HomeMy WebLinkAboutReso 98-083 - Establishing New COR Employee Benefit Policies for Unprepresented Emp Eff 06-14-98 � �
RESOLUTION NO. 98-83
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
REDDING ESTABLISHING NEW CITY OF REDDING EMPLOYEE
BENEFIT POLICIES FOR UNREPRESENTEID EMPLOYEES,
EFFECTIVE JUNE 14, 1998.
WHEREAS, on June 2, 1998, by Resolution 98-82, the City Council adopted new
Employee Benefit Policies for unrepresented employees, effective June 14, 1998, with the
exception of the following language in paragraph 2 on page 31:
"2. ... or City Council Member retiring with eight (8) or more years of service
with the City; " and
WHEREAS, the City Council now wishes to approve all of the new Employee
Benefit Policies for unrepresented employees, effective June 14, 1998, including the
following language in paragraph 2 on page 31:
"2. ... or City Council Member retiring with eight (8) or more years of service
with the City; "
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council as
follows:
1. That the new City of Redding Employee Benefit Policies for unrepresented
employees effective June 14, 1998, as set forth in Exhibit A attached hereto and made
a part hereof, shall include the following language in paragraph 2 on page 31:
"2. ... or City Council Member retiring with eight (8) or more years of
service with the City."
2. The last sentence in paragraph 2 on page 31 shall now read as follows:
"2. ... The City will pay one hundred percent (100%) of the group health
insurance coverage for persons holding the positions of City
Manager, City Attorney, or City Council Member retirang with eight
(8) or more years of service with the City."
I HEREBY CERTIFY that the foregoing resolution regarding the new employee �
benefit policies for unrepresented employees, which are effective June 14, 1998, was �
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Rescinded by Resolution 98-]07
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Resolution No. 98-83, continued:
introduced, read and adopted at a regular meeting of the City Council of the City of Redding
on the 2nd day of June, 1998, by the following vote:
AYES: COUNCILMEMBERS: Anderson, Kight and McGeorge
NOES: COUNCILMEMBERS: Cibula and Kehoe
ABSENT: COUNCIL MEMBERS: None
ABSTAIN: COiJNCIL MEMBERS: None
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DAVID . HOE, ayor
ATTEST:
CONNIE ST OHMAYE 'ty Clerk
FORNI APPROVED:
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W. LEONARD WING T , City Attorney
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CITY OF REDD[NG
EMPLOYEE BENEFIT POLICIES
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CITY OF REDDING
EMPLOYEE BENEFIT POLICIES
TABLE OF CONTENTS
Article Page
INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
EMPLOYEE STATUS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
�b�6��-COMPENSATION AND CLASSIFICATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
HOURS AND OVERTIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
SICKLEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
VACATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
ADMINISTRATIVE LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
FLINERAL �BEREAVEMENT) LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
JURY/WITNESS DUTY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
LEAVES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
INDUSTRIAL �-1L DISABILITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
EXPENSES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
UNIFORM ALLOWANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
GROUP INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
RETIREMENT PROGRAM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
CONTINUING EDUCATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
GRIEVANCE PROCEDURE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
REDDING EMPLOYEE AWARDS PROGRAM (REAP) . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
DEFINITIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38
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INTRODUCTION
The followin�emplovment policies are applicable onlv those emplovees not covered under an existin�
Memorandum of Understandin� ne�otiated with a reco�nized bargainin� unit.
EMPLOYEE STATUS
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� ,Employees will be designated as Council-Appointed,Administrative,Regular,
�r�ti� Part-Time Regular, - , - , Part-Time,
Temporary, or City Council Members, depending upon the purpose, for which th�y are
hired/elected and their length of continuous service with the City.
2. Council-Anpointed emplovees include the City Mana�er and Citv Attornev and anv others who
mav be appointed directly bv the Citv Council and serve at the will of the Council. The
emplovees shall be eli�ible for all benefits of a Regular emplovee with the exception of access
to the �rievance process. The benefits outlined in an emplovment contract will supercede
when there is conflict with benefits outlined for Regular emplovees.
� 3. An Administrative employee is defined as an employee appointed by the City Managcr,
subsequent to July I, 1997, to the position of Assistant City Manager, Deputy City Manager,
Assistant City Attorney, Deputy City Attorney, or Director of any Department. A Regular
employec serving in onc of these positions prior to July 1, 1997, may become an
Administrative employee only upon mutual agreement in writing. An Administrative employee
shall bc cligible for all thc benefits of a Rcgular employce, �ut except these employees do not
have access to thc �ricvance proccdure, nor shall thev rn�t serve a probationary period as
��re thev serves strictly at the will ofthe City Managcr and the cmployment rclationship may
be cndcd at any time without cause.
�4. A Rcgular cmployec is , , ,
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. � defined as an employcc hired for a full-timc position that has been
rcgularly established as an authorized position and is of indeterminate duration. A
Rc�ular etYiployee shall receive not less than the minimum rate for the job and
shall be eligiblc for sick leave pay, vacation pay, holiday pay, retirement plan participation,
insurance coverage and items of a similar nature as the employee becames eligible.�ats�a�
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EMPLOYEE BENEF[T POL[C[LS- RE,SOLUT[ON NO. 98-_, EFFFCTNE JUNF 14, 1998 Pagc 3
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6 5. A Part-Time Regular employee is defined as an employee who has one (1) year, or more, of
full-time service s�ni�rity with the City' - as a Regular
employee, and who is subsequently moves, without a break in service, to work
less than full-time. This status would also include employees involved in iob share
arran ements. Job share em lo ees shall be re uired to si n a Cit a roved contract
stipulatin� the specific conditions and restrictions of the iob share arran�emcnt. A iob share
emplovice who has not served an official probationar�period shall be Subiect to a one vear
probationar�neriod. A Part-Time Regular employee shall receive not less than the minimum
ratc for the job, and shall be eligible for sick leave pay, vacation pay, holiday pay, retirement
plan participation (as governed by the Public Employees' Retirement System), ntsuranec
� ,and seniority accrual,but shall not
be ' eligible
for supplemental benefits for industrial injury, funerx� bereavement leave pay,jury duty pay,
or itcros of a similar nature. Part-time Regular emplovees shall accrue holida�pav on a
prorated basis at the rate of fortv-ei�ht thousandths (.048) of an hour for each regular hour
worked or on paid leave. Part-Time Re�ular emplovees are elieible for insurance covera�e
�pursuant to �roup insurance contract provisions) provided the emplovee pavs 50% of the
premium rate. If a Part-Time Regular cmployee moves is--rce�-msifi�ec� to Regular status, the
employee shall be crcdited with all continuous servicc in determining eligibility for such
benefits as may accruc to the employee in the employce's new status.
4 6. A Part-Time cmployee is defined as an employce hired to work less than a full-timc emplo.�
but not more than 1560 hours in a fiscal ycar. A Part-Time em�lovee will bc limitcd to Ie�S
than 1,000 hours ner fiscal vear unless annroved bv the Human Resources Mana�cr for
- . A Part-Time employee shall receive not less than the
minimum rate for the job, but shall not be eligible for sick leave pay, holiday pay,v��io�p�q,
or items of a similar nature, nor shall the employee be cligible for insurance coverage. The
emnlovee mav be eli�ible for participation in the retirement nlan pursuant to the Citv'S contract
with PERS. After comnletion oftwentv-four(24)months ofcontinuous service the emplovee
will be entitled to vacation pay on the same basis as Rc�ular emplo �� ,
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GMPLOYEE I3GNFE[T POUC[LS-RESOLUTION NO. 98-_, EFFFCTNE JUNF 14, 1998 Pagc 4
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. If a Part-Time employee is reclassified to Regular ftr�time
status, the employee shall be credited with the employee's service
as a Part-Time employee in determining eligibility for benefits, if any, as may accrue to the
employee in the employee's new status.
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$ 7. A part=timc Temporary employee is defined as an employee hired for temporar� occasional
or seasonal work , ,
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- for a period not to exceed 1,000 hours in a fiscal vear. A parrtimc
Tcmporary employce shall receive not less than the minimum rate for the job, but shall not be
eligible for sick leavc pay, holiday pay, vacation pay, or items of a similar nature, nor shall the
employee�y bc eligible for insurancc covcrage or retircment plan participation,nor shall
the employee accrue seniority, or promotion and transfcr rights, or leave of abscncc rights.
