Res 90-178 RESOLUTION NO. 90-178
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF POWAY, CALIFORNIA,
AMENDING THE SALARIES AND BENEFITS PLAN
FOR IHE MANAGEMENT, SUPERVISORY, PROFESSIONAL,
CONFIDENTIAL EMPLOYEES OF THE CITY
AND RESCINDING RESOLUTION NO. 90-168
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 Manage-
ment, Supervisory, Professional, and Confidential Employees' Salary and Benefit
Plan effective July 1, 1990; and
WHEREAS, it is desired to extend this Salary and Benefit Plan to a three-
year plan, effective July 1, 1990 and operating to June 30, 1993.
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 Con-
fidential 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 Year 1990-91 is hereby amended to
provide for changes in the compensation of City employees covered by
the Salary and Benefit Plan.
3. That Resolution No. 90-168 is hereby rescinded.
PASSED, ADOPTED AND APPROVED, by the City Council of the City of Poway,
California, at a regular meeting thereof this 28th day of August, 1990.
Don Higginson,~M~yor
ATTEST:
Marjorie,~ Wahlsten, City Clerk
Resolution No. 90-178
Page 2
STATE OF CALIFORNIA )
) $$o
COUNTY OF SAN DIEGO )
I, Marjorie K. Wahlsten, City Clerk of the City of Poway, do hereby certify
under penalty of perjury that the foregoing Resolution No. 90378 was duly
adopted by the City Council at a meeting of said City Council held on the 28th
day of August, 1990, and that it was so adopted by the following vote:
AYES: BRANNON, EMERY, GOLDSMITH, KRUSE, HIGGINSON
NOES: NONE
ABSTAIN: NONE
ABSENT: NONE
Marjorie K~ Wahlsten, City Clerk
City of~P~ay
Resolution No. 90-178
Page 3
~Y AHI) BE~EFZT PLA~ F~ THE
IM~(~E~tEHT, SUPERYZSt~RY~ PROF~ZOf~I~L
A~ (~IX~FZDEI~TZAL E#PLOYEE$
Effective July 1, 1990
ARTICLE 1.
ARTICLE 2.
ARTICLE 3
ARTICLE 4
N m randumof Understanding
(~nagenmntlConftdential Group)
Resolution No. 90-178
Page 4
SALARY ........................
LEAVES ........................
1.
Vacation ....................
A. Groups 1 - 3 - Management .........
B. Group 4 - Confidential ...........
Executive Leave .................
A. Group 1 ..................
B. Group 2 ..................
Page
1
8-12
8-10'
8-9
9-10
10
10
10
3. Sick Leave ................... 10-12
A. Group I - Management ............ 1D-11
B. Groups 2-4 - Management/Confidential .... 12
4. Holidays .................... 12
5. Bereavement Leave ................ 12
PAYROLL AND WORK WEEK ................ 13
A. Groups 1, 2A and 2B - Management ........ 13
B. Groups 3 and 4 - Professional/Confidential... 13
BENEFITS ....................... 13-16
1. Hospital and Medical {All Groups) ........ 13
2. Eye Care .................... 13
3. Life Insurance ................. 14
A. Groups i - 3 - Management ......... 14
B. Group 4 - Confidential ........... 14
C. Deferred Comp/Supplemental Life {All) . . . 14
4. Long-Term Disability .............. 14-15
A. Group 1 - Management ............ 14-15
B. Group 4 - Confidential ........... 15
5. Worker's Compensation .............. 15-16
6. Unemployment Insurance/SDI ............ 16
7. Flexible Benefits Program ............ 16
ARTICLE 5.
ARTICLE 6.
ARTICLE 7.
