - 2924
245 1221.91 - 1490.97 2647 - 3230
235 1106.18 - 1349.75 2397 - 2924
235 1106.18 - 1349.75 2397 - 2924
235 1106.18 - 1349.75 2397 - 2924
246 1234.13 - 1505.88 2674 - 3263
235 1106.18 - 1349.75 2397 - 2924
255 1349.75 - 1646.95 2924 - 3568
235 1106.18 - 1349.75 2397 - 2924
250 1284.24 - 1567.02 2783 - 3395
235 1106.18 - 1349.75 2397 - 2924
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SALARY BI-WR~KLY APPROX. MDNTHLY
CLASSIFICATION RANGE NO. SALARY RANGE SALARY RANGE
Grou~) 3
A~]ministrative Analyst
Administrative Assistant
Assistant Civil Engineer
Assistant Planner
Associate Civil Engineer
Associate Planner
Code Compliance Officer
Engineering Technician
JUnior Civil Engin~_r
Junior Planner
Junior Progranmer
Lake Supervisor
Parks Supervisor
Recreation Supervisor
Senior ACCOUn~A nt
Group 4
210
215
205
225
209
235
219
204
197
215
209
209
186
201
201
220
Administrative Secre~ ry
( ~ministrative Services) 177
Administrative Secretary
(City Clerk's Office) 177
Data Entry Clerk 159
Deputy City Clerk 187
Personnel Aide 187
Secretary
(Assistant City Manager's Office) 167
Secretary to the City Manager 187
862.57 - 1052.49
906.57 - 1106.18
820.70 - 1001.41
1001.41 - 1221.91
854.03 - 1042.07
1106.18 - 1349.75
943.38 - 1151.10
854.03 - 1042.07
757.90 - 924.79
906.57 - 1106.18
854.03 - 1042.07
854.03 - 1042.07
679.33 - 828.91
788.68 - 962.34
788.68 - 962.34
952.81 - 1162.61
621.14 - 757.90
621.14 - 757.90
519.28 - 633.62
686.12 - 837.20
686.12 - 837.20
562.31 - 636.12
686.12 - 837.20
1869 - 2280
1964 - 2397
1778 - 2170
2170 - 2647
1850 - 2258
2397 - 2924
2044 - 2494
1850 - 2258
1642 - 2004
1964 - 2397
1850 - 2258
1850 - 2258
1472 - 1796
1709 - 2085
1709 - 2085
2064 - 2519
1346 - 1642
1346 - 1642
1125 - 1373
1487 - 1814
1487 - 1814
1218 - 1487
1487 - 1814
Article 2. Leaves
Section 1. Vacation
Groups 1- 3 - Manaqement
All employees in the manag6~nent group, who have served for a minimum of six (6)
months continuous service, shall be entitled to vacation leave with pay.
For the purpose of computing annual vacation leave, a working day shall be con-
sidered as 1/5 of the number of working or duty hours in the es~m_blished work
week.
Annual vacation leave shall be computed in accordance with the following
schedule:
-2-
Y~rs of Continuous E~ployment Vacation Leave Credits
lthru 5
10 hours per ~onth 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 hour s/y~m r
Vacation time can be accumLtlated 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
ia~ediate supervisor with due regard for the wishes of the employee and par-
ticular 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 move 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.
Annual (December 31st) conversion of a percentage of accrued vacation to cash for
Groups I and II is allowed along the following guidelines:
a) Employee must have had at least thrcc years of service in the prior calendar
y~mr before conversion.
b) A maximum of five days (40 hours) per year may be converted on an hour for
hour basis, at the current rate of pay.
c) E~ployee must have used at least two weeks (80 hours) of vacation time in
both the current and previous calendar years.
d)
After conversion, the employee must have at least two weeks (80 hours)
remaining to his/her cr_~q~t.
e) Requests for conversion shall be approved by the City Manager.
Employees who terminate employment shall be paid in a 1~ sum for all accrued
~cation leave ~rned prior to the effective date of termination, provided they
have served six (6) continuous months with the City and successfully oompleted
probation.
B. Group 4 - Confidential
;~l I 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.
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For the purposes of computing 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 o
One day vacation shall be accrued for each month of enployment, for a total of
twelve (12) working days per year.
After five (5) years of continuous employment, an additional three (3) days per
year shall be accrued, for a total of fifteen (15) working days per year.
After ten (10) years of continuous employment, an additional three (3) days per
year shall be accrued, for a total of eighteen (18) working days per year.
After fifteen (15) years of continuous employment, an additional two (2) days per
year shall be accrued, for a total of twenty (20) working days per y~r.
