HomeMy WebLinkAboutReso 92-079 - Rescinding Reso 91-392 effetive 02/29/92 & establish new Misc Emp benefit Policies for unrepresented emp not covered by MOU Effective 03/01/92 RESOLUTION NO. �
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING
(1) RESCINDING RESOLUTION NO. 91-392 EFFECTIVE
MIDNIGHT, FEBRUARY 29, 1992, AND (2) ESTABLISHING NEW
MISCELLANEOUS EMPLOYEE BENEFIT POLICIES FOR
UNREPRESENTED EMPLOYEES NOT COVERED BY A MEMORANDUM OF
UNDERSTANDING, EFFECTIVE MARCH 1, 1992.
WHEREAS, City Council has studied the current City of
Redding Miscellaneous Employee Benefit Policies for unrepresented
employees not covered by a memorandum of understanding; and
WHEREAS, staff has recommended that Resolution No. 91-392 be
rescinded effective midnight, February 29, 1992 ; and that, for
the reasons set forth in the accompanying Report to City Council,
new City of Redding Miscellaneous Employee Benefit Policies for
unrepresented employees, as attached, be established effective
March 1, 1992;
WHEREAS, City Council deems it to be in the best interests
of the City of Redding to adopt such recommendation;
li NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of
the City of Redding, pursuant to the authority established by the
Redding Municipal Code, as follows:
1. That Resolution No. 91-392 be and hereby is rescinded
effective midnight, February 29, 1992 .
2 . That the City of Redding Miscellaneous Employee Benefit
Policies attached hereto and incorporated herein by reference be
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Rescinded by Resolution 92-217
and hereby are approved,. effective March 1 , 1992 , as the City' s
Miscellaneous Employee Benefit Policies for employees not covered
by the provisions of a memorandum of understanding.
I HEREBY CERTIFY that the foregoing Resolution was
introduced and read at a regular meeting of the City Council of
the City of Redding on the 3rd day of March, 1992, and was duly
adopted at said meeting by the following vote:
AYES: COUNCIL MEMBERS: Arness, Carter, Fulton & Moss
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: Dahl
ABSTAIN: COUNCIL MEMBERS: None
CHARLIE MOSS, Vice-Mayor
City of Redding
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� A ST:
CONNIE STROHMAYER, .' ty Clerk
FO PPROVED:
y�- C-f- 'A��
RADALL A. HAYS, City Attorney
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CITY OF REDDING
MISCELLANEOUS EMPLOYEE BENEFIT POLICIES
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' CITY OF REDDING
MISCELLANEOUS EMPLOYEE BENEFIT POLICIES
TABLE OF CONTENTS
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ARTICLE PAGE
GRIEVANCE PROCEDURE . . . . . . . . . . . . . . . . . . 3
INDUSTRIAL INJURY . . . . . . . . . . . . . . . . . . . 5
EMPLOYEE STATUS . . . . . . . . . . . . . . . . . . . . 7
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WAGES AND CLASSIFICATIONS . . . . . . . . . . . . . . . 10
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HOURS AND OVERTIME . . . . . . . . . . . . . . . . . . 12
LEAVE OF ABSENCE . . . . . . . . . . . . . . . . . . 14
EXPENSES . . . . . . . . . . . . . . . . . . . . . . . 16
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SICK LEAVE . . . . . . . . . . . . . . . . . . . . . . 19
HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . 21
VACATIONS . . . . . . . . . . . . . . . . . . . . . . . 24
GROUP INSURANCE . . . . . . . . . . . . . . . . . . . . 28
RETIREMENT . . . . . . . . . . . . . . . . . . . . . . 30
ADMINISTRATIVE LEAVE . . . . . . . . . . . . . . . . . 31
CONTINUING EDUCATION . . . . . . . . . . . . . . . . . 33
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FUNERAL LEAVE . . . . . . . . . . . . . . . . . . 34
JURY DUTY . . . . . . . . . . . . . . . . . . . . . . . 35
' UNIFORM ALLOWANCE . . . . . . . . . . . . . . . . . . . 36
PUBLIC SERVICE AND PRODUCTIVITY AWARD PROGRAM . . . . . 37
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Resolution No. Page 3
Date. Adopted: March 3 , 1992
Date Effective.: March 1 , 1992
i GRIEVANCE PROCEDURE
Any grievance which may arise between a regular employee
or their representative and the City with respect to the
interpretation or application of any of the terms and
conditions of employment, and with respect to such matters as
the alleged discriminatory or arbitrary discharge, demotion or
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 a grievance. Establishment of
employee wage rates are excluded from this procedure. This
Grievance Procedure will not be applicable to any items not
covered by City Council approved resolution. Probationary
employees shall not be entitled to invoke the Grievance
Procedure with regard to matters of discharge or demotion.
This shall not, however, prevent a probationary employee from
exercising any other rights under this procedure. Every
employee designated by the City to hear the grievance of a
subordinate shall have the authority to settle that grievance.
Step 1 : The initial step in the adjustment of a
grievance shall be a discussion between the employee or their
representative and the immediate Supervisor directly involved,
Division Head or Department Head as applicable, who will
answer within ten (10) days . This step shall be started
within thirty (30) days of the date of the action complained
j 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: If a grievance is not resolved in the initial
step, the second step shall be a discussion between either the
employee or their representative and the Director of Personnel
Services who shall answer within ten (10) days. This step
shall be taken within ten (10) days of the date of the
j Department Head' s answer in Step 1 . The foregoing steps may
be supplemented by written presentations as well as the oral
discussions required above.
Step 3 : If a grievance is not resolved in the second
! step of this procedure, the third step shall be the
presentation of the grievance, in writing, by the employee or
their representative, to the City Manager who shall answer,
in writing, within ten (10) days. The third step shall be
taken within ten (10) days of the date of the answer in Step
2 .
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Resolution No. , Page 4
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
Step 4 :
(a) If a grievance is not resolved in the third step of
this procedure, the fourth step shall be referral by either
the City or the employee or their representative to
arbitration, or the employee may elect, at his or her option,
to appeal to the City Council in private or public personnel
session pursuant to the authority contained in the Redding
Municipal Code. The fourth step shall be taken within twenty
(20) days of the date of the answer in Step 3 .