Resolution No. 90-178
Page 5
SERVICE AND SPECIAL PAY ............... 16-20
1. Tuition Reimbursement ............. 16-17
2. Uniforms and Equipment ............. 17
3. Acting Pay ................... 17-18
A. Groups I - 3 - Management ......... 17
B. Group 4 - Confidential .......... 17
4. Physical Examinations ............. 18
5. Travel Expenses ................ 18
A. Group i - Management ........... 18
B. Groups 2B, 3 and 4 - Management/Confidential 18
6. Benefit Days .................. 18
7. Transfers ................... 19
8. Layoff and Reemployment ............ 19
A. Groups i - 3 - Management ......... 19
B. Group 4 - Confidential .......... 19
9. Resignations .................. 19
A. Groups 1 - 4 - Management/Confidential . . 19
B. Group 4 - Confidential .......... 19
10. Credit Union .................. 20
RETIREMENT AND SOCIAL SECURITY ........... 20
PERSONNEL RULES .................... 20
Resolution No. 90-178
Page 6
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.
EFFECTIVE OUNE 25:1990
CLASSIFICATION
SALARY
RANGE NO.
BI-WEEKLY
SALARY RANGE
* Group I
Assistant City Manager 321.1
Director of Administrative Services 307.3
Director of Community Services 307.3
Director of Engineering Services 307.3
Director of Planning Services 307.3
Director of Public Services 307.3
Director of Safety Services 307.3
2632-3213
2293-2799
2293-2799
2293-2799
2293-2799
2293-2799
2293-2799
* Group 2A
Assistant Director of
Planning Services 284.4
Assistant Public Services
Operations Manager 277.8
Community Services Manager 280.9
Customer Services Manager 272.9
Finance Manager 280.9
Fire Battalion Chief 290.2
Park & Landscape Manager 272.9
Performing Arts Manager 272.9
Personnel Manager 280.9
Public Services Operations Manager 292.8
General Services Manager 272.9
Senior Civil Engineer 288.0
Traffic Engineer 288.0
1824-2227
1707-2084
1761-2150
1626-1985
1761-2150
1933-2359
1626-1985
1626-1985
1761-2150
1984-2422
1626-1985
1891-2308
1891-2308
APPROX. MONTHLY
SALARY RANGE
5703-6962
4968-6065
4968-6065
4968-6065
4968-6065
4968-6O65
4968-6O65
3952-4824
3699-4516
3816-4658
3523-4300
3816-4658
4188-5112
3523-4300
3523-4300
3816-4658
4298-5247
3523-4300
4096-5001
4096-5001
Classifications determined to be exempt under the overtime
provisions of the Fair Labor Standards Act.
-1-
CLASSIFICATION
Group 28
Associate Engineer
Associate Planner
Data Processing Coordinator
Housing Coordinator
Management Analyst
Management Assistant
Principal Management Analyst
Senior Accountant
Senior Management Analyst
Senior Planner
SALARY
RANGE NO.
273.0
256.6
241.6
256.6
249.6
239.6
271.6
251.6
259.6
271.6
Group 3
Accountant 241.6
Assistant Engineer I 248.0
Assistant Engineer II 258.0
Assistant Planner I 236.6
Assistant Planner II 246.6
Code Compliance Officer 241.6
Drainage Maintenance Supervisor 240.6
Engineering Services Inspection
Supervisor 259.2
Engineering Technician 228.9
Equipment Maintenance Supervisor 246.7
Landscape Architect 236.6
Landscape Maintenance Supervisor 238.5
Recreation Supervisor 233.0
Street Maintenance Supervisor 240.6
Wastewater Collection Supervisor 240.6
Water Distribution Supervisor 240.6
Water Treatment Supervisor 261.1
Group 4
Administrative Clerk I
{Personnel Office} 188.6
Administrative Clerk II
(Personnel Office} 193.6
Administrative Secretary
{Administrative Services} 218.1
Administrative Secretary
{City Clerk's Office) 218.1
Administative Secretary
(Assistant City Manager's Office) 218.1
Data Entry Clerk 197.6
Data Entry Clerk II 202.6
Deputy City Clerk 228.1
Personnel Aide 228.1
Secretary to the City Manager 233.1
Classifications determined to be exempt under the overtime
provisions of the Fair Labor Standards Act.
