Res 87-092RESOLUTION NO, 8~-092
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF POWAY, CALIFORNIA,
AMENDING THE SALARIES AND BENEFITS PLAN
FOR THE MANAGEMENT, SUPERVISORY, PROFESSIONAL, AND
CONFIDENTIAL EMPLOYEES OF THE CITY
WHEREAS, it is necessary to designate the salaries and benefits of the
Management, Supervisory~ Professional, and Confidential Employees of the City of
Poway; and
WHEREAS, the City Council of the City of Poway made a change in the
Management, Supervisory, Professional, and Confidential Employees' Salary and
Benefit Plan effective July 1, 1987; and
WHEREAS, it is desired to extend this Salary and Benefit Plan to a three-
year plan, effective July 1, 1987 and operating to June 30, 1990.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF POWAY, CALIFORNIA, DOES
HEREBY RESOLVE, DECLARE, DETERMINE AND 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
Employees of the City of Poway.
That the Financial Plan for Fiscal Years 1987-88, 1988-89, and 1989-90
will be prepared to provide for changes in the compensation of City
employees covered by the Salary and Benefit Plan.
PASSED, ADOPTED AND APPROVED, by the City Council of the City of Poway,
California, at an adjourned regular meeting thereof this 28th day of July,
1987.
ATTEST:
ruce J. Tarz
Marjorie K. Wahlsten, City Clerk
SALARY ANI) BENEFZT PLAN FOR THE
14ANAGENEHIT, SUPERV~)RY, PRQFES~ZGflAL
AND CQflF]'DEIfl'ZAL EI4PLOYEE~
(#AHAGENEKTII."QflF i DENT ZAL GRQUP)
The following position classifications are established as full-time, permanent
classifications at the grade and salary range indicated. The City management/con-
fidential employees 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 classifi-
cation.
Artl¢le 1, ,~ 1 ~ ~.V
Effective fiscal year 1987-1988, employees within the group will receive a 5% salary
adjustment plus an additional 3.2% for a total of 8.2%. Effective fiscal year 1988-
1989, members of the group will receive a salary adjustment of 5%. Effective fiscal
year 1989-1990, members of the group will receive a salary adjustment of 5%.
Effective June 29, 1987
CLASSIFICATION
Group 1
SALARY
RANGE NO.
Assistant City Manager 303.1
Director of Administrative Services 289.3
Director of Community Services 289.3
Director of Planning Services 289.3
Director of Public Services 298.1
Director of Safety Services 289.3
Group 2
Assistant to the City Manager 256.6
Assistant Director of
Planning Services 266.4
Assistant Public Services
Operations Manager 262.8
Community Services Manager 261.9
Customer Services Manager 256.9
Finance Manager 261.9
Fire Battalion Chief 272.2
Park & Landscape Manager 256.9
Personnel Manager 261.9
Public Services Operations Manager 277.8
General Services Manager 256.9
Senior Civil Engineer 273.0
Senior Planner 256.6
BI-WEEKLY
SALARY RANGE
2198.69 - 2684.15
1915.41 - 2338.32
1915.41 - 2338.32
1915.41 - 2338.32
2091.51 - 2553.30
1915.41 - 2338.32
1381.39 - 1686.40
1523.55 - 1859.94
1469.71 - 1794.21
1456.54 - 1778.14
1385.54 - 1691.46
1456.54 - 1778.14
1614.48 - 1970.95
1385.54 - 1691.46
1456.54 - 1778.14
1707.43 - 2084.42
1385.54 - 1691.46
1627.45 - 1986.78
1381,39 - 1686.40
APPROX. MONTHLY
SALARY RANGE
4764 - 5816
4150 - 5066
4150 - 5066
4150 - 5066
4532 - 5532
4150 - 5066
2993 - 3654
3301 - 4030
3184 - 3887
3156 - 3853
3002 - 3665
3156 - 3853
3498 - 4270
3002 - 3665
3156 - 3853
3699 - 4516
3002 - 3665
3526 - 4305
2993 - 3654
-1-
SALARY BI-WEEKLY APPROX, MONTHLY
RANGE NO. SALARY RANGE SALARY RANGE
CLASSIFICATION
Group 3
Accountant
Management Analyst
Management Assistant
Assistant Civil Engineer
Assistant Planner
Associate Civil Engineer