If a part=time Temporary employee ' moves to fu�=timc anothcr tcmpararq-or
status, the employee shall not be creditcd with the employee's service as a�
tirne Temporary cmployee in determining cligibility for benefits. , � ,
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-�-8 8. A City Council mcmbcr is defined as an elected officer clectcd by the citizens of the City of
Rcdding.
9. Probationary Periods: Re�ular and Part-Time emplovices shall serve a�robationaiyperiod of
one (1) vear upon initial appointment to each status. Such probationar�period is considered
to be a continuation ofthe selection process and emplovees mav be terminated for emplovment
or demoted without recourse, pursuant to the �rievance procedurc. An emplovee's
probationarv neriod shall be extcnded bv thc duration of any unpaid absencc of ten (10) or
more consecutive davs. Probationar�emplovees shall be evaluated aftcr six (6) months of
service and as often as determined bv the emplo ee�pervisor. The probationary period will
EMPLOYGE BENEP[T POL[C[ES-RESOLUTION NO. 98-_, EFFI=,CTNE JUNE 14, 199R Page 5
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start over for anv emplovee who transfers to another position durin�the probationarv period.
The probationarv period mav be extended in circumstances where further evaluation of the
empiovee is necessarv. Temporarv employees do not serve a �robationar�neriod, as the
appointment is temporarv bv definition and can be terminated at an�time. '
10. Re-emplovment: With the recommendation of a Department Director and approval of the
Human Resources Mana�er, a past emplovee who both passed the probationar�period and
resi�ned in �ood standin� may be re-emploved within two vears of the effective date of
resi�nation, to a vacant position in the same classification. Such re-emplovment shall, for all
purnoses, be considered as thou�h it were an ori�inal appointment. The reinstated emplo ��ee
shall serve a new probationarv period.
I;MPLOYEG BGNEFIT POLICILS-RI�SOLUTION NO. 9R-_. EFFECTNE.IUNE 14, 1998 Page 6
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���COMPENSATION AND CLASSIFICATIONS
� 1• Consistent with principles of public accountabilitv, employees
shall be paid the salarv or wage established for their classification. Upon initial appointment
to a classification, an employee shall normally be paid the lowest salary or wage rate for that
classification. An employee may, however, be paid a salarv or wage rate above the lowest
salarv or wage rate if circumstances justify it. When an employee is appointed to a higher paid
classification which has a salarv or wage range overlapping the salarv or wage range of the
employee's previous classification,the employee shall be paid at the salarv or wage rate of the
classification to which the employee is being appointed, which is next�rig�er-tQ at least five
percent(5%)more than the employee's present salarv or wage rate, but not more than the top
sala or wage rate of the classification to which the employee is appointed. Step increases
require a satisfactorv performance evaluation.Department Director and � Human
Resources Manager approval and may be granted as follows: After t�rirl'eerr(��}twentv-six
�full pay periods of employment at�rq Step 1, and with an overall satisfactorv or above
performance ratine, an employee shall be advanced to Step 2 After twentv-six (26) full pav
periods of emplovment at each subsequent salarv step with an overall satisfactory or above
work nerformancc, an empiovee will be advanced to the next hi�her ste���pi�ee-may
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. A full pay period as used herein is defined�as one in which the employee
works or is paid for time off for at least half of the regularly scheduled work hours.
2. Emplovees desi�nated for Pav-for-Performance evaluations shall be reviewed after ever,.y
twentv-six (26) full pav neriods of emnlovmcnt in their current cla5sification pursuant to thc
City's Pav-for-Performance Policv. A full pa�period as used herein is defined as onc in which
the emvlovee works or is paid for at least half of the re�ularly schedulcd work hour�
3. Wages shall bc paid at bi-weekly intcrvals on Thursdays at thc cnd of the employce's work
period after 12:00 noon for a pay period ending no earlier than thc preceding Saturday. If a
pay day falls on a fixed holiday, payments shall be madc on the preceding workday.
4. When an employee is temporarily assigned to work in a lower-paid classification fi�w�er than
the employee's re�u�r normal classification, the cmployee's ratc of pay will not be rcduced.
5. Whcnevcr a Re�ular employee is assi�ned by thc City to replacc an ab�ent emplovee in a
hi�her-paid classification and the employee performs a �ubstantial maioritv(�reater than fiftv
percent (50%)) of the absent emplovee's duties for a full work dav such emplovee shall have
thcir compensation rate increased bv five percent (5%) but not to cxceed thc ran�e of the
hi�her class. Dcnartment Director approval is required
f:MPLOYEE BI:NEF[T POLICIES- RGSOLUTION NO. 98-_, EFFECTIVG JUNE 14, 1998 Page 7
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6. When an emplovee is assigned to fill a vacant nosition or replace an absent emplovee in a
hi�her_paid classification and performs a substantial maioritv(�reater than fiftYpercent(50%))
of the duties of the hi�her classification for a period that extends bevond one full pav period,
such empioyee shall be temporarilv reclassified to the hieher position. The emplovee's salary
or wa�e shall be increased bv at least five percent(5%l, but not to exceed the top of the ran�e.
Department Director and Human Resources Manaeer approvals are required.
� 7. Shift Differentials:
Effective , June 14, 1998, shift differential shall be paid as follows to Police
Lieutenants:
Watch I (Graveyard) 1800-0400 hours $1.00 per hour
Watch II (Days) 0800-1700 hours $.00 per hour
Watch III (Swings) 1300-2400 hours . $.60 per hour
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8. Excent for those Re�ular emplovices whose shift ends on or bcfore 6:00 p.m. emplovees shall
reccive shift differcntial pav of three and one-halfpercent (3%z %) of the emplo ee��ular
pav rate for each hour worked between the hours of 4:00 p.m. and 12:00 midnight, in addition
to the emplovee's re�ular compensation. Exceot for emplovees whose shift starts at 6:00 a.m.
or later, for time worked between 12:00 midni�ht and 8:00 a.m., shift differential pav shall be
increased to five perccnt (5%�).
$9. , , POST and educational incentives shall bc added to ti�e base pay of
' as follows:
2.5% plus $100.00* - AA or AS degree, or sixty(60) semester units, or a POST Intcrmediate
Certificate for Sworn Police Mana�ement Emplo�.
5.0% plus $100.00* - BA or BS degree, or one hundred twenty (120) semester units or a
POST Advancc Certificate for Sworn Police Mana�ement Emplo�.
EMPLOYLE BGNGF[T POL[C[1�S-RE,SOLUTION NO. 98-_, EFFGCTNG.fUNG 14, 199R Page R
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. The annual payment will be paid in the week followin�
durir�the second pay perio��in July.
. , , Ei�ht hundred dollars ($800.00�per year will be added to base
pay for an AA degree in Fire Science or Fire Science Technology for Fire Safetv management
personnel.
10. Effective May 17, 1998,Battalion Chiefs assigned to a forty(40) hour workweek will receive
a five percent (5%) pay differential. The differential will be paid on the base wage rate.
1 1. The City Manager may, based upon outstanding job performance, grant an exempt employee
a one time salary increase up to ten percent (10%) above the top of the salary range for a
period not to exceed one(1)year. This one time increase is not cumulative and the employee
would revert to the employee's regular salary rate at the end of thc one year period.
f:MPLOYEE BE=NEF[T POL[C[ES-RESOLUTION N0. 98-_, IiFFECTNE Ji1NE 14, 1998 Pagc 9
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HOURS AND OVERTIME
�-l. All Regular employees will receive full time employment for each workweek employed,
provided they report for duty and are capable of performing their work. This is not to be
interpreted that the City does not retain the right to lay offor release employees on account
of lack of work or other valid reason at the end of the workweek.
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�2. A workweek is defincd to consist of seven (7) consecutive calendar days, Sunday through
Saturday, and except as otherwise provided, a basic workweek is normally defined to consist
of five (5) consecutive workdays of eight (8) hours each. The basic workweek may begin on
any day of the week or at any hour of the day during the workweek. Shift employees may be
assigned any hour and/or days of work. The basic workweek indicated above may be modified
bv mutual a�reement of the City and the affected emplovee(s) in those situations where such
a modification serves the interest of both the Citv and its emolovees.