Vacation time can be accumulated to a maxi_mum of 150% of one year's eligibility,
and accur~lation above 150% shall be forfeited.
The times at which an employee may take his vacation shall be determined by the
department head with due regard for the wishes of the employee and particular
regard for the needs 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.
Employees who terminate employment shall be paid in a lump sum for all accrued
vacation leave ea_rned prior to the effective date of termination, provided they
have served six (6) continuous months with the City and successfully completed
probation.
Section 2. Executive Leave
A. Group 1
Be
f~ployees designated in this group shall be entitled to four (4) days executive
leave each fiscal year. If not taken duringthe fis~] year, the executive leave
may be exchanged for compensation equal to fifty (50) percent of its value.
Executive leave may not be carried over into the next fiscal y~r.
Group 2
Employees designated in this group shall be entitled to two ('2) days executive
leave each fiscal year. If not taken during the fiscal year, the executive leave
may be exchanged for compensation ec~a] to fifty (50) percent of its value.
Executive leave may not be carried over into the next fiscal year.
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Section 3. Sick Leave
A. Groups 1- 3 - Management
Sick leave with pay may be granted to all probatior~y and regular employees
within the manag~nent group who are regularly employed in regular positions.
A]l management employees shall be granted sick leave with pay, up to a maximum of
sixty (60) caleDdar days per incident with no accumulation.
In order to receive cc~pensation while absent on such leave, the employee shall
notify his ia~e~_~ate 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 compensation. This requirement is
at the discretion of the superior.
In the event of illness in the iamediate family, an employcc may use accrued sick
leave not to exc~ three (3) days in each calendar y~r. I/m~K~ate family shall
be designated as mother, father, spouse, and dependent children. Emgloyee must
notify supervisor in advance when such leave is being taken and so note on time
card.
B. Group 4 - Confidential
Sick leave with pay may be granted to all probationary and regular employees
within the unit who are re~)larly employed in permanent full-time positions.
For the purposes of ccmputing 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 cc~pensation while absent on such leave, the employee shall
notify his h~L~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 may require certification by
the employee's physician in order to receive compensation. This require~_nt is
at the discretion of the department head.
In the event of illness in the iamediate family, an employee may use accrued sick
leave not to exceed three (3) days in each calendar y~r. Iamediate 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.
-5-
After five (5) years of continuous employment with the City aD~ upon termination
or retirement, an employee will receive compensation for unused sick leave.
A®
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 excc~ $3,000.
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.
Ce
Se~rting July 1, 1984, an ~loyee can annually convert to pay up to
25% of their annual unused sick leave balance, if the employee has used
less than 40 hours of sick leave during the year and will have a mini-
mum balance of 192 hours of accuaulated sick leave after the conver-
sion. If the employee converts the 25% of the annual unused sick leave
accuaulation to cash, the employee shall forfeit twice the number of
hours converted. The remaining unused balance accrued during the year
shall be accounted for in a separate sick-leave balance that will be
available for use by the employee in the event all other sick leave is
exhausted. As an example, an employcc who has used no sick leave
~3ring year may convert three (3) days (24 hours) to cash. The
employee would forfeit six ( 6 ) days accumulation (48 hours). The
remaining six days (48 hours) would be placed in a separate account for
use in the event all other sick leave is exhausted. The employcc 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
~th in accordance with subsections A, B and D.
Employee 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 employee, prior to five (5) y~rs of continuous
~ploymant, compensation 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 employccs in the management/confidential group are as follows:
New Y~'s Day
Washington' s Birthday
Memorial Day
Independence Day
Labor Day
Veteran' s Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Jan,,a~y 1
3rd Monday-Feb~,ary
Last Monday-May
July 4
1st Monday-September
November 11
4th Thursday-November
Fourth Friday-November
Dece~er 25
-6-
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 es~_hlished work week.
In addition to regular pay for hours worked, employees in this unit shall be paid
holiday pay, whether on or off duty on the holidays above.
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.
Article 3. Payroll and Work
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 ~,~t be made prior to the end of the
pay period for which pay is to be received.
A. Groups 1- 3 - Management
It is recognized that ~;~loyees in this group may be required to work hours in
excess of 40 hours in a work week, and it is agrc~ that ~loyees in this group
shall not be renumerated for such work beyond the current monthly salary rate of
the individual ~.~loyee, but for the purposes of co~uting benefits, the regular
number of working or duty hours in a work week from Monday through Sur~lay is
established at 40 hours for all employees 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 employees 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 employcc'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 worked in excess of an 8 hour day or a 40 hour work
week.
