HomeMy WebLinkAbout4.05 PersonnelSystemRev
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CITY OF DUBLIN
AGENDA STATEMENT
CITY COUNCIL MEETING DATE: January 11, 1993
SUBJECT:
Revisions to Personnel System
A. ~esolution Establishing a Salary Plan for Full
Time Personnel
B.~Resolution Amending the Benefit Plan
C.~Resolution Fixing Employer's contribution Rate
Under the Public Employees' Medical and Hospital
Care Act and Rescinding Resolution No. 110-91
D.~Resolution Amending Personnel Rules to Include
Family Care Leave and Maternity Leave provisions
E.~Amendment to Resolution Establishing Management
positions Exempt From Competitive Service and
prescribing Leave Benefits for the positions
EXHIBITS:
RECOMMENDATION: 1. Adopt Resolutions
1JY 2.
Authorize City Manager to take all steps
necessary to amend agreement with Delta Dental to
increase annual cap
3.
Authorize city Manager to transfer funds (not to
exceed $3,500) from the contingent Reserve into the
appropriate accounts
FINANCIAL
STATEMENT:
Sufficient funds have been included in the city's
Contingent Reserve
DESCRIPTION: The city's personnel system is governed by several
documents. Each document addresses a specific topic. The staff report
identifies changes to the personnel system. As presented below,
proposed adjustments to the City'S Personnel system are based on a
comprehensive survey of other agencies and on discussions with city
employees.
THE SALARY PLAN
Included in the city's Personnel System are resolutions which address
salary ranges for both part-time and full time personnel. The attached
salary plan contains proposed salary ranges for full time personnel.
The proposed salary ranges are based on market conditions determined by
a comprehensive survey of comparable positions in similar agencies. The
recommended salary ranges are based on the average of the agencies
surveyed. The salary ranges also take into account the relationShip of
each position to others in the organization (e.g., the relationship
between Assistant, Associate and Senior planner). The salary ranges
provide a minimum and maximum salary to be paid for each position. All
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/1 COPIES TO:
ITEM NO. -.!:i'. 'j C I T Y C L E R K
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movement within the range is based on performance. The proposed
modifications to the Salary Plan do not automatically increase actual
salaries. Employees' salaries can only be modified upon completion of a
satisfactory performance review. Thus, modifications to the salary Plan
will only impact current salaries at the time of a performance review.
The city Manager and his staff have met with all regular employees to
discuss the proposed salary ranges. Based on these discussions and on
the market survey, staff recommends that the city council adopt the
attached resolution (Exhibit A) establishing a Salary Plan for full time
employees.
THE BENEFtT PLAN
Background - The city's Personnel system Rules require the city council
to adopt a Benefit Plan. The Plan provides a summary of the city's
benefit program including medical, dental, life and disability
insurance, retirement, holidays, car allowance and travel expenses, and
participation in deferred compensation and credit union programs. Once
again, the city Manager's staff has conducted a.market survey comparing
the city's Benefit Plan to the market average. In addition, the City
Manager has discussed the benefits with city employees. The following
outlines sections of the Benefit Plan where changes are proposed. All
remaining sections would remain in tact.
Section 2 Medical Insurance - The City currently contracts with the
Public Employees' Retirement system for the provision of health
insurance benefits. This provides the city a wide variety of insurance
plans due to the number of participating agencies. PERS allows each
participating agency to designate the amount to be contributed by the
employer. Presently, the city contributes up to $422 per month per
employee/retiree for medical insurance. As of August 1, 1992, the city
experienced an increase in health plan premiums. consequently, a number
of health plans in which city employees are presently enrolled now
exceed the city's maximum contribution. A resolution increasing the
City'S contribution to a maximum of $443 per month to address the
increase in medical insurance premiums is attached (EXhibit B). There
would continue to be health plans which exceed the City'S maximum
contribution and this amount would be paid for through payroll
deductions.