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(b) An Arbitrator shall be appointed on each occasion
that a grievance is submitted to arbitration. In the event
that City and the employee or their representative are unable
to agree on the selection of an Arbitrator, they shall
request the State of California Mediation and Conciliation
Service to nominate five (5) persons to be the Arbitrator. The
City and the employee or their representative 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 appointees and witnesses .
At the employee' s or their representative' s request, the City
shall release employees from duty to participate in
arbitration proceedings.
(c) The Arbitrator shall hold such hearings and shall
consider such evidence as to the Arbitrator appears necessary
I and proper. The decision of the Arbitrator shall be final
and binding on City and the aggrieved employee and their
representative, 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 and 4 (a) will
result in forfeiture; except , however , that the
aforementioned time limits may be extended by mutual
agreement. Grievances settled by forfeiture shall not bind
either party to an interpretation of City policies ,
resolutions or ordinances , nor shall such settlements be cited
by either party as evidence in the settlement of subsequent
grievances.
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Resolution No. , Page 5
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
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INDUSTRIAL INJURY
1 . Except for those employees who are covered by the
provisions of California Labor Code Section 4850 or a
Memorandum of Understanding, whenever any regular employee who
is a member of the Public Employees' Retirement System is
disabled, whether temporarily or permanently, by injury or
j illness arising out of and in the course of the employee' s
duties , which comes within the application of the Workers'
Compensation and Insurance Chapters of the State Labor Code ,
the employee shall become entitled, regardless of the
employee' s period of service with the City to compensation at
the rate of eighty-five percent (85%) of the employee' s
regular salary, in lieu of temporary disability payments, if
any, which would be payable under the State Labor Code , for
the period of such. disability but not exceeding six (6) months
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permanent disability pension. At the conclusion of six (6)
months of receipt of supplemental benefits at the rate of
eight-five (85) percent of regular salary, any regular
employee who is still unable to return to work and is still
receiving temporary disability indemnity payments shall become
entitled to receive supplemental benefits at the rate of
seventy percent (70%) of the employee' s regular salary for the
period of such disability but not exceeding six (6) months or
until such earlier date as the employee is retired on
permanent disability pension through the Public Employees'
Retirement System. In consideration of this benefit, the
regular employee shall pay over to the City any temporary or
permanent disability compensation received, whether from
Workers ' Compensation, employee group insurance benefits or
unemployment compensation benefits provided for under State
law, and shall affirmatively assist the City in obtaining any
such benefits to which the employee may be entitled but has
not yet received arising out of such disability, but such
payment from the employee to the City from such sources shall
not exceed in amount the supplemental benefits paid to the
employee by the City in accordance with the provisions of this
paragraph.
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, with the consent of the employee' s physician. The
duration of any such period of temporary work shall be
determined by City. Such employee shall be compensated at the
then current rate of pay of the employee' s regular
classification while engaged in such temporary duties. The
City may require an employee being considered for return to
work after an absence caused by disability or illness to
submit to a medical examination by a physician or physicians
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Resolution No. Page 6
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
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approved by City for the purpose of determining that such
employee is physically and mentally fit and able to perform
the duties of the employee' s position without hazard to the
employee, or to fellow employees , or to the employee' s own
permanent health.
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 be accrued while a
regular employee is absent from work as a result of a job
related disability and receiving the supplemental benefits to
j Workers ' Compensation temporary disability compensation as set
forth in Section 1 or the benefits of Section 4850 of the
Labor Code of the State of California for the period of such
disability, but not exceeding one (1) year. All regular and
probationary employees who are receiving Workers ' Compensation
temporary disability benefits, may nevertheless, at their
option, maintain their group insurance coverage during the
period in which they are receiving temporary disability
compensation 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 recognized by such employee for compensation
purposes .
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Resolution No. Page 7
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
EMPLOYEE STATUS
1 . Except for those employees who are covered by the
j provisions of a Memorandum of Understanding, employees will be
designated as regular, probationary, part-time regular,
full-time temporary, part-time temporary, part-time permanent,
or City Council Members , depending upon the purpose for which
they are hired and their length of continuous service with the
City.
2 . A regular employee is one who has completed a
probationary period as outlined in section 3 , below.
3 . A probationary employee is defined as an employee
hired for a full-time position that has been regularly
established as an authorized position and is of indeterminate
duration. A probationary employee shall receive not less than
the minimum rate for the job and shall be eligible for sick
leave pay, vacation pay, holiday pay, retirement plan
participation, insurance coverage and items of a similar
nature, as the employee becomes eligible, but shall not be
given preferential consideration for promotion or transfer or
be eligible for a leave of absence. Upon completion of one
(1) year of continuous full-time service with the City, a
probationary employee shall be given the status of a regular
employee. An employee' s probationary period shall be
extended by the duration of any unpaid absence of ten (10) or
more consecutive work days. A probationary period may also
be extended at the discretion of City management for a period
not to exceed six (6) months for the purpose of enabling a
more extensive review and evaluation of a probationary
employee prior to the employee attaining permanent status. A
probationary employee shall be notified in writing of such an
extension not less than ten (10) working days prior to the
expiration of the probationary period.
4 . A full-time temporary employee is defined as an
employee hired for occasional or seasonal work for a period
not to exceed six (6) months . A full-time temporary employee
shall receive not less than the minimum rate for the job but
shall not be eligible for sick leave pay, holiday pay,
vacation pay, insurance coverage , retirement plan
participation, or items of a similar nature, nor shall the
employee accrue seniority, or promotion and transfer rights , .
or leave of absence rights. If a full-time temporary employee
is reclassified to probationary status , the employee shall be
credited with all continuous service in determining
eligibility for such benefits as may accrue to the employee in
the employee' s new status.
