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.