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Res 86-080~T~ NO. 86-080 ~4~EAS, it is necessary to designate the salaries and benefits of the Manag~n%ent, Supervisory, Profession~l, and Confidential E~ployees of the City of Pc~ay; and ~EREAS, the City Council of the City of Poway wishes to provide a change in the Management, Supervisory, Professior~l, and Confidential E~ployees' Salary and Benefit Plan effective July 1, 1986. That the city of Pow-ay Management, Supervisory, Professional, and Confidential ~ployccs' Salary and Benefit Plan attached hereto and made a part hereof shall designate the salaries and benefits to be received by Manag~m~ent, Supervisory, Profession~l, and Confidential E~ployees of the City of Poway. ® That the Financial Plan for Fiscal y~r 1986-87 is hereby amended to provide for changes in the cu~_nsation of City e~loyees covered by the Salary and Benefit Plan. PASS~D, ADOPTED ASD APPROVED, by the/~l~y Council of the City of Poway, California, at an adjourned regular m~ting'i thereof this 22nd day of July, 1986. C~rl R. Kruse, Mayor Marjorie K. Wahlsten, City Clerk The following position classifications are esf~hlished as full-t/me, permanent classifica- tions at the grade and salary range indicated. The City manag~m~ent/confidential employccs shall be classified in one of the following classifications, and paid at one of the five steps within the salary range set forth for the classification. Effective June 30e 1986 Article 1. Salary c~ASSIFICATION Group 1 Assistant City Manager Director of Administrative Services Director of Cut, L~unity Services Director of Planning Services Director of Public Services Director of Safety Services Group 2 Assistant to the city Manager Assis~m_nt Director of Planning Services Assis~_mnt Public Services Operations Manager CuLuLunity Services Manager Custc~er Services Manager Finance Manager Fire Battalion Chief Landscape Facilities Manager Personnel Manager Public Services Operations Manager Purchasing Manager Senior Engineer Senior p1 mnner SALARY BI-WU~"KLY APPROX. MONTHLY RANGE NO. SALARY RANGE SALARY RANGE 287 1855.83 - 2264.47 4021 - 4906 279 1713.83 - 2091.20 3713 - 4531 274 1630.65 - 1989.70 3533 - 4311 274 1630.65 - 1989.70 3533 - 4311 285 1819.26 - 2219.85 3942 - 4810 279 1713.83 - 2091.20 3713 - 4531 244 1209.82 - 1476.20 2621 - 3198' 259 1404.56 - 1713.83 3043 - 3713 254 244 244 244 259 235 244 264 244 259 244 1336.39 - 1630.65 1209.82 - 1476.20 1209 82 - 1476.20 1209.82 - 1476.20 1404 56 - 1713.83 1106 .18 - 1349. 75 1209 82 - 1476 20 1476.20 - 1801 25 1209.82 - 1476 20 1404.56 - 1713.83 1209 82 - 1476 20 2896 - 3533 2621 - 3198 2621 - 3198 2621 - 3198 3043 - 3713 2397 - 2924 2621 - 3198 3198 - 3903 2621 - 3198 3043 - 3713 2621 - 3198 -1- SALARY BI-W,:~:~LY APPROX. MONTHLY CLASSIFICATION RANGE NO. SALARY RANSE SALARY RANGE GrO~ 3 Administrative Ar~l yst Administrative Assistant Assistant Civil Engineer Assistant Planner Associate Civil Engineer Associate Planner Code C~r~liance Officer Engineering Technician Junior Civil Engineer Junior Planner Lake Supervisor Programmer Recreation Supervisor Senior Accountant Group 4 219 224 214 234 218 244 228 213 206 224 208 195 218 210 229 Administrative Secretary (Administrative Services) 187 Administrative Secretary (City Clerk' s Office) 187 Data Entry Clerk 169 Data Entry Clerk II 174 Deputy City Clerk 197 Personnel Aide 197 Secretary (Assis~m_nt city Manager's Office) 177 Secretary to the City Manager 197 943.38 - 1151 99150 - 1209 89159 - 1095 109523 - 1336 93404 - 1139 1209.82 - 1476 103176 - 1258 888.70 - 1084 82891 - 1011 99150 - 1209 845.57 - 1031 74297 - 906 934 04 - 1139 862 57 - 1052 1042-7 - 1271 686.12 - 837.20 686.12 - 837.20 573.61 - 699.91 602.87 - 735.61 757.90 - 924.79 757.90 - 924.79 621.14 - 757.90 757.90 - 924.79 10 2044 - 2494 82 2148 - 2621 23 1945 - 2373 .39 2373 - 2896 70 2024 - 2469 20 2621 - 3198 .94 2235 - 2728 .39 1926 - 2350 ~43 1796 - 2191 .82 2148 - 2621 .76 1832 - 2235 .57 1610 - 1964 .70 2024 - 2469 .49 1869 - 2280 ~53 2258 - 2755 1487 - 1814 1487 - 1814 1243 - 1516 1306 - 1594 1642 - 2004 1642 - 2004 1346 - 1642 1642 - 2004 Section 1. Vacation A. Groups 1- 3 - Managenent AIl ~'L~loyees in the manag~nent group, who have served for a minim~n of six (6) months continuous service, sb~! 