HomeMy WebLinkAbout4.07 RevPersonnelSys
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Revisions to the Personnel System. (Report Prepare(i..~y: Lou J\Dn Riera-
Texeira, Assistant to the City Manager)
1. Resolution Establishing a S~ary Plan for FuU..Time'Personnel -
2. Resolution Amending the Beflefit Plan
3. Resolution Atnending the PetSOntlel Rules
4. Amendment to .Resolution Establishing Man,agement Positions Exempt
from. Competitive Service and Prescribing Leave Benefits for the
Positions
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SUBJECT:
EXHIBITS ATIACHED:
RECOMMEND4TI~ Adopt Resolutions.
FINANCIAL Basedon the current number and status-of employoel,'cO$t$ .sociated with
STATEMENT: the proposed changes to the personnelsystell1 as :clescl'i'bedbelow will be as
follows: annualized cost toincreasedentalbenefitSiS.e$timated at $3,037;
costs associated with increasing ,tuition ,reimburSement-wlll vary depending
upon' employee participation; costsassoci~tedwith'inereasin,General
Leave accrual will va:ry'depending ottemployeelongmtyandleave usage;
costs associated withworkets c01l1pensation behe~ wiU vary depending
.' upon the City's claims expetience;and costs associated with miscellaneous
"housekeeping modifications are non-existent.
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It is antici~ted that sufficient fun~ areincludedia tb~FY~199S..96budget
to cover increasedbenefitcost$.,Adequate fundingwiU be included in the
, FY 1996-97 budget t<tcover the cO$tS ,Qssociatedwith 'theptoposed
modifications to thc:City' spersonnel system.,
DESCRIPTION: The City,' S ,personp.el system is governed by, se~dotmnents. . Each
document addresses a specific topic. The staff report identifieschanses to the personnel system. As
presented below~ proposed adjustments are based on a/comprehensive survey ofother'-agencieSand on
discussions with City employees. "
THE SALARY PLAN
Included in the City's personnel system are resolutions which address salary:ranp f~ both pari-time and
full-time personnel. The attached salary plan (Exhibit l}containsproposed.saIatY"raqesforfull..tinte
personnel. ' '
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bettefit survey of nearly 40 Bay Area local government agencies in an effort to keep the City' s wage\~d,
benefit structure competitive with the market in which the City competes for labor. The recommendett~ ,.
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.
The City of Dublin utilizes a paYMforMperformance system. Thus, all movement within the salary 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 (or better)
performance review. Thus, modifications to the Salary Plan will typically 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. .
~~ed on these discussions and on the market survey, staff recommends that the City Council adopt the
attached resolution establishing a Salary Plan for fullMtime en1ployees (Exhibit 1).
TIlE BENEFIT PLAN
The City's Personnel System Rules require the City Council to adopt a Benefit Plan. This Plan provides a
summary of the City's benefit programs, .including medical, dental, life and disability insurance,
retirement, holidays, car allowance and travel expenses, and participation in voluntary plans such as
deferred compensation and credit union program.s.
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Once again, the City Manager's staffhave conducted a market survey comparing the City's benefit
package to the market average. In addition, the City Manager has discussed the benefit issues with City
employees. The following outlines the sections of the Benefit Plan where changes are proposed (Exhibit
2); all remaining sections of the Benefit Plan would remain in tact.
Section 3. Dental Insurance.. The City of Dublin currently provides regular employees with dental
insurancebenetits which mclude,an annual cap on basic dental benefits of$I,500 per year and a lifetime
cap on otthodontiabenefitsof$l,OOO per year. Orthodontia benefits ate provided only to dependent
children 18 ye8rSofage and under, following 12 months of continuous service with the City.
In accordance with the market survey and with the employees' request, it is proposed that the Benefit Plan
be amended to increase the benefit coverage to $2,000 for basic dental benefits (annual cap) and $1,500"
for orthodontia (lifetime cap ). This will result in an increase to the current bencmt premiums.
Section 5. Disabili~ Insurance M Currently, the City provides regular employees with employer paid long-
term disability insurance benefits.
In accordance with the market survey and with the employees' request, it is proposed that the Benefit Plan
be amended to include offering shortMterm disability insurance at the employee's expense. This will result
in no direct cost to the City; minimal indirect costs associated with programimplernentation and
administration will be incurred.
Section 8. Credit Union M This: isa housekeeping item. As a result ofa recent change in the City's credit
union provider, it is necessary to modify the existing language to delete reference to the City County
Employees Credit Union.
