The URL can be used to link to this page

Res 94-094RESOLUTION NO. 94-094 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POWAY, CALIFORNIA, AMENDING THE SALARY AND BENEFIT PLAN FOR THE MANAGEMENT, SUPERVISORY, PROFESSIONAL, AND CONFIDENTIAL EMPLOYEES OF THE CITY AND RESCINDING RESOLUTIONS NO. 90-178, NO. 93-070 AND NO. 93-082 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, it is desired to extend the existing Salary and Benefit Plan for a one-year period, effective July 1, 1994 and operating to June 30, 1995. 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 dated July 1, 1993 attached hereto and made a part hereof shall be extended for a one-year period, effective July 1, 1994 and operating to June 30, 1995. 2. Resolution No. 90-178, Resolution No. 93-070, and Resolution No. 93-082 are hereby rescinded. PASSED, ADOPTED, AND APPROVED by the City Council of the City of Poway, California at a regular meeting thereof this 6th day of September, 1994. ATTEST: j -i~ Wahlsten, City Clerk Resolution No. 94-094 Page 2 STATE OF CALIFORNIA ) ) SS. 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. 94-094 was duly adopted by the City Countil at a meeting of said City Council held on the 6th day of September, 1994, and that it was so adopted by the following vote: AYES: CAFAGNA, CALLERY, EMERY, SNESKO, HIGGINSON NOES: NONE ABSTAIN: NONE ABSENT: NONE Marjori/e ~(. Wahlsten, City Clerk City o i~pjbway Resolution No. 94-094 Page 3 SALARY AND BENEFIT PLAN FOR THE MANAGE#ENT, SUPERVXSORY, PROFESSIONAL AND CONF~DENTXAL E#PLOYEES (RANAGE#ENT/CONF~DENT~AL 6ROUP) Effective July 1, 1993 Resolution No. 94-094 Page 4 ARTICLE 1. ARTICLE 2. ARTICLE 3. ARTICLE 4. ~.orandum of Understanding (Management/Confidential Group) Table of Contents SALARY ........................... 1 LEAVES ........................... 5-9 1. Vacation ........................ 5-7 A. Groups 1-3 - Management ............. 5-6 B. Group 4 - Confidential ............... 7 2. Executive Leave ..................... 8 A. Group 1 ...................... 8 B. Groups 2A and 2B .................. 8 3. Sick Leave ....................... 8-g A. Group 1 - Management ................ 8 B. Groups 2-4 - Management/Confidential ....... 8-g 4. Holidays ......................... 10 5. Bereavement Leave .................... 10 PAYROLL AND WORK WEEK ..................... 11 A. Groups 1, 2A and 2B - Management ............. 11 B. Groups 3 and 4 - Professional/Confidential ........ 11 BENEFITS ......................... 11-14 1. Hospital and Medical (All Groups) ......... 11-12 2. Eye Care ......................... 12 3. Life Insurance ................... 12 A. Groups 1-3 - Management ........... 12 B. Group 4 - Confidential ..... 12 C. Deferred Comp/Supplemental ~i~e'(~ll') ....... 12 4. Long-Term Disability ............. 12-13 A. Group 1 - Management ............... 13 B. Group 4 - Confidential ............... 13 5. Workers' Compensation ........... 13-14 6. Unemployment Insurance/SDI .......... 14 7. Flexible Benefits Program ............. 14 Resolution No. 94-094 Page 5 ARTICLE $. ARTICLE 6. ARTICLE 7. SERVICE AND SPECIAL PAY .................. 14-19 1. Tuition Reimbursement ................ 14-15 2. Uniforms and Equipment .................. 3. Acting Pay ...................... 15-16 A. Groups 1-3 - Management .............. 15 B. Group 4 - Confidential ............. 15-16 4. Physical Examinations .................. 16 5. Travel Expenses ................... 16-17 A. Group 1 - Management ................ 16 B. Groups 2B, 3 and 4 - Management/Confidential . . 16-17 6. Benefit Days ....................... 17 7. Transfers ........................ 17 8. Layoff and Reemployment ............... 17-18 A. Groups 1-3 - Management ............ 17-18 B. Group 4 - Confidential ............. 17-18 9. Resignations ....................... 18 A. Groups 1-4 - Management/Confidential ........ 18 B. Group 4 - Confidential ............... 18 10. Credit Union ....................... 19 RETIREMENT AND SOCIAL SECURITY ................ 19 PERSONNEL RULES ........................ lg Resolution No. 94-094 Page 6 SALARY AND BENEFIT PLAN FOR THE MANAGEMENT, SUPERVISORY, PROFESSIONAL AND CONFIDENTIAL EMPLOYEES (MANAGEMENT/CONFIDENTIAL GROUP) 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 classification. Article 1. Salary The salary schedule effective July 6, 1992 will remain in effect through June lg, 1994. EFFECTIVE JULY 6. 