�3. Except as otherwise provided herein,overtime is defined as(a)time worked in excess of forty
(40) oi�si�rtyf6@}hours as��b}e in a workweek, (b) time worked in excess of eight (8),
ten (10), or twelve (12) hours as applicable on a scheduled workday, (c) time worked on a
non-workday, (d) time worked outside of regular hours on a workday, and (e) time worked
on a holiday. Overtime shall be computed to the nearest one-quarter (1/4) hour.
For Part-Time and Tcmporary employees,other than fire suppression or twcnty-four(24)hour
shift employees, overtime is defined as time worked in exces5 of forty (40) hours in a
workweek. For Temporarv and Part-Time fire suppression or twenty-four (24) hour shift
employees overtime is defined as time worked in excess of two hundred forty(240) hours in
an established 28-dav work period. -
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In cases where the basic workweek has been modified bv mutual agreement these overtime ,
reQuirements mav be waived pursuant to applicable law.
6 4. Overtime wa es shall be paid to non-exempt emplovees at a rate equivalent to
one and one-half(1%z) times the regular rate of pay, or at the employce's option, pra�idur�it
and iras with City approval, the employee may elect to receive time off
with pay at the rate of one and one-half hours off for each overtime hour worked. �ar�mrn
exem�t-�mpi�q� Compensatory time off with pay shall be scheduled in the same manner
as vacations are normally scheduled. The maximum accumulated compensatory time an
employee may keep on the books at any time shall be limited to a maximum of two hundred
EMPLOYEE BENEF[T POL[C�:S- RL-:SOLUTION NO. 98-_,EFFECTNE JLJNE ]4, 1998 Page ]0
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forty (240) hours_ , ,
�5. Exempt employees shall not receive any compensation for overtime work, except for exempt
fire management employees who are eligible for pay in excess of their regular salary when:
1) assigned to state service on a non-work day, the exempt employee shall receive one and
one-half(1%z) times their regular rate of pay; 2) assigned to work for another Battalion Chief
who is working in state service on a regularly scheduled workday, the exempt employee shall
receive one and one-half(1%z) times the regular rate of pay; and 3) working to cover for a
Battalion Chief absent from a regularly scheduled shift, the exempt employee shall bc paid at
the top step of the Shift Battalion Chief range.
6. Exempt emploYees, who as a result of their exempt status are not eli�ible for overtime�av or
compensatorv time off, will not have their leave balances (vacation, sick leave, etc.) reduced
for absences of less than four hours. Department Director approval is required.
�7. Employees who are entitled to overtime pay and who are required to report for work on their
non-workdays, or on holidays they are entitled to have off, or outside of their regular hours
on workdays, shall be paid overtime compensation for the actual time worked,but in no event
for less than two (2) hours compensation. If an employee who is called out for such work
outside of the employee's regular hours on a workday continues to work into the employee's
regular hours, the employee shall be paid overtime compensation only for the actual time
worked. If an employee performs overtime work immediately following thc end of the
employee's regular shift,the employee shall be paid overtime compensation only for the actual
time worked.
8. At Such time as a twentv-four(24)hour shift Fire Management emplovee moves bctween forty
(40) and fiftv-six(56) hour work schedules, vacation and sick leave balances will be ad'usted.
Specificnllv, whcn an employee moves from a fortv(40) to a fiftv-six (56) hour schedule, all
leave balances will be multiplied by a factor of 1.4. When an emplovee moves from a fiftv-six
(56) to a forty (40) hour schcdule, vacation and sick lenve balances will be multiplicd bv a
factor of 0.715.
EMPLOYEE B[�NI:F[T POL[CfGS- RLSOLUT�ON NO. 98-_, FFFf;CTNL JUNI; 14, 1998 Page 1 l
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SICK LEAVE
1.
' , Sick leave with pay shall be accumulated for each Regular , and
Part-Time Regular employee at the rate of forty six thousandths (.046) of an hour for each
regular hour worked, or on paid leave. (Accrual rate approximately one (1) day per month.)
2. Sick leave shall be allowed for a non-work related absence due to: (a) the inability of an
employee to be present or perform the employee's duties because of personal illness, off-duty
injury, or confinement for medical treatment; (b) personal medical or dental appointments,
which are impractical to schedule outside of regular working hours;(c)the need to be present
during childbirth, surgery, critical illness or injury involving members of the immediate family
� for up to forty(40)hours per incident. Immec�iate farnilv
as used herein includes onlv the employee's snouse, children, grandchildren, brothers, sisters,
parents or �randparents of spouse or emplovee, or other persons who are livin� in the
emnlovee's immediate household. Sick leave to include mental or physical illness. (d) family
sick leave up to tvvetrt�=�ur f"� fort 40 hours per calendar year for members of the
immediate family� ' . Notwithstanding the foregoing forty
(40) hour limitation, ' twenty-four (24) hour shift
employees shall be allowed seventv-two (72) hours of famil�sick leave and ninctv six (96)
hours per incidcnt for childbirth, sur�ery, critical illness or injury_ involvin� members of the
immediate familv.
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3. Managemcnt may require satisfactory evidence of sickness or disability before paymcnt for sick
leave will bc made. The City may also require an employee requesting to return to work after
sick leave or leave of absence for medical reasons to submit to a medical examination at Citv
expcnse by a physician or physicians approved by City forthe purpose ofdetertnining that such
employee is p�hp�teaHp fit and able to perform the duties of the employce's former position
without hazard to the employee,�rt8 fellow employees, or t�the cmployee's own permanent
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If an emplovee is off on sick leave on a fixed holidav the holidav crcdit will be u5ed.
However, if an employee is offon sick leave on a floatin� holidav sick icave balanccs will be
used and the holidav credit will be deferred.
5. In the event an cmployee exhausts all paid leave as a result of an illness or injury, and subject
to the approval of the employee's Department Dircctor;and Human Resources Manager�t
, such employee may be advanccd sick leave from his or her futurc accruals
I:MPLOYEE 13ENEFfT POL[CfLS- RLSOLUTION NO. 98-_, F,FFECTNG.lCJNE 14, 1998 Pagc 12
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up to 80 hours p��rt. Twentv-four(24�hour shift
employees mav be advanced up to one hundred twelve (112) hours '
. Once the employee returns to duty, sick leave
accrual hours will be applied to the negative sick leave account until it is zero. Should the
employee terminate City employment with a negative sick leave balance appropriate
adjustments would be made to final paid leave cash pay-outs or other City monies owed the
employee. If insufficient funds are due to the emnlovee bv the Citv,the employee shall directiv
reimburse the Citv for advanced sick leave in excess of the funds, if anv, nreviouslv withheld.
Such direct reimbursement will be waived for emplovees who are terminallv ill or totallv
disabled (100%�).
6. Any employee who after ten (10) years but less than fifteen (15) years of 5ervice to the City
terminates employment shall be paid at the employee's regular pay rate for thirty-three and
one-third percent (33�/s%) of the employee's accumulated sick leave hours
� ' . For employees with fifteen(15)years ermare but less
than twenty(20)years of service,the percentage set forth above shall be increased to forty-five
percent (45%). For employees with twenty (20) years or more service, the percentage set
forth above shall be increased to sixty percent (60%).
Upon retirement,an employee enrolled in Public Em.plovee's Retirement Svstem(PERS)may,
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elect to receive credit for all or part of anv s�i$unused/uncompensated sick leave toward the
employee's retirement benefit through ' Ca1PERS,
pursuant to the contract between the City of Redding and '
�qstcm CaIPERS.
EMPLOYEE [3GNEFIT POLIC[ES- RLSOLUTION NO. 98-_, EFFECTNG,fUNE 14, 199R Pagc 13
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VACATIONS
1. Regula , , and Part-Time Regular employees afti�t�C—itp shall accrue vacations
with pay up to 500 hours(Fire Management twenty four(24)hour shift employees shall accrue
vacation pay up to 700 hours) as follows:
A) At the rate of thirty-nine thousandths (.039) of an hour for each regular hour worked,
or on paid leave, from the date of employment through the one hundred fourth (104th)
full pay period of employment. (Accrual rate approximately two (2) weeks per year up
to four (4) years of services.)