1 be entitled to vacation leave with pay. For the purpose of c~puting ann~l vacation leave, a w~rking day shall be con- sidered as 1/5 of the number of working or duty hours in the established work Annua~ vacation leave sh~!l be cur~uted in accordance with the following schedule: -2- Vacation Leave Credits Y~rs of Continuous R~ployment 1 thru 5 After 5 After 10 10 hours per month for a total of 120 hours/year 12 hours per month for a total of 144 hours/year 15 hours per month for a total of 180 hours/year Vacation time can be accumulated to a maximum of 150% of one year's eligibility and accumulation above 150% shall be forfeited. The times at which an ~¥1oyee may take his vacation sh~]l be determined by the immediate 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. Ann,~l (December 31st) conversion of a percentage of accrued vacation to cash for Groups I and II is allowed along the following guidelines: a) b) c) d) E~ployee must have had at least three years of service in the prior calenaar year before conversion. A maximun of five days (40 hours) per year may be converted on an hour for hour basis, at the current rate of pay. Employee must have used at le~t tw~ %=c~ks (80 hours) of vacation time in both the current and previous cale~r years. After conversion, the ~ployee must have at least two %~ks (80 hours) remaining to his/her credit. e) Requests for conversion shall be approved by the city Manager. Employees who terminate e%~loyment shall be paid in a lu,p sum for all accrued vacation leave ~rned prior to the effective date of termination, provided they have served six (6) continuous months with the City and successfully cu~leted probation. B. Group 4 - Confidential All ~uployccs in this group shall be entitled to vacation leave with pay except the following: R~ployees who have served less than six continuous months in the service of the City. -3- For the purposes of cc~puting ann~l vacation leave, a working day shall be con- sidered as 1/5 of the number of working or duty hours in the established work One day vacation shall be accrued for each month of ~mployment, for a total of twelve (12) working days per y~r. After five (5) years of continuous ~mplola~ent, an aaditional three (3) days per year shall be accrued, for a to~l of fifteen (15) working days per year. After ten (10) yea_rs of continuous employment, an addition] three (3) days per year shall be acc~-ed, for a total of eighteen (18) working days per year. After fifteen (15) y~ars of continuous employment, an additional two (2) days per year shall be accrued, for a total of twenty (20) working days per ye~_r. Vacation time can be accumulated to a maximum of 150% of one year's eligibility, and accumulation above 150% shall be forfeited. The times at which an ~loyee may take his vacation sha] 1 be determined by the department head with due regard for the wishes of the e~ploycc and particular regard for the r~cds 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. f~ployees who terminate e~ployment shall be paid in a 1~ sum for all accrued vacation leave _~rned prior to the effective date of termination, provided they have served six (6) continuous months with the city and successfully ccmpleted probation. Section 2. Executive Leave A. Grou~ 1 Employees designated in this group shall be entitled to four (4) days executive leave each fiscal year. If not taken during the fiscal y~ar, the executive leave may be exchanged for compensation e~ml to fifty (50) percent of its value. Executive leavemaynotbecarriedover into the next fiscal year. Group 2 Employees designated in this group shall be entitled to two (2) days executive leave each fiscal ye~r. If not taken during the fiscal year, the executive leave may be exchanged for cc~pensation e~m] to fifty (50) percent of its value. Executive leavemaynotbecarriedover into thenext fiscal year. -4- Section 3. SickLe ave A. Groups 1 - 3 - Management Sick leave with p~y may be granted to all probationary and regular ~loyees within the management group who are regularly e~ployed in regular positions. AIl management ~mployees shall be granted sick leave with pay, up to a maximum of sixty (60) calendar days per incident with no acctm~lation. In order to receive cu~ensation while absent on such leave, the e-,~loyee sbmll notify his ~.%~,~diate 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 ~loyee's physician in order to receive cc~pensation. This requirement is at the discretion of the superior. In the event of illness in the ~L~L~diate family, an ~loyee may use accrued sick leave not to exceed three (3) days in each calen~ year. lmm~liate family shall be designated as mother, father, spouse, and dependent children. E~ployee must notify supervisor in advance when such leave is being taken and so note on time _~i~ rd. B. Group 4 - Confidential Sick leave with pay may be granted to all probationary and regular e~ployees within the unit who are regularly e~ployed in permanent full-time positions. For the purposes of cu~uting sick leave, a working day shall be considered as 1/5 of the number of working or duty hours in the ese~_hlished work v.