1993 APPROX. BIWEEKLY MONTHLY SALARY SALARY SALARY CLASSIFICATION RANGE NO. RANGE RANGE *Group 1 Assistant City Manager 334.1 2997-3659 6494-7928 Director of Administrative Services 320.3 2611-3188 5657-6907 Director of Community Services 320.3 2611-3188 5657-6907 Director of Engineering Services 320.3 2611-3188 5657-6907 Director of Planning Services 320.3 2611-3188 5657-6907 Director of Public Services 320.3 2611-3188 5657-6907 Director of Safety Services 320.3 2611-3188 5657-6907 *GrOuD 2A Assistant Director of Planning Services 297.4 2077-2536 4500-5494 Assistant Public Services Operations Manager 288.8 lg06-2327 4129-5041 Community Services Manager 294.9 2026-2473 4389-5358 Customer Services Manager 284.9 1833-2238 3971-4848 Finance Manager 294.9 2026-2473 4389-5358 Fire Battalion Chief 303.2 2201-2687 4769-5821 Park & Landscape Manager 284.9 1833-2238 3971-4848 Performing Arts Manager 284.9 1833-2238 3971-4848 Personnel Manager 294.9 2026-2473 4389-5358 Public Services Operations Manager 303.8 2214-2703 4797-5856 General Services Manager 284.9 1833-2238 397]-4848 Senior Civil Engineer 299.0 2110-2576 4573-5582 Traffic Engineer 299.0 2110-2576 4573-5582 *Ciassificmtim~s determined to be exempt under the overtime provisi~ of the Fair l__-bo_r Stmrds Act. -1- Resolution No. 94-094 Page 6 APPROX. BIWEEKLY MONTHLY SALARY SALARY SALARY CLASSIFICATION RANGE NO. RANGE RANGE *Group 2B Associate Engineer 284.0 1817-2218 3936-4805 Associate Planner 267.6 1542-1882 3341-4079 Data Processing Coordinator 252.6 1327-1620 2876-3511 Housing Coordinator 267.6 1542-1882 3341-4079 Management Analyst 262.6 1467-1791 3178-3880 Management Assistant 252.6 1327-1620 2876-3511 Principal Management Analyst 284.6 1828-2231 3960-4834 Senior Accountant 262.6 1467-1791 3178-3880 Senior Management Analyst 272.6 1621-1979 3512-4288 Senior Planner 282.6 1791-2187 3881-4738 Group 3 Accountant 252.6 1327-1620 2876-3511 Assistant Engineer I 259.0 1415-1727 3066-3743 Assistant Engineer II 269.0 1564-1909 3388-4136 Assistant Planner I 247.6 1263-1541 2736-3340 Assistant Planner II 257.6 1395-1703 3023-3691 Code Compliance Officer 252.6 1327-1620 2876-3511 Drainage Maintenance Supervisor 251.6 1314-1604 2847-3476 Engineering Services Inspection Supervisor 270.2 1583-1932 3429-4186 Engineering Technician 239.9 1169-1427 2533-3092 Equipment Maintenance Supervisor 257.7 1397-1705 3026-3694 Landscape Architect 247.6 1263-1541 2736-3340 Landscape Maintenance Supervisor 249.5 1287-1571 2788-3404 Recreation Supervisor 244.0 1218-1487 2639-3222 Street Maintenance Supervisor 251.6 1314-1604 2847-3476 Wastewater Collection Supervisor 251.6 1314-1604 2847-3476 Water Distribution Supervisor 251.6 1314-1604 2847-3476 Water Treatment Supervisor 272.1 1613-1969 3495-4266 Groqp 4 Administrative Clerk I (Personnel Office) 198.6 774-944 1676-2046 Administrative Clerk II (Personnel Office) 203.6 813-993 1762-2151 Administrative Secretary (Administrative Services) 228.1 1039-1268 2251-2748 Administrative Secretary (City Clerk's Office) 228.1 1039-1268 2251-2748 *CLassifications ~te~ined to ~ exempt under the overtime provist~s of the Fair Lm~r Stendar~ Act. -2- Resolution No. 94-094 Page 8 APPROX. BIWEEKLY MONTHLY SALARY SALARY SALARY CLASSIFICATION RANGE NO. RANGE RANGE Grouo 4 (Continued} Administrative Secretary (Assistant City Manager's Office) 228.1 1039-1268 2251-2748 Data Entry Clerk 207.6 846-1033 1834-2239 Data Entry Clerk II 212.6 890-1086 1928-2354 Deputy City Clerk 238.1 1148-1402 2488-3037 Personnel Aide 238.1 1148-1402 2488-3037 Secretary to the City Manager 243.1 1207-1474 2615-3193 Effective June 20, lg94, the salary schedule for all job classifications receiving the 2%-at-55 retirement benefit within the Salary and Benefit Plan will be reduced by 1% (one percent) to offset the cost of providing the benefit. EFFECTIVE JUNE ~0, 1994 APPROX. BIWEEKLY MONTHLY SALARY SALARY SALARY CLASSIFICATION RANGE NO. RANGE RANGE *GrOUD ] Assistant City Manager 333.1 2967-3623 6430-7849 Director of Administrative Services 319.3 2585-3156 5601-6838 Director of Community Services 319.3 2585-3156 5601-6838 Director of Engineering Services 319.3 2585-3156 5601-6838 Director of Planning Services 319.3 2585-3156 5601-6838 Director of Public Services 319.3 2585-3156 5601-6838 Director of Safety Services 320.3 2611-3188 5657-6907 *Group 2A Assistant Director of Planning Services 296.4 