-7-
Article 4. ~_~efits
Section 1. Hospital 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 with coverage as
set forth from time to time in the agr~ment between the City and the carrier(s).
A. Groups 1- 3 Management
Premium for each employ~ shall be paid in full by the City. Dependents of each
employee my 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 m~di-
cal and dental coverage to a maximum of $98.48 per month and $15.82 per month
respectively. The employee's share of the cost will be made through payroll
deduction.
B. 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
$98.48 and/or $15.82 respectively. The $5.00 may he 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~-------T~nt shall he subject to meet
and confer for future agreements.
The employee's share of the cost will be made through payroll deduction. Those
employees 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 employee and his/her dependent coverage.
Section 3. Life Insurance.
A. Groups 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).
-8-
B. Group 4 - Confidential
The first day of the n~nth following date of hire, an employs_, 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 inccm~ ($10,000
minimum).
The City pays 100% of the premium.
Deferred ~tion/Su~pl~ental Life Insurance - All Groups
Additionally, e~ployees designated in Groups 1 and 2 shall be eligible to par-
ticipate in a City supplemental insurance or deferred compensation program. The
City shall pay seventy-five ($75.00) dollars per month for each employee in Group
1 and fifty-five ($55.00) for each employee in Group 2 toward the cost of
insurance or as a contribution to in a deferred compensation account. The City
shall pay thirty-five ($35.00) dollars per month for each employs_ in Group 3 and
twenty-five ($25.00) dollars per month for each employee in Group 4 to be placed
in a deferred ccm%~nsation account.
Those employees hired prior to July 1, 1983, and who are currently receiving benefits
of a higher group will continue to receive the benefits of the higher group.
Employees hired into these classifications after July 1, 1983, will receive the bene-
fits as outlined in this resolution.
Section 4. Long-Term Disability Inccme Insurance.
This employcc benefit provides for the payment of a monthly income benefit payment
for those covered employees totally disabled by injury or sickness.
A. Groups 1- 3 - Management
The monthly benefit provided under this coverage will be 66-2/3% of the
employee's monthly earnings to a maximum of $4,500 per month. The insurance
carrier is responsible for calculating the exact benefit amount, based on each
im~livid,,~a] ' 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 cer-
tificate of insurance, until the recovery from the injury or sickness or until
the employee reaches age 65.
The City pays 100% of the premium.
B. Group 4 - Confidential
The monthly benefit provided un~er this coverage will be 60% of the employee's
monthly e~rnings to a maximum of $2,000 per month. The insurance carrier is
responsible for calculating the exact benefit amount, based on each individual's
incc~e status.
The insurance carrier for this coverage requires a thirty (30) day waiting period
from the first day of the disability to the beginning of the monthly benefit
payment period.
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
~¥~uloyee reaches age 65.
The City pays 100% of the premium.
An employcc 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' C~,~_nsation 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.
The filing of the accident report as required by the Workers' C~]-~ensation Insurance
Fund shall be the responsibility of the employee's supervisor.
An ~ployee 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 vaca-
tion, he shall notify the City within five (5) days after the injury is reported to
the City. After the five (5) days his accumulation shall be used until the date he
notifies the City in writing that he no longer wishes to use the accumalations. When
computing sick leave or vacation uoa~ this policy, the employee shall he 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 employee is receiving Workers' (k~pensation and not actively on the payroll,
the City shall collect fr~n the employcc the employee's costs of insurance, and the
City shall pay the employer's costs of insurance. During such leave, no contribu-
tions shall be made to the retirement plan.
Section 6. Unem~lo~t Insurance/State Disability Insurance
The City shall not participate in the State Disability Insurance program.
Article 5. Service and S~ecial Pay
Section 1. Tuition Reimburs~nent.
The act~al cost paid for tuition, books and required technical supplies and equip-
ment, to a maximum of $150 per fiscal ye_~r per employee, will be refunded to all per-
manent City employees for professional and technical courses in accredited
educational institutions provided that:
1. The employ~ has received at least a satisfactory proficiency rating on
his/her last performance report.
2. The subject matter of the course relates directly to and contributes toward
the performance of the employee's position with the City.
The employee must su]mnit 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 ~mployee 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 ~rk
from institutions where an average grade of "C" is accept_~ble for gradua-
tion. A "pass" will be accepted for undergraduate classes where a pass/fail
grading system is used.
Textbooks and equipment paid for by the City shall bec~m~ the property of
the City. Reimbursement for texts and equipment will be approved only if
the text or equipment were not available from the City.
Section 2. Uniforms and Ec/ui~a~ent.