In addition to amending the City's Benefit Plan to increase the city's
contribution, it is also necessary to adopt a separate resolution
increasing the employer's contribution under the Public Employees'
Medical and Hospital Care Act. The attached resolution (EXhibit C)
increases the City'S contribution from $422 to $443 per month and
rescinds Resolution No. 110-91. The proposed increase represents a 5%
increase in the city's maximum contribution. Based on current
enrollment, the estimated cost to the City to increase the health
contribution would be approximately $2,270 per year. The proposed
increase would be effective with the March 1993 premiums.
Section 3 Dental Insurance - The City currently contracts with Delta
Dental for dental insurance benefits. The contract requires the City to
pay the full family premium rate for eligible employees (and eligible
dependents) i~cluding regular employees (who work 30+ hours per week).
In addition, the City pays the premium for the employee only for those
regular employees who work between 20 and 29 hours per week. The current
family premium under the Delta Dental plan is $95.86 per month.
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Presently, the contract between the city and Delta Dental provides for
payment of eligible fees up to a maximum of $1,000 for each eligible
participant per calendar year. staff recommends that the city council
amend the current agreement with Delta Dental to increase the annual cap
from $1,000 to $1,500 per year. Based on current enrollment, the
estimated cost to the City to increase the annual cap would be
approximately $900 per year. The proposed change would be effective
beginning with the February 1993 premium payments through the end of the
contract term (september 30, 1993).
A resolution amending the benefit Plan to increase the city's
contribution to a maximum of $98.37 per month to cover the increase in
the annual dental cap is attached (Exhibit B).
FAMILY CARE LEAVE AND MATERNITY LEAVE
Presently, the City's Personnel System provides for leave of absence
without pay including leave on account of the birth or adoption of a
child for up to four months, in accordance with applicable laws.
Effective January 1, 1992, a new state law was implemented requiring
employers with 50 or more employees to grant Family Care Leave. The law
makes it an unlawful employment practice for employers to refuse to
grant a reasonable request by an employee with more than one year of
continuous service and who is eligible for other benefits to take up to
four months family care leave in a 24 months period. In summary, "family
care leave" would include leave by a male or female employee for the
birth or adoption of a child; or for a serious illness of a child,
parent or spouse.
Family care leave does not replace a female employee's right to take a
leave of absence of up to four months on account of pregnancy
[Government Code Section 12945(b)(2)]. This statute, however, limits
the female employee's right to take a leave only if she is "disabled on
account of pregnancy, childbirth, or related medical conditions."
In accordance with the state law, staff recommends amending the
Personnel System Rules to include Family Care Leave and Maternity Leave
provisions. The proposed language outlining family care and maternity
leave is consistent with the city's policy regarding "leave without
pay", including the following provisions:
1. Employee must provide reasonable notice to the City Manager if the
leave is foreseeable.
2. A leave of absence requires a written request setting forth the
reason for the request, the anticipated date of the leave and the
anticipated date of return to work.
3. Employee is required to utilize any accrued general leave prior to
going on leave without pay.
4. Employee shall reimburse the city for the cost of any city-provided
insurance policies which cover the employee and/or dependents during
the course of the leave without pay.
5. The maximum of four months of leave shall include both paid and
unpaid leave.
staff recommends that the City council adopt the attached resolutions
(Exhibits D and E) amending both the Personnel system Rules and the
Resolution Establishing Management positions Exempt From Competitive
service and prescribing Leave Benefits for the positions to include
Family Care Leave and Maternity Leave provisions.
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CLEAN-UP PROVISIONS
In addition to the above changes to the City's Personnel System, staff
recommends the following clean-up provisions:
BENEFIT PLAN
Section 10. Holidays amend to include reference to
prescribing leave benefits for management positions
competitive service (see Exhibit B).
the resolution
exempt from
RESOLUTION PRESCRIBING LEAVE BENEFITS FOR MANAGEMENT POSITIONS
EXEMPT FROM COMPETITIVE SERVICE
section 15. Leave of Absence Without Pay - Delete reference to "regular"
and "probationary" employee. These terms are not applicable to "at
will" employees. Also, add language regarding when reimbursement for
benefits shall be made (i.e., no later than the first of the month for
month of coverage).
section 17. "Holidays" - Add language to address holiday compensation
for designated holidays.
