Res 00-069RESOLUTION NO. 00-069
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POWAY, CALIFORNIA,
AMENDING AND EXTENDING THE SALARY AND BENEFIT PLAN FOR THE
MANAGEMENT, SUPERVISORY, PROFESSIONAL AND CONFIDENTIAL
EMPLOYEES OF THE CITY AND RESCINDING RESOLUTION NO. 96-025
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 salary and benefit plan adopted by Council on April 16, 1996 was
set to expire on June 30, 2001; and
WHEREAS, the City has met with the management, supervisory, professional and
confidential employees and wishes to amend the salary and benefit plan; and
WHEREAS, it is desired to provide for a four-year plan effective July 1, 2000 and
operating to June 30, 2004.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Poway
as follows:
The City of Poway Management, Supervisory, Professional and Confidential
Employees Salary and Benefit Plan dated July 1, 2000, attached hereto and
made a part hereof, shall be adopted for a four-year pedod, effective July 1,
2000 and operating to June 30, 2004.
2. Resolution no. 96-025 is hereby rescinded.
PASSED, ADOPTED AND APPROVED by the City Council of the City of Poway at
a regular meeting thereof this 18th day of July 2000.
ATTEST:
LoCi Anne Peoples, ~3ity ~lerk-
Michael P. Ca(~
rvlayor
n:\city\admnserv\director~personel\mgmtrnou.res
Resolution No. 00- 069
Page 2
STATE OF CALIFORNIA )
)SS
COUNTY OF SAN DIEGO )
I, Lori Anne Peoples, City Clerk of the City of Poway, do hereby certify under penalty
of perjury that the foregoing Resolution No. 00- 069 was duly adopted by the City Council
at a meeting of said City Council held on the 18th day of July 2000, and that it was so
adopted by the following vote:
AYES: EMERY, GOLDBY, HIGGINSON, REXFORD, CAFAGNA
NOES: NONE
ABSTAIN: NONE
ABSENT: NONE
LoCi Anne Peoples, C~ty-Cl~er~
Resolution NO. 00-069
Page 3
SALARY AND BENEFIT PLAN FOR THE
MANAGEMENT, SUPERVISORY, PROFESSIONAL
AND CONFIDENTIAL EMPLOYEES
(MANAGEMENT/CONFIDENTIAL GROUP)
Effective July 1, 2000
Resolution No. 00-069
Page 4
Memorandum of Understanding
(Management/Confidential Group)
Table of Contents
· ARTICLE 1.
ARTICLE 2.
ARTICLE 3.
ARTICLE 4.
SALARY .................................................... 1-10
LEAVES
1. Vacation
A. Groups 1-3 - Management ............................ 11-12
B. Group 4 - Confidential ................................ 12-13
2. Executive Leave
A. Group 1 ............................................. 13
B. Groups 2A and 2B .................................... 13
3. Sick Leave
A. Group 1 - Management ................................ 14
B. Groups 2-4 - Management/Confidential .................. 14-16
16
4. Holidays ...............................................
5. Bereavement Leave ..................................... 16-17
6. Benefit Days .............................................. 17
PAYROLL AND WORK WEEK
A. Groups 1, 2A and 2B - Management ........................... 17
B. Groups 3 and 4 - Professional/Confidential ................... 17-18
C. Deductions ............................................... 18
D. Flexible Work Hours ........................................ 18
BENEFITS
1. Hospital and Medical - All Groups .............................. 18
2. Eye Care ................................................. 19
3. Life Insurance ............................................. 19
4. Deferred Compensation - All Groups ............................ 19
Resolution No. 00-069
Page 5
ARTICLE 5.
ARTICLE 6.
ARTICLE 7.
ARTICLE 8.
8.
9. Part-Time Employee Benefits
SPECIAL PAY
1.
2.
3.
A.
B.
SERVICE
1.
2.
Long-Term Disability
A. Group 1 - Management ................................. 20
B. Group 4 - Confidential ................................... 20
Workers' Compensation ................................. 20-21
Unemployment Insurance/SDI ................................. 21
Flexible Benefits Program .................................... 21
................................. 21
Tuition Reimbursement ...................................... 22
Uniforms and Equipment ..................................... 22
Acting Pay
A. Groups 1-3 - Management ............................... 22
B. Group 4 - Confidential ................................... 23
Physical Examinations ...................................... 23
Travel Expenses
Group 1-2A- Management .............................. 23
Groups 2B, 3 and 4 - Management/Confidential ........... 23-24
Transfers ................................................. 24
Layoff and Reemployment (Groups 1-3 -- Management and
Group 4 -- Confidential) ................................... 24-25
3. Resignations ............................................. 25
RETIREMENT AND SOCIAL SECURITY ............................ 25
PERSONNEL RULES ........................................... 26
Resolution No. 00-069
Page 6
SALARY AND BENEFIT PLAN FOR THE
MANAGEMENT, SUPERVISORY, PROFESSIONAL
AND CONFIDENTIAL EMPLOYEES
(MANAGEMENT/CONFIDENTIAL GROUP)
Article 1. Salary
The following position classifications are established as full-time, regular classifications at the grade and salary
range indicated. The City managementJconfidential 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.
Effective the first full pay period in July 2000, the salary schedule for all job classifications within the MOU will be
increased by 4.0%.