Section II. Education Reimbursem~t a The City of Dublin currently provides regular employees with
tuition reimbursement up to 50% of the costs of tuition, books and fees not to exceed $500 per year {pro-
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. ~rated ~art-time regular employ~es). R.eimbursementis~ for courseun~wbiph_job "
iJ. rel.Iif? Also, the employee m~ detnonstrate successful co~pJ.etionof the coUI'$e{,) ,~ inQrd~r
. to ~eive reimbursement. The City's education reimbursement. plan was implemented in 1983, and has
never been adjusted; however, college and university fees have In,creased signiticantlyaince 1983.
";& accordance with the, market survey and with the cmployeest'request,"i~ isproposedthat.tho Benetit Plan
*f7~e ameJ1ded to increase the current tuition reimbUl'S$~nt to up to 75% ()fthe costs ,of tuitiQ~ ~ks and
f fees net to exceed 51,000 per year (pro-l'8ted for part-ume.regular employees). B*d on"~~t. .
, participation in this program, the cost to the City to increase its contribution i$~iq;_'.Ids'i\uther .
proposed that the tuition reimbursement language be modified to more clearly deflnethe'issue of "related
course work; course of study, program and/or degree".(Exbibit 2)..
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PERSQNNEL1PJLES
Th~ City Council has adopted rules for the administration o-fthe City's personnel" systern.,,;Once again,
based on the market survey and on discussions with City employees"tb.e following amen.du1entsto the
Personnel System Rules are proposed (Exhibit 3):
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RULE XVII. LijA VE - Section 4. "Gen~ ~eave A~~,'~.: Subsection (a)'Fu11.. Tin\e' Employees. The
City of Dublin currently provides employees with General Leave in lieu oftraditiOt1al vacation and sick
leave. m accordance with the market survey and with the empJoyees'request; it ls propO~d, :that the
Personnel Rules be amended to add one additional claJof General Leave to the c~'Dnual accrual
schedule for full..tilUe employees. " . " ,','
Also, as a housekeeping item, it is proposed tb.atSecUon 4, Subsectio1l:(c)"M~t Employees"
.rhich prescribes General Leave accrual. for,managementeIIlployees be deleted, 'aSeunentIy, all
~signated management employees are p1'Qvid.ed for, ina separate cleCutnent(ResolutiOn' E$8blishing
Management Positions Exempt from Competitive, Service '~~PrescribhlgLeave Benofitsf<jr tho,
Positions). '
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RULE XVII; LEA VE - Section 15. "L~ave' of Absence WithoutP4Y" Currently, iran employee is placed
on leave without pay, the employee must reimburse the City Jor'tostsassociatedwith the contin~tion of
City-provided benefits. Employees have requested that the City amend its ntles to provide "for the
continuation of City-provided benefits (i;e., medical, dental, life,andlong+ternrdisaWlity insurance) for a
maximum of 12 months. This provision would only apply to a leave of absettca.Mthout.ipay as: a result. of
a work related injury/illness.
RULE XVII. LEAVE - Section 19. "Disability Leave" Currently, if an employee attends ongoing medical
care/treatment as the result of a work related injury/illness, the employee must u~ Qen~ Leave for
these absenoes. Employees have requested that.the City include a provision in its tules to allow foriup to
50 ,hours of paid time off (pet inci4ent) during work hours fOr the employee to attelJdongoing medical
care/treatment in conjunction with a work related injury/illness. . '
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In addition to the above items, staff proposes to address various personnel is~es, whieh have come up
over the past year. Accordingly, the following housekeeping modifications 81C,Pf~pOsed:
,~E XIV" COMPENSA TIO~ AND BENEFITS - Section 7. Currently, employees elisiple for
ertime who take minutesata City Council or ComnUssion meeting arecoptpel1$atedat one 8l:ldone-
half times their hourly rate for the time they are awmdiris'~'meetiAg, regatdh~ss ofthe'ho~W()rkedin
the corresponding work period. It is proposed that, tl1isptoVisiQubeiame~d to allow the employee to
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request attd the Department Head to approve ail alternative arrangement (e.g., flex schedule during tie" ~ ~,
affected work period.), If a flex schedule is approved, the flex hours shall be granted on an hour-for-h~
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RIJLE XVII. LEAVE - Section 10. "General Leave Advance": Currently, during the first three months of .
employment, if a new employee exhausts all leave accrued, the City Manager may advance the employee ~.>
up to forty (40) hows of general leave. An advance shall omy be provided when it is in the best interest ,; ~"."
of the City and certain conditions are met. Staff proposes to amend this rule to allow the City Manager to '
advance leave within the:first six months of employment.