-2-
Resolution No. 90-178
Page 7
BI-WEEKLY
SALARY RANGE
APPROX. MONTHLY
SALARY RANGE
1627-1987
1381-1686
1189-1452
1381-1686
1288-1572
1166-1423
1605-1959
1314-1604
1423-1738
1605-1959
3526-4305
2993-3654
2576-3145
2993-3654
2791-3407
2525-3083
3477-4245
2847-3476
3084-3765
3477-4245
1189-1452
1268-1548
1401-1710
1131-1381
1250-1526
1189-1452
1177-1437
1418-1731
1047-1279
1251-1528
1131-1381
1153-1407
1091-1332
1177-1437
1177-1437
1177-1437
1445-1764
2576-3145
2746-3353
3035-3705
2451-2992
2708-3306
2576-3145
2551-3114
3072-3750
2269-2770
2711-3310
2451-2992
2498-3049
2364-2886
2551-3114
2551-3114
2551-3114
3131-3822
700-855
736-898
940-1148
940-1148
940-1148
766-935
805-983
1039-1268
1039-1268
1092-1333
1517-1852
1595-1947
2037-2487
2037-2487
2037-2487
1660-2026
1745-2130
2251-2748
2251-2748
2366-2889
Resolution No. 90-178
Page 8
EFFECTZYE ~UNE ~4, 1991
CLASSIFICATION
SALARY
RANGE NO.
BI-WEEKLY
SALARY RANGE
APPROX. MONTHLY
SALARY RANGE
* Group 1
Assistant City Manager 328.1
Director of Administrative Services 314.3
Director of Community Services 314.3
Director of Engineering Services 314.3
Director of Planning Services 314.3
Director of Public Services 314.3
Director of Safety Services 314.3
2833-3446
2459-3002
2459-3002
2459-3002
2459-3002
2459-3002
2459-3002
6116-7467
5328-6505
5328-6505
5328-6505
5328-6505
5328-6505
5328-6505
* Group 2A
Assistant Director of
Planning Services 291.4
Assistant Public Services
Operations Manager 282.8
Community Services Manager 288.9
Customer Services Manager 278.9
Finance Manager 288.9
Fire Battalion Chief 297.2
Park & Landscape Manager 278.9
Performing Arts Manager 278.9
Personnel Manager 288.9
Public Services Operations Manager 297.8
General Services Manager 278.9
Senior Civil Engineer 293.0
Traffic Engineer 293.0
1956-2388
1795-2191
1908-2329
1726-2107
1908-2329
2073-2530
1726-2107
1726-2107
1908-2329
2085-2546
1726-2107
1988-2426
1988-2426
4238-5174
3889-4748
4133-5046
3740-4566
4133-5046
4491-5483
3740-4566
3740-4566
4133-5046
4518-5516
3740-4566
4306-5257
4306-5257
* Group 2B
Associate Engineer
Associate Planner
Data Processing Coordinator
Housing Coordinator
Management Analyst
Management Assistant
Principal Management Analyst
Senior Accountant
Senior Management Analyst
Senior Planner
278.0
261.6
246.6
261.6
256.6
246.6
278.6
256.6
266.6
276.6
1711-2089
1452-1773
1250-1526
1451-1773
1381-1686
1250-1526
1721-2101
1381-1686
1527-1864
1687-2060
3707-4525
3146-3841
2708-3306
3146-3841
2993-3654
2708-3306
3729-4552
2993-3654
3308-4038
3655-4462
Classifications deteKmlned to be exempt under the overtime
provisions of the Fair Labor Standards Act.
-3-
Resolution No. 90-178
Page 9
CLASSIFICATION
Group 3
SALARY
RANGE NO.
