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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 -1- 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. -3- 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. -4- 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. -14-