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Resolution No. , Page 8
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
5 . A part-time regular employee is defined as an
employee who has one (1) year, or more, seniority with the
City in full-time employment as a probationary and regular
employee , and who is subsequently recategorized, without a
break in service, to work less than full-time. A part-time
regular employee shall receive not less than the minimum rate
for the job, and shall be eligible for sick leave pay,
vacation pay, holiday pay, retirement plan participation (as
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insurance coverage (pursuant to group insurance contract
provisions) , and seniority accrual, but shall not be given
preferential consideration for promotion or transfer nor shall
the employee be eligible for supplemental benefits for
industrial injury, funeral leave pay, jury duty pay, or items
of a similar nature. If a part-time regular employee is
reclassified to regular status , the employee shall be
credited with all continuous service in determining
eligibility for such benefits as may accrue to the employee in
the employee' s new status.
6 . A part-time temporary employee is defined as an
employee hired for occasional or seasonal work or for
employment of less than eight (8) hours per day or less than
five (5) days per week, or whose work period is not regularly
scheduled, and who normally works less than one-half (1/2)
time. A part-time temporary employee shall receive not less
than the minimum rate for the job, but shall not be eligible
for sick leave pay, holiday pay, vacation pay, or items of a
similar nature, nor shall the employee normally be eligible
for insurance coverage or retirement plan participation, nor
shall the employee accrue seniority, or promotion and transfer
rights , or leave of absence rights. If a part-time temporary
employee is reclassified to full-time temporary or
probationary status , the employee shall not be credited with
the employee' s service as a part-time temporary employee in
determining eligibility for benefits , if any, as may accrue to
the employee in the employee' s new status.
7 . A part-time permanent employee is defined as an
employee hired for occasional or seasonal work or for
employment of less than eight (8) hours per day or less than
five (5) days per week, or whose work period is not regularly
scheduled, and who normally works less than one-half (1/2)
time. A part-time permanent employee shall receive not less
than the minimum rate for the job, but shall not be eligible
for sick leave pay, holiday pay, vacation pay, or items of a
similar nature, nor shall the employee be eligible for
insurance coverage, however this category will require an
employee to become a member of the Public Employees '
Retirement System. The employee shall not accrue seniority,
or promotion and transfer rights , or leave of absence rights .
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Resolution No. Page 9
Date Adopted: March 3 , 1992
Date Effective: March 11 1992
This classification of employee status will not be used for
new hires but solely for the purpose of employees changing
! status from that of a part-time temporary. Further, such
reclassification will only be accomplished by approval of the
Director of Personnel Services and the City Manager. If a
part-time permanent employee is reclassified to full-time
temporary or probationary 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.
8 . A City Council member is defined as an elected
officer elected by the citizens of the City of Redding.
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Resolution No. Page 10
Date Adopted: March 3, 1992
Date Effective: March 1 , 1992
WAGES AND CLASSIFICATIONS
1 . The following provisions shall only apply to those
employees other than part-time employees and other than those
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covered by the provisions of a Memorandum of Understanding.
2 . Except as otherwise provided, employees shall be paid
the wage established for their classification. Upon initial
appointment to a classification an employee shall normally be
paid the lowest wage rate for that classification. An
employee may, however, be paid a wage rate above the lowest
wage rate if circumstances justify it. When an employee is
appointed to a classification which has a wage range
overlapping the wage range of the employee' s previous
classification, the employee shall be paid at the wage rate of
the classification to which the employee is being appointed,
which is next higher to the employee' s present wage rate, but
not more than the top wage rate of the classification to which
the employee is appointed. Step increases require
Department Head and City Manager approval and may be granted
as follows: After thirteen (13) full pay periods of
employment at Salary Step 1 , an employee may be advanced to
Salary Step 2 . After twenty-six (26) full pay periods of
employment at Salary Step 2 , an employee may be advanced to
Salary Step 3 . After twenty-six (26) full pay periods of
employment at Salary Step 3 , an employee may be advanced to
Salary Step 4 . After twenty-six (26) full pay periods of
employment at Salary Step 4 , an employee may be advanced to
Salary Step 5 . 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.
3 . Wages shall be paid at bi-weekly intervals on
Thursdays at the end of the employee' s work period after 12 : 00
noon for a pay period ending no earlier than the preceding
Saturday. If a pay day falls on a holiday, payments shall be
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4 . When an employee is temporarily assigned to work in
I a classification lower than the employee' s regular
classification, the employee' s rate of pay will not be reduced.
5 . Effective July 1 , 1987 , shift differential shall be
paid as follows to Police Lieutenants:
Watch I (Graveyard) 1800-0400 hours $. 75 per hour
Watch II (Days) 0800-1700 hours $ .00 per hour
Watch III (Swings) 1300-2400 hours $ .50 per hour
Resolution No. , Page 11
Date Adopted: March 3 , 1992
iDate Effective: March 1 , 1992
6 . Effective June 24 , 1990 , shift differential shall
be paid to Police Records Division clerical personnel and the
Supervisor-Communication/Records as follows:
1600-2400 hours 3-1/2%
2400-0800 hours 5%
7 . Effective June 23 , 1991 , shift differential shall
be paid to any unrepresented personnel working a regular
schedule as follows:
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1600-2400 hours 3-1/2%
2400-0800 hours 5%
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8-7C . Effective January 7 , 1990 , POST and
educational incentives shall be added to the base pay of those
regular Police Sworn Employees who qualify as follows:
2 . 5% - AA or AS degree, or sixty (60) semester units,
or a POST Intermediate Certificate.
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5 . 0% - BA or BS degree, or one hundred twenty (120)
semester units or a POST Advance Certificate.
98. Effective September 2 , 1990 , $800 . 00 per year
will be added to base pay for an A.A. degree in Fire Science
or Fire Science Technology for Fire management personnel.
10484. The City Manager may, based upon
outstanding job performance, grant an exempt employee a
one time salary increase up to ten percent (100) 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 the one year period.
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Resolution No. , Page 12
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
HOURS AND OVERTIME
1 . The following provisions shall only apply to those
employees not covered by provisions of a Memorandum of
Understanding.
2 . All regular employees will receive full time
employment for each workweek employed, provided they report
j for duty and are capable of performing their work. This is
j not to be interpreted that the City does not retain the right
to lay off or release employees on account of lack of work or
other valid reason at the end of the workweek.