2056-2510 4455-5439 Assistant Public Services Operations Manager 287.8 1881-2304 4088-4991 Community Services Manager 293.9 2006-2448 4345-5305 Customer Services Manager 283.9 1815-2216 3932-4800 Finance Manager 293.9 2006-2448 4345-5305 Fire Battalion Chief 303.2 2201-2687 4769-5821 Park & Landscape Manager 283.9 1815-2216 3932-4800 Performing Arts Manager 283.9 1815-2216 3932-4800 Personnel Manager 293.9 2006-2448 4345-5305 *Classifications determined to be exempt ~er the overtime provisions of the Fair L~bor Standards Act. -3- Resolution No. 94-094 Page 9 APPROX. BIWEEKLY MONTHLY SALARY SALARY SALARY CLASSIFICATION RANGE NO. RANGE RANGE *Grouo 2A (Continued) Public Services Operations Manager 302.8 2193-2676 4750-5798 General Services Manager 283.9 1815-2215 3932-4800 Senior Civil Engineer 298.0 2089-2551 4527-5527 Traffic Engineer 298.0 2089-2551 4527-5527 *Grouo 2B Associate Engineer 283.0 1799-2196 3897-4757 Associate Planner 266.6 1527-1864 3308-4038 Data Processing Coordinator 251.6 1314-1604 2847-3476 Housing Coordinator 266.6 1527-1864 3308-4038 Management Analyst 261.6 1452-1773 3146-3841 Management Assistant 251.6 1314-1604 2847-3476 Principal Management Analyst 283.6 1809-2209 3920-4786 Senior Accountant 261.6 1452-1773 3146-3841 Senior Management Analyst 271.6 1605-1959 3477-4245 Senior Planner 281.6 1774-2165 3843-4691 GrOUD 3 Accountant 251.6 1314-1604 2847-3476 Assistant Engineer I 258.0 1401-1710 3035-3705 Assistant Engineer II 268.0 1548-1890 3354-4095 Assistant Planner I 246.6 ]250-1526 2708-3306 Assistant Planner II 256.6 138]-1686 2993-3654 Code Compliance Officer 251.6 1314-1604 2847-3476 Drainage Maintenance Supervisor 250.6 1301-1588 2819-3441 Engineering Services Inspection Supervisor 269.2 1567-1913 3395-4144 Engineering Technician 238.9 1158-1413 2508-3061 Equipment Maintenance Supervisor 256.7 1383-1688 2996-3658 Landscape Architect 246.6 1250-1526 2708-3306 Landscape Maintenance Supervisor 248.5 1274-1555 2760-3370 Recreation Supervisor 243.0 ]206-1472 2613-3189 Street Maintenance Supervisor 250.6 1301-1588 2819-344] Wastewater Collection Supervisor 250.6 ]301-1588 2819-3441 Water Distribution Supervisor 250.6 1301-1588 2819-3441 Water Treatment Supervisor 271.1 1597-194g 3460-4224 Grouo 4 Administrative Clerk I (Personnel Office) 197.6 766-935 1660-2026 Administrative Clerk II (Personnel Office) 202.6 805-983 1745-2130 *C[asaificatiolls ~temined to ~ exealpt under the ~ertim provisions of the Fair Labor St~-.~arcls Act. -4- Resolution No. 94-094 Page 10 APPROX. BIWEEKLY MONTHLY SALARY SALARY SALARY CLASSIFICATION RANGE NO. RANGE RANGE Grouo 4 (Continued) Administrative Secretary (Administrative Services) 227.1 1029-1256 2229-2721 Administrative Secretary (City Clerk's Office) 227.1 1029-1256 2229-2721 Administrative Secretary (Assistant City Manager's Office) 227.1 1029-1256 2229-2721 Data Entry Clerk 206.6 838-1023 ]816-2217 Data Entry Clerk II 21].6 881-1076 1909-2330 Deputy City Clerk 237.1 1137-1389 2463-3007 Personnel Aide 237.1 1137-1389 2463-3007 Secretary to the City Manager 242.1 1195-1459 2589-3161 Arttcle 2. Leaves Section 1. Vacation A. Grouos 1 - 3 - Manaeement 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 considered 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 1 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 -5- Resolution No. 94-094 Page 11 Vacation time can be accumulated to a maximum of 150% of one year's eligibility. When an employee's vacation leave accrual reaches the maximum level, the employee will stop accruing additional vacation leave until such time as the employee uses vacation leave below the maximum level. At that time, the employee will begin accruing additional leave from that point forward. Employees with vacation leave above the maximum accrual level on July 1, 1993 will continue to accrue leave for twelve months. At the end of the twelve-month period the employee will not accrue additional leave as long as his or her leave balance exceeds the maximum accrual amount. Employees who have reached maximum accrual can request a review by their Department Director in the event a vacation request is denied. 