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HomeMy WebLinkAboutReso 1990-315 - Rescinding resolution no. 90-132 41, RESOLUTION NO. 70- 345- A 0" '/ 5-A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING (1) RESCINDING RESOLUTION NO. 90-132 EFFECTIVE MIDNIGHT, JUNE 23 , 1990 , AND (2) ESTABLISHING A NEW PERSONNEL POLICY FOR UNREPRESENTED EMPLOYEES NOT COVERED BY A MEMORANDUM OF UNDERSTANDING EFFECTIVE JUNE 24 , 1990 . WHEREAS, City Council has studied the current Personnel Policy for unrepresented employees not covered by a memorandum of understanding; and WHEREAS, staff has recommended that Resolution No. 90-132 be rescinded effective midnight, June 23 , 1990 ; and that, for the reasons set forth in the accompanying memoranda to Council, a new Personnel Policy of the City of Redding for unrepresented employees be established effective June 24 , 1990 , a true copy of which is attached hereto and incorporated herein by reference; and WHEREAS , City Council deems it to be in the best interests of the City of Redding to adopt such recommendation; NOW, THEREFORE, BE IT 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 That Resolution No. 90-132 be and hereby is rescinded effective midnight, June 23 , 1990 . 2 . That the Personnel Policy attached hereto and incorpo- rated herein by reference be and hereby is approved, effective RESCINDED BY RESOLUTION 90-452 N June 24 , 1990 , as the City' s Personnel Policy for employees not covered by the provisions of a memorandum of understanding.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 19th day of June , 1990 , and was duly adopted at said meeting by the following vote: AYES: COUNCIL MEMBERS: Arness, Dahl , Fulton, Moss, Buffum NOES : COUNCIL MEMBERS : None ABSENT: COUNCIL MEMBERS: None ABSTAIN: COUNCIL MEMBERS : None f ANC..Y U F'UM,/ Mayor Cite of Redding i ATT�ESST/:� , •77,1..eloZi ETHEL A. NICHOLS , City Clerk FORM DROVED: RANDALL A. HAYS , Cit Attorney -2- I � t t • I • t RESOLUTION NO. it A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING (1) RESCINDING RESOLUTION NO. 90-132 EFFECTIVE MIDNIGHT, JUNE 23 , 1990 , AND (2) ESTABLISHING A NEW PERSONNEL POLICY FOR UNREPRESENTED EMPLOYEES NOT COVERED BY A MEMORANDUM OF UNDERSTANDING EFFECTIVE JUNE 24 , 1990 . WHEREAS, City Council has studied the current Personnel Policy for unrepresented employees not covered by a memorandum of it understanding; and WHEREAS, staff has recommended that Resolution No. 90-132 be rescinded effective midnight, June 23 , 1990 ; and that, for the reasons set forth in the accompanying memoranda to Council, a new 'I Personnel Policy of the City of Redding for unrepresented employees be established effective June 24 , 1990 , a true copy of '! which is attached hereto and incorporated herein by reference; [ and WHEREAS, City Council deems it to be in the best interests of the City of Redding to adopt such recommendation; ,i NOW, THEREFORE, BE IT 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. 90-132 be and hereby is rescinded effective midnight, June 23 , 1990 . 2. That the Personnel Policy attached hereto and incorpo- rated herein by reference be and hereby is approved, effective , June 24 , 1990 , as the City' s Personnel Policy 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 19th day of June, 1990 , and was duly adopted at said meeting by the following vote: AYES: COUNCIL MEMBERS: NOES: COUNCIL MEMBERS : ABSENT: COUNCIL MEMBERS: ABSTAIN: COUNCIL MEMBERS: NANCY BUFFUM, Mayor City of Redding YY ATTEST: ETHEL A. NICHOLS, City Clerk FORM APPROVED: RANDALL A. HAYS, City Attorney -2- i • II CITY OF REDDING MISCELLANEOUS .EMPLOYEE BENEFIT- RESOLUTION 1 I I ,4 I,. CITY OF REDDING MISCELLANEOUS EMPLOYEE BENEFIT RESOLUTION TABLE OF CONTENTS • f ARTICLE PAGE SII. GRIEVANCE PROCEDURE 3 INDUSTRIAL INJURY 5 EMPLOYEE STATUS 7 WAGES AND CLASSIFICATIONS 10 HOURS AND OVERTIME 12 LEAVE OF ABSENCE 14 EXPENSES 16 SICK LEAVE 19 HOLIDAYS 21 VACATIONS 23 GROUP INSURANCE 26 RETIREMENT 28 ADMINISTRATIVE LEAVE 29 CONTINUING EDUCATION 30 FUNERAL LEAVE 31 JURY DUTY 32 I UNIFORM ALLOWANCE 33 PUBLIC SERVICE AND PRODUCTIVITY AWARD PROGRAM 34 T' •, . Resolution No. 90- , Page 3 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 GRIEVANCE PROCEDURE Any grievance which may arise between a regular employee 'I 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 shallnot, 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 inthe 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. Thisstep 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: If a grievance is not resolved in the initial step, the second step shall be a discussion between either J, 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 Department Head' s answer. in Step 1. The foregoing steps may be supplementedby 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. Ii1 ., • Resolution No. 90- , Page 4 Date Adopted: June 19, 1990 Date Effective-: June 24, 1990 Step 4: i' ( 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 H arbitration, or the employee may elect, at his or her option, to appeal to the City Council in private or public personnel sessionpursuantto the authority contained in the Redding Municipal Code. The fourth step shall. be. taken within twenty j ( 20) days of the date of the answer in Step 3. (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 mutualconsent., 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 1 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 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 .l, 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. ! it t • II •, Resolution No. 90- , Page 5 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 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 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 i 