Classification
*Group I
Deputy City Manager
Director of Administrative Services
Director of Community Services 323.3
Director of Development Services 323.3
Director of Public Services 323.3
)irector of Redev. Services 323.3
)irector of Safety Services 324.3
301.8 2564-3131
323.3 3148-3841
5556-6785
6822-8323
3148-3841 6822-8323
3148-3841 6822-8323
3148-3841 6822-8323
3148-3841 6822-8323
3180-3880 6890-8408
'Group 2A
Asst. Director of Public Svcs. 304.3
City Engineer 309.0
City Planner 300.6
Community Services Manager 296.9
Computer Services Manager 296.9
Customer Services Manager 286.9
Deputy Director of Admin. Services 299.8
Economic Development Manager 299.0
Finance Manager 296.9
Fire Division Chief 305.7
Housing Programs Manager 299.0
Maint Operations Div. Manager 291.3
Performing Arts Manager 286.9
Personnel Manager 297.9
Principal Planner 295.6
Redevelopment Manager 299.0
Senior Civil Engineer 299.0
Traffic Engineer 299.0
Water Utilities Manager 291.3
2618-3196 5673-6926
2716-3316 5885-7184
2534-3094 5491-6704
2418-2952 5240-6396
2418-2952 5240-6396
2188-2670 4741-5786
2514-3070 5447-6651
2469-3014 5350-6531
2418-2952 5240-6396
2641-3224 5721-6984
2469-3014 5350-6531
2287-2791 4954-6047
2188-2670 4741 -5786
2443-2980 5292-6457
2387-2914 5172-6314
2469-3014 5350-6531
2469-3014 5350-6531
2469-3014 5350-6531
2287-2791 4954-6047
'Group 2B
Associate Engineer
Associate Planner
Computer Applications Coord.
Housing Program Coordinator
Management Analyst
Management Assistant
Redevelopment Project Admin.
Senior Accountant
Senior Management Analyst
;enior Planner
284.0 2125-2595 4605-5622
267.6 1804 -2202 3909- 4772
252.6 1553-1896 3365- 4107
267.6 1804- 2202 3909- 4772
262.6 1716-2095 3718-4539
252.6 1553-1896 3365-4107
272.6 1896-2315 4109- 5016
262.6 1716-2095 3718-4539
272.6 1897-2315 4109- 5017
282.6 2096-2559 4541 -5544
Effective July 2000 (Continued)
Resolution NO. 00-069
Page 7
Group 3
Accountant 252.6
Assistant Engineer I 259.0
Assistant Engineer il 269.0
~,ssistant Planner I 247.6
~ssistant Planner II 257.6
3enefit Assessment Dist Spec. 249.5
Code Compliance Officer 252.6
Construction Manager 279.2
Drainage Maintenance Supervisor 251.6
Engineering Serv. Inspec. Supv. 270.2
Fleet & Fac. Maint. Supervisor 257.7
Landscape Maintenance Supv. 249.5
Multimedia Specialist 252.6
Recreation Supervisor I 244.5
Recreation Supervisor II 255.5
St, PlannedEstimator Control Insp. 251.6
Street Maintenance Supervisor 251.6
Utilities Supervisor 251.6
Water Treatment Supervisor 272.1
Group 4
Administrative Secretary 228.1
Deputy City Clerk 238.1
Personnel Aide 238.1
Personnel Clerk 218.1
Secretary III 218.1
Executive Asst. to the City Manager 252.6
1553-1896
1656-2021
1830-2233
1477-1803
1632-1993
1506-1838
1553-1896
2047-2498
1537-1877
3365-4107
3587-4379
3964-4839
3200-3907
3537-4318
3262-3982
3365-4107
4434-5413
3331-4066
1852-2260 4012-4898
1634-1995 ~ 3541-4322
1506-1838 : 3262-3982
1553-1896 3365-4107
1447-1766 3135-3827
1591-1942 3446-4207
1537-1877 3331-4066
1537-1877 3331-4066
1537-1877 3331-4066
1887-2304 4089-4991
1216 - 1484 2634 - 3215
1343 - 1640 ; 2911 - 3553
1343 - 1640 2911 - 3553
1100 - 1343 2383 - 2910
1100- 1343 2383- 2910
1553 - 1896 3365 - 4107
*Classifications determined to be exempt under the overtime provisions of the Fair Labor Standards Act.
Resolution No. 00-069
Page 8
Effective the first full pay period in July 2001, the salary schedule for all job classifications within the MOU will be
increased by 3.5%.
EFFECTIVE JULY 2001
Classification
*Group 1
Deputy City Manager 301.8
Director of Administrative Services 323.3
Director of Community Services 323.3
Director of Development Services 323.3
Director of Public Services 323.3
2654-3241
3259-3976
3259-3976
3259-3976
3259-3976
Director of Redev. Services
Director of Safety Services
'Group 2A
Asst. Director of Public Svcs.
City Engineer
City Planner
Community Services Manager
Computer Services Manager
Customer Services Manager
323.3 32597 3.9~6 .......