Accountant 246.6
Assistant Engineer I 253.0
Assistant Engineer II 263.0
Assistant Planner I 241.6
Assistant Planner II 251.6
Code Compliance Officer 246.6
Drainage Maintenance Supervisor 245.6
Engineering Services Inspection
Supervisor 264.2
Engineering Technician 233.9
Equipment Maintenance Supervisor 251.7
Landscape Maintenance Supervisor 243.5
Recreation Supervisor 238.0
Street Maintenance Supervisor 245.6
Wastewater Collection Supervisor 245.6
Water Distribution Supervisor 245.6
Water Treatment Supervisor 266.1
BI-WEEKLY
SALARY RANGE
1250-1526
1333-1627
1473-1798
1189-1452
1314-1604
1250-1526
1238-1511
1490-1819
1101-1344
1315-1606
1212-1479
1147-1400
1238-1511
1238-1511
1238-1511
1519-1854
Group 4
Administrative Clerk I
{Personnel Office) 191.6
Administrative Clerk II
(Personnel Office) 196.6
Administrative Secretary
{Administrative Services) 221.1
Administrative Secretary
{City Clerk's Office} 221.1
Administative Secretary
{Assistant City Manager's Office) 221.1
Data Entry Clerk 200.6
Data Entry Clerk II 205.6
Deputy City Clerk 231.1
Personnel Aide 231.1
Secretary to the City Manager 236.1
EFFECTIVE ~AHUARY $: 199Z
721-881
758-926
969-1183
969-1183
969-1183
789-964
830-1013
1071-1307
1071-1307
1125-1374
CLASSIFICATION
* Group 1
Assistant City Manager
Director of Administrative Services
Director of Con~nunity Services
SALARY
RANGE NO.
BI-WEEKLY
SALARY RANGE
329.1
315.3
315.3
2851-3481
2484-3032
2484-3032
Classifications determined to be exempt under the overtime
3rovtstons of the Fair Labor Standards Act.
APPROX. MONTHLY
SALARY RANGE
2708-3306
2887-3525
3191-3895
2576-3145
2847-3476
2708-3306
2681-3273
3229-3942
2385-2912
2850-3479
2626-3205
2485-3034
2681-3273
2681-3273
2681-3273
3291-4018
1563-1908
1643-2006
2099-2562
2099-2562
2099-2562
1710-2088
1798-2195
2320-2832
2320-2832
2439-2977
APPROX. MONTHLY
SALARY RANGE
6178-7542
5382-6505
5382-6505
-4-
Resolution No. 90-178
Page 10
CLASSIFICATION
* Group I (Continued)
Director of Engineering Services
Director of Planning Services
Director of Public Services
Director of Safety Services
* Group 2A
Assistant Director of
Planning Services
Assistant Public Services
Operations Manager
Community Services Manager
Customer Services Manager
Finance Manager
Fire Battalion Chief
Park & Landscape Manager
Performing Arts Manager
Personnel Manager
Public Services Operations Manager
General Services Manager
Senior Civil Engineer
Traffic Engineer
* Group 28
Associate Engineer
Associate Planner
Data Processing Coordinator
Housing Coordinator
Management Analyst
Management Assistant
Principal Management Analyst
Senior Accountant
Senior Management Analyst
Senior Planner
SALARY
RANGE NO.
315.3
315.3
315.3
315.3
292.4
283.8
289.9
279.9
289.9
298.2
279.9
279.9
289.9
298.8
279.9
294.0
294.0
279.0
262.6
247.6
262.6
257.6
247.6
279.6
257.6
267.6
277.6
Group 3
Accountant 247.6
Assistant Engineer I 254.0
Assistant Engineer II 264.0
Assistant Planner I 242.6
Assistant Planner II 252.6
Code Compliance Officer 247.6
Drainage Maintenance Supervisor 246.6
Engineering Services Inspection
Supervisor 265.2
Engineering Technician 234.9
Classtftcatlons determined to be exempt under the overtime
provisions of the Fair Labor Standards Act.