B) At the rate of fifty-eight thousandths(.058)of an hour for each regular hour worked, or
on paid leave, from the one hundred fourth (104th) full pay period through the two
hundred thirty-fourth (234th) full pay period of employment. (Accrual rate
approximately three (3) weeks per year after four (4) years of service.)
C) At the rate of sixty-eight thousandths (.068) of an hour for each regular hour worked,
or on paid leave, from the two hundred thirty-fourth(234th) full pay period through the
three hundred sixty-fourth (364th) full pay period of employment. (Accrual rate
approximatcly three and one-half(3%2) weeks per year after nine (9) years of service.)
D) At the rate of seventy-seven thousandths(.077)of an hour for each regular hour worked,
or on paid leave, from the three hundred sixty-fourth (364th) full pay period of
employment through the four hundred ninety-fourth (494th) full pay period of
employmcnt. (Accrual rate approximately four (4) weeks per year aftcr fourteen (14)
years of service.)
E) At the rate of eighty-seven thousandths(.087)of an hour for each regular hour worked,
or on paid leavc, from the four hundred ninety-fourth(494th)full pay period through the
six hundred twenty-fourth (624th) full pay period of employment. (Accrual rate
approximatcly four and one-half (4%2) weeks per year after nineteen (19) years of
servicc.)
F) At the rate of ninety-six thousandths(.096)of an hour for each rcgular hour workcd, or
on paid leave, from and aftcr the six hundred twenty-fourth (624th) full pay period of
employment. (Accrual rate approximately five(5)weeks per year aftcr twenty-four(24)
ycars of servicc.)
G) A full pay period as used hercin is defined as one in which the employee works or is paid
for time off for at least half of the regularly scheduled work hours.
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EMPLOYI:E i3FNGFIT POL[C[ES- RESOLUTION NO. 98- , EFFGCTNE J[JNE 14, 1998 Pagc 14
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The City Manager mav authorize the accrual of vacation for a new Re�ular emplovee at
a rate that exceeds the rate prescribed for the emplovee's actual vears of service.
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�I) In the event of departmental cancellation of a previously scheduled vacation or of a paid
leave of absence due to industrial injury where such employee would exceed the
maximum vacation accrual, the accumulation of vacation hours may exceed the fro�
established vacation maximum. In the event of�id-��av�-ef an
absence due to an illness or injury that is not job related, the ' Human
Resources Mana�er may approve the accumulation of vacation hours in excess of the
established vacation maximum. The City Mana�er may also
approve the accumulation of vacation hours in excess of the stated maximum for other
extenuatin� circumstances. Whenever such excess accruals occur, the employee shall
have one year from the date the vacation was canceled or from the date the employee
returns to work from illness or injury to utilize the excess accrual.
2. It is City policy that employees take their normal vacation each year at such time or times as
may be approved by the Department.
3. Vacation cannot be accrued while an employee is in a non-pay status.
4. Vacations will be scheduled throughout thc calendar year. Employees with greater seniority
wiil be given preference over those with less seniority in the selection of a vacation period,
provided, however, that if the senior employee splits his/her vacation by requesting less than
a full year's allowance to be scheduled on consecutive workdays, the employee's preferential
rights shall only apply on one period in that calendar year prior to all othcr employees being
given consideration in the selection of their first choice vacation period.
5. The City shall not require an cmployec to take vacation in licu of sick leave or lcave of absencc
on account of illncss.
6. If an employee is offon vacation ar-sie�-i�vc on a fixed holiday, the holiday credit will be
uscd . If an employee is offon vacation or�iek-}c�vc on a dcferred
holiday, sie-k-�r vacation balances will be used and thc holiday credit will be defcrred.
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f�7. Employees whose employment with the City is terminated for any reason shall, at the time of
tcrmin�ti8n separation, receive pay for any unused vacation p�ri�hours previously earned.
9 8. Whenever an employee has accrued one hundred twenty (120) hours or more vacation
allowance - , the City will, at the employee's option, compensate
the cmployee for up to forty (40) hours of accumulated vacation during any fiscal year.
EMPLOY6G BENEF[T POL[C[LS-RLSOLUTION N0. 98-_, GFFECTNI�JiINE 14, 1998 Page 15
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Whenever an employee has accrued two hundred forty (240) hours or more of vacation
allowance - , the City will, at the employee's option, compensate
the employee for up to eighty(80) hours of accumulated vacation during any fiscal year. For
twenty-four(24)hour shift employees,an employee with one hundred sixty-eight(168)hours
of accrued vacation may c�pt choose to be compensated for fifty-six (56) hours of that leave
per fiscal year. Twenty-four (24) hour shift employees with three hundred thirty-six (336)
hours of leave may apt choose to be compensated for one hundred twelve(112)hours accrued
vacation leave,
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Emnlovees mav contribute their vacation hours to an emplovee approved for the vacation
donation pro�ram. Vacation credits are donated and eranted on the basis of the dollar value
of the vacation credits. See Leaves: Section 4.
GMPLOYEG�3ENEFIT POL[CIES- RESOLUTION NO. 98- , EFFGCTNE JLJNE 14, 1998 Page 16
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HOLIDAYS
1.
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employees, except as otherwise provided herein, shall be entitled to have the
following holidays off with pay:
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� Januarv 1 st
� Lincoln Dav*
� The third Mondav in Februarv, known as President's Day
� The last Mondav in May, known as Memorial Day
� Julv 4th
� First Mondav in September, known as Labor Day
� Employee's Birthdav*
� The second Monday in October, known as Columbus Da�
� November 1 1 th, known as Veteran's Dav*
� Thanksgiving
� Fridav after Thanksgiving
� Thc last four (4) work hours before Christmas
� Decembcr 25
* Observed as floatin� holida�
2. [f any of the foregoing holidays falls on a Sunday, the Monday following shall be observed
as the holiday, except by those employees who are regularly scheduled to work on Sunday
other than on an overtimc basis. Employees who are regularly 5cheduled to work on Sundays
shall observe such holidays on Sunday. If any of the foregoing holidays falls on a Saturday,
the preceding Friday shall be observed as the holiday, except by those employees who are
EMPLOYEG BENEF[T POLICII�S-RESOLUTION NO. 98- ,EFFECTNE JtJNL 14, 1998 Page 17
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regularly scheduled to work on Saturday other than on an overtime basis. Employees who
are regularly scheduled to work on Saturdays shall observe such holidays on Saturday. If any
of the foregoing holidays falls on any day from Monday through Friday, inclusive, and that
day is a regularly scheduled non-workday for an employee, such employee shall be entitled
to receive another workday offwith pay,to be scheduled in the same manner as vacation days
are normally scheduled.
3. An employee may observe the employee's birthday holiday
on the employee's birthday or anytime during the pay period in which the birthday occurs, or
the holiday may be deferred and scheduled as vacations are normally scheduled. �e Floatin�
holidays , , shall be scheduled by
employees and the employee's supervisors in the same manner as vacations are normally
scheduled. When an employee is required to work on a floating holiday the employee shall
receive pay at the straight time rate. Notwithstandin� the fore�oin�, emplovees re�ularlv
assigned to work twelve (12) hour shifts shall not be entitled to observe the following
holidavs; Lincoln Dav, Columbus Day Veterans Dav nor the emplovee's birthda�
Emplovees assi�ned to work ten (10) hour shifts shall revert back to a normal ei�ht hour
work dav durin� the weeks holidavs occur.
�4. ' , Employees may be scheduled to work on fixed holidays, in
which event��r an employee will, in addition to holiday pay, be compensated ti�crt�fa��e
at the overtime rate of pay for all time worked on such days. An employee may, however,
' , elect to observe that holiday at another time, to be scheduled in the same
manner as vacation days are normally scheduled_; In which event,anq-saeh the employee will
only be compensated for time worked on that day at the overtime rate of pay and shall not
rcccivc holiday pay fr�r-�uel�-���Y.
'� 5. �-f An employee is must be in a rtarr-paq paid status on both workdays immcdiatcly adjacent
to the holiday, in order to rcceive pay for the holiday.