It is anticipated that these two housekeeping proposals will result in little or no impact to City operations
or fiscal condition. --'
~. accordance with the market survey and with the employees' request, it is proposed that the PersOMel
Rilles be amended to provide for the above modifications; all remaining sections of the Personnel Rules
would remain in tact.
RESOLUTION PRESCRIBING LEA VE BENEmS FOR MANAGEMENT POSmONS
EXEMPT FROM CO~ETITIVE SERVICE
The City Council has adopted a resolution which prescribes leave benefits for those employees who are
exempt from the competitive ,service. This resolution addresses all types of leave including General
Leave, Administrative Time Off and Sick Leave.
If the City Council approves the above changes to the Personnel Rules relating to General Leave and
Leave Without Pay, it will also be necessary to tnake the corresponding amendments to the management .
leave reS0lution. Accordingly, iHs proposed that Section 4. General Leave Accrual, Section 10. General
Leave Advance and Section 15. Leave of Absence Without Pay of this document be amended, and that a
new section be added (Section 22 - Disability Leave) as discussed above. The proposed amendments ate
shown in Exhibit 4; all remaining sections of this document would remain in tact.
CONCLUSION
It is recommended that the City Council review the proposed changes to the City's PersoMel System and
adopt the necessary resolutions. ,...
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RESOLUTION NO. -96
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A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
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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 ResQ~ution No. 74-95 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's Personnel System Rules.
BE IT FURTHER RESOLVED that any previous enacted salary prov~s~ons
contained in Resolution No. 74-95 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
Rmployees covered under this Section shall be paid a monthly salary within
~ following ranges with the exclusion of any Performance Pay Adjustment
~nted 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 PAlO FOR SUCH YORK SHALL NOT BE LESS THAN THE "SALARY TEST" REQUIRED FOR AN EXEMPTION UNDER
FLSA.
Monthly Monthly Hourly Hourly
Minimum Maximum Minimum Maximum
Administrative Assistant $3,503 $4,379 $20.21 $25.26
Assistant City Manager/Adminis- $5,801 $7,251 $33.47 $41. 83
trative Services Director "''-f''''
Assistant Civil Engineer $3,769 $4,711 $21.74 $27.18
Assistant to the City Manager $4,398 $5,498 $25.38 $31. 72
Associate Planner $3,678 $4,598 $21.22 $26.53
City Clerk $3,992 $4,990 $23.03 $28.79
Community Development Director $5,714 $7,143 $32.97 $41. 21
Economic Development Manager $4,398 $5,498 $25.38 $31. 72
* Finance Manager $4,327 $5,409 $24.96 $31.21
* Planning Director $5,316 $6,645 $30.67 $38.34
Public Works Director/City $6,220 $7,775 $35.88 $44.86
Engineer
Recreation Director $5,343 $6,679 $30.83 $38.53
Recreation Supervisor $3,353 $4,191 $19.34 $24.18
* Secretary to the City Manager/ $2,982 $3,727 $17.20 $21.50
~Deputy City Clerk
enior Civil Engineer $5,059 $6,324 $29.19 $36.48
Senior Planner $4,398 $5,498 $25.38 $31.72
* Classification is currently vacant.
SECTION B: REGULAR EMPLOYEES COVERED BY OVERTIME PROVISIONS OF F~SA. .
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 $2,737 $3,421 $15.79 $19.74
Administrative Aide $3,010 $3,763 $17.37 $21.71
Assistant Planner $3,171 $3,964 $18.30 $22.87
Cpmmunity Safety Assistant $3,171 $3,964 $18.30 $22.87
* Engineering Technician $3,108 $3,885 $17.93 $22.41
* Finance Technician I $2,488 $3,110 $14.35 $17.94
Finance Technician II $2,737 $3,421 $15.79 $19.74
Heritage Center Director $2,809 $3,511 $16.20 $20.26
* Management Assistant $3,185 $3,981 $18.37 $22.97
* Office Assistant I $1,959 $2,449. $11. 30 $14.13
Office Assistant II $2,155, $2,694 $12.43 $15.54
Preschool Instructor $1,724 $2,155 $ 9.94 $12.43
Public Works Inspector $3,414 $4,267 $19.69 $24.62
Recreation Coordinator $2,809 $3,511 $16.20 $20.26
Secretary $2,488 $3,110 $14.35 $17.94
* Classification is currently vacant.
PASSED, APPROVED AND ADOPTED this 9th day of April, 1996.
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AYES:
NOES:
ABSENT:
ABSTAIN:
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Mayor
ATTEST:
City Clerk
H Drive/SalarY/RESOS95.DOC
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RESOLUTION NO. - 96
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A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
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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 regular employees by the City.