BI-WEEKLY
SALARY RANGE
2484-3032
2484-3032
2484-3032
2484-3032
1976-2412
1813-2213
1927-2352
1744-2129
1927-2352
2094-2556
1744-2129
1744-2129
1927-2352
2106-2571
1744-2129
2008-2451
2008-2451
1728-2110
1467-1791
1263-1541
1467-1791
1395-1703
1263-1541
1738-2122
1395-1703
1542-1882
1704-2080
1263-1541
1346-1643
1487-1816
1201-1466
1327-1620
1263-1541
1250-1526
1505-1838
1112-1358
APPROX. MONTHLY
SALARY RANGE
5382-6505
5382-6505
5382-6505
5382-6505
4281-5226
3928-4795
4175-5097
3778-4612
4175-5097
4536-5538
3778-4612
3778-4612
4175-5097
4563-5571
3778-4612
4350-5310
4350-5310
3744-4571
3178-3880
2736-3340
3178-3880
3023-3691
2736-3340
3767-4598
3023-3691
3341-4079
3692-4507
2736-3340
2916-3560
3223-3934
2602-3177
2876-3511
2736-3340
2708-3306
3262-3982
2409-2941
-5-
Resolution No. 90-178
Page 11
CLASSIFICATION
SALARY
RANGE NO,
BI-WEEKLY
SALARY RANGE
Group 3 (Contlnued)
Equipment Maintenance Supervisor 252,7
Landscape Architect 242,6
Landscape Maintenance Supervisor 244,5
Recreation Supervisor 239,0
Street Maintenance Supervisor 246,6
Wastewater Collection Supervisor 246,6
Water Distribution Supervisor 246,6
Water Treatment Supervisor 267,1
1329-1622
1201-1466
1224-1494
1159-1414
1250-1526
1250-1526
1250-1526
1534-1873
Group 4
Administrative Clerk I
(Personnel 0fflce) 193.6
Administrative Clerk II
(Personnel 0fflce) 198.6
Adminlstratlve Secretary
(Administrative Services) 223,1
Admlnlstrative Secretary
(City Clerk's Office) 223,1
Admlnistative Secretary
(Assistant City Manager's Office) 223,1
Data Entry Clerk 202,6
Data Entry Clerk II 207,6
Deputy City Clerk 233,1
Personnel Aide 233,1
Secretary to the City Manager 238,1
736-898
774-944
988-1207
988-1207
988-1207
805-983
846-1033
1092-1333
1092-1333
1148-1402
EFFECTIVE ~ULY 6, 1992
CLASSIFICATION
SALARY
RANGE NO,
BI-WEEKLY
SALARY RANGE
* Group i
Assistant City Manager 334.1
Director of Administrative Services 320.3
Director of Community Services 320.3
Director of Engineering Services 320.3
Director of Planning Services 320.3
Director of Public Services 320.3
Director of Safety Services 320.3
2997-3659
2611-3188
2611-3188
2611-3188
2611-3188
2611-3188
2611-3188
* Group 2A
Assistant Director of
Planning Services
Assistant Public Services
Operations Manager
297,4
288,8
2077-2536
1906-2327
Classifications determined to be exempt under the overtime
provisions of the Fair Labor Standards Act.
APPROX. MONTHLY
SALARY RANGE
2879-3514
2602-3177
2652-3238
2510-3064
2708-3306
2708-3306
2708-3306
3324-4058
1595-1947
1676-2046
2141-2614
2141-2614
2141-2614
1745-2130
1834-2239
2366-2889
2366-2889
2488-3037
APPROX, MONTHLY
SALARY RANGE
6494-7928
5657-6907
5657-6907
5657-6907
5657-6907
5657-6907
5657-6907
4500-5494
4129-5041
-6-
Resolution No. 90-178
Page 12
CLASSIFICATION
* Group 2A (Continued)
Community Services Manager
Customer Services Manager
Finance Manager
Fire Battallon Chief
Park & Landscape Manager
Performing Arts Manager
Personnel Manager
Public Services Operations Manager
General Services Manager
Senior Civil Engineer
Traffic Engineer
* Group 2B
Associate Engineer
Associate Planner
Data Processing Coordinator
Housing Coordinator
Management Analyst
Management Assistant
Prlnclpal Management Analyst
Senior Accountant
Senior Management Analyst
Senior Planner
Group 3
SALARY
RANGE NO.
294,9
284,9
294,9
303,2
284,9
284,9
294,9
303.8
284,9
299,0
299,0
284,0
267,6
252,6
267,6
262,6
252,6
284,6
262,6
272,6
282,6
Accountant 252.6
Assistant Engineer I 259.0
Assistant Engineer II 269.0
Assistant Planner I 247.6
Assistant Planner II 257.6
Code Compliance Officer 252.6
Drainage Maintenance Supervisor 251.6
Engineering Services Inspection
Supervisor 270.2
Engineering Technician 239.9
Equipment Maintenance Supervisor 257.7
Landscape Architect 247.6
Landscape Maintenance Supervisor 249.5
Recreation Supervisor 244.0
Street Maintenance Supervisor 251.6
Wastewater Collection Supervisor 251.6
Water Distribution Supervisor 251.6
Water Treatment Supervisor 272.1
Classifications determined to be exempt under the overtime
provisions of the Fair Labor Standards Act.