~ck. One (1) day sick leave shall be accrued for each month of e-~loyment, for a total of twelve (12) working days per year. Sick leave shall be granted to an ~ploycc only for actn~l working time off. Accumulation of sick leave shall be unlimited. In order to receive oa,~.ensation while absent on such leave, the ~loyee shall notify his immediate superior or the department head prior to or within tw~ 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 ~loyee's physician in order to receive cu~ensation. This requirement is at the discretion of the depa~-~ent head. In the event of illness in the iamediate family, an e~ploy~ may use accrued sick leave not to ~ three (3) days in each calend~r year. Iram~diate family shall be designated as mother, father, spouse, and dependent children. Employee ~m3st notify supervisor in advance when such leave is being taken and so note on time -5- After five (5) yea~s of continuous e~plo!a~ent with the City and upon termination or retirement, an ~,~loyee will receive c~%~ensation for unused sick leave. A® Upon normal retirement ~ployee will receive 25% of all sick leave hours accrued. Calculations will be at the ~-~-ployee's rate of pay at the t~me of retirement and will not exceed $3,000. Upon leaving the ~L~loy of the City for other than retirement, ~,91oyee will receive 25% of all sick leave hours accrued. Calculations will be at the ~ployee's rate of pay at the time of termination and will not exceed $1,000. Co S~rting July 1, 1984, an e~loyee can ann,~ally convert to pay up to 25% of their anm~] unused sick leave halaD~e, if the ~-~-ployee has used less than 40 hours of sick leave during the year and will have a mini- mum balance of 192 hours of accumn]ated sick leave after the conver- sion. If the ~%~loyee converts the 25% of the annual unused sick leave accumu]_~ation to cash, the ~mployee shall forfeit twice the number of hours converted. The r~naining 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 ~;~loyee who has used no sick leave ~,ring year may convert three (3) days (24 hours) to cash. The ~-~loyee would forfeit six (6) days accumn]ation (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 employee would not be eligible for any ccmpensation upon termination or retirement for this separate sick leave balance. All other sick leave accrued shall be eligible for conversion to cash upon termination, retirenent, or death in accora~nce 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. De Upon the death of an e~plcs'~, prior to five (5) years of continuous ~-~loyment, cu~ensation for unused sick leave shall be at the same rate as the termination benefit. Payment shall be made to the ~-~loyee ' s designated beneficiary. Section 4. Holidays. The holidays for ~aployees in the management/confidential group are as follows: New Year's Day Washington ' s Birthday Memorial Day ~r~ependence Day Labor Day Veteran ' s Day Thanksgiving Day Day after Thanksgiving Christmas Day Jan,~ry 1 3rd Monday-Feb~,ary Last Moaday-May July 4 1st Monday-September 4th Thursday-November Fourth Friday-Nov~nber December 25 The day after Christmas, Friday, December 26, 1986, is designated a one-time only holiday. -Sm For the purpose of cx~puting holiday pay, a working day shall be ~onsidered as 1/5 of the number of working or duty hours in the established work ~ck. In addition to regular pay for hours worked, ~Lployees 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. Section 5. Bereavement Lcave. In the event of a death in the family, a regular ~-~-~loyee shall be eligible for 1-5 days off with pay to attend the funeral, sub,ct to the following provisions: ae ~ne relatives designated shall include father, mother, father-in-law, mother-in-law, wife, husband, brother, sister, daughter, son, grandparents, grandson, granddaughter, brothers and sisters having one parent in cui~.on, and those relationships generally called "step" providing persons in such relationships have lived or have ~n raised in the family home and have continued an active family relationship. B® To be eligible for bereav~m~ant leave, the employ~ must attend or make bona fide effort to attend the funeral. Co Pay for cuL~--nsable bereavement leave shall be in the same amount as pay for sick leave for the same period. Do Bereavement leave is not c~ensable when the employee is on leave of absence, vacation, bona fide lay-off, or for days falling outside the ~-~loyee's regular work period. E. It is not chargeable against sick leave. F® All requests for paid bereavement leave shall be subject to approval of the Personnel Officer. Article 3. Payroll and Work Re~,l~r pay days are designated as every other Friday for the two ~k period ending the previous SuDday. In no event shall the city advance pay, including pay for ~rned 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 - Management It is recognized that u~ployees in this group my be required to work hours in excess of 40 hours in a work week, and it is agreed that e~ploy~s in this group shall not be renumerated for such work beyond the current monthly salary rate of the individual e~ployee, but for the purposes of c(~puting benefits, the regular number of working or duty hours in a work %;~k frcm Monday through Sunday is established at 40 hours for all ~mployees in the group. -7- -- B. Group 4 - Confidential The regular number of working or duty hours in a work v.