Section 18. "Employees Regularly Scheduled to Work 20 to 40 Hours Per
Week" - Add language to provide pro-rated holidays for employees who
regularly work 20 to 40 per week.
PERSONNEL RULES
section 15. "Leave of Absence without Pav": Add language regarding when
reimbursement for benefits shall be made (i.e., no later than the first
of the month for month of coverage).
CONCLUSION
staff recommends that the city council review the proposed modifications
to the City's Personnel system and adopt the necessary resolutions.
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RESOLUTION NO. - 93
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
****************
ESTABLISHING A SALARY PLAN FOR FULL-TIME PERSONNEL
IN ACCORDANCE WITH THE PERSONNEL RULES
WHEREAS, the city council has adopted a salary & Benefit Plan pursuant
to the Personnel system Rules; and
WHEREAS, the City council adopted Resolution No. 1-92 and subsequent
amendments which establish a salary Plan for full-time personnel in
accordance with the Personnel Rules; and
NOW, THEREFORE, BE IT RESOLVED that the following salary provisions
shall be established in accordance with the City of Dublin Personnel System
Rules.
BE IT FURTHER RESOLVED that any previous enacted salary provisions
contained in Resolution No. 1-92 and subsequent amendments shall be
superseded by this Resolution.
ARTICLE I: SALARY PROVISIONS
SECTION A: REGULAR EMPLOYEES EXEMPT FROM FAIR LABOR STANDARDS ACT
(FLSA) OVERTIME PROVISIONS
Employees covered under this Section shall be paid a monthly salary within
the following ranges with the exclusion of any Performance pay Adjustment
granted in accordance with the Personnel Rules. IN THE EVENT THAT IT IS DEEMED BY THE CITY
MANAGER TO BE IN THE BEST INTEREST OF THE CITY, TEMPORARY APPOINTMENTS OF NO MORE THAN 6 MONTHS, WHERE THE WORK ASSIGNMENTS
ARE SUCH THAT THEY CAN BE COMPLETED WITH LESS THAN A 40 HOUR WORK WEEK, MAY BE APPROVED BASED UPON THE HOURLY RATES. THE
TOTAL SALARY PAID FOR SUCH WORK SHALL NOT BE LESS THAN THE "SALARY TEST" REQUIRED FOR AN EXEMPTION UNDER FLSA.
*
**
**
***
*
Monthly
Minimum
Administrative Assistant
Administrative Services/
Finance Director
Assistant City Manager
Assistant city Manager/Admin-
istrative Services Director
Assistant to the city Manager
Associate Planner
City Clerk
Finance Manager
Planning Director
Public Works Director/City
Engineer
Recreation Director
Recreation Supervisor
secretary to the City
Deputy City Clerk
senior Civil Engineer
Senior Planner
$3,234
$5,114
$5,148
$5,476
$4,174
$3,373
$3,664
$4,189
$4,852
$5,658
$5,014
$3,053
Manager/$2,821
$4,681
$3,919
Monthly
Maximum
$4,043
$6,393
$6,436
$6,845
$5,218
$4,216
$4,579
$5,236
$6,065
$7,073
$6,267
$3,816
$3,526
$5,851
$4,899
Hourly
Minimum
$18.66
$29.50
$29.70
$31. 59
$24.08
$19.46
$21. 14
$24.17
$27.99
$32.64
$28.93
$17.61
$16.28
Hourly
Maximum
$23.33
$36.88
$37.13
$39.49
$30.10
$24.32
$26.42
$30.21
$34.99
$40.81
$36.16
$22.02
$20.34
$27.01 $33.76
$22.61 $28.26
~1'X- '~":1,,",,.l~T
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SECTION B: REGULAR EMPLOYEES COVERED BY OVERTIME PROVISIONS OF FLSA.
Employees covered under this Section shall be paid hourly wages within the
following ranges with the exclusion of any Performance Pay Adjustment
granted in accordance with the Personnel Rules. The monthly salaries are
shown for informational purposes only.