3 . Each employee shall report for work at the
employee' s regularly established headquarters and shall return
thereto at the conclusion of the day' s work and the time spent
in traveling between such headquarters and the job site shall
be considered as time worked.
4 . A workweek is defined. 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.
5 . Except as otherwise provided herein, overtime is
defined as (a) time worked in excess of forty (40) or sixty
(60) hours as applicable in a workweek, (b) time worked in
excess of eight (8) or ten (10) 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 employees,
other than fire suppression or twenty-four (24) hour shift
employees , overtime is defined as time worked in excess of
forty (40) hours in a workweek. For part-time fire
suppression or twenty-four (24) hour shift employees overtime
j is defined as time worked in excess of two hundred forty (240)
hours in a work period. A work period is defined as it is for
other regular twenty-four (24) hour shift employees . Such
definition is presently set forth in 9 .2 (b) of the Memorandum
of Understanding between the City of Redding and Local Union
1934 International Association of Fire Fighters as it was
amended effective June 29 , 1975 .
6 . Overtime compensation shall be paid at a rate
equivalent to one and one-half (1-1/2) times the regular rate
of pay, or at the employee' s option, providing it is legally
permissible and has City approval, the employee may elect to
receive time off with pay at the rate of one and one-half
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Resolution No. Page 13
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
hours off for each overtime hour worked. For non-exempt
employees, 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 forty (240) hours, as outlined in the Fair Labor
Standards Act amendments of 1985 , before the City must provide
overtime pay.
7 . Officers and exempt employees shall not receive any
compensation for overtime work, except for exempt employees of
the Fire Department when on duty for the State Office of
Emergency Services . In those situations the exempt employee
shall receive the difference, if any, between the employee' s
regular salary and the State payment when in State Service on
a regularly scheduled workday and on a non-workday the
employee shall receive the State payment.
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8 . 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
i employee shall be paid overtime compensation only for the
actual time worked. If an employee performs overtime work
immediately following the end of the employee' s regular shift,
the employee shall be paid overtime compensation only for the
actual time worked.
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Resolution No. Page 14
Date Adopted: March 3 , 1992
Date Effective: March 11 1992
LEAVE OF ABSENCE
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1 . Except for those employees who are covered by the
! provisions of a Memorandum of Understanding, leave of absence
may be granted to regular 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. Inability to return to work after an
employee' s sick leave has been exhausted will be considered as
an urgent and substantial reason and in such cases a leave
will be granted.
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2 . 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.
3 . 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. Upon an employee' s return to work after a
leave of absence, they 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 employee not been on a leave of
absence.
4 . An employee' s status as a regular employee will not
be impaired by such leave of absence and the employee' s
seniority will accrue.
5 . If an employee fails to return immediately on the
expiration of the employee' s leave of absence or if the
employee accepts other full-time employment while on leave,
the employee will thereby forfeit the leave of absence and
terminate the employee' s employment with the City.
6 . 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, however, at the
employee' s option and expense, maintain group insurance
coverage 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 leave of absence is as a result of exhaustion
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Resolution No. Page 15
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
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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.
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Resolution No. , Page 16
Date Adopted: March 3 , 1992
Date Effective: March 11 1992
EXPENSES
1 . The following provisions shall apply only to those
persons and employees not covered by the provisions of a
Memorandum of Understanding to provide a fair and equitable
means of reimbursing expenses incurred while conducting City
business. City business is a direct result of employment with
or representation of the City. It includes traveling to
authorized meetings , seminars , training sessions, luncheons
and other events approved by the Department Head.
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2 . Where 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) .
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3 . Whenever employees use their personal vehicles for
City business at the City' s convenience, reimbursement will be
at the rate of twenty-ese five cents ($ ..2} 25)
per mile.
4 . Whenever employees use their personal vehicle for the
employee' s/employer' s convenience for out of City travel on
official City business, the total allowance for transportation
shall in no case exceed the cost of tourist-class air passage
if such service is available. (This would include any
additional expenses that would be incurred for lodging, per
diem allowances, meals and other expenses. ) If air service is
not available, the allowance for use of a personal vehicle,
shall be subject to authorization by the Director of
Finance. Wkese*3e --extg}epees--tse-- a} --}�esesa}--a} ea
--btxs-irt--,ate--the--it-pL9- -ra}xbursement
-m}}e
aae�-spa}}-�egtt}tee-g�}ems-agg�e�a}-Hy-eke-H}�ee�e�-e�-P}�aeee.
5 . The City is not responsible for any loss or damage,
operating maintenance or repair expenses to personal vehicles
used on City business.
6 . 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 time 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 Director of Finance in cases where it
is beneficial to the City for the employee to use their
personal vehicle.
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Resolution No. Page 17
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
7 . An exempt employee who is required to change
residence to accommodate the employee' s employment with the
City may be compensated for moving expenses, under special
circumstances , subject to approval by the City Manager.
8 . Employees who have a temporary work assignment at
such distance that it is impractical for them to return to
their regular place of abode 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.
9 . For Council members, elected officials, appointed
members of City commissions , and all officers and exempt
employees a maximum per diem allowance of sixty-five
eighty-five dollars ($65-99 85 . 00) per day (24 hour
period) shall be paid while such persons are traveling on
official City business. Per diem includes three (3) meals
(breakfast, lunch and dinner) and overnight lodging.
10 . Where the per diem allowance listed in Section 9 is
inadequate, an actual claim for reimbursement may be made.
Receipts must be provided for all expenditures where
reimbursement is requested.
11 . An optional meal allowance may be paid at the
following rates:
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Dinner $15-89 17 . 50
Lunch 4-89 8 . 50
Breakfast 5-98 6 . 00
Meal allowance is included in an individual ' s gross wages
as determined by the Internal Revenue Service (I .R.S. ) .
12 . When meals are included in the registration fees or
transportation charges , adjustment of the per diem or meal
allowance will be made.