~c.k frcm Monday through Sunday is established at 40 hours for all full-time employccs in the unit. For ~L~loyees re~lmrly working less than 40 hours in one %~k, or designated as part-time or temporary employees, the regular number of working or duty hours in a work %;~_k sb~] 1 be that number of hours for which they are scheduled to work. t~ployees 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 ~n~loyees, unscheduled hours worked on Sundays and holidays sbmll be paid for at double the ~Lployee'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 w~ek. Article 4. Benefits Section 1. Hospital and Medical Groups 1 - 4 Manaq~ant/Confidential Hmlth benefit premiums for each ~ployee sbmll be paid in full by the City. Dependents of each ~L~Jloyee my also be covered by health benefit coverage, upon proper application and accep~m_nce. The cost of dependent coverage of the medical, and dental plan will be shared between the City and the employee. The City shall pay one-half of the dependent Mmdical prenium cost through December 31, 1986. After December 31, 1986, the City shall pay one-b~lf of the dependent Medical premitm% cost to a maximin of $93.56 each month, and one-ball of the dependent Dental coverage ~lring the life of this agreement. The employcc's share of the cost will be rode through payroll deduction. A representative of the Management/Confidential employees group shall participate in a joint insurance c~m~ittee for the purpose of recu~.~ending an alternative to the existing indemnity insurance program. The goal for implementing a new program is no later than Jann~ry 1, 1987. Section 2. E~e Cmre The City will provide an eye care plan. The City sh~ll pay 100% of the premi~n for the employee and his/her dependent coverage. -8- Section 3. Life Insurance. A. Grou~s 1- 3 Management The first day of the month following date of hire, an ~loy~, upon proper application and acceptance by the insurance carrier, shall be covered under a grou~ life insurance plan for the 8~ount of one and one h~]f times annu~l inccme ($10,000 minimum). B. Group 4 - Confidential The first day of the month following date of hire, an ~mployee, 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 income ($10,000 minimum). The City pays 100% of the pr~nlum. Deferred Cu%-gensation/S~pplemental Life Insurance - All Groups _Ada{tionally, ~%-~loyees designated in Groups 1 and 2 sb~!l be eligible to par- ticipate in a City suppl~nental insurance or ae~erred cu%k~ensation program. The City shall pay seventy-five ($75.00) dollars per month for each ~mploycc in Group 1 and fifty-five ($55.00) for each u~ployee in Group 2 toward the cost of insurance or as a contribution to in a deferred oa%~ensation account. The city shall pay thirty-five ($35.00) dollars per month for each ~nploy~ in Group 3 and twenty-five ($25.00) dollars per month for each ~ployee in Group 4 to be placed in a ~eferred cu-~-~ensation account. Those ~-~loyees 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. E~ployees hired into these classifications after July 1, 1983, will receive the bene- fits as outlined in this resolution. Section 4. Lone-Term Disability ~ Insurance. This ~ployee benefit provides for the payment of a monthly inccme benefit payment for those covered e%k~loyees totally disabled by injury or sickness. Groups 1- 3 - Manaq~nant The monthly benefit provided under this coverage will be 66-2/3% of the ~,~loyee's monthly e~rnings to a maximum of $4,500 per month. The insurance carrier is responsible for calculating the exact benefit ~nount, based on each individn~l ' 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 frcm the injury or sickness or until the ~ployee reaches age 65. The City pays 100% 6f the pr~zium. B. Group 4 - Confidential The monthly benefit provided under this coverage will be 60% of the ~.