324.3 3291 - 4016
5751-7022
7060-8614
7060-8614
7060-8614
7060-8614
7060-8614
7131-8702
Deputy Director of Admin. Services
Economic Development Manager
Finance Manager
Fire Division Chief
Housing Programs Manager
Maint Operations Div. Manager
299.8
299.0
296.9
305.7
299.0
291.3
2602-3177 5638
2556-3120 5537
2503-3056 5423
2733 ~3~3~ 5921
2556-3120 5537
~§~6'~-: 2-8~ ...... -"- ~8_ 6258
Performing Arts Manager
Personnel Manager
Principal Planner
Redevelopment Manager
Senior Civil En gineer
Traffic Engineer
Water Utilities Manager
*Group 2B
Associate Engineer
Associate Planner
Computer Applications Coord
Housing Program Coordinator
Management Analyst
Management Assistant
Redevelopment Project Admin.
Senior Accountant
Senior Management Analyst
,enior Planner
286.9
297.9
295.6
299.0
299.0
299.0
291.3
2265-2764 4907-5988
2528-3084 5477-6683
2471-3016 5353-6535
2556-3120 5537-6760
2556-3120 5537-6760
2556-3120 5537-6760
2367-2888 5128-6258
284.0
267.6
252.6
267.6
262.6
252.6
272.6
2200-2685 4766
1867-2279
1607-1962
-5819
1867-2279
1776-2168
1607-1962
1963-2396
-6620
-6620
-5988
-6883
-6760
-6620
-7229
-6760
4046-4939
3483-4251
4046-4939
3848-4698
3483-4251
4253-5192
262.6
272.6
282.6
1776-2168 3848-4698
1963-2396 4253-5192
2169-2648 4700-5738
304.3 2710- 3308 5872- 7168
309.0 2811 -3432 6091 -7436
300.6 2623- 3202 5683- 6939
296.9 2503- 3056 5423
296.9 2503- 3056 5423
286.9 2265- 2764 4907
Effective July 2001 (Continued)
Resolution No. 00-069
Page 9
Group 3
Accountant 252.6
Assistant Eng]r~eer I 259.0
Assistant Engineer II 269.0
Assistant Planner I 247.6
Assistant Planner II 257.6
Benefit Assessment Dist Spec. 249.5
Code Compliance Officer 252.6
Construction Manager 279.2
Drainage Maintenance Supervisor 251.6
Engineering Serv. Inspec. Supv. 270.2
:teet& Fac. Maint. Supervisor 257.7
_andscape Maintenance Supv. 249.5
Vlultimedia Specialist 252.6
Recreation Supervisor 244.5
Recreation Supervisor II 255.5
Sr. Planner/Estimator Control Insp, 251.6
Street Maintenance Supervisor 251.6
Utilities Supervisor 251.6
Water Treatment Supervisor 272.1
1607-1962 3483-4251
1713-2092 3713-4532
1894-2312 4103-5008
1529-1866 3312-4044
1690-2063 3661-4469
1558-1902 3376-4122
1607-1962 3483-4251
2118-2586 4589-5602
1591-1942 3448-4209
1916-2340 4152-5069
1691-2065 3664-4474
1558-1902 3376-4122
1607-1962 3483-4251
1497-1828 3244-3961
1646-2010 3567-4355
1591-1942 3448-4209
1591-1942 3448-4209
1591-1942 3448-4209
1953-2384 4232-5166
Group 4
Administrative Secretary 228.1
Deputy City Clerk 238.1
Personnel Aide 238.1
Personnel Clerk 218.1
Secretary III 218.1
Executive Asst. to the City Manager 252.6
1258-1536 2726-3328
1390-1697 3012-3678
1390-1697 3012-3678
1139-1390 2467-3011
1139-1390 2467-3011
1607-1962 3483-4251
*Classifications determined to be exempt under the overtime provisions of the Fair Labor Standards Act.
Resolution No.
Page 10
Effective the first full pay period in July 2002, the salary schedule for all job classifications within
the MOU will be increased by 3.5%.
Effective July 2002
00-069
Classification
Salary
*Group 1
Deputy City Manager 301.8
Director of Administrative Services 323.3
Director of Community Services 323.2
Director of Development Services 323.3
~)irector of Public Services 323.3
Director of Redev. Services 323.3
Director of Safety Services 324.3
kGroup 2A
Asst. Director of Public Svcs.
City Engineer
City Planner
Community Services Manager
Computer Services Manager
Customer Se rvices Manager
Deputy Director of Admin. Services
304.3 2805-3424 6077-7419
309.0 29~07.3~5~ ........,,,~i,~ 6304 -7696
300.6 2715-3314 5882-7181
296.9 2590- 3162 5613- 6852
296.9 2590- 3162 5613- 6852
286.9 2344- 2860 5079- 6198
299.8 2~93 ~32~8 ....... i ...... 5835-7124
Economic Development Manager
Finance Manager
Fire Division Chief
Housing Programs Manager
Maint Operati,ons Div. Manager
~erforming Arts Manager
~ersonnel Manager
299.0 2645-3229 5731 -6996
296.9 2590- 3162 5613- 6852
305.7 2829- 3453 6129- 7482
299.0 2645- 3229 5731- 6996
291.3 2449-2989 5307-6477
286.9 2344- 2860 5079- 6198
297.9 2617- 3192 5669- 6917
Principal Planner
Redevelopment Manager
Senior Civil Engineer
Traffic Engineer
Water Utilities Manager
295.6 ~5_~ ~!~ ..... 5540- 6764
299.0 2645- 3229 5731 -6996
299.0 2645-3229 5731 -6996
299.0 2645- 3229 5731 -6996
291.3 2449-2989 5307-6477
*Group 2B
Associate Engineer
Associate Planner
Computer Applications Coord.