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 particular 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 more holidays fall within a vacation leave period, such holidays 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 converted 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 the have served six (6) continuous months with the City and successfully completed probation. -6- Resolution No. 94-094 Page 12 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 considered 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. 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. When an employee's vacation leave accrual reaches the maximum level, the employee will stop accruing additional vacation leave until such time as the employee uses vacation leave below the maximum level. At that time, the employee will begin accruing additional leave from that point forward. Employees with vacation leave above the maximum accrual level on July 1, 1993 will continue to accrue leave for twelve months. At the end of the twelve-month period, the employee will not accrue additional leave as long as his or her leave balance exceeds the maximum accrual amount. Employees who have reached maximum accrual can request a review by their Department Director in the event a vacation request is denied. 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 holidays 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. -7- Resolution No. 94-094 Page 13 Section 2, Executive Leave A. Group 1 Employees designated in this group shall be entitled to four (4) days executive leave each ftscal 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. 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 (SO) percent of its value. Executive leave may not be carried over into the next fiscal year. SectiQn 3. Sick Leave A. Grouo 1 - Manaqement In addition to Group 1, 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 employees within the management group who are regularly regular positions. and regular employed in 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 immediate 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. 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. Grouos 2-4 - Manaqement and Confidential CGrouos g and 3 hired after Auqust 1, )9gO) In addition to Group 4, 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. -8- Resolution No. 94-094 Page 14 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. Upon normal retirement employee will receive $0% 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 $2,000. Upon the death of an employee, compensation for unused sick leave shall be at the same rate as the retirement benefit. Payment shall be made to the employee's designated beneficiary. -9- Resolution No. 94-094 Page 15 Section 4. Holidays. The holidays for employees in the management/confidential group are as follows: New Year's Day Washington's Birthday Memorial Day Independence Oay Labor Oay Veteran's Day Thanksgiving Oay Oay after Thanksgiving Christmas Day January 1 3rd Monday-February Last Monday-May July 4 1st Monday-September November 11 4th Thursday-November Fourth Friday-November December 25 For the purpose of computing holiday pay, a working day shall be considered as 1/$ 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. Ho 1 i days 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: 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. Pay for compensable bereavement leave shall be in the same amount as pay for sick leave for the same period. Bereavement leave is not compensable when the employee is on leave of absence, vacation, bona fide layoff, or for days failing 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. -I0- Resolution No. 94-094 Page 16 Arttcle 3. Payroll and Work #eek Regular pay days are designated as every other Friday for the two week period ending the previous Sunday. A. GrOUDS 1. 2A and ZB - Manaaement 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. Grouos 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 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 (1-1/2) times their hourly rate of pay for all hours worked in excess of an 8-hour day or a 40-hour work week. Compensatory time off in lieu of overtime shall be taken as one and one- half (1-1/2) hours for each overtime hour worked. The maximum accumulation of compensatory time off shall be 80 hours; however, the accumulation of hours shall be reduced to 40 hours at the end of the fiscal year. The employee shall be compensated for the excess accumulation in a cash payment. Said cash payment may only occur as part of the final pay period of the fiscal year in which