13 . Payments for meals will be reimbursed at actual cost
if that amount is equal to or less than that specified in
Section 11 . Unusual circumstances may justify a larger
amount. Any request for more than the normal meal allowance
must be accompanied by a written explanation as to the reason
for the excess and will be subject to approval by the Director
of Finance. Alcoholic beverages are not a reimbursable
expense and should be paid for separately by the employee.
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Resolution No. Page 18
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
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Receipts for meals must be provided in order to obtain
reimbursement.
14 . Reimbursement of meal expenses for other than
employees incurred while 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 limited to advisory boards, commissions, and
such other guests at meetings or conferences as reasonably
borne by City expense as recommended by the Department Head
and approved by the Director of Finance.
15 . 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:
Registration
Tips and other gratuities
Taxi, bus and other local transportation fares
Business telephone calls and telegrams
other justifiable incidental expenses
I 16 . 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.
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Resolution No. Page 19
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
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SICK LEAVE
1 . Except for those employees who are covered by the
provisions of a Memorandum of Understanding, sick leave with
pay shall be accumulated for each regular, probationary, 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 as defined in
Funeral Leave policies for up to forty (40) hours per
incident. Sick leave to include mental or physical illness .
d) family sick leave up to twenty-four (24) hours per calendar
year for members of the immediate family as defined in the
Funeral leave policy. Notwithstanding the foregoing forty
(40) hour limitation, sick leave with pay shall be granted to
the twenty-four (24) hour shift employees for the time
necessary to be absent up to a maximum amount that has the
same ratio to the maximum amount allowed for other City
employees as set forth above as the average number of work
hours per week for 24-hour shift employees has to the number
j of work hours per week for other City employees. For exempt
employees no deductions for less than a day shall be made.
For 24 hour shift employees the definition of a work day shall
be 24 hours.
j 3 . Management may require satisfactory evidence of
sickness or disability before payment for sick leave will be
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 by a
physician or physicians approved by City for the purpose of
i determining that such employee is physically fit and able to
perform the duties of the employee' s former position without
hazard to the employee, or to fellow employees , or to the
employee' s own permanent health. Such examination or
examinations shall be at the sole expense of the City.
4 . If a holiday which an employee is entitled to have
off with pay occurs on a workday during the time an employee
is absent on sick leave, the employee shall receive pay for
the holiday as such, and it shall not be counted as a day of
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sick leave.
Resolution No. Page 20
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
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j 5 . In the event an employee exhausts all paid leave as a
result of an illness or injury, and subject to the approval of
the employees Department Director, Director of Personnel and
the City Manager, such employee may be advanced sick leave
from his or her future accruals up to 80 hours per incident.
The 80 hour limit will be adjusted for 24 hour shift employees
in the same ratio as the average number of work hours per week
for 24 hour shift employees has to the number of work hours
, per week for other City employees. 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.
6 .§- Any employee who after ten (10) years of
service to the City terminates employment shall be paid at the
employee' s regular pay rate for thirty-three and one-third
percent (33 1/3%) of the employee' s accumulated sick leave
hours reduced by the amount of any bonus vacation hours the
employee has previously received pursuant to Section 2 of the
City' s vacation policy. For employees with fifteen (15)
years or more but less than twenty (20) years of service, the
percentage set forth above shall be increased to forty-five
percent (45o) . For employees with twenty (20) years or more
service, the percentage set forth above shall be increased to
sixty percent (600) . An employee may, however, at the
employee' s option, elect to waive the foregoing benefit and in
lieu thereof receive credit for said unused sick leave toward
the employee' s retirement benefit through the Public
Employee' s Retirement System, pursuant to the contract between
the City of Redding and the Public Employees ' Retirement
System.
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Resolution No. Page 21
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
HOLIDAYS
1 . Except for those employees who are covered by the
provisions of a Memorandum of Understanding, or who are
assigned to twenty-four (24) hour shifts, regular and
probationary employees, except as otherwise provided herein,
shall be entitled to have the following holidays off with pay:
Fixed Holidays:
A) January 1st (New Year' s Day)
B) The third Monday in February
(George Washington' s Birthday)
C) The last Monday in May (Memorial Day)
D) July 4th
E) First Monday in September (Labor Day)
F) Thanksgiving Day
G) Friday after Thanksgiving Day
H) The last four (4) work hours before Christmas
I) December 25th (Christmas Day)
Floating Holidays:
A) Lincoln Day
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B) Employee' s Birthday
C) Columbus Day
D) Veterans Day
If 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 overtime basis. Employees who are regularly
scheduled 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 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
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Resolution No. Paye 22
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
falls on any day from Monday through Friday, inclusive, and
j that day is a regularly scheduled non-workday for an employee,
such employee shall be entitled to receive another workday off
with pay, to be scheduled in the same manner as vacation days
are normally scheduled.
Notwithstanding the foregoing 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. The holidays known as Lincoln Day,
Columbus Day, and Veterans Day 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.
2 . Notwithstanding the foregoing, employees may be
scheduled to work on holidays, in which event any such
employee will, in addition to holiday pay, be compensated
therefore at the overtime rate of pay for all time worked on
such days. An employee may, however, at their option, elect
to observe that holiday at another time, to be scheduled in
the same manner as vacation days are normally scheduled, in
which event, any such employee will only be compensated for
time worked on that day at the overtime rate of pay and shall
not receive holiday pay for such day.
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3 . If an employee is in a non-pay status on both
workdays immediately adjacent to the holiday, the employee
shall not receive pay for the holiday.
4 . Part-time regular employees shall not observe the
foregoing holiday provisions , but shall accrue holiday pay on
a prorated basis at the rate of forty-eight thousandths ( . 048)
of an hour for each regular hour worked or on paid leave.
5 . Effective December 1990 , Fire Management regular and
probationary twenty-four (24) hour shift employees 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 other
City employees observe. Such holiday compensation shall be at
the employee' s regular hourly pay rate with forty-eight (48)
hours paid in December of 1990 . An additional forty-four (44)
hours for eligible twenty-four (24) hour shift employees shall
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Resolution No. Page 23
Date Adopted: March 3 , 1992.