BI-WEEKLY
SALARY RANGE
2026-2473
1833-2238
2026-2473
2201-2687
1833-2238
1833-2238
2026-2473
2214-2703
1833-2238
2110-2576
2110-2576
1817-2218
1542-1882
1327-1620
1542-1882
1467-1791
1327-1620
1828-2231
1467-1791
1621-1979
1791-2187
1327-1620
1415-1727
1564-1909
1263-1541
1395-1703
1327-1620
1314-1604
1583-1932
1169-1427
1397-1705
1263-1541
1287-1571
1218-1487
1314-1604
1314-1604
1314-1604
1613-1969
APPROX. MONTHLY
SALARY RANGE
4389-5358
3971-4848
4389-5358
4769-5821
3971-4848
3971-4848
4389-5358
4797-5856
3971-4848
4573-5582
4573-5582
3936-4805
3341-4079
2876-3511
3341-4079
3178-3880
2876-3511
3960-4834
3178-3880
3512-4288
3881-4738
2876-3511
3066-3743
3388-4136
2736-3340
3023-3691
2876-3511
2847-3476
3429-4186
2533-3092
3026-3694
2736-3340
2788-3404
2639-3222
2847-3476
2847-3476
2847-3476
3495-4266
-7-
CLASSIFICATION
Group 4
SALARY
RANGE NO.
Administrative Clerk I
(Personnel Office) 198.6
Administrative Clerk II
(Personnel Office) 203.6
Administrative Secretary
(Administrative Services) 228.1
Administrative Secretary
(City Clerk's Office) 228.1
Adminlstative Secretary
(Assistant City Manager's Office) 228.1
Data Entry Clerk 207.6
Data Entry Clerk II 212.6
Deputy City Clerk 238.1
Personnel Aide 238.1
Secretary to the City Manager 243.1
Resolution No. 90-178
Page 13
BI-WEEKLY
SALARY RANGE
APPROX. MONTHLY
SALARY RANGE
774-944 1676-2046
813-993 1762-2151
1039-1268 2251-2748
1039-1268 2251-2748
1039-1268 2251-2748
846-1033 1834-2239
890-1086 1928-2354
1148-1402 2488-3037
1148-1402 2488-3037
1207-1474 2615-3193
Artl¢le ~, Luw$
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
After 15
16.6 hours per month for a total of
199.2 hours/year
Vacation time can be accumulated to a maximum of 150% of one year's eligibility
and accumulation above 150% shall be forfeited.
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Resolution No. 90-178
Page 14
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 1, 2A
and 2B 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) Groups I and 2A -- A maximum of five days {40 hours} per year may be con-
verted on an hour-for-hour basis, at the current rate of pay.
Group 2B -- A maximum of 2.5 days (20 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.
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Resolution No. 90-178
Page 15
After fifteen (15) years of continuous employment, an additional three (3) days
per year shall be accrued, for a total of twenty-one (21) 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. Groups 2A and 2B
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. Group 1 - Management
This sick leave policy shall apply to all employees in Groups 2 and 3 who were
hired prior to July 1, 1990, and to those employees whose positions or transfers
to the management group were announced prior to July 1, 1990.
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 immm,ediate superior prior to or within two hours after the time set for
the beginning of his duties.
Sick leave over three (3) working days at one time may require certification by
the employee's physician in order to receive compensation. This requirement is
at the discretion of the supervisor.
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Resolution No. 90-178
l>age 16
Be
In the event of illness in the iJ~)~ediate family, an employee may use accrued sick
leave not to exceed four {4) days in each calendar year. Immediate 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.
Groups 2-4 - Management and Confidential (Groups 2 and 3 hired after August 1,
1990
This sick leave policy shall apply to all employees in Groups 2 and 3 hired after
July 1, 1990, except as stated under Part A of this section.
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 immediate 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 immediate family, an employee may use accrued sick
leave not to exceed four {4) days in each calendar year. Immediate 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.
Ao
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.
Be
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.
Co
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.