NOW, TIlEREFORE, BE IT RESOLVED that the City C_Quncil of the City of Dublin does hereby amend
Resolution No. 109~91 and subsequent resolutions to include the following:
Section 3. Dental Insurance: Beginning with the May 1996 premium, the City will contribute on behalf of each
regular employee scheduled to work at least 30 hours per week, a maximum of $116.23 per month to a dental
insurance plan selected by the City. Beginning with the May 1996 premium, the City will contribute on behalf of
each regular employee scheduled to work between 20 and 29 hours per week, a maximum of $36, 06 per month to a
dental insurance plan selected by the City.
Section 5. Disability Insurance: ... In addition, the City Manager shall be authorized to implement a short-term
disability program, which would allow regular employees scheduled to work at least 20 hours per week, to
purchase short-term disability insurance through payroll deductions, if such a plan is available.
Section 8. Credit Union: The City Manager shall have the authority to arrange with an appropriate credit union
for membership to be offered to eligible employees. The credit union shall retain the right to define an eligible
employee. Membership is currently offered in the 1st United Services Credit Union City COloll'lty Employeos
Credit URioR.
.ection 11. Education Reimbursement: Full-time and regular part-time employees shall be eligible to participate
in an education reimbursement program. The City shall only reimburse the employee for courses undertaken
which are job related, or are part of a job related course of study and/or degree program. The employee must
obtain prior authorization from the City Manager and reimbursement will only be provided upon submittal of
proof of satisfactory completion of the courses undertaken with a passing grade when applicable. The City will
reimburse an amount equal to one half 75% of the employees tuition and/or fees, (including books). For full-time
employees, the amount reimbursed shall not exceed ~ $1,000 per Fiscal Year; for employees scheduled to
work between 20-39 hours per week, the amount shall not exceed ~ $500 per Fiscal Year. The payment of any
reimbursements shall be contingent upon the fulfillment of reporting requirements established by the City
Manager. o.
PASSED, APPROVED AND ADOPTED this 9th day of April, 1996.
AYES:
NOES:
ABSENT:
ABSTAIN:
.TTEST:
Mayor
City Clerk
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RESOLUTION NO. - 96
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
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AMENDING THE PERSONNEL SYSTEM RULES
WHEREAS, the City Council is authorized to adopt rules for the administration of the City's
personnel system; and
WHEREAS, the City Council has adopted Resolution No. 141-90 and subsequent amendments
establishing the Personnel System Rules; and
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WHEREAS, the objective of these rules is to facilitate efficient and economical services to the
public and to provide for an equitable system of personnel management in municipal government.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Dublin does hereby
amend the Personnel System Rules as follows:
RULE XIV. COMPENSATION AND BENEFITS - Section 7. "Calculation of Hours Worked": For
purposes of calculating overtime pay, holidays shall count as hours worked within a work period.
Employees eligible for overtime who take minutes at a City Councilor Commission meeting shall be
compensated at one and one-halftimes their hourly rate for the time they are attending the meeting,
regardless of the hours worked in the corresponding work period, unless the employee requests and the
Department Head approves an alternative arrangement (e.g., flex schedule during the affected work .
period.) If a flex schedule is approved, the flex hours shall be granted on an hour-for-hour basis.
RULE XVII. LEAVE
Section 10. "General Leave Advance": If, during the first tffi:ee six months of employment, an employee
exhausts all leave accrued, the City Manager may advance an employee up to forty (40) hours of general
leave. An advance shall only be prOVIded when it is in the best interest of the City and the following
conditions are met:
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a. The request is in writing, stating the reason for the advance;
b. The employee states the date of anticipated return.
Any leave which is advanced will be deducted from future accruals. If an employee terminates
employment prior to repayment of the advanced leave, the cost shall be deducted from the final paycheck.
Section 4. "General Leave Accrual":
a.
Full-Time Employees: Each full-time employee in the competitive service shall accrue general
leave for each bi-weekly period of service, based on the years of service with the City. If an
employee begins their service on any date other than the first working day of a bi-weekly pay
period, the amount of general leave earned in that period shall be proportionate to the number of
days worked. The accrual of leave shall begin on the first day of service. However, use of leave
shall not begin until after one (1) month of service, except as noted in Section 10. The bi-weekly
period shall coincide with the payroll period established by the City Council.