Housing Program Coordinator
Management Analyst
Management Assistant
Redevelopment Project Admin
Senior Accountant
Senior Management Analyst
Sen or Planner
284.0 2277-2779 4933-6022
267,6 1933- 2359 4187- 5112
252.6 1664- 2031 3604- 4400
267.6 1933- 2359 4187- 5112
262.6 1838-2244 3983-4863
252.6 1664-2031 3604- 4400
272.6 2032-2480 4402- 5374
262.6 1838-2244 3983-4863
272.6 2032-2480 4402- 5374
282.6 2245- 2741 4864- 5939
2747-3354 5952-7268
3373-4115 7308-8916
3373-4115 ~ 7308-8916
3373-4115 7308-8916
i ....... 7308_8916
33~!~
3373-4115 7308-8916
3407-4157 i 7381 -9007
Effective July 2002 (Continued)
Resolution No. 00-069
Page 11
3roup 3
~,ccountant 252.6
qssistant Engineer I 259.0
qssistant Engineer II 269.0
a, ssistant Planner I 247.6
&ssistant Planner II 257.6
Benefit Assessment Dist Spec. 249.5
Code Compliance Officer 252.6
Construction Manager 279.2
Drainage Maintenance Supervisor 251.6
Engineering Serv. Inspec. Supv. 270.2
Fleet & Fac. Maint. Supervisor 257.7
Landscape Maintenance Supv. 249.5
Multimedia Specialist 252.6
Recreation Supervisor I 244.5
Recreation Supervisor II 255.5
Sr. Planner/Estimator Control Insp, 251.6
Street Maintenance Supervisor 251.6
Utilities Supervisor 251.6
Water Troatment Supervisor 272.1
Group 4
Administrative Secretary 228.1
Deputy City Clerk 238.1
Personnel Aide 238.1
Personnel Clerk 218.1
Secretary III 218.1
Executive Asst. to the City Manager 252.6
1664-2031 3604-4400
1773-2165 3842-4691
1960-2392 4246-5184
1582-1932 3428-4186
1749-2135 3789-4626
1613-1969 3494-4266
1664-2031 3604-4400
2192-2676 ! 4750-5798
1647-2010 3568-4356
~.~2.?~ .... 4298- 5246
1750-2137 3793-4630
161~69 ...................... 3494-4266
1664-2031 3604-4400
1~ ]' 1892 i 3358- 4099
1704-2080 3692-4507
1647-2010 ~ 3568-4356
1647-2010 ~ 3568-4356
1647-2010 3568-4356
2021 -2458 4380-5347
1302-1590 2821-3444
1439-1757 3118-3806
1439-1757 3118-3806
1178-1439 2553-3117
1178-1439 2553-3117
1664-2031 3604Z~4400
*Classifications determined to be exempt under the overtime provisions of the Fair Labor Standards Act.
Resolution NO.
Page 12
Effectivethe firstfullpay periodin July 2003, the sala~ schedule ~ralljob classifications within
the MOU willbeincreased by 3.5%.
Effective July 2003
00-069
Classification
*Group I
;)eputy City Manager 301.8
3irector of Administrative Services 323.3
~)irector of Community Services 323.3
Director of Development Services 323.3
Director of Public Services 323.3
Director of Redev. Services 323.3
Director of Safeb/Services 324.3
*Group 2A
Asst. Director of Public Svcs.
City Engineer
City Planner
Community Services Manager
Computer Services Manager
Customer Services Manager
Deputy Director of Admin. Services
Economic Development Manager
Finance Manager
Fire Division Chief
Housing Programs Manager
Vlaint Operations Div. Manager
=erforming Arts Manager
Personnel Manager
Principal Planner
Redevelopment Manager
2843-3472
3491-4259
3491-4259
3491-4259
3491-4259
3491-4259
3526-4302
6160-7522
7563-9228
7563-9228
7563-9228
7563-9228
7563-9228
7639-9322
Senior Civil Engineer
Traffic Engineer
Water Utilities Manager
*Group 2B
Associate Engineer
Associate Planner
304.3 2903-3544
309.0 3011- 3676
300.6 2810- 3430
296.9 2681- 3273
296.9 2681- 3273
286.9 2426-2961
299.8 2788- 3403
299.0 2738- 3342
296.9 2681- 3273
305.7 2928- 3574
299.0 2738- 3342
291.3 2535-3094
286.9 2426- 2961
297.9 2708-3304
295.6 2647- 3231
299.0 2738- 3342
299.0 2738- 3342
299.0 2738- 3342
291.3 2535-3094
6290-7679
6525-7965
6088-7433
5809-7092
5809-7092
5257-6415
6040-7374
5931 -7241
5809-7092
6343-7744
5931-7241
5493-6704
5257-6415
5868-7159
5734- 7000
5931-7241
5931-7241
5931 -7241
5493-6704
Computer Applications Coord.
Housing Program Coordinator
Management Analyst
Management Assistant
Redevelopment Project Admin.