Associate Planner
Code Compliance Officer
Engineering Technician
Junior Civil Engineer
Junior Planner
Data Processing Coordinator
Recreation Supervisor
Senior Accountant
Group 4
226.6
231.6
221.6
243.0
231.6
258.0
241.6
226.6
213.9
233.0
221.6
226.6
218.0
236.6
Administrative Secretary
(Administrative Services) 197.6
Administrative Secretary
{City Clerk's Office} 197.6
Administative Secretary
{Assistant City Manager's Office} 197.6
Data Entry Clerk 179.6
Data Entry Clerk II 184.6
Deputy City Clerk 207.6
Personnel Aide 207.6
Secretary to the City Manager 207.6
1023.52 - 1249.50
1075.97 - 1313.53
973.62 - 1188.59
1205.82 - 1472.06
1075.97 - 1313.53
1400.86 - 1710.16
1189.07 - 1451.61
1023.52 - 1249.50
901.50 - 1100.55
1091.13 - 1332.04
973.62 - 1188.59
1023.52 - 1249.50
939.21 - 1146.59
1131.10 - 1380.84
765.97 - 935.09
765.97 - 935.09
765.97 - 935.09
639.85 - 781.13
672.74 - 821.15
846.49 - 1033.39
846.49 - 1033.39
846.49 - 1033.39
2218 - 2707
2331 - 2846
2110 - 2575
2613 - 3189
2331 - 2846
3035 - 3705
2576 - 3145
2218 - 2707
1953 - 2385
2364 - 2886
2110 - 2575
2218 - 2707
2035 - 2484
2451 - 2992
1660 - 2026
1660 - 2026
1660 - 2026
1386 - 1692
1457 - 1779
1834 - 2239
1834 - 2239
1834 - 2239
Effective June 27, 1988
CLASSIFICATION
Group 1
SALARY
RANGE NO.
Assistant City Manager 308.1
Director of Administrative Services 294.3
Director of Community Services 294.3
Director of Planning Services 294.3
Director of Public Services 303.1
Director of Safety Services 294.3
BI-WEEKLY
SALARY RANGE
2311-2822
2014-2458
2014-2458
2014-2458
2199-2684
2014-2458
APPROX. MONTHLY
SALARY RANGE
5008-6114
4363-5326
4363-5326
4363-5326
4764-5816
4363-5326
-2-
CLASSIFICATION
Group 2
Asslstant to the City Manager
Assistant Director of
Planning Services
Assistant Publlc Services
Operations Manager
Communlty Services Manager
Customer Services Manager
Finance Manager
Fire Battalion Chief
Park & Landscape Manager
Personnel Manager
Public Services Operations Manager
Genera] Services Manager
Senior Civil Engineer
Senior Planner
Group 3
Accountant
Management Analyst
Management Assistant
Assistant Civil Engineer
Assistant Planner
Associate Civil Engineer
Associate Planner
Code Compliance Officer
Engineering Technician
Junior Civil Engineer
Junior Planner
Data Processing Coordinator
Recreation Supervisor
Senior Accountant
Group 4
SALARY
RANGE NO.
261.6
271.4
267.8
266.9
261.9
266.9
277.2
261.9
266.9
282.8
261.9
278.0
261.6
231.6
236.6
226.6
248.0
236.6
263.0
246.6
231.6
218.9
238.0
226.6
231.6
223.0
241.6
Administrative Secretary
(Administrative Services) 202.6
Administrative Secretary
{City Clerk's Office} 202.6
Administrative Secretary
{Assistant City Manager's Office} 202.6
Data Entry Clerk 184.6
Data Entry Clerk II 189.6
Deputy City Clerk 212.6
Personnel Aide 212.6
Secretary to the City Manager 212.6
BI-WEEKLY
SALARY RANGE
1452-1773
1602-1955
1545-1886
1531-1869
1457-1778
1531-1869
1697-2072
1457-1778
1531-1869
1795-2191
1457-1778
1711-2089
1452-1773
1076-1314
1131-1381
1024-1249
1268-1548
1131-1381
1473-1798
1250-1526
1076-1314
947-1157
1147-1400
1024-1249
1076-1314
987-1205
1189-1452
805-983
805-983
805-983
672-821
707-863
890-1086
890-1086
890-1086
APPROX. MONTHLY
SALARY RANGE
3146-3841
3470-4236
3348-4087
3318-4050
3156-3853
3318-4050
3677-4489
3156-3853
3318-4050
3889-4748
3156-3853
3707-4525
3146-3841
2331-2846
2451-2992
2218-2707
2746-3353
2451-2992
3191-3895
2708-3306
2331-2846
2053-2507
2485-3034
2218-2707
2331-2846
2139-2612
2576-3145
1745-2130
1745-2130
1745-2130
1457-1779
1532-1870
1928-2345
1928-2345
1928-2345
-3-
Effective June 26, 1989
CLASSIFICATION
Group I
SALARY
RANGE NO.