*
Monthly Monthly Hourly Hourly
Minimum Maximum Minimum Maximum
Administrative Secretary $2,526 $3,158 $14.57 $18.22
Administrative Aide $2,779 $3,474 $16.03 $20.04
Assistant Planner $2,916 $3,645 $16.82 $21. 03
Community Safety Assistant $2,916 $3,645 $16.82 $21. 03
Engineering Technician $2,873 $3,591 $16.58 $20.72
Finance Technician I $2,297 $2,871 $13.25 $16.56
Finance Technician II $2,526 $3,158 $14.57 $18.22
Management Assistant $2,940 $3,675 $16.96 $21. 20
Office Assistant I $1,833 $2,291 $10.58 $13.22
Office Assistant II $2,016 $2,520 $11.63 $14.54
Public Works Inspector $3,238 $4,048 $18.68 $23.35
Recreation Coordinator $2,583 $3,229 $14.90 $18.63
Secretary $2,297 $2,871 $13.25 $16.56
*
PASSED, APPROVED AND ADOPTED this 11th day of January, 1993.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
city Clerk
NOTES:
* Classifications are vacant.
** Classifications will be vacated upon filling the Finance Manager
position.
*** Classification will be filled upon hiring the Finance Manager.
K2/AForms&Keepers/$RESO
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RESOLUTION NO. - 93
A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF DUBLIN
********************
AMENDING THE BENEFIT PLAN
WHEREAS, the Personnel System Rules require the City Council to
adopt a Benefit Plan; and
WHEREAS, the Benefit Plan prescribes the current benefits provided
to employees by the city.
NOW, THEREFORE, BE IT RESOLVED that the city council of the city
of Dublin hereby amend Resolution No. 109-91 to include the following:
section 2. Medical Insurance: All city employees who are members of the
Public Employees retirement System (PERS) shall be eligible to select
from plans administered by the Public Employees Medical and Hospital
Care Act.
Beginning with the March 1993 premium, the city of Dublin will con-
tribute a maximum of $443 per month, exclusive of administrative
charges, towards medical insurance. If the cost of coverage exceeds
the amount of the City contribution, the additional cost will be
paid by the employee through payroll deductions or at the employee'S
option to the extent allowed by Section 4 of the Benefit Plan.
Section 3. Dental Insurance: Beginning with the February 1993 premium,
the city will contribute on behalf of each employee regularly scheduled
to work at least 30 hours per week, a maximum of $98.37 per month to a
dental insurance plan selected by the city. Beginning with the February
1993 premium, the city will contribute on behalf of each employee
regularly scheduled to work between 20 and 29 hours per week, a maximum
of ~30.80 per month to a dental insurance plan selected by the city.
section 10. Holidavs: The following days shall be deemed holidays in
accordance with the personnel System Rules and the Resolution
EstabliShing Management positions Exempt From competitive service and
Prescribing Leave Benefits for the positions:
a) New Year's Day
b) Martin Luther King Jr. Day
c) Washington's Birthday
d) Memorial Day
e) Independence Day
f) Labor Day
g) Veteran's Day
h) Thanksgiving Day
i) Day Following Thanksgiving
j) Day Preceding Christmas
k) Christmas Day
1) Day preceding New Year's Day
January 1
Third Monday in January
Third Monday in February
Last Monday in May
July 4
First Monday in September
November 11
Fourth Thursday in November
Day Following the Above
December 24
December 25
December 31
EXHIBIT B
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PASSED, APPROVED and ADOPTED this 11th day of January, 1993.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
city Clerk
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RESOLUTION NO. - 93
A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF DUBLIN
********************
FIXING THE EMPLOYER'S CONTRIBUTION UNDER THE PUBLIC EMPLOYEES'
MEDICAL AND HOSPITAL CARE ACT AND RESCINDING RESOLUTION NO. 110-91
WHEREAS, Government Code section 228825.6 provides that a local
agency contracting under the Public Employees' Medical and Hospital and
Care Act shall fix the amount of the employer's contribution at an
amount not less than the amount required under Section 22825 of the Act;
and
WHEREAS, the city of Dublin is a local agency contracting under the
Act; and
WHEREAS, on october 28, 1991, the city council adopted Resolution
No. 110-91 fixing the employer's contribution at $422 per month; and
WHEREAS, various health plans offered by the Act have increased
premiums due to cost increases within the health care industry.