Senior Accountant
Senior Management Analyst
Senior Planner
284.0 2356-2877 5106-6233
267.6 2000-2442 4334- 5291
252.6 1722-2102 3731-4554
267.6 2000-2442 4334- 5291
262.6 1903- 2323 4123- 5033
252.6 1722-2102 3731 -4554
272.6 2103- 2567 4556- 5562
262.6 1903-2323 4123- 5033
272.6 2103- 2567 4556- 5562
282.6 2324-2837 5035-6146
Effective July 2003 (Continued)
Resolution No. 00-069
Page 13
Group 3
Accountant 252.6
Assistant Engineer I 259.0
Assistant Eng~ neer I 269.0
Assistant Planner I 247.6
Assistant Planner II 257.6
Benefit Assessment Dist Spec, 249.5
;ode Compliance Officer 252.6
;onstruction Manager 279.2
)rainage Maintenance Supervisor 251.6
Engineering Sen/. Inspec, Supv, 270.2
Fleet & Fac. Maint. Supervisor 257.7
Landscape Maintenance Supv. 249.5
Multimedia Specialist 252.6
Recreation Supervisor I 244.5
Recreation Supen/~sor II 255.5
Sr. Planner/Estimator Control Insp. 251.6
Street Maintenance Supervisor 251.6
Utilities Supervisor 251.6
Water Treatment Supervisor 272.1
Group 4
Administrative Secretary 228.1
Deputy City Clerk 238,1
Personnel Aide 238.1
Personnel Clerk 218.1
Secretary III 218.1
Executive Asst. to the City Manager 252.6
1722-2102
1836-2241
2028-2476
1638-1999
1810-2210
1669-2038
1722-2102
2269-2770
1705-2081
2053-2506
3731-4554
3977-4855
4395-5365
3548-4332
3921-4788
3617-4415
3731-4554
4916-6001
3693-4508
4448-5430
1812-2212 3925-4792
1669-2038 3617-4415
1722-2102 3731-4554
1604-1958 3475-4243
1763-2153 3821-4665
1705-2081 3693-4508
1705-2081 3693-4508
1705-_2.08! 3693-4508
2092-2554 4533-5534
1348-1645 2920-3565
1489-1818 3227-3939
1489-1818 3227-3939
1220-1489 2642-3226
1220-1489 2642-3226
1722-2102 3731-4554
*Classifications determined to be exempt under the overtime provisions of the Fair Labor Standards Act.
Resolution No. 00-069
Page 14
Effectivethe firstfullpay periodin July 2004, the salaW schedule ~ralljob classifications within
the MOU will be increased by 3.5%.
Effective July 2004
;lassification
~Group 1
Deputy City Manager 301.8
Director of Administrative Services 323.3
Director of Community Services 323.3
Director of Development Services 323.3
Director of Public Services 323.3
Director of Redev. Services 323.3
Director of Safety Services 324.3
*Group 2A
Asst. Director of Public Svcs. 304.3
City Engineer 309.0
City Planner 300.6
Community Services Manager 296.9
Computer Services Manager 296.9
Customer Services Manager 286.9
Deputy Director of Admin. Services 299.8
Economic Development Manager 299.0
Finance Manager 296.9
Fire Division Chief 305.7
-lousing Programs Manager 299.0
Vlaint Operations Div. Manager 291.3
Performing Arts Manager 286.9
Personnel Manager 297.9
Principal Planner 295.6
Redevelop ment Manager 299.0
Senior Civil Engineer 299.0
Traffic Engineer 299.0
Water Utilities Manager 291.3
2943-3593 6376-7785
3613-4408
3613-4408
3613-4408 7828-9551
3613-4408 7828-9551
3613-4408 7828-9551
3649-4453 7907-9648
3005-3668 6510-7947
3117-3805 6753-8244
2908-3551 6301-7693
2775-3388 6013-7340
2775-3388 ~60!3-7340
2511-3064 5441-6639
2885-3522 6251 -7632
2833-3459 6139-7495
2775-3388 6013-7340
3030-3699 6565-8015
2833-3459 6139-7495
2624-3202 5685-6939
2511 -3064 5441 -6639
2803-3420 6073-7410
2739-3344 5935-7245
2833-3459 6139-7495
2833-3459 6139-7495
2833-3459 6139-7495
2624-3202 5685-6939
*Group 2B
5284-6451
Associate Engineer
Associate Planner
Computer Applications Coord.
Housing Program Coordinator
Management Analyst
Management Assistant
Redevelopment Project Admin.