the compensatory time off was accrued. Article 4. Benefits Section 1. Hosoital and Medical Grouos 1-4 - Manaaement/Confidential Health benefit premiums for each employee shall be paid in full by the City. -11- Resolution No. 94-094 Page 17 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. Eve 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. Grouos 1-3 - Manaqement 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 and one half times annual income ($10,000 minimum). The City pays 100% of the premium. Deferred Compensation/SuDolemental ~ife Insurance - All Groups Additionally, employees designated in Groups 1 and 2 shall be eligible to participate 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 contribution 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, lg83, will receive the benefits as outlined in this resolution. Section 4. Lone-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. -12- Resolution No. 94-094 Page 18 A. GrouD I - Manaaement 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 $5,000 per month. The insurance carrier is responsible for calculating the exact benefit amount, based on each individual's income status. The insurance carrier for this coverage requires a 60-day waiting period from the first day of the disability to the beginning of the monthly benefit payment period. Monthly benefits are paid, with certain exceptions, as explained in the certificate of insurance, until the recovery from the injury or sickness or until the employee reaches age 65. The City pays 100% of the premium. B. Grouo 4 - Confiden$ial This benefit shall apply to all employees in Groups 2 and 3 hired after July 1, lggO, 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 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. -13- Resolution No. 94-094 Page 19 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 vacation, 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 credit 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 ~osts of insurance, and the City shall pay the employer's costs of insurance. During such leave, no contributions shall be made to the retirement plan. Section 6. Unemolovment Insurance/State Disability Insurance The City shall not participate in the State Disability Insurance program. Section 7. Flexible Benefits proqram The City will implement a Flexible Benefits Program coinciding with the first day of the first pay period of calendar year lg88. Included in the Flexible Benefits Program, hereinafter the "Program," are reimbursement 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 Soecial pay Section 1. Tuition Reimbursement The actual cost paid for tuition, books and required technical supplies and equipment, to a maximum of $375 per fiscal year per employee, will be refunded -I4- Resolution No. 94-094 Page 20 to all permanent City employees for professional accredited educational institutions provided that: Section 2. and technical courses in 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 graduation. 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. Uniforms and Eouioment The City will provide and maintain all uniforms that are required bythe City for management employees in the Public Services, Safety Services, and Community Services Departments. Employees of the Public Services, Engineering Services, and Community 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. Actinq Pay A. Grouos 1-3 - Manaqement 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) calendar days. This provision is not applicable to bona fide education, training and development, job enlargement, or job enrichment. B. Grouo 4 - Confidential A. Full Resoonsibilitv: 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 -15- Resolution No. 94-094 Page 21 "A" step rate of pay for the higher level position if the service in such position exceeds fifteen (15) consecutive working days, which payment shall be retroactive to the first day of such services provided, however, that the fqll range of duties of the higher level position have 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 employee's current rate of pay. B.. Partial Responsibility: An employee specifically assigned to perform a portion of the duties of the higher level position for fifteen (15) or more consecutive working days shall have the increased pay level determined by the City Manager in relation 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. Ce 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 Exoenses A. GrouD ) - Manaqement 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. The City Manager may grant a $150 per month auto allowance to employees outside Groups 1 and 2A when, in his best judgment, it serves the City. B. GrouDs 2B. 3 and 4 - ManaQement/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) cents per mile. -16- Resolution No. 94-094 Page 22 Employees on approved official business away from the City will be reimbursed 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 §. 