~loyee's monthly ~rnings to a maximtm~ of $2,000 per month. The insurance carrier is responsible for calculating the exact benefit amount, based on each individual's income status. The insurance carrier for this coverage requires a thirty (30) 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 Group Insurance handbook, until the recovery frcm the injury or sickness or until the ~%~oloyee reaches age 65. The city pays 100% of the premi~a. An employee my use sick leave and vacation to suppl~nent coverage under this benefit up to, but not in excess of 100% of his regular rate of pay. Section 5. Workers' CuL~_nsation Insurance All ~fl01oyees in the group (regular, t~L~oorary and part-time) are covered by Workers' CuLpensation Insurance frcm the date of employment. Premium will be paid by the City. Any ~ployee shall, upon receiving a w~rk sustained injury, report the incident immediately to his department head. The filing of the accident report as required by the Workers' Cut{~_nsation Insurance Fund shall be the responsibility of the ~loyee's supervisor. An ~loyee of the city who is or may be entitled to t~.~orary disability indennity 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 employcc shall not receive payment in excess of full salary or wage. If the ~t~loyee 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 accumulations. ~hen ccmputing sick leave or vacation under this policy, the ~mploy~. shall he given cre- dit for any holidays that occur during the period of absence hereunder. He is nevertheless entitled to n~dical, surgical, and hospital treatment as provided in the Labor Code. Men his accumulated sick leave or vacation, or both, are exhausted, he will still receive disability indennity for which he is otherwise entitled. If an ~L~loyee is receiving Workers' CuL~ensation and not actively on the payroll, the City shall collect frc~ the ~loyee the ~m~ployee's costs of insurance, and the City shall pay the ~mployer's costs of insurance. During such leave, no contribu- tions shall be made to the retirensnt plan. Section 6. Unemployment Insurance/State Disability Insurance The City shall not participate in the State Disability Insurance program. Article 5. Service and Special Pay Section 1. Tuition Reimbursement. The actual cost paid for tuition, books and required technical supplies and equip- ment, to amaxim~nof $150 per fiscal yearper employcc, will be refundedtoallper- manent City ~L~loyees for profession~l and technical courses in accredited educational institutions provided that: 1. The ~Lployee has received at least a satisfactory proficiency rating on his/her last performancereport. 2. The subject matter of the course rmlates directly to and contributes toward the performance of the employee's position with the City. The e~ploy~ must submit a Request for l~fund of Tuition and Cost of Books form to the depafbL~nt head and Personnel within three (3) weeks after the beginning of the class. Before receiving reimbursement the u~loyee shall furnish documentation proof of pay and shall provide evidence that he/she ham cu~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- t/on. 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~ne the property of the City. Reimbursement for texts and equiix~nt will be approved only if the text or equipment were not available frown the City. Section 2. Uniforms and ~uitmnent. The City will provide and maintain all uniforms that are required by the City for management ~L~loyees in the Public Services, Safety Services, and Cu~manity Services Departments. R~ployees of the Public Services and Cu~.,~0nity Services Depaz b~nts who are required to w~mr safety shoes will be reimbursed a maximin of $60 per y~r. ~ployees of the Safety Services Depaz~_nt shall receive an ann,~ml uniform allowance of $275. Section 3. Acting Pay A. Groups 1- 3 - Manag~nant An e~ployee acting'for an uninterrupted period of thirty (30) or more calena~r days in a higher classification or rank, will be c~t~oensated 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 dev~loIanent, job enlargement, or job enrichment. B. Group 4 - Confidential A. Full Responsibility: An ~.~loyee specifically assigned on a t~porary basis to a higher level position in which there is no appointed incumbent or in which the incumbent is on paid or unpaid leave sbm!l be cu-~-~_nsated at the "A" step rate of pay for the higher level position if the service in such position exccc~s fif- teen (15) consecutive ~Drking days, which payment shall be retroactive to the first day of such services; provided; however, that the full range of duties of the higher level position ban been specifically assigned in writing on a form provided by the City by the department head or his/her designee. Under no circumstance sha3] the rate of ccmpensation be less than five percent (5%) above the employees current rate of pay. B. Partial Responsibility: An ~-ployee 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 increa-~ed pay level determined by the City Manager in rela- tion to the degree of the additional responsibility the employee is asked