� 6. , Regular Fire Safctv Managemcnt
personnel assi�ned to tWenty-four(24)hour shifts e��shall receive compensation for
holidays without regard for when holidays occur nor whether or not an employee actually
works on any holidays and regardless of the number of holidays othcr City employees
observe. Such holiday compensation shall be ' with
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ninety-two (92) hours; at thc emplovee's rc�ular pav rate in June and �
-Beecm�crri�rr�inmg�t forty-eight(48)hours at the emnlovec's re�ular pay rate in December.
For those employees who c�o-rret-w�#are assigned to fiftv-six(56)hour work weeks the full
six (6) months prior to the payment due date, such holiday compensation shall be prorated.
EMPLOYGE B�NEFIT POLIC[f:S- R1=SOLUTION N0. 98-_, GFFLCTNE JCTNE 14, 1998 Page 18
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ADMINISTRATIVE LEAVE
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, In recognition of
the inapplicabilitv of additional compensation, specificallv overtime and compensatorv time off,
exempt emplovees mav be eli�ible for up to forty (40) hours paid administrative leave per calendar
year with Department Director approval and up to ei�htv (80) hours paid administrative leave ner
calendar vear with Citv Manaeer approval. Administrative leave is �ranted on the pavroll period
closest to Januarv 1 and must be used by the end of the last nav neriod in December of each e�or
time is forfeited without compensation. Emplovees are to schedule administrative leave in the same
manner as vacation with the approval of the Department Director. ,
. Emplo, eY es appainted
to an exempt position after the first of the vear mav be �ranted leave on a prorated basis.
Administrative leave balances mav be adtusted when emplovees senarate emplovment prior to the end
of the calendar vear.
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EMPLOYEL BENEF[T POLIC[I?S-RI;SOLUTION N0. 98- , EFFECTNG JLTNI: 14, 1998 Page 19
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FUNERAL (BEREAVEMENT) LEAVE
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�h ' , Regular�rrd-pr�b�employees who are absent from work due to the
death of a member of the employee's immediate family shall receive compensation at the
regular rate of pay for the time necessary to be absent from work, but not to exceed forty(40)
working hours. Immediate familv as used herein includes only employee's spouse; children,
grandchildren, brothers, sisters, parents, or grandparents of either emplovee or 5pouse; or
other persons who are living in the employee's immediate household. The relationships
included herein shall apply whether bv blood or marriage. Notwithstanding the foregoing,
�rn�bereavement leave with pay shall be granted to twenty-four(24)hour shift employees
for the time necessary to be absent for up to a maximum of fifty-six (56) hours. ��t
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2. Regular rp employees who are absent from work to attend the funeral of a
person other than an immediate family member shall receive compensation at the regular rate
of pay for the time necessary to be absent from work, but not to exceed one (1) regularly
scheduled work day. A maximum of twentv-four(24) hours may be utilized for this type of
leave in a calendar vear. Twentv-four(24) hour shift emplovees shall receive compensation
at the re�ular rate of pav for the timc necessarv to be absent from work, but not to excced
one (1) re�ularly scheduled work dav. A maximum of seventv-two (72) hours mav be
utilized for this twe of leave in a calendar vear.
EMPLOYEE BGNI�F[T POLIC[LS-RGSOLUTION NO. 98-_, EFFLCTNE JUNT 14, 199R Page 20
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JURY/WITNESS DUTY
1.
�1nd�rs�; A Regular , - employee who is
summoned for jury duty and is thus absent from the work place
' � will be paid for the time lost at the employee's regular rate of pay.
2. Whenever any employee is subpoenaed to testify in court as a result of the employee's
employment and the emplovee is not an opposin�partv to the City,
' ' , the employee shall be paid for all regular time lost.
Emplovees subpoenaed bv the Court for matters unrelated to Citv business must utilize
vacation or appropriate leave balances.
EMPLOYI�F I3GNGFIT POLIC[L-S- EtESOLUTION N0. 98-_,EFFECTNE JUNE 14, 1998 Page?1
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LEAVES 9�rB����
1.
' , A leave of absence may be granted to regtrrar employees by the City Manager
for urgent and substantial reasons, up to a maximum of one year, providing satisfactory
arrangements can be made to perform the employee's duties without undue interference with
the normal routine of work. Emplovees in an initial probationarv period, Part-Time or
Temporarv status are not eli�ible for leave of absence.
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�-. A. A leave will commence on and include the first workday on which the employee is
absent and terminates with and includes the workday preceding the day the employee
returns to work.
�. B. All applications for leave of absence shall be made in writing except when the
employee is unable to do so. The conditions under which an employee will be
restored to employment on the termination of leave of absence shall be clearly stated
by the City in conjunction with the granting of a leave of absence. An emplovee is
reQuired to submit medical certifications as to the conditions necessitating the leave
if the leave is a result of exhaustion of sick leave. If the leave should exceed the initial
request, the emplovee is responsible for requesting additional time offand providin�
current medical certifications and return to work dates. Upon an employee's return
to work after a leave of absence, thep emplovee will be reinstated to the employee's
former position and working conditions, providing that the employee is capable of
performing the duties of the employee's former position, except that if there has been
a reduction of forces or the employee's position has been eliminated during said leave,
the employee will be returned to the position the employee would be in, had the
employce not been on a leavc of absence.
� C. An employee's status as a Regular employee will not be impaired by su�r a leavc of
absence and the employee's seniority will accrue.
� D. If an employee fails to return immediately on thc expiration of thc cmployce's lcavc
of absence or if the employee accepts other ful�=t�imc employment without prior City
approval while on leave, the employee will thereby forfeit the leave of absence and
' employmcnt with the City mav be tcrminatcd.
tr. E. An employee on a leave of absence as provided herein shall not accrue vacation or
sick leave benefits nor maintain group insurance coverage. An employee may,
i�vever if eli�ible, ' , maintain group insurance
coverage at thc em lo ee's ex ense providing the full monthly premium is received
by the City Treasurer on or before the first day of the month for which the premium
is intended. Notwithstanding the above, however, if the leavc of absence is as a result
of exhaustion of sick leave benefits an employee's group insurance may be maintained
for up to three (3) calendar months on the normal premium-sharing formula,
providing the employee pays the employee's share of the premium on a timely basis.
EMPLOYGE BENEF[T POL[C[L-S- RESOLUT[ON NO. 98-_, EFFECTNL=J1JNE 14, 199R Page 22
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2. Familv and medical leave for emplovees shall be administered in accordance with the
provisions of the Federal Family and Medical Leave Act (FMLA), 29 USC Section 2601
et seq., and the provisions of the California Familv Ri�hts Act(CFRA),Code of Re�ulations,
Title 2, Division 4, Section 7297.0 et sea., as mav be amended from time to time.
3. Pre�nancv Disabilitv Leave shall be administered in accordance with the provisions of
California Code of Re�ulations, Title 2, Division 4, Section 7291.2 et seq.
4. Vacation Donation Pro�ram
A. This program has been established to allow emplovees to donate accrued vacation
hours to an eli�ible emplovee in need. The purpose of this pro�ram is to provide a
means bv which the eligible emplo e�y obtain authorized paid time off.
Employees eli�ible for the pro�ram must:
1. Be a Re�ular or Part-Time Regular employee alreadv having completed an
initial probationarv period;
2. Have a verifiable lon�-term illness or inLurv (non-work related). For this
pro�ram, long ter•m is defined as no less than four (4) weeks in duration. It
is the emplovee's responsibility to com�lete and return a Reauest for
Donation form to the Personnel Division and attach to it a letter from a
licensed physician certifvin� that the emplovee has a lon�-term illness or
disablin� injury of at least a four week duration;
3. Have exhausted all accrued leaves, resultin� in the emplovee bein� in an
unpaid status if on approved leave; and
4. Have thc concurrence of the Department Director and Human Resources
Mana�cr.
B. Once an cmplovee is determined eligible, a�ostin� will be distributed and use of the
donated hours will start as soon as possible. Under no circumstances will total
eli�ibilitv extend bcyond thirteen (13) pav periods.
C. When utilizin�the donation pro�ram,recipients shall receive their re�ular rate of pa�
as if bein� on paid leave status. The benefit shall be pavable on re�ularlv scheduled
pav days. A minimum of twentv(20) hours per week must be utilized when there are ,
available balances. Emplovees usin� donated vacation time will not accrue holida�
vacation or sick leave benefits. As with�aid leave status, recipients shall continue to
be eli�ible to participate in the group health and related benefits providcd bv the Citv.