Date Effective: March 1 , 1992
' become effective June 23 , 1991 . Payment in June, 1991 will be
ninety-two (92) hours and the payment in each June thereafter
will be ninety-two (92) hours , with the payment in December
remaining at forty-eight (48) hours. For those employees who
j do not work the full six (6) months prior to the payment due
date, such holiday compensation shall be prorated.
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Resolution No. Page 24
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
VACATIONS
1 . Except for those employees who are covered by the
provisions of a Memorandum of Understanding, regular,
probationary, and part-time regular employees of the City
jshall accrue vacations with pay up to 500 hours {e-f-feetive
January 1; 1999} (Fire Management 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 approximately three and one-half
(3-1/2) weeks per year after nine (9) years of services . )
D) At the rate of seventy-seven thousandths ( .077)
of an hour for each regular hour worked, or on paid leave,
j from the three hundred sixty-fourth ( 364th) full pay period of
employment through the four hundred ninety-fourth (494th) full
pay period of employment. (Accrual rate approximately four
(4) weeks per year after 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 leave,
from the four hundred ninety-fourth (494th) full pay period
through the six hundred twenty-fourth (624th) full pay period
of employment. (Accrual rate approximately four and one-half
(4-1/2) weeks per year after nineteen (19) years of service. )
F) At the rate of ninety-six thousandths ( . 096) of
an hour for each regular hour worked, or on paid leave, from
and after the six hundred twenty-fourth (624th) full pay
period of employment. (Accrual rate approximately five (5)
weeks per year after twenty-four (24) years of service . )
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Resolution No. Page 25
Date Adopted: March 3 , 1992
Date Effective: March 11 1992
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G) 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 .
H) For purposes of establishing the number of pay
periods and therefore the vacation accrual rate as set forth
in (a) through (f) above, previous periods of full-time
regular employment with the City shall be used, including
iprobationary periods which resulted in attainment of regular
employee status.
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I) Effective January 1 , 1991 , the maximum vacation
time which can be accrued by a regular employee is five
hundred (500) hours.
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J) Effective January 1 , 1990, for one time only,
vacation hours accumulated in excess of five hundred (500)
hours will be retained in a separate time bank to be used by
the employee in the same manner as regular vacation time.
Vacations hours retained in the time bank will not be lost
upon effective date of the vacation maximum. On January 1 ,
1991 , earned vacation hours in excess of the five hundred
(500) hours maximum will not be accumulated. Between January
1 , 1990 and January 1 , 1991 , employees who are at the five
hundred (500) hours maximum should endeavor to reduce their
j vacation balance by an amount greater than their annual
vacation accrual . For such employees , during the above dates ,
used vacation time and vacation cash outs will be deducted
from the employee' s regular vacation account.
i K) It is City policy that employees take their
normal vacation each year at such time or times as may be
approved by the Department.
L) 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 five hundred (500) hours maximum. In the event
of a paid leave of absence due to an illness or injury that is
not job related, the City Manager may approve the accumulation
of vacation hours in excess of the five hundred (500) hours
maximum. Whenever such excess accruals occur, the employee
shall have one year from the date the vacation was cancelled
or from the date the employee returns to work from illness or
injury to utilize the excess accrual. Any excess accrual that
remains at the end of such period shall be forfeited.
2 . Vacation cannot be accrued while an employee is in a
non-pay status.
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Resolution No. Page 26
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
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3 . Vacations will be scheduled throughout the calendar
year. Employees with greater seniority will 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 other employees
being given consideration in the selection of their first
choice vacation period.
4 . The City shall not require an employee to take
vacation in lieu of sick leave or leave of absence on account
of illness.
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5 . If a holiday which an employee is entitled to have
off with pay occurs on a workday during the employee' s
j vacation period, such employee will be entitled to an
additional day of vacation and will be compensated for same.
6 . For exempt employees no deductions for less than a
day shall be made. For 24 hour shift employees the definition
of a work day shall be 24 hours.
6 .-7 . Employees whose employment with the City is
terminated for any reason shall , at the time of termination,
receive any unused vacation period previously earned.
For Management employees , whenever any
employee has accrued one hundred twenty (120) hours or more
vacation allowance as set forth in Section 1 (a-h) , the City
will, at the employee' s option, compensate the employee for up
to forty (40) hours of accumulated vacation during any fiscal
year. For Management employees, whenever any employee has
accrued two hundred forty (240) hours or more of vacation
allowance as set forth in Section 1 (A-H) , 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, the numbers
set forth above shall be increased proportionately by the same
amount as the relationship of the twenty-four (24) hour shift
employee' s average fifty-six (56) hour week has to forty (40)
hours per week for other employees .
9 . There is hereby established a voluntary vacation
donation program in which any unrepresented employee (herein
referred to in this policy as the donor) may donate unused
vacation hours to another unrepresented employee (herein
referred to in this policy as the recipient) ; such donation
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Resolution No. , Page 27
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
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will be made on the basis of value (dollar basis) so that
vacation hours from the donor will be converted to dollars and
then to the appropriate vacation hour level for the recipient.
The recipient will be required to meet the
criteria of having exhausted all paid leave due to injury or
illness and not be eligible for long term disability
benefits. Nor shall such recipient be eligible for this
program as a result of a Worker' s Compensation injury.
Donated hours will be posted on a date of receipt basis until
the recipient need is met.
Unrepresented employees requesting to take
advantage of this program as a recipient will make application
on an approved form signed by their Department Manager,
Director of Personnel, and the City Manager. Unrepresented
employees wishing to donate vacation hours can do so on forms
for this use in the Personnel Office. All donations will be
treated on a confidential basis.
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Resolution No. Page 28
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
GROUP INSURANCE
1 . Except for those employees covered by the provisions
of a Memorandum of Understanding, all regular and
probationary employees are eligible to participate in a group
insurance benefit program effective the first day of
employment except for long term disability insurance which
shall be effective upon the first day of the month following
completion of one (1) year' s employment. City Council members
may participate in the City' s group health insurance program
in the same manner as regular and probationary employees. The
City shall pay the full cost of the program for both employees
and dependents. The highlights of the benefits are:
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1) Life Insurance: Twice annual salary for employee, $3, 000
for employee' s dependents.