Senior Accountant
Senior Management Analyst
Senior Planner
284.0
267.6
252.6
267.6
262.6
252.6
272.6
262.6
272.6
282.6
2439-2977
2070-2527 4485-5476
1782-2175 3861-4713
2070-2527 4485-5476
1969-2404 4267-5209
1782-2175 3861-4713
2176-2657 4715-5756
1969-2404 4267-5209
2176-2657 4715-5757
2405-2936 5211 -6361
Effective July 2004 (Continued)
Resolution No. 00-069
Page 15
Group 3
Accountant 252.6
Assistant Engineer I 259.0
Assistant Engineer II 269.0
Assistant Planner I 247.6
Assistant Planner II 257.6
Benefit Assessment Dist Spec. 249.5
Code Compliance Officer 252.6
Construction Manager 279.2
Drainage Maintenance Supervisor 251.6
Engineering Serv. lnspec. Supv, 270.2
'leet & Fac. Maint. Supervisor 257.7
_andscape Maintenance Supv. 249.5
Multimedia Specialist 252.6
Recreation Supervisor I ~44.5
Recreation Supervisor II 255.5
Sr. Planner/Estimator Control Insp. 251.6
Street Maintenance Supen/isor 251.6
Utilities Supervisor 251.6
Water Treatment Supervisor 272.1
1782-2175 3861-4713
1900-2319 4116-5025
2099-2563 4549-5553
1695-2069 3673-4484
1873-2287 4059-4955
1728-2109 3743-4570
1782-2175 3861-4713
2348-2867 5088-6211
1764-2154 3823-4666
2125-2594 4604-5620
1875-2289 4063-4960
1728-2109 3743-4570
1782-2175 3861-4713
1660-2027 3597-4391
1825-2228 3955-4828
1764-2154 3823-4666
1764-2154 3823-4666
1764-2154 3823-4666
2165-2644 4392-5728
Group 4
Administrative Secretary
Deputy City Clerk
Personnel Aide
Personnel Clerk
Secretary III
Executive Asst. to the City Manager
228.1 1395-1703 3022- 3690
238.1 1542- 1882 3340- 4077
238,1 1542-1882 3340-4077
218.1 1262 * 1541 2735- 3339
218.1 1262 -1541 2735- 3339
252.6 1782-2175 3861-4713
*Classifications determined to be exempt under the overtime provisions of the Fair Labor Standards Act.
The City will contract for and conduct a comprehensive classification and compensation study in FY 2000-2001.
Positions that are within the top one-third of the cities surveyed will have no salary adjustment. Positions outside
the top one-third will be considered for salary adjustments on a case-by-case basis. Any salary adjustments for
benchmark positions will consider the internal relationships of related positions within the City, the number of
comparable positions cited in the salary survey, etc.
10
Resolution No. 00-069
Page 16
Section 1. Vacation
A.
Article 2. Leaves
Groups 1-3 -- Management
1. Computing Vacation Leave
All employees in the management group, who have served for a minimum of six (6)
months of 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
1 thru 5
After 5
After 10
After 15
2. Vacation Leave Accrual
Vacation Leave Credits
120 hours per year or 4.615 hours per pay
period for 26 pay periods.
144 hours per year or 5.538 hours per pay
period for 26 pay periods.
180 hours per year or 6.923 hours per pay
period for 26 pay periods.
199.2 hours per year or 7.662 hours per pay
period for 26 pay periods.
Vacation time can be accumulated to a maximum of 200% 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 who have reached maximum accrual can request a review by their
Department Director in the event a vacation request is denied.
3. Use of Vacation Time
The times at which an employee may take 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.
11
Resolution No. 00-069
Page 17
In the event one or moro holidays fall within a vacation leave period, such holidays shall
not be charged as vacation leave, and the vacation leave shall be extended accordingly.
4. Conversion of Accrued Vacation Leave
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 throe years of service in the prior 12 months
before conversion.
b. Groups 1 and 2A -- A maximum of five days (40 hours) per year may be con-
verted on an hour-for-hour basis, at the curront rate of pay.
Grouos 2B and 3 -- 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.
5. Payout of Vacation Leave
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
1. Computing Vacation Leave
All employees in this group shall be entitled to vacation leave with pay except those
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.
Years of
Continuous Emoloyment
1 through 5 years
After 5 years
Vacation Leave Crodits
96 hours per year or 3.692 hours per pay
period for 26 pay periods
120 hours per year or 4.615 hours per pay
period for 26 pay periods.
12
Resolution No. 00-069
Page 18
Section 2.
After 10 years
144 hours per year or 5.538 hours per pay
period for 26 pay periods.
After 15 years
168 hours per year or 6.462 houm per pay
period for26 pay periods.
2. Vacation Leave Accrual
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 who have reached maximum accrual can request a review by their
Department Director in the event a vacation request is denied.
3. Use of Vacation Leave
The times at which an employee may take vacation shall be determined by the
Department Director 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.
4. Payout of Vacation Leave
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.
Executive Leave
Group 1
Employees designated in this group shall be entitled to eight (8) 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 in the last full pay period of the fiscal
year. 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 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 in the last full pay period of the fiscal
year. Executive leave may not be carried over into the next fiscal year.
13
Resolution NO. 00-069
Page 19
Section 3.
Group
1.
Sick Leave
1 -- Management
Sick Leave Accrual
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 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.
Notification
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.
3. Family Sick Leave
In the event of illness in the immediate family, an employee may use accrued sick leave
not to exceed four (4) days in each fiscal year. Immediate family shall be designated as
mother, father, spouse, brother, sister, and 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~
1. Sick Leave Accrual
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.
Sick leave with pay may be granted to all probationary and regular employees within
the unit who are regularly employed in regular, 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.
14
Resolution No. 00-069
Page 20
Notification
In order to receive compensation while absent on such leave, the employee shall notify
his immediate superior or the Department Director 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 Director.
3. Family Sick Leave
In the event of illness in the immediate family, an employee may use accrued sick leave
not to exceed four (4) days in each fiscal year effective July 1, 1996. Immediate family
shall be designated as mother, father, spouse, brother, sister, and children. Employee
must notify supervisor in advance when such leave is being taken and so note on time
card.
4. Annual Conversion of Sick Leave
In the last full pay period of the fiscal year, an employee who accrues sick leave may
convert sick leave to cash under the following conditions:
a. After conversion, employee must have a minimum balance of 168 hours of sick
leave.
b. Employee has used 32 hours or less of sick leave in the immediately preceding 12
months.