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Resolution No. 90-178
Page 17
Section 4. Holidays.
The holidays for employees in the
New Year's Day
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Christmas Eve Day
Christmas Eve Day
management/confidential group are as follows:
January 1
3rd Monday-February
Last Monday-May
July 4
1st Monday-September
November 11
4th Thursday-November
Fourth Friday-November
December 25
December 24, 1990 only
December 24, 1992 only
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.
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.
De
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.
E. It is not chargeable against sick leave.
All requests for paid bereavement leave shall be subject to approval of the
Personnel Officer.
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Resolution No. 90-178
Page 18
Article 3, P~yroll and Merk Meek
Regular pay days are designated as every other Friday for the two week period ending
the previous Sunday.
A. Groups 1, 2A and 2B 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 remunerated 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. Groups 3 and 4 - Professional/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 9, 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.
Article 4, Benefits
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.
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Resolution No. 90-178
Page 19
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-
ticlpate in a City supplemental insurance or deferred compensation program. The
City shall pay one hundred ($100.00) dollars per month for each employee in
Group 1, seventy-five ($75.00) dollars per month for each employee in Group 2A,
and fifty-five ($55.00) dollars per month for each employee in Group 2B toward
the cost of Insurance or as a contributlon to 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 thls resolution.
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. Group 1 - Management
This benefit shall apply to all employees in Groups 2 and 3 who were hired prior
to July 1, 1990, and to those employees whose positions or transfers to the
management group were announced prior to July 1, 1990.
The monthly benefit provided under this coverage will be 66-2/3% of the
employee's monthly earnings to a maximum of $5,000 per month. The insurance
carrier is responsible for calculating the exact benefit amount, based on each
individual's income status.
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Resolution No. 90-178
Pa§e 20
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
This benefit shall apply to all employees in Groups 2 and 3 hired after July 1,
1990, except as stated under Part A of this section.
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 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.
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 payment received so
that the employee shall not receive payment in excess of full salary or wage.
If the employee does not wish to use his accumulated sick leave or accumulated vaca-
tion, he shall notify the City within five {5) days after the injury is reported to
the City. After the five {5} days his accumulation shall be used until the date he
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Resolution No. 90-178
Page 21
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.
Section 1. Tuition Reimbursement.
The actual cost paid for tuition, books and required technical supplies and equip-
ment, to a maximum of $375 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:
The employee has received at least a satisfactory proficiency rating on
his/her last performance report.
2. The subject matter of the course relates directly to and contributes toward
the performance of the employee's position with the City.
The employee must 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.
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Resolution No. 90-178
Page 22
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 Commm.unity Services
Departments. Employees of the Public Services, Engineering Services, and Community
Services Departments who are required to wear safety shoes will be reimbursed a maxi-
mum of $120 per year. Safety Services Department Battalion Chiefs shall receive an
annual uniform allowance of $275.
Section 3. Acting Pay
A. Groups i - 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.
B. Partial Responsibility:
An employee specifically assigned to perfoFm 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.
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Resolution No. 90-178
Page 23
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 hlgher positlon 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 1 - Management
An automobile allowance in lieu of mileage shall be allocated in the amount of
$300 and $150 per month for personnel in Groups 1 and 2A, respectively. The
automobile allowance is not applicable to employees who have been assigned a City
vehicle.
B. Groups 2B, 3 and 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.
0
Employees on approved official business away from the City will be reim-
bursed for actual and necessary expenses incurred.
In order to be reimbursed, employees must include original receipts for all
expenses with the reimbursement claim form.
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 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.
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Resolution No. 90-178
Page 24
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 1 - 3 - Management
Persons in this group to be laid-off shall be given at least ninety {go) 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.
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.
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Resolution No. 90-178
Page 25
Section 10. Credit Union
Employees may elect to make credit union contributions through payroll deduction.
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
Third Level of 1959 Survivor Benefits as soon as practicable.
Effective the beginning of the final pay period of fiscal year 1992-93, the City
shall amend its contract with the Public Employees' Retirement System {PERS) to
include the single highest year option.
All other employee rights,
Rules of the City of Poway.
Article 7, Personnel Rules
privileges, and benefits are included in the Personnel
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