2) Health Benefits: $100 deductible per person per year
except for accidents which shall have none; but shall
have a maximum benefit of $500 . 00 for each accident; 800
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 U.C.R. ; normal typical
exclusions and limitations.
3) Dental Benefits: No deductible and 100% of U.C.R. for
prevention; no deductible and 50% up to $2,000 per
'i lifetime per person for orthodontia; $25 deductible and
80% of U.C.R. up to $2 ,000 per person per year for all
other eligible charges.
4) Long Term Disability: After three (3) months 60o0
of
employee' s salary 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 benefits as is paid for miscellaneous
employees.
5) Vision Care: City shall pay for a vision care plan for
employees only. Effective January 1 , 1990 , dependent
coverage will be provided. This plan shall be Plan A
available from the California Vision Service. This plan
has a $25 deductible, provides for an examination every
twelve (12) months, lenses every twenty-four (24) months,
and frames every twenty-four (24) months.
2 . The City will pay fifty percent (50%) of the group
medical insurance program premium for each retiree and
dependents, if any, presently enrolled and for each retiree in
the future who goes directly from active status to retirement
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Resolution No. , Page 29
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
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 termination 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 the surviving spouse , if any, may
continue the insurance at his/her own expense.
3 . City will reimburse costs not covered by the City' s
health benefit plan for the first twelve (12) visits for
treatment of mental and nervous disorders , provided the
employee submits the necessary documentation to support the
expense and a request for reimbursement to the Director of
Personnel Services.
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Resolution No. Page 30
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
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RETIREMENT PROGRAM
1 . All regular and probationary employees are covered by
a State of California Public Employees' Retirement System
program pursuant to an existing contract with the Public
Employees' Retirement System. Elected officers may elect
membership in the Public Employees ' Retirement System pursuant
to Government Code Section 20361 . The City pays seven
percent (7%) of the employee' s normal contribution to the
Public Employees' Retirement System.
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2 . For sworn public safety employees not covered by the
provisions of a Memorandum of Understanding and covered by a
State of California Public Employees ' Retirement System
program pursuant to an existing contract with the Public
Employees ' Retirement System, the major features are:
For Police Management Employees: Effective June 30 ,
1985 , the City provided the two percent (2%) at age fifty (50)
benefit formula; normal retirement age fifty (50) ; one ( 1)
year' s compensation in formula; 1959 Survivors Benefits;
Post-Retirement Survivors allowance; credit for unused sick
leave; fifty percent (50%) ordinary disability benefit; City
pays seven percent (7%) of employee' s cost; and military
service credit. The City-paid percentage of the employee' s
normal contribution to the Public Employees' Retirement System
is credited to the members ' contribution account and will be
refunded to the member upon termination if they withdraw from
the retirement system and requests a refund. Effective January
1 , 1989 the City shall begin paying nine percent (9%) of the
employee' s cost of the retirement system.
For Fire Management Employees: Effective June 29 , 1986,
the City provided the two percent (2%) at age fifty (50)
benefit formula; normal retirement age fifty (50) ; one (1)
year' s compensation in formula; 1959 Survivors Benefits;
Post-Retirement Survivors allowance; credit for unused sick
leave; fifty percent (50%) ordinary disability benefit; City
pays seven percent (7%) of employee' s cost; and military
service credit. The City-paid percentage of the employee' s
normal contribution to the Public Employees ' Retirement System
is credited to the members ' contribution account and will be
refunded to the member upon termination if they withdraw from
the retirement system and requests a refund. Effective August
7 , 1988 , the City will increase its payment of the employee' s
cost to eight percent (8%) , and effective June 25 , 1989 the
City will increase its payment of the employee' s cost to nine
percent (9%) .
Resolution No. Page 31
Date Adopted: March 3 , 1992
' Date Effective: March 1 , 1992
ADMINISTRATIVE LEAVE
Administrative Leave is designed to recognize and compensate
for work in excess of forty (40) hours per week by exempt
employees . While administrative leave is not based on
overtime hours worked on an hour-for-hour basis, it does allow
employees to take paid time off in recognition of time worked
in excess of forty (40) hours per pay period.
Effective December 23 , 1990 the Administrative Leave Policy
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1) Department Heads may grant up to forty (40) hours per
year to designated exempt employees who commit a minimum
of forty (40) hours per calendar year beyond regular work
hours. Department Head recommendations shall be
authorized by the City Manager.
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I 2) Based upon a recommendation of a Department Head, the
City Manager may grant up to an additional forty (40)
hours leave per year for designated exempt employees who
commit a significant number of hours to a specific
project or projects that go beyond what is normally
expected and to recognize outstanding contributions to
the management team and to the City.
The following rules shall apply to usage of Administrative
Leave:
A) Administrative leave may not be carried over to any
subsequent year, if not used in the year of its
allocation and shall not be compensable if not utilized.
B) Administrative leave may not be taken in conjunction with
vacation leave. In other words, administrative leave
must be utilized independently of vacation leave.
C) Administrative leave may not be used in increments of
more than two (2) days (sixteen hours (16) ) at a time
without prior approval of the City Manager.
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D) Administrative leave may not be taken for the purpose of
conducting outside employment or self employment.
E) For exempt employees no deductions for less than a day
shall be made. For 24 hour shift employees the
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definition of a work day shall be 24 hours.
Resolution No. Page 32
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
The granting of administrative leave shall coincide with the
City' s payroll periods. Therefore, administrative leave will
be granted on the payroll period closest to January 1 and
shall be used by the end of the last payroll period of
December of each year.
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Resolution No. Page 33
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
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CONTINUING EDUCATION
Eligible City of Redding employees who complete
authorized courses taken for credit with a passing grade may,
upon application, be reimbursed for the following expenses:
(l) tuition, and (2) cost of required textbooks.
Textbooks for which reimbursement payments are made shall
become the property of the City of Redding. These textbooks
will be placed in the Personnel Department library to
complement this program.