Assistant City Manager 313.1
Director of Administrative Services 299.3
Director of Community Services 299.3
Director of Planning Services 299.3
Director of Public Services 308.1
Director of Safety Services 299.3
Group 2
Assistant to the City Manager 266.6
Assistant Director of
Planning Services 276.4
Assistant Public Services
Operations Manager 272.8
Coff~unity Services Manager 271.9
Customer Services Manager 266.9
Finance Manager 271.9
Fire Battalion Chief 282.2
Park & Landscape Manager 266.9
Personnel Manager 271.9
Public Services Operations Manager 287.8
General Services Manager 266.9
Senior Civil Engineer 283.0
Senior Planner 266.6
Group 3
Accountant
Management Analyst
Management Assistant
Assistant Civil Engineer
Assistant Planner
Associate Civil Engineer
Associate Planner
Code Compliance Officer
Engineering Technician
Junior Civil Engineer
Junior Planner
Data Processing Coordinator
Recreation Supervisor
Senior Accountant
236.6
241.6
231.6
253.0
241.6
268.0
251.6
236.6
223.9
243.0
231.6
236.6
228.0
246.6
BI-WEEKLY
SALARY RANGE
2430-2966
2117-2584
2117-2584
2117-2584
2311-2821
2117-2584
1527-1864
1684-2055
1624-1983
1610-1965
1531-1869
1610-1965
1784-2178
1531-1869
1610-1965
1887-2304
1531-1869
1799-2195
1527-1864
1131-1381
1189-1451
1076-1314
1333-1627
1189-1451
1548-1890
1314-1604
1131-1381
996-1216
1206-1472
1076-1314
1131-1381
1038-1267
1250-1526
APPROX. MONTHLY
SALARY RANGE
5265-6427
4586-5599
4586-5599
4586-5599
5008-6114
4586-5599
3308-4038
3648-4453
3519-4296
3488-4258
3318-4050
3488-4258
3866-4719
3318-4050
3488-4258
4088-4991
3318-4050
3897-4757
3308-4038
2451-2992
2576-3145
2331-2846
2887-3525
2576-3145
3354-4095
2847-3476
2451-2992
2159-2635
2613-3189
2331-2846
2451-2992
2249-2745
2708-3306
-4-
SALARY BI-WEEKLY APPROX. MONTHLY
RANGE NO. SALARY RANGE SALARY RANGE
CLASSIFICATION
Group 4
Administrative Secretary
(Administrative Services 207.6
Administrative Secretary
(City Clerk's Office) 207.6
Administrative Secretary
(Assistant City Manager's Office) 207.6
Data Entry Clerk 189.6
Data Entry Clerk II 194.6
Deputy City Clerk 217.6
Personnel Aide 217.6
Secretary to the City Manager 217.6
846-1033 1834-2239
846-1033 1834-2239
846-1033 1834-2239
707-863 1532-1870
743-907 1611-1966
935-1142 2027-2474
934-1142 2027-2474
934-1142 2027-2474
Leaves
Section 1. Vacation
A. Groups i - 3 - Management
All employees in the management 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 established work
week.
Annual vacation leave shall be computed in accordance with the following
schedule:
Years of Continuous Employment
Vacation Leave Credits
i thru 5 10 hours per month for a total of
120 hours/year
After 5 12 hours per month for a total of
144 hours/year
After 10 15 hours per month for a total of
180 hours/year
Vacation time can be accumulated to a maximum of 150% of one year's eligibility
and accumulation above 150% shall be forfeited.