Employee can convert 50% of the annual sick leave accrual, less sick leave used
in the immediately preceding 12 months, up to a maximum of 40 hours. Sick leave
use includes use of family sick leave.
Example: employee used 16 hours in preceding 12 months
96 hours of annual accrual x 50% = 48 hours
48 hours - 16 used = 32 hours converted to cash
5. Payout of Sick Leave
After five (5) years of continuous employment with the City, and upon termination or
retirement, an employee will receive compensation for unused sick leave.
Upon normal retirement, employee will receive 50% of all sick leave hours accrued.
Calculations will be at the employee's rate of pay at the time of retirement and will
not exceed $5,000.
Upon leaving the employ of the City for other than retirement, employee will
receive 50% of all sick leave hours accrued. Calculations will be at the employee's
rate of pay at the time of termination and will not exceed $2,000.
15
Resolution No. 00-069
Page 21
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.
Section 4. Holidays
. A. Designated Holidays
The holidays for employees in the management/confidential group are as follows:
New Year's Day
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
January 1
3rd Monday-February
Last Monday-May
July 4
1st Monday-September
November 11
4th Thursday-November
Fourth Friday-November
December 25
The City will grant December 24, 2001, as a one-time holiday.
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.
To be eligible for holiday pay, an employee must be in a paid status on the day before and
the day after a holiday.
B. Holiday Pay
For the purpose of computing holiday pay, a working day shall be considered as 1/5 of the
number of working or 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.
Section 5. Bereavement Leave
In the event of a death in the family, regular and probationary employees 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.
B. To be eligible for bereavement leave, the employee must attend or make bona fide effort to
attend the funeral.
16
Resolution No. 00-069
Page 22
C. Pay for compensable bereavement leave shall be in the same amount as pay for sick leave
for the same period.
D. Bereavement leave is not compensable when the employee is on leave of absence, vacation,
bona fide layoff, or for days falling outside the employee's regular work period.
E. It is not chargeable against sick leave.
F. All requests for paid bereavement leave shall be subject to approval of the Personnel Officer.
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 Director with due regard for the wishes of the employee and particular regard
for the needs of the City. Benefit days shall be taken in 8 hour increments. Remuneration for a
benefit day shall be in accordance with the schedule of pay for one working day of vacation. If not
taken by the end of the last full pay period of the fiscal year, the benefit day(s) shall be forfeited.
Article 3. Payroll and Work Week
Regular pay days are designated as every other Friday for the two-week pedod 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
1. Work Week
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.
2. Overtime
For full-time employees, unscheduled hours worked on Sundays and holidays shall be
paid for at double the employee's rate of pay.
17
Resolution No. 00-069
Pa§e 23
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.
3. Compensatory Time Off (CTO)
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.
4. CTO Carryover
Employees may request in writing to carry over compensatory time not to exceed 40
hours for a period of 90 days to be used for summer vacation purposes. Such requests
shall state the amount of compensatory time to be used in conjunction with vacation
time which is planned and approved for use within the 90-day period. The request must
be approved in writing by the Department Director. If the compensatory time is not
used within the 90-day period, it will automatically be paid out in cash at the employee's
rate of pay in effect the last full pay period of the immediately preceding fiscal year.
C. Deductions
Employees may elect to make credit union contributions through payroll deduction.
D. Flexible Work Hours
The City agrees to make available on a trial basis a flexible work schedule. Work schedule
and operating conditions will be determined by the City to insure all necessary service can
be maintained without adverse impacts. Continuation of the program will be at the discretion
of the City Manager. it is understood that it may not be possible to extend the trial to all
operations of the City due to service needs.
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.
18
Resolution No. 00-069
Page 24
Section 2. Eye Care
The City will provide an eye care plan. The City shall pay 100% of the premium for the employee
and his/her dependent coverage.
Section 3. Life Insurance
Groups 1-4 -- Management/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 ($15,000 minimum).
The City pays 100% of the premium.
Section 4. Deferred Compensation - All Groups
Employees designated in Groups 1 through 4 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, seYenty-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.
In addition to the City's existing 457 deferred compensation plans, the City will make available, as
soon as practical, a 401(a) or (k) Deferred Compensation Plan. As of the Plan's effective date, the
City contributions to the supplemental insurance and 457 deferred compensation plans will cease,
and the City shall contribute to the 401 (a) or (k) Deferred Compensation Plan on behalf of the
employees as follows: $92.31 per Group 1 employee per biweekly pay period, $69.23 per Group
2A employee per biweekly pay period, $50.77 per Group 2B employee per biweekly pay period,
and $32.21 per Group 3 and Group 4 employees per biweekly pay period. Effective the first full
pay period in July 2002, the amount will be increased to $99.31 per Group 1 employee per
biweekly pay period, $76.23 per Group 2A employee per biweekly pay period, $57.77 per Group
2B employee per pay period, and $39.21 per Group 3 and Group 4 employees per biweekly pay
period. The City will form an ad hoc committee, including a representative from this unit, to review
the options and prepare a recommendation to the City Manager. Employees shall be entitled to
receive credits for their accounts only after the completion of each full pay period. In the event the
401(a) or (k) plan cannot be adopted within 60 days of the approval of the MOU, the City will set
aside the amount per employee per pay period for deposit in the Plan once it is approved, provided
such payment is allowable under IRS regulations. Only full-time employees and those hired on or
after July 1, 1999 shall be eligible for this benefit after the completion of one year of service.