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) d. months or until such earlier date as the employee- is retired on 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 the Public Employees' Retirement System. In consideration of this j 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 ,i . entitled but has not yet received arising out of such disability, but such payment from the employee to the City 1 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 1 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. causedby disability or illness to submit to a medical- examination- by a physician or physicians 1 I' • 4. Resolution No. 90- , Page 6 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 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. l' 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 ,I 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 receivingthe.. supplemental benefits to 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 1disability, but not exceeding one ( 1) year. All regular and probationary employees who are receiving Workers' Compensationtemporary disability benefits, may nevertheless, at their option, maintaintheir group insurance coverage 't during the period in which they are receiving temporary disability compensationfor 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. 1. 1' Resolution No. 90- , Page 7 i Date Adopted: June 19, 1990 Date Effective: June 24, 1990 EMPLOYEE STATUS • L1 . Except for those employees who are covered by the provisions of a Memorandum of Understanding, employees will be designated as regular, probationary, part-time regular, 4 full-time temporary, part-time temporary, part-time - permanent, or City Council Members, depending upon the ri purpose for which they are hired and their length of ''1 continuous service with the City.. 2. A regular. employee is one who has completeda probationary period as outlined in section 3, below. I il 3 . A probationary employee is defined as an employee hired for a full-time position that has been C regularly established as an authorized position and is of LI indeterminate duration. A probationary employee shall i . receive not less thanthe minimum rate for the job and ! shall be eligible forsick leave pay, vacation pay, holiday pay, retirement plan participation, insurance ,j coverage and items of a similar nature, as the Hemployee 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 shallbe given the status of a i regular employee. An employee's probationary period shall be extended by the duration of any unpaid absence. of t. ten (10) or more consecutive work days. A probationary period may alsobe' extended at the discretion of City :1 management for a periodnot to exceed six ( 6) months for � �'°, the purpose of enabling amore extensive review and evaluation of a probationaryemployee prior to the lH employee- attaining permanent status. Aprobationary employee shall be notified in writing of such anextension .i not less than ten ( 10) working days prior to the y expiration of the probationary period. i ,f 4. A full-time temporary employee is defined as an !I, employee hired for occasionalor seasonal work for a period 4 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 q shall be credited with all continuous service in determining i eligibility for such benefits as may accrue to the employee in the employee' s new .status-. L. 'I I. ri P d, „ ill I , Resolution No. 90- , Page 8 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 5. A part-time regular employee is defined as an i employee who has one ( 1) year, or more, seniority with the ICity in full-time employment as a probationary and regular employee, and who is subsequently recategorized, without a I break in service, to work less than full-time. A part-time regular employee shall receive not less than theminimum rate for the job, and shall be eligible for sick leave pay, vacation pay, holiday pay, retirement plan participation (as I governed by the Public Employees'. Retirement System) , Vii' insurance coverage (pursuant to group insurance contract !! provisions) , and seniority accrual, but shall not be given preferential consideration for promotion or transfer nor i, shall the employee be eligible for supplemental benefits for industrial injury, funeral leave pay, jury duty pay, or j 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 j employee hired for occasional or seasonalwork 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) I 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 I for insurance coverage or retirement plan participation, nor i shall the employee accrue seniority, or promotion and transfer rights, or leave of absence rights. If a part-time ,1I. temporary employeeis 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 I determining eligibility for benefits, if any, as may accrue to the employee in the employee' s new status. T 7 . A part-time permanent employee- is defined as an Ii employee hired for occasional or seasonal work or for employment of less than eight ( 8) hours per day or less than 4 five ( 5) days per: week, or whose work period is not regularly scheduled, and whonormally works less than one-half ( 1/2) time. A part-timepermanent 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 willrequire an 1 employee to becomea member of the Public Employees' Retirement System. The employee shall not accrue seniority, ,, or promotion and transfer rights, or leave of absence rights. I 1 . • Resolution No. 90- , Page 9 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 This classification of employee status will not be used for L new hires but solely for the purpose of employees changing II status from that of a part-time temporary. Further, such reclassification will only be accomplished by approval of the it 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-timeemployee in determining eligibility for benefits, if any, as may accrue to the employee inthe employee' s new status. 