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Len~h of Service
Leave Accrued Each
Bi~Weekly Period
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Beginning with the fIrst month
of service through the fIfth
year (60th month)
6.46 Hours
Following the fifth year
through the tenth year (61 st
month - 120th month)
7.39 Hours
Following the tenth year (121st month)
8.00 Hours
c. Management Employees: DELETE
Section 15. "Leave of Absence Without Pay"... If the employee is placed on "leave without pay" as the
result of a work related injury/illness, the City will continue to fund City-provided benefits (i. e., medical,
dental, life and long~term disability insurance) to the same extent and under the same conditions as
previously provided to the employee while on paid status. City-provided benefits shall be continuedfor a
maximum of one year, or until the employee returns to work. Continuation of City-paid benefits will be
granted only after the City's Workers Compensation administrator has declared the illness/injury to be
compensable under the California Workers' Compensation law. Only regular employees are eligible for
the continuation of benefits.
.ection 19. "Disability Leave ": The City Manager may grant up to 50 hours of paid time off (per
ncident) for an employee to attend ongoing medical care/treatment during work hours in conjunction
with a work related injury/illness. Use of disability leave hours shall not be considered as a right which
may be used at an employee's discretion, but shall be allowed only in case of necessity. Employees who
use disability leave hours will be required to file a personal declaration with the City Manager stating the
cause of absence. Said declaration shall be on a form developed and implemented by the City Manager.
Disability leave shall be granted only after the City's Workers Compensation administrator has declared
the illness/injury to be compensable under the California Workers' Compensation law. Only regular
employees are eligible for disability leave.
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PASSED, APPROVED AND ADOPTED this 9th day of April, 1996.
AYES:
NOES:
ABSENT:
ABSTAIN:
eTTEST:
Mayor
City Clerk
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RESOLUTION NO. - 96
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
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AMENDING THE RESOLUTION ESTABLISIDNG 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 has adopted Resolution No. 21-90 and subsequent amendments
which establish management positions and prescribed leave benefits for these positions; and
WHEREAS, due to changes in the City's leave policy, it is appropriate to amend Resolution No.
21-90 and subsequent resolutions.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Dublin does hereby
amend the Resolution Establishing Management Positions Exempt from Competitive Service and
Prescribing Leave Benefits for the Positions as follows:
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Section 4. "General Leave Accrual": The amount of general leave accrued shall be as denoted below:
Management Employees: Management shall accrue general leave for each bi-weekly period
of service, based on the years of service with the City. If an employee begins their service
on any date other than the first working day of a bi-weekly pay period, the amount of
general leave earned in that period shall be proportionate to the Q:umber of days worked.
The accrual of leave shall begin on the first day of service. However, use of leave shall not
begin until after one (1) month of service, except as noted in the Section 10. The accrual
shall be in accordance with the following schedule:
Len&th of Service
Leave Accrued Each
Bi-Weekly Period
Beginning with the first month
of service through the fifth
year (60th month)
7.08 Hours
Following the fifth year
through the tenth year (61 st
month - 120th month)
8.00 Hours
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Following the tenth year (121st month)
8.62 Hours
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Section 10. General Leave Advance": If, during the frrst thfee six months of employment, an employee
exhausts a1lleave accrued, the City Manager may advance an employee up to forty (40) hours of general
.eave. An advance shall only be provided when it is in the best interest of the City and the following
conditions are met:
a. The request is in writing, stating the reason for the advance;
b. The employee states the date of anticipated return.
Any leave which is advanced will be deducted from future accruals. If an employee tenninates
employment prior to repayment of the advanced leave, the cost shall be deducted from the fmal paycheck.
Section 15. "Leave of Absence Without Pay":... Jfthe employee is placed on "leave without pay" as the
result of a work related injury/illness, the City will continue to fund City-provided benefits (i. e., medical,
dental, life and long-term disability insurance) to the same extent and under the same conditions as
previously provided to the employee while on paid status. City-provided benefits shall be continuedfor a
maximum of one year, or until the employee returns to work Continuation of City-paid benefits will be
granted only after the City's Workers Compensation administrator has declared the illness/injury to be
compensable under the California Workers' Compensation law. Only regular employees are eligiblefor
the continuation of benefits.
Section 21. "Disability Leave": The City Manager may grant up to 50 hours of paid time off (per
incident) for an employee to attend ongoing medical care/treatment during work hours in conjunction
with a work related injury/illness. Use of disability leave hours shall not be considered as a right which
.ay be used at an employee's discretion, but shall be allowed only in case of necessity. Employees who
use disability leave hours will be required to file a personal declaration with the City Manager stating the
cause of absence. Said declaration shall be on aform developed and implemented by the City Manager.
Disability leave shall be granted only after the City's Workers Compensation administrator has declared
the illness/injury to be compensable under the California Workers' Compensation law. Only regular
employees are eligible for disability leave.
PASSED, APPROVED AND ADOPTED this 9th day of April, 1996.
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AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
.
City Clerk