EMPLOYGG BENI:F[T POL[C[ES-R}�SOLUTION NO. 98-_, EFFECTNL- JUNE 14, 1998 Pagc 23
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INDUSTRIAL ��DISABILITY
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A Re�ular emplovee who becomes disabled as a result of a work-related injurv or illncss and
is deemed eligible for benefits under the Worker5' Compensation and Insurance Chapters of
the Statc Labor Code, shall receive compensation at thc rate of ei�htv-five percent (85%) of
thc emolovee's re�ular pav. This pavment shall be made in lieu of temporarv disability
pavmcnts, which would bc paid under the State Labor Code, for the period of disabilitv not
to exceed six(6)months. At the conclusion of six(6) months of supplemental benefits at the
ei�htv-five percent (85%) rate, benefits are reduced to seventv percent (70%) of the
emplovee's re�ular pav for an additional six (6) month period. At any time the empiovice's
iniurv/illness is determined to be permanent and stationarv or the emplovee is retired on a
disabilitv pension throu�h PERS, eli�ibility under this provision ccascs. Emplovees who are
covered under the provisions of California Labor Code, Section 4850 and those cmplovees ,
in their initial probationarv period are excluded from this benefit.
In exchan�e for this benefit, the emplovee shall pav over to the Citv compensation received
as a result of the disabilitv, whether from Workers' Compensation, SDI emplovee �roup
insurance benefits or unemplo�ment compensation benefits. Privatclv secured insurance is
excluded. Thc emplovee shall affirmativelv assist the City in obtainin� anv such benefits to
which the emnlovee mav be entitled, but has not vet received arising out of the disabilitv. In
no event shall such pavment from the employee to the Citv from such sources exceed the
EMPLOYGE BGNEF[T POL[C[ES-RLSOLUTION NO. 9R-_,FFFECTNE JLJNE 14, 1998 Pagc 24
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amount of the sunplemental benefits paid to the emplovee by the Citv in accordance with the
provisions of the above para�raph.
2. An employee who is absent by reason of industrial disability may be returned'to work by the
City and given temporary light duties within the employee's ability to perform, �e
' pursuant to the Citv's Modified Dutv Policy. �ke
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3. If a third party is found to be responsible for the employee's industrial injury and the
employee recovers a judgment in damages from said third party,then all supplemental benefits
received as provided for in Section 1 not already repaid from the other sources mentioned in
Section 1 shall be repaid to the City by the employee.
4. Vacation and sick leave shall accrue while an regu�ar employee is absent from work as-a�r��trlt
' and receiving the supplemental benefits '
as set forth in Section 1 or the benefits of Section 4850 of
the Labor Code of the State of California ' ,
anc-(�-�-pcar. �Regular and Part-Time Regular�-pr�bati�oriary employees w�ro-are while
receiving Workers' Compensation temporary disability benefits, may ne�m�-s, at their
option, maintain their group insurance coverage
for up to a maximum of a cumulative total of five (5)
years. Holidays which occur during the period for which an employee is receiving temporary
disability compensation shall not be recognizcd for compensation purposes.
EMPLOYEE [3ENGF[T POL[C[ES- RESOLUTION N0. 98- , LFFECTNE JUNE 14, 199R Pagc 25
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EXPENSES
1. The following provisions
provi�e allow for a fair and equitable
means of reimbursing expenses incurred while conducting City business,,. � s��-is-a
i.e•, traveling to
authorized meetings,seminars,training sessions,luncheons and other events approved by the
Department Director.
2. Transportation-Related Expenses:
A. �ere When City business requires that an employee commute to or from work in a
City owned or leased vehicle,that employer provided vehicle can not be used for any
personal purposes. The value of this benefit is to be included in the assigned
employee's gross wages at a rate established by the Internal Revenue Services(IRS).
� B. Whenever employees use their personal vehicles for City business at the City's
convenience,reimbursement will be at the rate of - thirtvi cents
.30 per mile.
� C. Whenever employees use their personal vehicle for the employee'stc�q�-'s
convenience for out of City travel on official City business, the total allowance for
transportation shall in no case exceed the cost of coach ta�tn-is�t-class air passage if
such service is available. (This would include any additional expenses that would be
incurred for lodging, , meals and other expenses.) �iF�irs�viee
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5: D. The City is not responsible for any loss ar damage, operating maintenance or repair
expenses to personal vehicles used on City business.
fr. E. Travel time will be allowed on the same basis as if the employee had traveled by air.
The employee will charge to the City only the timc that would have been required to
make the trip using airline transportation. All time in excess of air travel time will be
charged to the employee. Exceptions may be authorized by the Finance Officer in
cases where it is beneficial to the City for the employee to use their personal vehicle.
$3. Lod�in� and Meal Related Expenses:
A. Employees who have a temporary work assignment at such distance that it is
impractical for them to return to their regular residence will be allowed
actual personal expenses for board and lodging for the duration of such assignment
provided they board and lodge at places to be approved by the City. The time spent
by such employees in traveling to such temporary assignment at its beginning, to and
from home on holidays and weekends, and from such temporary assignment at its
conclusion and any reasonable expense incurred thereby will be paid by the City.
EMPLOYL-L I3ENEF[T POL[C[LS- RESOLUTION NO. 98- EFFEC7"NE J[JNE 14, 199R Page 26
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. Lod�ing expenses shall be reimbursed at actual
and reasonable costs as approved by the Department Director,or designee. Receipts
are required to support expenses.
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�--� C. - . Meals shall be
reimbursed up to the followin�maximum rates. An employee may choose to be paid
a meal allowance as follows:
Dinner $17.50
Lunch 8.50
Breakfast 6.00
Meal allowances are is included in an individual's gross wages as determined by the
Internal Revenue Service (IRS).
-1-z D. When meals are included in the registration fees or transportation charges,�justment
meal allowanccs are adjusted. ' .
-1-� E.
Any request for reimbursement in excess of�n the normal meal allowancc
must be accompanied by a written explanation as to the reason for the excess and will
be subjcct to Citv approval by the Finance Officcr. Alcoholic beverages are not a
reimbursablc expense , . Receipts for
meals must be provided in ordcr to obtain reimburscment.
� F. Reimburscment of ineal expenses for other than employees incurred whilc conducting
business on behalf of the City shall be allowed provided itemized receipts are
submitted detailing the guest's name,position,and organization. Such expenses shall
be subject to Citv approval. ' , ,,
�4. Reimbursement for reasonable costs other than meals and lodging incurred for the following
incidental expenses shall be permitted providing such expenses are justified and itemized:
Rcgistration
Tips and other gratuities
Taxi, bus, arkin 7 and other�oe�transportation fm-es expenses
FMPLOYGF.BI�NEF[T POL[C[ES- RESOLUT�ON NO. 98-_, EFFECTNE JUNE 14, 199R Page 27
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Business telephone calls and t�;h�i-�faxes
Other justifiable incidental expenses
�fr 5. Employees will be reimbursed for actual expenses only. Any savings realized by employees
by ride sharing, lower accommodation costs, etc., shall accrue to the City.
6. The Citv shall pav the reasonable cost of repair or a t�rorated replacement of uniforms
�lasses, watches or other personal propertv up to two hundred dollars ($200.00) damaged
in the course of emplovment. Thisprovision does not apply to items lost or dama�ed as a
result of ne�li�ence of the emplovee.
7. An�xempt employee who is required to change residence to accommodate '
employment with the City may be compensated for moving expenses, under special
circumstances, subject to approval by the City Manager. Refer to Personnel Policv.
EMPLOYEL BIiNEFIT POL[CILS- RGSOLUTION NO. 98-_, EFFECTNE JUNE 14, 1998 Page 28
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UNIFORM ALLOWANCE
A uniform allowance shall be granted to those miscellaneous sworn and non-sworn employees
required to wear a uniform as part of their normal job duties as opposed to occasional ceremonial
functions, as follows:
Fire Chief $550
Deputy Fire Chief $550
Battalion Chief $550
Assistant Fire Marshal (Safety) $550
Police Chief $700
�Police Captain $700
Policc Lieutenant $700
Police Training Supervisor $700
The uniform allowance for Fire Management employees will increase to $575 effective July 1, 1998,
and $625 effective July 1, 1999.