NOW, THEREFORE, BE IT RESOLVED that the employer's contribution for
each employee or annuitant shall be the amount necessary to the cost of
his/her enrollment, including the enrollment of his/her family members
in a health benefit plan or plans up to a maximum of $443 per month,
plus administrative fees and Contingent Reserve Fund assessments.
BE IT FURTHER RESOLVED that the contribution shall begin with the
March 1, 1993, premium and that Resolution No. 110-91 shall be
rescinded.
PASSED, APPROVED and ADOPTED this 11th day of January, 1993.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
City Clerk
EXHIBIT e
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RESOLUTION NO. - 93
A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF DUBLIN
********************
AMENDING THE PERSONNEL SYSTEM RULES
WHEREAS, the city council is authorized to adopt rules for the
administration of the personnel system; and
WHEREAS, the City council has adopted Resolution 141-90 and
subsequent amendments establishing Personnel system Rules; and
WHEREAS, the objectives of these rules are to facilitate efficient
and economical services to the public and to provide for an equitable
system of personnel management in municipal government; and
WHEREAS, the state of California enacted the Family Rights Act of
1991 to prevent discrimination in employment on the basis of family
leave care; and
WHEREAS, the proposed amendment to the Personnel System Rules is
intended to comply with the Family Rights Act of 1991 (California
Government Code, section 12945.2).
NOW, THEREFORE BE IT RESOLVED that the city Council of the city of
Dublin hereby approves the Family Care Leave policy set forth in
Attachment A.
BE IT FURTHER RESOLVED that the City council of the City of Dublin
hereby approves the Maternity Leave policy set forth in Attachment B.
BE IT FURTHER RESOLVED that the City council of the City of Dublin
hereby approves an amendment to Section 15. "Leave of Absence without
Pav" as set forth in Attachment C.
PASSED, APPROVED and ADOPTED this 11th day of January, 1993.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
city Clerk
EXHIBIT D
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ATTACHMENT A
RULE XVII. LEAVE
Section 17. "Family Care Leave": In accordance with Government Code
section 12945.2, the city Manager may, in his/her discretion, grant up
to four months (including both paid and unpaid leave) family care leave
in a 24-month period. Family care leave would include leave by a male
or female employee for the birth or adoption of a child; or for a
serious illness of a child, parent or spouse.
Employees eligible for Family Care Leave shall have more than one year
of continuous service with the City and be eligible for such leave
pursuant to Government Code Section 12945.2. Employees shall provide
reasonable notice to the city Manager if the leave is foreseeable,
indicating the date the leave shall commence and the estimated duration.
During a family care leave period, the employee will retain employee
status with the City; the leave shall not constitute a break in service;
and the employee shall be eligible to receive all other employment
benefits to the same extent and under the same conditions as apply to
leave without pay in general. The employee shall reimburse the city for
the cost of any city-provided insurance policies which cover the
employee and/or dependents during the course of the leave.
Reimbursement shall be made no later that the first of the month for
month of coverage.
Employees are required to utilize any accrued General Leave prior to
going on leave without pay. If mutually agreed to by the city and the
employee, sick leave may also be used for Family Care Leave purposes.
Total leave shall not exceed four months in a 24-month period.
The city Manager may refuse to grant Family Care Leave if said leave
causes an undue hardship on the city's operations. Family care Leave
may also be denied if the affected employee is either one of the five
highest paid employees, or among the top ten percent of all employees in
terms of gross salary, or whichever group is larger. The city may also
refuse a Family Care Leave request if the employee's spouse is
unemployed or is employed but also taking Family Care Leave during the
same periOd.