8. A City Council memberis defined as an elected • officer elected by the citizens -of- the- City of Redding. d . ,11 r , 4 Resolution No. 90- , Page 10 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 WAGES AND CLASSIFICATIONS 1. The following provisions shall only apply to those employees other than part-time employees and other than those covered by the provisions of a Memorandum of Understanding. l; 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 L. previous classification, the employee shallbe 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 !I, periods of employment at Salary Step 1, an employeemay 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) fullpay 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. J . 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 made on the preceding workday. 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: WatchI (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 � f; 111 411 Resolution No. 90- , Page 11 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 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% 76 . 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. 5.0% BA or BS degree, or one- hundred twenty (120) semester units or a POST Advance Certificate. 4 87. 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 endofthe one year period. • 411/ i Resolution No. 90- , Page 12 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 HOURS AND OVERTIME it 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 1 . employment for each workweek employed, provided they report for duty and are capable of performing their work. Thisis 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. f 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 uartersand. 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, abasic 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 theday 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 workedin excess of eight ( 8) or ten ( 10) hours as applicableon a scheduled workday, (c) time worked on a non-workday, (d) time worked outside of regular hours on a workday, and (e) time 1r 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 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 wasamended effective- June 29, 1975. 6. Overtimecompensation shall be paidat a rate II equivalent to one and- one-half - qu alf ( 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 .. Resolution No. 90- , Page 13 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 1 hours off for each overtime hour worked. For non-exempt employees, compensatory timeoff with pay shall be. scheduled in the same manner as: vacations are-normally scheduled. The p., 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 shallnot 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 Serviceon a regularly scheduledworkday and on a non-workday the i employee shall. receive the State payment. 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 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. IC 'I. li it '!'I . . i. Resolution No. 90- , Page 14 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 LEAVE OF ABSENCE . 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 iurgent 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 II' will be granted. 2. A leave will commence on and include thefirst workday on which the employee is absent and terminates: with ;� and includes the workday preceding the day the employee I 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 I employment on the termination of leave of absence shall be I 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 ii that the employee is capable of performing the dutiesofthe employee' s former position, except that if there has beena II F reduction offorces or the employee' s position hasbeen 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 ,i 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, isreceived by ,i 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 asa result of Resolution No. 90- , Page 15 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 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 ona timely basis. 4 - • ��. • • ' �, Resolution No. 90- , Page 16 i;. Date Adopted: June 19, 1990 Date Effective: June 24, 1990 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 i with or representation of the City. It includes traveling to authorized meetings, seminars, training sessions, . luncheons and other events approved by the Department Head. 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) . 3. Whenever employees use their personal vehicles for City business at the City' s convenience, reimbursement will be at the rate of twenty-one cents -( $.21) per mile. 4. Whenever employees use their personal vehicle for the employee' s/employer' s convenience for out of City travel on official City business, the total- allowance for transportation shall in no case exceed the cost of tourist-class air passage if such service is available. (This would include any additional expenses that would be incurred for lodging, per diem allowances, meals and other expenses. ) If air service- is not available, the allowance for use of a personal vehicle, shallbe subject to authorization by the Director- of Finance. Whenever employees: use their f personal aircraft for City business at the City' s I convenience, reimbursement- will be at the rate of thirty '�. cents ($.30) per statute mile and shall require prior approval by the Director - of Finance. 