-5-
The times at which an employee may take his vacation shall 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.
Annual conversion of a percentage of accrued vacation to cash for Groups I
and II is permitted subject to the following guidelines:
a) Employee must have had at least three years of service in the prior 12 months
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) Employee must have used at least two weeks {80 hours) of vacation time in
both the current and previous 12 months.
d) After conversion, the employee must have at least two weeks {80 hours)
remaining to his/her credit.
e} Requests for conversion shall be approved by the City Manager.
Employees who terminate employment shall be paid in a lump sum for all accrued
vacation leave earned prior to the effective date of termination, provided they
have served six {6) continuous months with the City and successfully completed
probation.
B. Group 4 - Confidential
All employees in this group shall be entitled to vacation leave with pay except
the following: Employees who have served less than six continuous months in the
service of the City.
For the purposes of 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.
One day vacation shall be accrued for each month of employment, 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.
-6-
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 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 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 earned 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 I
Employees designated in this group shall be entitled to four (4) days executive
leave each fiscal year. If not taken during the fiscal year, the executive leave
may be exchanged for compensation equal to fifty {50) percent of its value.
Executive leave may not be carried over into the next fiscal year.
B. 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 equal to fifty {50) percent of its value.
Executive leave may not be carried over into the next fiscal year.
Section 3. Sick Leave
A. Groups ! - 3 Management
Sick leave with pay may be granted to all probationary and regular employees
within the management group who are regularly employed in regular positions.
All management employees shall be granted sick leave with pay, up to a maximum of
sixty {60) calendar days per incident with no accumulation.
In order to receive compensation while absent on such leave, the employee shall
notify his imlmmlediate superior prior to or within two hours after the time set for
the beginning of his duties.
-7-
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 immediate family, an employee may use accrued sick
leave not to exceed three (3) days in each calendar year. Ininediate family shall
be designated as mother, father, spouse, brother, sister, and dependent children.
Employee 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 regularly employed in permanent full-time positions.
For the purposes of computing 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 compensation while absent on such leave, the employee shall
notify his inmediate 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 requirement is
at the discretion of the department head.
In the event of illness in the i,mlmediate family, an employee may use accrued sick
leave not to exceed four {4) days in each calendar year. I,)~',)ediate family shall
be designated as mother, father, spouse, brother, sister, and dependent children.
Employee must notify supervisor in advance when such leave is being taken and so
note on time card.
After five (5) years of continuous employment with the City and upon termination
or retirement, an employee will receive compensation for unused sick leave.
Upon normal retirement employee will receive 50% of all sick leave
hours accrued. Calculations will be at the employee's rate of pay at
the time of retirement and will not exceed $4,000.
Upon leaving the employ of the City for other than retirement, employee
will receive 50% of all sick leave hours accrued. Calculations will be
at the employee's rate of pay at the time of termination and will not
exceed $2,000.
-8-
Ce
Upon the death of an employee, 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 employees in the management/confidential group are as follows:
New Year's Day
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
January 1
3rd Monday-February
Last Monday-May
July 4
1st Monday-September
November 11
4th Thursday-November
Fourth Friday-November
December 25
For the purpose of computing holiday pay, a working day shall be considered as 1/5 of
the number of working of duty hours in the established 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.
Section 5. Bereavement Leave.
In the event of a death in the family, a regular employee shall be eligible for
1-5 days off with pay to attend the funeral, subject to the following
provisions:
Ae
The 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 common,
and those relationships generally called "step" providing persons in such
relationships have lived or have been raised in the family home and have
continued an active family relationship.
B. To be eligible for bereavement leave, the employee must attend or make bona
fide effort to attend the funeral.
Ce
Pay for compensable bereavement leave shall be in the same amount as pay for
sick leave for the same period.
-9-
Bereavement leave is not compensable when the employee is on leave of
absence, vacation, bona fide lay-off, or for days falling outside the
employee's regular work period.
It is not chargeable against sick leave.
All requests for paid bereavement leave shall be subject to approval of the
Personnel Officer.
Article 3. P~VrQll
Regular pay days are designated as every other Friday for the two week period ending
the previous Sunday.