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ATTACHMENT B
RULE XVII. LEAVE
Section 17. "Maternity Leave": In accordance with Government Code
section 12945(b)(2), the city Manager may grant up to four months
(including both paid and unpaid leave) maternity leave. Maternity leave
would include leave by a female employee who is disabled on account of
pregnancy, childbirth, or related medical conditions.
As with Family Care Leave and Leave without Pay, the employee shall
provide reasonable notice to the City Manager if the leave is
foreseeable, indicating the date the leave shall commence and the
estimated duration. Employees on maternity leave retain employee status
with the City; the leave shall not constitute a break in service; and
the employee shall be eligible to receive all other employment benefits
to the same extent and under the same conditions as apply to leave
without pay in general. The employee shall reimburse the city for the
cost of any City-provided insurance policies which cover the employee
and/or dependents during the course of the leave. Reimbursement shall be
made no later that the first of the month for the month of coverage.
Employees are required to utilize any accrued General Leave prior to
going on leave without pay. If mutually agreed to by the City and the
employee, sick leave may also be used for Maternity Leave purposes.
ATTACHMENT C
Section 15. "Leave of Absence without Pav": The city Manager in
his/her unrestricted discretion, may grant a regular or probationary
employee a leave of absence without pay, benefits or seniority. Any
leave of absence which is approved shall not exceed 90 days. An
extension of any leave of absence beyond 90 days may be granted upon
approval of the city council when it is in the best interest of the
city. In cases where a leave of absence without pay is requested by a
regular employee on account of the birth or adoption of his/her child,
up to four months leave may be granted, in accordance with applicable
laws.
A leave of absence requires that the employee make a written request
setting forth the reason for the request, the date the employee expects
the leave to commence and the date the employee expects to return to
work. the approval of any leave of absence shall also be in writing.
Upon the expiration of an approved leave, or within a reasonable period
of time after notice to return to duty, the employee shall be reinstated
in the position held at the time the leave was granted. The employee
shall reimburse the City for the cost of any City-provided insurance
policies which cover the employee and/or dependents during the course of
the leave without pay. Reimbursement shall be made no later that the
first of the month for the month of coverage.
Failure on the part of an employee on leave to return to duty promptly
at its expiration, or within a reasonable time after notice, shall be
deemed to be discharged. The depositing in the united states mail of a
first class letter, postage paid, addressed to the employee'S last known
place of address, shall be deemed reasonable notice.
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RESOLUTION NO. - 93
A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF DUBLIN
********************
AMENDING RESOLUTION NO. 142-90 ESTABLISHING MANAGEMENT POSITIONS
EXEMPT FROM COMPETITIVE SERVICE AND PRESCRIBING
LEAVE BENEFITS FOR THE POSITIONS
WHEREAS, The City council has adopted a Personnel Ordinance; and
WHEREAS, section 4(e) of the Ordinance exempts Department Heads
and other Management positions from the competitive Service; and
WHEREAS, the exemption from competitive service also exempts these
employees from the Personnel Rules, including the description of leave
benefits; and
WHEREAS, the city council adopted resolution No. 142-90 and
subsequent resolutions which establish management positions and
prescribe leave benefits for those positions; and
WHEREAS, due to changes in the leave policy it is appropriate to
amend Resolution No. 142-90.
NOW, THEREFORE, BE IT RESOLVED that the city Council of the City
of Dublin hereby amend Resolution No. 142-90 as follows:
Section 15. "Leave of Absence without Pay": The City Manager in his/her
unrestricted discretion, may grant an employee a leave of absence
without pay, benefits or seniority. Any leave of absence which is
approved shall not exceed 90 days. An extension of any leave of absence
beyond 90 days may be granted upon approval of the city Council when it
is in the best interest of the city. In cases where a leave of absence
without pay is requested by an employee on account of the birth or
adoption of his/her child, up to four months leave may be granted, in
accordance with applicable laws.
A leave of absence requires that the employee make a written request
setting forth the reason for the request, the date the employee expects
the leave to commence and the date the employee expects to return to
work. the approval of any leave of absence shall.also be in writing.