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. Section 7, Transfer~ 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 Reemolovment Grouos 1-3 - Manaqement and Group 4 - Confidential 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. Persons to be laid off between July 1, 1993 and June 30, 1994 shall be given at least ninety (90) calendar days prior notice. The City will offer eligible employees an early retirement incentive by offering to purchase two (2) additional years of PERS service credit. This will be a one-time offer which will be available to employees between July 1, 1993 and September 30, 1993. During the same time period, the City will offer a voluntary separation program to employees in job classifications to be affected by layoffs who are not otherwise eligible for early retirement. Employees who voluntarily leave City employment prior to layoff will be paid one week of regular pay at their current salary level for each full year of employment with the City upon the date of voluntary separation. Whenever it becomes necessary to reduce the number of employees in any classification, the order of layoff shall be as follows: In order of seniority, the employee with the shortest service in total City service in the affected classification shall be laid off first. -17- Resolution No. 94-094 Page 23 In the event of two (2) or more employees having identical total City service seniority, the order of layoff will be determined by length of continuous service in the affected classification. Be Whenever two (2) or more employees have identical service in the affected classification, the order of layoff shall be determined by the City Manager on the basis of performance. Ce Employees to be laid off in a particular classification have the right to demote to a lower classification to a position previously held with the City for which the employee meets the minimum qualifications, is capable of performing the essential functions of the position, and has City seniority over other employees in the lower classification. De The name of each laid-off employee shall be placed on a reemployment list for a period of 12 months and the employee be given the first opportunity to return to regular employment in the reverse order of layoff for any layoffs occurring between July 1, 1993 and June 30, 1994. For any layoffs occurring after June 30, lgg4, the name of each laid-off employee shall be placed on a reemployment list for a period of 12 months in reverse order of layoff. Employees who are laid off who have received two out of three consecutive annual performance evaluations which are rated below standards or needs improvement will be placed at the bottom of the reemployment list in reverse order of layoff. Section 9. Resiqnations Grouos 1-4 - Manaaement/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. Grouo 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. -18- Resolution No. 94-094 Page 24 Section 10. Credit Union Employees may elect to make credit union contributions through payroll deduction. Article 6. Retirement and Social 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 Third Level of 1959 Survivor Benefits as soon as practicable. Effective July 1, lg93, the City will proceed to contract with the Public Employees' Retirement System (PERS) to provide the retirement benefit of 2% at 55 in lieu of the single highest year benefit. The contract amendment will be implemented as soon as legally possible in accordance with PERS law, but no later than September 30, 1993. Implementation of 2% at 55 will be applied equally to all employees within the Miscellaneous Employees PERS category. Article 7. Personnel Rules All other employees rights, privileges, and benefits are Personnel Rules of the City of Poway. included in the -19-