The City will provide amd maintain all uniforms that are required by the City for
management employees in the Public Services, Safety Services, and C~L,~nity Services
Departments. Employees of the Public Services and C~k~unity Services Departments who
are required to w~mr safety shoes will be reimbursed a maximum of $60 per year.
E~ployees of the Safety Services Department shall receive an annual unifom allowance
of $275.
Section 3. Acting Pay
A. Groups 1- 3 - Manag~e~nt
An employee acting for an uninterrupted period of thirty (30) or more calen~r
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
develoia~ent, job enlargement, or job enrichment.
B. Group 4 - Confidential
A. Full Responsibility:
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 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
duties 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 compensation be less than
five percent (5%) above the ~mployees 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 employee is asked to
assture. 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.
At the conclusion of such an assigr~ent, 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
permanent status if it were dc~med by the City to be vacant. This provision
shall not be applicable to bona fide education, training and develoianent,
job enlargement or enrichment. The employee will be D~tified in advance as
to the nature of this assignment.
Section 4. Physical Examinations
Physical examinations required by the City as a condition of employment or continued
~%~loyment shall be paid for by theCity.
Section 5. Travel Expenses
A. Group 1 - Management
An automobile allowance in lieu of mileage shall be allocated in the amount of
$150 per month for personnel in this group. The automobile allowance is not
applicable to employees who have been assigned a City vehicle.
B. Groups 2 - 4 - Management/Confidential
1. Prior approval of the department head and final approval of the City Manager
shall be requiredpriorto reimbursement for travel expenses.
2. f~ployees using their own vehicle on approved City business travel will be
reimbursed at the rate of thirty (30¢) per mile.
3. Employees on approved official business away from the City will be reim-
bursed for actual and necessary expenses incurred.
4. In order to be reimbursed, employees must include original receipts for all
expenses with the reimbursement claim form.
5. Advances of travel expenses may be allowed at the sole discretion of the
City Manager.
Section 6. Benefit Days.
In addition to provisions for vacation, sick leave, and holidays set forth elsewhere
herein, each emDloyee who has completed an initial probationary period shall have
available two (2) benefit days off each fiscal year. The times at which an employee
my take a benefit day off shall be determined by the department head with due regard
for the wishes of the ~,~loyee and particular regard for the nccc]s of the City.
R~'.~uneration for a benefit day shall be in accora~nce 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 employcc transferring from this group to recognized employee unit, shall maintain
all pay and benefits accrued in this group, and upon the effective date of transfer
ther~fter be governed by the provisions of any policy and/or agreement in effect for
such other recognized ~-~loyee unit.
Section 8. Layoff and Reemployment.
The City may abolish any position or ~mployment and the employee my be laid-off
without taking disciplinary action and without the right of appeal.
Groups 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 r~-------mployment list for a period
of twelve (12) months.
The order of reemployment after lay-off shall be based on prior performance and
seniority as determined by the City.
Group 4 - Confidential
persons to be laid-off shall be given at least ten (10) calendar days prior notice,
and they shall be maintained on a reemployment list for a period of twelve (12)
months.
The order of rc~-~ployment after lay-off shall he based on prior performance and
seniority as determined by the City.
Section 9. Resignations.
Groups 1 - 4 - Management/Confidential
An employee in this group wishing to resign in good standing sbmll 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 ther~fter pay all accumulated reimbursable benefits as ~rly as feasible.
An employee who has resigned with a good record will be given preferential con-
sideration for rehire if a position is available. Decision to rehire is at the
discretion of the City, and the employee will not reestablish rights and/or benefits
lost at the time of resignation.
Group 4 - Confidential
An employee with five (5) years service who resigns in good standing and is
reemployed within a two (2) y~ar period to the same or e~,a] position previously
held, shall be eligible to ~rn and use vacation, sick leave, and other benefits to
which they are otherwise entitled as if there had been no break in service.
Section 10. Credit Union
Employees my elect to make credit union contributions through payroll deduction.
Article 6. Retireu~nt And Social Security
The City will provide retirement benefits through the Public ~mployees' B~tir~ent
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 R~ployees' Retirement Systsm (PERS) in addition to the
normal ~a~ployer's contribution. The seven (7%) percent payment shall be made to PERS
in the name of the ~mploycc to be credited to the employcc's account with PERS. The
City shall annually notify the ~mployee of the anm~al and total contribution made to
PERS on behalf of the ~loyee.
The City shall contract with the Public ~ployees' Retirement System to provide the
1959 Survivors Benefit Option.
Article 7. Personnel Rules
;~]l other employee rights, privileges, and benefits are included in the Personnel
Rules of the City of Pow-ay.
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