A. Groups i - 3 - Management
It is recognized that employees in this group may be required to work hours in
excess of 40 hours in a work week, and it is agreed that employees in this group
shall not be renumerated for such work beyond the current monthly salary rate of
the individual employee, but for the purposes of computing benefits, the regular
number of working or duty hours in a work week from Monday through Sunday 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 employees 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 g, Section 2.
For full-time employees, unscheduled hours worked on Sundays and holidays shall
be paid for at double the employee'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.
-10-
Section 1. Hospital and Medical
Groups 1 - 4 Management/Confidential
Health benefit premiums for each employee shall be paid in full by the City.
Dependents of each employee may also be covered by health benefit coverage, upon
proper application and acceptance. The cost of dependent coverage of the medical,
and dental plan will be shared between the City and the employee. The employee's
share of the cost will be made through payroll deduction.
Section 2. Eye 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).
B. Group 4 - Confidential
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 times annual income {$10,000
minimum).
The City pays 100% of the premium.
Deferred Compensation/Supplemental Life Insurance - All Groups
Additionally, employees 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
i 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 employee in Group 3 and
twenty-five {$25.00) dollars per month for each employee in Group 4 to be placed
in a deferred compensation 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.
-11-
Section 4. Long-Term Disability Income Insurance.
This employee benefit provides for the payment of a monthly income benefit payment
for those covered employees totally disabled by injury or sickness.
A. Groups ! - 3 - Management
The monthly benefit provided under this coverage will be 66-2/3% of the
employee's monthly earnings to a maximum of $3,000 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 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 under this coverage will be 60% of the employee's
monthly earnings to a maximum 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
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
employee reaches age 65.
The City pays 100% of the premium.
An employee may use sick leave and vacation to supplement coverage under this
benefit up to, but not in excess of 100% of his regular rate of pay.
Section 5. Workers' Compensation Insurance
All 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' Compensation Insurance
Fund shall be the responsibility of the employee's supervisor.
-12-
An employee 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 payTnent 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 accumulations. When
computing sick leave or vacation under this policy, the employee shall be given cre-
dit for any holidays that occur during the period of absence hereunder.
He is nevertheless entitled to medical, surgical, and hospital treatment as provided
in the Labor Code. When his accumulated sick leave or vacation, or both, are
exhausted, he will still receive disability indemnity for which he is otherwise
entitled.
If an employee is receiving Workers' Compensation and not actively on the payroll,
the City shall collect from the employee 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. Unemployment Insurance/State Disability Insurance
The City shall not participate in the State Disability Insurance program.
Section 7. Flexible Benefits Program
The City will implement a Flexible Benefits Program coinciding with the first
day of the first pay period of calendar year 1988.
Included in the Flexible Benefits Program, hereinafter the "Program," are reimburse-
ment accounts for medical and dental plan deductibles and co-payments; orthodontia;
hearing exams and aids; vision care; and other health care expenses not covered by
existing medical and dental coverage. Additional elements of the Program may
include reimbursement accounts consisting of child/dependent care and nursery school,
long-term disability and other viable options.
The Program will be established in accordance with applicable IRS statutes in order
to provide the greatest possible tax benefit.
Article 5, Service and Special Pe,y
Section 1. Tuition Reimbursement.
The actual cost paid for tuition, books and required technical supplies and equip-
ment, to a maximum of $250 per fiscal year per employee, will be refunded to all per-
manent City employees for professional and technical courses in accredited
educational institutions provided that:
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The employee has received at least a satisfactory proficiency rating on
his/her last performance report.
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 submit a Request for Refund of Tuition and Cost of Books
form to the department head and Personnel within three {3} weeks after the
beginning of the class.
Before receiving reimbursement the employee 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 work
from institutions where an average grade of "C" is acceptable for gradua-
tion. A "pass" will be accepted for undergraduate classes where a pass/fail
grading system is used.
Textbooks and equipment paid for by the City shall become the property of
the City. Reimbursement for texts and equipment will be approved only if
the text or equipment were not available from the City.
Section 2. Uniforms and Equipment.
The City will provide and maintain all uniforms that are required by the City for
management employees in the Public Services, Safety Services, and Co, m.unity Services
Departments. Employees of the Public Services and Co.m,unity Services Departments who
are required to wear safety shoes will be reimbursed a maximum of $120 per year.