Upon the expiration of an approved leave, or within a reasonable period
of time after notice to return to duty, the employee shall be reinstated
in the position held at the time the leave was granted. The employee
shall reimburse the City for the cost of any City-provided insurance
policies which cover the employee and/or dependents during the course of
the leave without pay. Reimbursement shall be made no later that the
first of the month for the month of coverage.
Failure on the part of an employee on leave to return to duty promptly
at its expiration, or within a reasonable time after notice, shall be
deemed to be discharged. The depositing in the United states mail of a
first class letter, postage paid, addressed to the employee's last known
place of address, shall be deemed reasonable notice.
tXHIBIT E
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section 17. "HOlidays": The city council shall designate official city
holidays in the Benefit Plan. All full time employees shall be entitled
to eight (8) hours of compensation for each designated holiday.
section 18. "Employees Regularly Scheduled to Work 20 to 40 Hours Per
Week": Employees scheduled to regularly work between 20 and 40 hours
per week shall receive a pro-rata share of holiday compensation. The
pro-rate share shall be determined by the percentage of a regular 40
hour week which they are scheduled to work. The regularly scheduled
number of work hours shall be designated on the Personnel Action Form.
section 19. "Family Care Leave": In accordance with Government Code
section 12945.2, the city Manager may, in his/her discretion, grant up
to four months (including both paid and unpaid leave) family care leave
in a 24-month period. Family care leave would include leave by a male or
female employee for the birth or adoption of a child; or for a serious
illness of a child, parent or spouse.
Employees eligible for Family Care Leave shall have more than one year
of continuous service with the city and be eligible for such leave
pursuant to Government Code Section 12945.2. Employees shall provide
reasonable notice to the City Manager if the leave is foreseeable,
indicating the date the leave shall commence and the estimated duration.
During a family care leave period, the employee will retain employee
status with the city; the leave shall not constitute a break in service;
and the employee shall be eligible to receive all other employment
benefits to the same extent and under the same conditions as apply to
leave without pay in general. The employee shall reimburse the city for
the cost of any City-provided insurance policies which cover the
employee and/or dependents during the course of the leave.
Reimbursement shall be made no later that the first of the month for
month of coverage.
Employees are required to utilize any accrued General Leave prior to
going on leave without pay. If mutually agreed to by the city and the
employee, sick leave may also be used for Family Care Leave purposes.
Total leave shall not exceed four months in a 24-month period.
The city Manager may refuse to grant Family Care Leave if said leave
causes an undue hardship on the city's operations. Family care Leave
may also be denied if the affected employee is either one of the five
highest paid employees, or among the top ten percent of all employees in
terms of gross salary, or whichever group is larger. The city may also
refuse a Family Care Leave request if the employee's spouse is
unemployed or is employed but also taking Family Care Leave during the
same period.
Section 20. "Materni ty Leave": In accordance with Government - ,Code
section 12945(b)(2), the City Manager may grant up to four months
(inCluding both paid and unpaid leave) maternity leave. Maternity leave
would include leave by a female employee who is disabled on account of
pregnancy, childbirth, or related medical conditions.
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As with Family Care Leave and Leave without Pay, the employee shall
provide reasonable notice to the city Manager if the leave is
foreseeable, indicating the date the leave shall commence and the
estimated duration. Employees on maternity leave retain employee status
with the city; the leave shall not constitute a break in service; and
the employee shall be eligible to receive all other employment benefits
to the same extent and under the same conditions as apply to leave
without pay in general. The employee shall reimburse the city for the
cost of any City-provided insurance policies which cover the employee
and/or dependents during the course of the leave. Reimbursement shall be
made no later that the first of the month for month of coverage.
Employees are required to utilize any accrued General Leave prior to
going on leave without pay. If mutually agreed to by the city and the
employee, sick leave may also be used for Maternity Leave purposes.
PASSED, APPROVED and ADOPTED this 11th day of January, 1993.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
city Clerk