The uniform allowance is normally paid in the week following the second pay day in July of each year
and is for the purpose of maintenance and replacement of uniforms for the ensuing fiscal year. The
allowance is not a reimbursement for the prior year. The first clothing allowance shall be a prorated
amount for that period of time from the employee's date of employment to the following July 1.
Upon separation, a pro-rated amount will be deducted from the employee's pay-outs to offset
allowancc�forwarded at the beginning of the fiscal year.
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GMPLOYFE [31:NEFIT POLIC[GS- RESOLUT[ON N0. 98-_, EFFECTNE Ji1NE 14, 1998 Page 29
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GROUP INSURANCE
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ai�Regular and Part-Time Regular employees are eligible to participate in
a group insurance benefit program effective the first day of employment
' . City Council members may participate in the
City's group health insurance program in the same manner as Regular arr�pr�bationaip
employees. The City shall pay the full cost of the program for both employees and
dependents for Re�ular emplovees, and one-half the premium cost for '
�re Part-Time ReQular employees -
as applicable. �re Covera�e highlights include .
1) Life Insurance: Twice annual salary for employee,$3,000 for employee's dependents.
2) Health Benefits: $100 deductible per person per year
, . ; 80%
payable for first $5,000 of eligible charges, except for hospital charges which are
100% payable; 100% thereafter up to one million dollars lifetime limit; professional
fees based upon UCR; nanr��typical exclusions and limitations.
The Citv will nav the cost of the first tweive (l 2) out-patient visits per calendar vear
for treatment related to alcohol or substance abuse and mcntal health disorders at
100%, with no deductible, and an additional twentv-four(24)visit5 per calendar vear
pavable at ci�htv percent (80%) subiect to the annual deductibie.
� Prescription Dru� Card: No deductible• a $5 00 emplo ee�co-,pavment for generic
prescriptions; an $8.50 emplovee co-pavment for brand name prescriptions� and a
provision for mail prescriptions.
�4) Dental Benefits: No deductible and 100%of UCR for prevention; no deductiblc and
50% up to $2,000 per lifetime per person for orthodontia; $25 deductible and 80%
of UCR up to $2,000 per person per year for all other eligible charges.
� 5) Long Term Disability: After three (3) months 60% of employee's salary to a
maximum of $5,000 per month (effective July 1 1998) integrated with all other
income benefits payable to age 65. The City will pay for sworn Police management
employees the same amount toward long term disability benefit5 as is paid for
miscellaneous employees.
� 6) Vision Carc:
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to Plan A available from the California Vision Service Plan. This plan has a $25
deductible, provides for an examination every twelve (12) months, lenses evcry
twenty-four (24) months, and frames every twenty-four (24) months.
EMPLOYGL BENEFIT POL[C[i�S- RL.SOLUT[ON NO. 98-_, EFFECTNF JUNE 14, 1998 Page 30
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2. The City will pay fifty percent (50%) of the group medical insurance program premium for
each retiree includin� �dependents, if any, presently enrolled and for each retiree in the
future who goes directly from active status to retirement and continues the group medical
insurance without a break in coverage. Payments by the City will be discontinued upon the
death of the retiree or upon tertnination of group medical insurance coverage. The City will
not contribute payments on behalf of any retiree except as set forth above. Following the
death of a retiree�t�re surviving spouse, � , may continue the insurance at his/her own
expense until eli�ible for other insurance covera�e, e•�., Medicare. Effective Julv 1 1998,
prosnective retiree mav continue dental and vision insurance covera�e as a nacka�e under the
fiftv nercent (50%) cost sharin� basis provided the retiree also maintains the medical
insurance. The Citv will pav one hundred nercent (100%1 of the �roup health insurance
covera�e for persons holdine the vositions of Citv Manager Citv Attorne o�v Council
Member retirin� with ei�ht (8) or more vears of service with the Cit�
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EMPLOYEE BGNEFIT POL[C[FS- RESOLUTION NO. 98-_,EFFECTNE JiJNE 14, 1998 Page 31
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RETIREMENT PROGRAM
1. All Regular, Part-Time Regular and qualified Part-Time �prob�tiorrAry employees are
covered by a the State of California Public Employees' Retirement System Ca1PERS
program pursuant to an existing contract ' .
Elected officers may elect membership with Ca1PERS ' '
�qst�m pursuant to Government Code Section 20361.
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2. For enrolled emplovees and elected officials,the Cit�pavs the emplovee's contribution(7%)
to the Public Emplovees' Retirement Svstem at the 2% at 55 formula; one (1) vear's
compensation in formula; third level 1959 Survivors Benefits: Survivor Continuance
allowance: credit for unused sick leave; and militarv service credit buv back option.
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For Police and Fire Management Employees: , ,the City provide�s the
two percent (2%) at age fifty(50) benefit formula; ; one (1)
year's compensation in formula; fourth level 1959 Survivors Benefits; -
Survivors Continuance allowance; credit for unused sick leave; fifty percent (50°/o) ordinary
disability benefit; City pays the employee's contribution of�everr nine percent(�°fo� 9% af
' . ;and military service credit bu ba�ck o_ption. -
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Additionallv, unrepresented Police and Fire Mana�ement emplovees are credited with
emplover-paid membcr contributions effective June 1 1997.
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3. Upon retirement and with Cit�pproval, emplovees , � ,
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benefit payout due, all or in part, paid in up to three egual installments in a period not to
exceed three calendar vears .
GMPLOYEE BENEF[T POL[C�S-RI�SOLUT[ON NO. 98-_, EFFEC7'N�JUNE 14, 1998 Page 3?
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CONTINUING EDUCATION
Re ular employees who complete��tharize�Citv approved courses taken
for credit with a passing grade may, upon application, be reimbursed for the following expenses:
(1) tuition; and (2) cost of required textbooks.
Employees must obtain prior approval from their Department Director. Reimbursement under this
program shall be limited to arre two hundred dollars (�'si-86�66j 200.00 per course
�semester/ uarter .
GMPLOY}:E 131iNGFIT POL[CII;S- RESOLUTION N0. 98- , EFFGCTNG JUNE 14, 1998 Page 33
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GRIEVANCE PROCEDURE
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Any grievance which may arise between a Regular or Part-Time employee and
the City with respect to the interpretation or application of any of the terms and conditions of
employment, includin�
discharge, demotion ar discipline of an individual employee, shall be determined by the provisions of
this procedure, except that such matters which are included in the definition of impasse as set forth
in Resolution No. 4217 are not �gri�v�nee grievable. Establishment of employee wage-rates�av
schedules are excluded from this procedure.
. Probationary employees shall not be entitled
to invoke the Grievance Procedure with regard to matters of discharge or demotion. This shall not,
however, prevent Probationary employee from exercising any other rights under this procedure.
Every employee designated by the City to hear tire grievances shall have the
authority to settle them.
Step 1: The initial step in the adJustment resolution of a grievance shall be a discussion
between the employee and the immediate Supervisor directly
involved, ' ,who will answer within
ten (10) days. This step shall be started within thirty (30) days of the date of the
action complained of or the date the grievant became aware of the incident which is
the basis for the grievance. This step may be taken during the working hours of the
employee.
Step 2: ,
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If a_�rievance is not resolved in the initial step the second step shall be the
presentation of the grievance, in writin� to the Division Head who will answer in
writin�, within ten (10)davs. This step shall be taken within ten(10)davs of the date
of the immediate supervisor's answer to Step One.
Step 3: , ,
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lf a �rievance is not resolved in the second step the third step shall be the
presentation of the �rievance, in writin� to the Department Director who will
answer, in writin�, within ten(10)davs. This step shall be taken within ten(10) da�
of the datc of the Division Head's answer to Step Two.
� EMPLOYEG[3LNrF[T POL[Cff:S- RESOLUTION NO. 98-_, EFFECTIVE JUNE 14, 199R Page 34
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Step 4: If a�rievance is not resolved in the third step,the fourth sten shall be the presentation
of the �rievance, in writin�, to the Citv's desi�nated labor relations representative,
who shall conduct an investi�ation and attempt to resolve the erievance. If no
resolution of the �rievance is achieved. the City's designated labor relations
representative shall provide the emplovee with the Citv's answer to the �rievance in
writin�. This step shall be taken within ten (10) davs of the date of the Department
Director's answer to Step Three.