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 onthe same basis. as if the employee had traveled by air. The employee willcharge 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. s s • Resolution No. 90- , Page 17 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 7. An exempt employee who is required to change residence to accommodate the employee' s employment with the City may be compensatedfor 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 theduration of such assignment provided they board and.. lodge at placesto 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 dollars ($65.00) 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 optionalmealallowance may be paid at the following rates: Dinner $15.00 is Lunch . 7 .00 Breakfast 5.00 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 besubject to approval by the Director of Finance. Alcoholic beverages arenot a reimbursable expense and should be paid for separately by the II . • Resolution No. 90- , Page 18 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 employee. 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, andsuch 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 I 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 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. • •. 111 Resolution No. 90- , Page 19 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 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 11. 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, whichare impractical to schedule outside of regular working hours; (c) the needto be present during childbirth, surgery, critical illness or injury involvingmembers of the II, 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) hoursper calendar year for embers of the immediate family as defined in the Funeral eave policy. 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 medicalreasons to submit to a medical examination by a physician or physicians approved by City for the purpose of 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, orto 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, theemployee shall receive pay for the holiday as such, and it shall_ not be counted as a day of sick leave. 5. Any employee who after ten (10) years ofservice 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 I Resolution No. 90- , Page 20 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 percent ( 45%) . For employees with twenty ( 20) years or more . service, the percentage set forth above shall be increased to sixty percent ( 60%) . 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. i li it ;j: II • ,F In' Resolution No. 90- , Page 21 Date Adopted: June 19 , 1990 Date Effective: June 24, 1990 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, H 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) j' Floating Holidays: A) Lincoln Day B) Employee' s Birthday C) Columbus Day D) Veterans Day If any of the foregoing holidays falls on. a Sunday, the Monday following shallbe 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 shallobserve such holidays- on Sunday. If any of the foregoingholidays 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 r. 'r i l� Resolution No. 90- , Page 22 id- Date Adopted: June 19, 1990 Date Effective: June 24, 1990 Ir. . H 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 workdaywith off pay, to be scheduledin 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 tanytime during the pay period in which the birthday occurs, or the holiday may be deferred and scheduled as vacations are I; 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 i ;' as vacations are normally scheduled. _ When an employee is required to work on . a floating holiday the employeeshall H receive pay at the straight time rate. 2. Notwithstanding _ the foregoing, employees- may be ,i scheduled to work on holidays, in which event any such I, employee will, in addition to holiday pay, be compensated therefor 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 il! not receive holiday pay for such day. 3 . If an employee is in a non-pay status on both 'i workdays immediately adjacent to the holiday, the employee shall not receive pay for the holiday. 1 4. Part-time regular employees shall not observe the I ' 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. .1 {; . r ;Ii: • Resolution No. 90- , Page 23 Date Adopted: June 19, 1990 , Date Effective: June 24, 1990 VACATIONS L. 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 shall accrue vacations with pay up to 500 hours (effective January 1, 1990) 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 i (104th) full pay period of employment. Ip yment. (Accrual. rate approximately two ( 2) weeks per:year up to four ( 4) years of services. ) I B) At the rate of fifty-eight thousandths ( .058) r11 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) It 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, from the three hundred sixty-fourth ( 364th) full pay period of employment through the four hundred H 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. ) j 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 1 . Ii • 110 Resolution No. 90- , Page 24 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 approximately five ( 5) weeks per year after. twenty-four ( 24) 1. ' years of service.) G) A full pay period as used herein is defined as i� 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 probationary periods which resulted in attainment of regular employee - .status.. I) Effective January 1, 1991, the maximum vacation time which can be accrued by a regular employee- is five hundred ( 500) hours. 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 vacationi 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 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. 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, theemployee 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 I 411 111 Resolution No. 90- , Page 25 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 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. 