Safety Services Department Battalion Chiefs shall receive an annual uniform allowance
of $275.
Section 3. Acting Pay
A. Groups 1 - 3 Management
An employee acting for an uninterrupted period of thirty (30) or more calendar
days in a higher classification or rank, will be compensated at the rate of pay
for that higher classification or rank after the expiration of thirty (30) calen-
dar days. This provision is not applicable to bona fide education, training and
development, 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 exceeds fif-
teen {15) consecutive working 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 has been 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 employees current rate of pay.
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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
assume. In no event shall the pay be more than five percent {5%). The
assignment shall be in writing and on a form provided by the City.
Co
At the conclusion of such an assignment, 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 deemed by the City to be vacant. This provision
shall not be applicable to bona fide education, training and development,
job enlargement or enrichment. The employee will be notified 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
employment shall be paid for by the City.
Section 5. Travel Expenses
A. Group ! - 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
Prior approval of the department head and final approval of the City Manager
shall be required prior to reimbursement for travel expenses.
Employees using their own vehicle on approved City business travel will be
reimbursed at the rate of thirty {30¢) per mile.
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.
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Section 6. Benefit Da~s.
In addition to provisions for vacation, sick leave, and holidays set forth elsewhere
herein, each employee who has completed an initial probationary period shall have
available two {2) benefit days off each fiscal year. The times at which an employee
may take a benefit day off 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.
Remuneration for a benefit day shall be in accordance with the schedule of pay for
one working day of vacation. If not taken during the fiscal year the benefit day{s)
shall be forfeited.
Section 7. Transfers.
An employee transferring from this group to recognized employee unit, shall maintain
all pay and benefits accrued in this group, and upon the effective date of transfer
thereafter be governed by the provisions of any policy and/or agreement in effect for
such other recognized employee unit.
Section 8. Layoff and Reemployment.
The City may abolish any position or employment and the employee may be laid-off
without taking disciplinary action and without the right of appeal.
Groups i - 3 - Management
Persons in this group to be laid-off shall be given at least ninety {90) calendar
days prior notice, and they shall be maintained on a reemployment list for a period
of twelve (12) months.
The order of 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 reemployment after lay-off shall be based on prior performance and
seniority as determined by the City.
Section 9. Resignations.
Groups I - 4 - Management/Confidential
An employee in this group wishing to resign in good standing shall file with the City
Manager a written resignation stating the effective date and reasons for resignation
at least fourteen (14) calendar days prior to the effective date of resignation.
The City will pay an employee for all hours worked within 72 hours after termination,
and will thereafter pay all accumulated reimbursable benefits as early as feasible.
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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) year period to the same or equal position previously
held, shall be eligible to earn 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 may elect to make credit union contributions through payroll deduction.
Article 6, RetlrementAndSeclel Security
The City will provide retirement benefits through the Public Employees' Retirement
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 Employees' Retirement System (PERS) in addition to the
normal employer's contribution. The seven {7~) percent payment shall be made to PERS
in the name of the employee to be credited to the employee's account with PERS. The
City shall annually notify the employee of the annual and total contribution made to
PERS on behalf of the employee.
The City shall contract with the Public Employees' Retirement System to provide the
1959 Survivors Benefit Option.
For the Safety Services management employees, effective the beginning of the final
pay period of fiscal year 1989-1990, the City will amend its contract with the
Public Employees Retirement Systems (PERS) to include the two percent {2%) at age 50
retirement benefit formula.
Artl¢le 7, PersQnnel Rules
All other employee rights, privileges, and benefits are included in the Personnel
Rules of the City of Poway.
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STATE OF CALIFORNIA )
) SS.
COUNTY OF SAN DIEGO )
I, Marjorie K. Wahlsten, City Clerk of the City of Poway, do hereby certify
that the foregoing Resolution No. 87-092was duly adopted by the City Council at a
meeting of said City Council held on the 28th day of July, 1987, and that it was so
adopted by the following vote:
AYES: BRANNON, EMERY, HIGGINSON, KRUSE, TARZY
NOES: NONE
ABSTAIN: NONE
ABSENT: NONE
Marjorie K. Wahlsten, City Clerk
City o,f Poway