19
Resolution No. 00-069
Page 25
Section 5. 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.
As soon as practical, the monthly benefit provided under this coverage will be 66-2/3% of the
employee's monthly earnings to a maximum of $8,000 per month. The insurance carrier is
responsible for calculating the exact benefit amount, based on each individual's income
status.
The insurance carder 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 e×ceptions, 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. Group 4 - Confidential
This benefit shall also apply to all employees in Groups 2 and 3 hired after July 1, 1990,
except as stated under Part A of this section.
As soon as practical, 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 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 6. Workers' Compensation Insurance
All employees in the group (regular, temporary and part-time) are covered by Workers'
Compensation Insurance from the date of employment. Premiums will be paid by the City.
20
Resolution No. 00-069
Page 26
Any employee shall, upon receiving a work sustained injury, report the incident immediately to his
Department Director.
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 accumulated sick leave or accumulated vacation, the
employee shall notify the City within five (5) days after the injury is reported to the City. After the
five (5) days, the employee's accumulation shall be used until the date the employee notifies the
City in writing that he/she 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.
The employee is, nevertheless, entitled to medical, surgical, and hospital treatment as provided in
the Labor Code. When the employee's accumulated sick leave or vacation, or both, are exhausted,
the employee will still receive disability indemnity for which he/she 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 contributions shall be made to the retirement plan.
Section 7. Unemployment Insurance/State Disability Insurance
The City shall not participate in the State Disability Insurance program.
Section 8. Flexible Benefits Program
The City will maintain a Flexible Benefits Program in accordance with applicable IRS statues in
order to provide employees the greatest possible tax benefit.
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.
Section 9. Part-Time Employee Benefits
Employees working less than full time will have their benefits pro rated to the ratio of the hours they
work to 2,080 hours.
21
Resolution No. 00-069
Page 27
Article 5. Soecial Pay
Section 1. Tuition Reimbursement
The actual cost paid for tuition, books and required technical supplies and equipment, to a
maximum of $450 per fiscal year per employee, will be refunded to all regular 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.
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 Director 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.
Section 2. Uniforms and EauiDment
The City will provide and maintain all uniforms that are required by the City for management
employees in Public Services, Safety Services, and Community Services. Effective July 1, 2000,
employees of Public Services, Engineering Services, and Community Services, who are required
to wear safety shoes, will be reimbursed a maximum of $155 per fiscal year. Effective July 1, 2002,
the maximum amount reimbursed for safety shoes will be $170.
Section 3. Acting Pay
A. Groups 1-3 -- Management
An employee acting for an uninterrupted period of thirty (30) or more calendar days in a
higher classification or rank, will be compensated at the rate of pay for that higher
classification or rank after the expiration of thirty (30) calendar days. This provision is not
applicable to bona fide education, training and development, job enlargement, or job
enrichment.
22
Resolution No. 00-069
Page 28
B. Group 4 - Confidential
1. 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 fifteen (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 Director 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.
2. 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.
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 regular 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 1-2A-- 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. 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. The City Manager may at his discretion increase the $150
per month auto allowance by a maximum of $100 based upon excessive driving requirements
for an individual position.
Groups 2B, 3 and 4 - Management/Confidential
1. Prior approval of the Department Director and final approval of the City Manager shall
be required prior to reimbursement for travel expenses.
23
Resolution No. 00-069
Page 29
Employees using their own vehicle on approved City business travel will be reimbursed
at the approved IRS reimbursement rate.
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.
5. Advances of travel expenses may be allowed at the sole discretion of the City Manager.
Article 6. Service
Section 1. Transfers
An employee transferring from this group to a 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 2. Layoff and Reemployment
Groups 1-3 -- Management 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.
Whenever it becomes necessary to reduce the number of employees in any classification, the order
of the 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.
In the event of two (2) or more employees having identical total City service seniority, the
order of the layoff will be determined by length of continuous service in the affected
classification.
Whenever two (2) or more employees have identical service in the affected classification, the
order of the layoff shall be determined by the City Manager on the basis of performance.
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. This will also apply to
employees to be laid off in a particular classification who have demoted from a higher
classification due to nondisciplinary raasons. Such employees shall be placed on the
seniority list for the higher classification provided they still meet the minimum qualifications,
are capable of performing the essential functions of the position, and have City seniority over
other employees in the higher classification.
24
Resolution No. 00-069
Page 30
The name of each laid-off employee shall be placed on a reemployment list for a period of
12 months in reverse order of the 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 the layoff.
Section 3. Resionations
Groups 1-4 -- 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 consideration 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.
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.
Article 7. 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.
The City will pay seven percent (7%) 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 make available under its contract with PERS the following provisions:
1. the Third Level 1959 Survivors Benefits;
2. the retirement option known as 2%-at-55 formula;
3. the City will contract with PERS to provide the One Year Final Compensation option as
soon as legally possible in accordance with PERS law during FY 2000/2001; and
4. effective as soon as practical, the City will pay and report 100% of the value of the
Employer Paid Member Contribution (EPMC) option for employees in Group 1 and
Group 2A. This option will be adopted by resolution.
25
Resolution No. 00-069
Page 31
Article 8. Personnel Rules
All other employee rights, privileges, and benefits are included in the Personnel Rules of the City
of Poway.
26