Employees must obtain prior approval from their
Department Head, the Director of Personnel Services and the
City Manager. Reimbursement under this program shall be
limited to one hundred dollars ($100 .00) per semester.
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Resolution No. Page 34
Date Adopted: March 3 , 1992
j Date Effective: March 1 , 1992
FUNERAL LEAVE
1 . Except for those employees who are covered by the
provisions of a Memorandum of Understanding, regular and
probationary 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 family" as used herein includes
only employee' s spouse; children, grandchildren, brothers,
sisters, parents , or grandparents of either spouse; or other
persons who are living in the employee' s immediate household.
Notwithstanding the foregoing, funeral 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 amount that has the
same ratio to the maximum amount allowed for other City
employees, as set forth above, as the average number of work
hours per week for twenty-four (24) hour shift employees has
to the number of work hours per week for other City employees.
2 . Regular and probationary 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.
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Resolution No. , Page 35
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
JURY DUTY
1 . Except for those employees who are covered by the
provisions of a Memorandum of Understanding, a regular or
probationary, or full-time temporary employee who is summoned
for jury duty and is thus unable to perform the employee' s
regular duties 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 is thus
unable to perform the employee' s regular duties, the employee
shall be paid for all regular time lost.
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3 . All monies received by an employee for Jury fee,
Witness fee or any other such compensation as covered in this
section shall be submitted directly to the City Treasurer upon
receipt. This would not include reimbursements to the
employee for any out of pocket expenditures (i.e. , mileage,
meals, lodging, etc. )
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Resolution No. , Page 36
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
UNIFORM ALLOWANCE
Except for those employees covered by a Memorandum of
Understanding, 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:
Animal Control
$350
Fire Miscellaneous Employees $350
Fire Chief $400
Assistant Fire Chief $400
Fire Marshal $400
Battalion Chief - Shift Commander $400
Deputy Fire Marshal $400
y Assistant Fire Marshal $400
Police Miscellaneous Employees $350
Parking Violation Officer $375
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Police Chief $500
Police Captain $500
Police Lieutenant $500
The uniform allowance for Police Chief, Police Captain
and Police Lieutenant will increase to $550 for fiscal year
1987/88 and $600 for fiscal year 1988/89 .
The uniform allowance for Fire Management employees will
increase to $450 on July 1 , 1989 .
'j The uniform allowance for Parking Violation Officers'
will increase to $375 on September 30 , 1990 .
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The uniform allowance is normally paid 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 .
The City shall pay the reasonable cost of repair or
replacement of uniforms , glasses , watches or other personal
property up to two hundred dollars ($200 .00) damaged in the
course of employment. This provision does not apply to items
lost or damaged as a result of negligence of the employee.
! y Resolution No. Page 37
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
PUBLIC SERVICE AND PRODUCTIVITY AWARD PROGRAM
POLICY:
It is the policy of the City of Redding to encourage its
employees to develop ideas and suggestions as to how the City
could improve
operations and thereby improve service to the
public.
PROGRAM:
Accordingly, a public service and productivity award is
hereby established under the guidelines described in this
policy.
COMMITTEE:
A Judging Committee will be formed comprised of
representatives of the five (5) bargaining groups and two
unrepresented employees for a total composition of seven (7) .
The members will be selected and assigned by the City Manager
and serve for a period of one year. To insure continuity for
the first term only, four initially appointed committee
members will serve an extended term of eighteen months . The
determination of those members serving an eighteen month term
! will be made by the committee . The remaining three members
will serve a term of one year. A quorum will consist of at
least four members.
PROCEDURE :
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Employees may submit suggestions in the form of a one
page description or outline describing the suggestion and a
summary of benefits expected to accrue to City operations.
In judging ideas submitted, the committee will consider
factors such as expected improvements in productivity and
service to the public, innovation and safety.
The committee will not consider ideas which:
1) Call attention to a problem but do not offer any
solutions.
2) Concerns issues covered by memoranda of understanding,
i.e. , wages, hours or working conditions.
3) Are deemed by the committee as being impractical or
inconsequential.
4) Are determined to be within the suggester' s job scope
or expected duties .
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I ' Resolution No. Page 38
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
EMPLOYEE OF THE MONTH:
Upon receipt of a proposal, the program coordinator in
the Personnel Department will send an evaluation report with a
copy of the proposal form to the applicable department head
for a technical opinion on the suggestion and then return it
to Personnel. In addition, supervisors may recommend that
awards be given to employees who have contributed
significantly to improving City service with a specific
suggestion which has been implemented by the Department. Such
recommendations shall be submitted to the suggestion committee
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via the appropriate department head.
The Committee will select an employee. of the month based
upon submitted suggestions. The selected candidate will be
awarded eight (8) hours of additional vacation time.
EMPLOYEE OF THE YEAR:
At the end of twelve (12) months, an employee of the year
will be chosen from the pool of the twelve previous monthly
i winners. The selected employee will receive an additional
i forty (40) hours of vacation time.
PRESENTATIONS:
Employees selected each month will be featured in the
Redding Report and will be presented with a resolution of
appreciation at the regularly scheduled City Council meeting.
The committee will meet in regular session at least once
a month. Additional meetings may be called at the discretion
of the Chairman (elected by a majority of committee members) .
RESUBMITTALS:
Suggestions which are not implemented may be resubmitted
after two years. Suggestions which were already rejected and
subsequently implemented within two years may be resubmitted
for an award.
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Resolution No. , Page 39
Date Adopted: March 3 , 1992
Date Effective: March 1 , 1992
APPEALS :
If a suggestion is rejected by the department head as
being impractical and thus has not been implemented, the
employee making the suggestion may appeal directly to the
committee as to why the suggestion is practical. If there
continues to be a dispute between the committee and the
department head over the value and or practicality of a
suggestion, the matter shall be referred to the City Manager
for a final and binding decision.
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ELIGIBILITY:
This program is open to all employees regardless of
status. Separate resolution authorizes granting paid time off
to part time and temporary employees not eligible for paid
vacation leave and who are selected to receive an award under
this program.
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