Step 5: If the �rievance is not resolved in the fourth step, the fifth step shall be the
presentation of the erievance, in writing, to the Citv Mana�er or desi�nee, who shall
answer, in writin�, within ten(10) davs. The fifth step shall be taken within ten(10)
davs of the date of the answer to St� Four.
Step 6: If a erievance is not resolved in the fifth step,the sixth step shall be the referral of the
matter to mediation bv either partv within twentv(20)calendar davs of the answer to
Step Five. Whenever a Qrievance is referred to mediation, either the emplovee or the
Citv mav request that the California State Mediation and Conciliation Service refer
a state mediator. The mediator shall assist the parties in the resolution of the
�rievance in the same manner as that which is normallv used in the mediation of
interest disputes. Referral to Step Seven shall not occur until the mediator has
released the parties from the mediation process.
Sten�7: (-� If a grievance is not resolved in the third-step sixth step of this procedure, the f�urtk
step seventh step shall be referral by either the City or the employee or-thcir
rcpresent�tiv�to arbitration, , ,
. The fc��r seventh sten shall be taken
within twcnty (20) days of the date of the answer m to Step 3 Six.
(b a) An Arbitrator shall be appointed on each occasion that a grievance is
submitted to arbitration. The arbitrator shall be chosen by mutual a�reement
of thc Citv and emplovee. In the event that City and the employce or their
representative are unable to agree on thc selection of an Arbitrator, they shall
request thc State ofCalifornia Mediation and Conciliation Service to nominate
five (5) persons to be the Arbitrator. The City and the employce or thcir
represeritative each will alternately challenge two (2) of such nominees, the
party having the first challenge to be determined by lot. The remaining
nominee shall be accepted as the Arbitrator and their compensation and ,
expenses shall be borne equally by the City and the employee.
Notwithstanding the foregoing, the City and the employee may, by mutual
consent, agree on a single arbitrator to hear grievances, on the same cost
sharing basis. The City and the employee shall pay the compensation and
expenses of their respective app�int�es�witnesses. At the employee's or
their representative's request, the City shall release employees from duty to
participate in arbitration proceedings.
GMPLOYGE E3GNGF[T POL[C[LS- RLSOLUTION NO. 98- , EFFECTNE JiJNE 14, 1998 Page 35
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(e b) The Arbitrator shall hold such hearings and shall consider such evidence as to
the Arbitrator appears necessary and proper. The decision of the Arbitrator
shall be final and binding on City and the �ggri�v� employee �rr�-their
repi-e��tiv�, provided that such decision does not in any way add to,
disregard or modify any of the provisions of City policies, resolutions or
ordinances.
Failure by the employee to meet any of the aforementioned time limits as set forth in Steps 1, 2, 3,
�rr�4(�}, 5,6,and 7 will result in forfeiture, , ,
. If the City fails to answer a �rievance on a timely basis, the
�rievance mav be advanced to the next step. Except, however that the aforementioned time limits
mav be extended bv mutual a�reement. Grievances settled by forfeiture shall not bind either party to
an interpretation of City policies, practices, resolutions or ordinances, nor shall such settlements be
cited by either party as evidence in the settlement of subsequent grievances.
GMPLOYGL BENEF[T POL►C�S-RI:SOLUTION NO. 98- ,EFFECTNE JUNE 14, 199R Page 36
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REDDING EMPLOYEE AWARDS PROGRAM (REAP)
POLICY
It is the policy of the City of Redding to encourage its employees to be innovative and proactive in
making suggestions and initiating changes that will improve City operations and service to the public.
As part of such encouragement,the City of Redding wishes to reward employees who go above and
beyond their normal job responsibilities to make significant improvements that result in better,more
efficient service to the residents of Redding.
PROGRAM
Accorciingly, an employee incentive and bonus program known as the Redding Employee Awards
Program(REAP)is hereby established under the guidelines described in the procedure section below.
By way of overview, REAP is established to allow the City Manager to administratively reward
employees for significant contributions that rneet the objectives ofthe policy above. Working within
City Council budget appropriations,the City Manager will provide awards to employees. The awards
may be in the form of cash payments, gift certificates, special awards or other means, as the City
Manager deems appropriate.
PROCEDURE
1. The City Council, in adoption of the Annual Budget, will appropriate funds in the Employer
Services Division to fund REAP for that fiscal year.
2. Thc City Manager may utilize REAP at any time, after becoming aware of an employee's
achievement that meets the objectives of the policy stated above. The City Manager may
become aware of an cmployee's achievements through a variety of ways, including, but not
limited to: recommendation of the City Council, the Human Resources Manager, a
Department Director, a City employee, or a business or resident outside of the organization.
3. Once a recommendation has been made, the City Manager, or his designee, will thoroughly
examine the circumstances to detcrmine if an award is warrantcd. Thc dccision of thc City
Managcr shall be final.
4. If it is determined that an award is warranted,the City Manager will make a decision as to the
typc and value of such award. The awards may include, but are not limited to: cash ,
disbursements,gift certificates,special awards(i.e. certificates,plaques,etc.),or other means,
as deemed appropriate. The City Manager's decision shall be final.
5. Once the award is determined,the City Manager's Office will make appropriate arrangements
for presentation of the award to the employee in a timely manner. To the extent possible, the
City Manager will present REAP awards in person.
EMPLOYEE BENEE[T POL[C[I�S-RL-SOLUTION NO. 98-_, FFFECTNE JL1NT: 14, 1998 Page 37
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DEFINITIONS
"ACTUAL SERVICE" means paid service on the City_pavroll in a position in the Citv service.
"ALLOCATION" describes an individual position for which funds have been budgeted to cover
salarv and related costs.
"CALENDAR YEAR" means a vear startin� on Januarv 1 and terminatin� at the close of the
followin� December 31.
"CLASS"or "CLASSIFICATION"defines a �rou�ing of positions on the basis of the nature of the
tasks, duties and responsibilities performed so as positions are suf�icientiv similar that the same
descriptive title, the same requirements as to education, experience, knowledge and ability ma ��be
demanded of incumbents, and so that the same schedule of compensation mav be made to appplv with
eauitv
"COMPENSATION" means the salary, wa�e, allowances and all other forms of valuable
consideration earned bv, or paid to, an�vee bv reason of service in anv position, but does not
include anv allowances authorized and incurred as incidents to emplo ��ent.
"CONTINUOUS SERVICE" means service uninterrupted from date of appointment except for
authorized absence.
"CITY" means the City of Reddin� in the State of California.
"DAY" means calendar dav unless specified as a workin� daY
"DEPARTMENT" includes office, and "office" includes department.
"DEPARTMENT DIRECTOR" means the head of an established office or dcpartment havin�
supervision of such department and office.
"EMPLOYEE" means a person le�allv occupvin� a position in Citv service.
"EXEMPT EMPLOYEE"means an emplovee in a position not covered bv the provisions ofthe Fair
Labor Standards Act, includes most professional, supervisorv, managerial and executive positions.
"MONTH" means a period from a particular calendar date in a month to and includin� the
immediatel�precedin� date of the followin� month.
"NON-EXEMPT EMPLOYEE" means an emplovee in a position covered under the provisions of
the Fair Labor Standards Act.
"POSITION" means a collection of duties and responsibilities which require the full- or part-time
services and emplovment of one person.
EMPLOYEE BENEFIT POLIC[ES-RESOLUTION NO. 98- , EFFECTNE J[JNE 14, 1998 Page 38
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"SENIORITY"means total lenQth of continuous service with the Citv. Continuitv of service will not
be broken and seniority will accrue when an emplovee is: called to active dutv in the Armed Forces
of the United States;on active dutv with the National Guard;absent due to industrial injur�on leave
of absence; or on excused leave.
"TITLE" means the desi�nation�iven to, or name applied to, a classification to the le�ally appointed
incumbent of each position allocated to the class.
"YEAR" means a period from a particular calendar month and date of a vear to and includin� the
immediatelv precedin� date of the same month in the following year.
GMPLOYrE BGNEFIT POL[C[ES- RI:SOLUTION NO. 98-_, EFFECTIVE JLJNG 14, 1998 Page 39