to assume. In no event shall the pay be more than five percent (5%). The assigr~nent shall be in writing and on a fora provided by the City. Ce At the conclusion of such an assignment, the employee shall be restored to his/her former classification regardless of the time involved. The e~ployee may also be considered for prcmotion to the higher position on a permanent status if it w~re deemed by the City to be vacant. This provision shall not be applicable to bona fide education, training and develolanent, job enlargenent or enrichment. The ~mployee will be notified in advance as to the nature of this assigrment. Section 4. Physical Examinations Physical examinations required by the City as a condition of ~,~loyment or continued e'~koloyment sb~l 1 be paid for by the City. Section 5. Travel Expenses A. Group 1 - Management An autcmobile allowance in lieu of mileage shall be allocated in the amount of $150 per month for personnel in this group. The aut(~nobile allowance is not applicable to ~L~loyees who have ~ assigned a City vehicle. Be Groups 2 - 4 1. e - Manag~nt/Confidential Prior approval of the department head and fipal approval of the City Manager sb~ll be required prior to reimbursement for travel expenses. ~wployees using their own vehicle on approved City business travel will be reimbursed at the rate of thirty (30¢) per mile. Employees on approved official business away frGn the City will be reim- bursed for actual and necessary expenses incurred. In order to be reimbursed, e~oloyccs must include original receipts for all expenses with the reimbursement claim form. Bm 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 ~uloyee who has cuLpleted an initial probationary period shall have available two (2) benefit days off each fiscal year. The times at which an ~loyee may tak~ 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 ncccls of the city. R~nuneration for a benefit day shall he in accordance with the schedule of pay for o~e working day of vacation. If o~t taken during the fiscal year the benefit day(s) shall be forfeited. Section 7. Transfers. An ~f~loyee transferring frGn this group to recognized employee unit, shall maintain all pay and benefits accrued in this group, and upon the effective date of transfer ther_~_?ter be governed by the provisions of any policy and/or agr~. t in effect for such other recognized employee unit. Section 8. Layoff and Re~k~loyment. The city may abolish any position or =~-ployment and the employcc may he 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 he maintained on a reanployment list for a period of twelve (12) months. The order of r~------~ployment after lay-off shall he based on prior performance and seniority as determined by the city. Group 4 - Confidential Persons to he laid-off shall be given at least ten (10) calendar days prior notice, and they shall he 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. Section 9. Resignations. Groups 1 - 4 - Manag~aent/Confidential An ~loyee in this group wishing to resign in good s~anding 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. ~ne city will pay an ~.~loyee for all hours worked within 72 hours after termination, and will thereafter pay all accumulated reimbursable benefits as ~rly as f~ible. An e~ployee who baa 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 ~mploycc will not reestablish rights and/or benefits lost atthe time of resignation. Group 4 - Confidential An e~ployee with five (5) years service who resigns in good standing and is reemployed within a two (2) year period to the same or e~,ml position previously held, shall be eligible to earn and use vacation, sick leave, and other benefits to whichtheyareotherwise entitled as if there had~n no break in service. Section 10. Credit Union E~ployees may elect to make credit union contributions through payroll deduction. Article 6. l%etir~m~ntAndSocial Securitlz The City will provide retirement benefits through the Public ~mployees' Retirement System. The City does not participate in the Social Security Systen. Beginning July 4, 1983, the City will pay seven (7%) percent of the ~mploycc's contribution into the Public ~ployees' Retirenent System (PERS) in addition to the normal ~loyer's contribution. The seven (7%) percent palanent sb~]l be rode to PERS in the name of the ~.~loyee to be credited to the ~,~loyee's account with PERS. The City shall anm~]ly notify the employee of the annual and total contribution made to PERS on behalf of the employcc. The City sb~ll contract with the Public R~ployees' Retirenent System to provide the 1959 Survivors Benefit Option. Article 7. Persoanel Rules Ail other employee rights, privileges, and benefits are included in the Personnel Rules of the city of Poway.