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 requestingless than a full year' s allowance to be scheduled on consecutive workdays, the employee-' s preferential rights shall only apply on oneperiod 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. 5. If a holiday which an employee is entitled to have off with pay occurs on a workday during the employee' s vacation period, such employee will be entitled to an additional day of vacation- and will be compensated for same. iI 6. Employees whose employment with the City is terminated for any reason- shall, at the time of termination, receive any unused vacation: period previously earned. p 7 . 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, compensatethe 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, compensatethe 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. ii • s Resolution No. 90- , Page 26 1 Date Adopted: June 19, 1990 j Date Effective: June 24, 1990 11 GROUP INSURANCE 1. Except for those employees covered by the provisions of a Memorandum. of Understanding, all regular and Il probationary employees are eligible to participate in a group insurance benefit program effective the first day of H employment except for long term disability insurance which ishall 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 manneras 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: ,p. 1) Life Insurance: Twice annualsalary for employee, $3,000 for employee' s dependents. 2) Health Benefits: $100 deductible perperson per year except for accidents which shall have none; but shall have a maximum benefit of $500.00 foreach accident; 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; professionalfees based upon U.C.R. ; normaltypicalexclusions and limitations. 1 3) Dental Benefits: No deductible and 100% of U.C.R. for prevention; no deductible and 50o up to $2,000 ' per 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 60% of employee' s salary integrated with all other income benefits payable to age 65. The City will pay for I sworn Police management employees the sameamount toward long term disability benefits as is paid for ,i miscellaneous employees. 5) Vision Care: City shall pay for a vision care plan for employees only. Effective January 1, 1990, r dependent coverage will be provided. This plan shall be Plan A available from the California Vision Service. Thisplan 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%) ofthe group medical insurance program premium for each retiree and ,i IPr • Resolution No. 90- , Page 27 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 dependents, if any, presently enrolled andfor 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 termination of group medical insurance coverage. The City will not contribute payments on behalfof 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. II { T' . l ' • • f Resolution No. 90- , Page 28 Date Adopted: June 19, 1990 II,. Date Effective: June 24, 1990 RETIREMENT PROGRAM 1. All regular and probationary employees -are -covered bya State of California..Public Employees'. Retirement System HY program pursuant to an existing contract with the Public 1 Employees' Retirement System. Elected officers may elect 1. membership in the Public Employees' Retirement System pursuant to Government Code Section 20361. The City pays • seven percent (7%) of the employee' s normalcontribution to '` the Public Employees' Retirement System. , , 2. For sworn- public safety employees not covered by the 11' 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 i 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 I 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 Cit aid y-p percentage ge of. the employee' s L. 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 1 , 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%) . 1 411 110 Resolution No. 90- , Page 29 Date Adopted: June 19, 1990 Date Effective: June 24; 1990 iI 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 ''. shall be: as follows: 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. AND 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 becompensable 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. D) Administrative leave may not be takenfor the purpose of conducting outside employment ment or self employment. The granting of administrative leave shall coincide with the City' s payroll periods. Therefore, administrative leave will be granted on thepayroll period closest to January 1 and shall be used by the end of the last payroll . period of Decemberof each year. rr Resolution No. 90- , Page 30 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 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: ( 1) tuition, and ( 2) cost of required textbooks. H 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. , I 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.. Resolution No. 90- , Page 31 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 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 i ' 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. 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. . • • f-!, Resolution Resolution No. 90- , Page 32 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 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 andis thus unable to perform the employee' s regular duties, the employee shall be paid for all regular time- lost. IT , 'i i f • • 411 IIIResolution No. 90- , Page 33 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 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 theirnormal jobduties as opposedto 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 H: Deputy Fire Marshal $400 Assistant Fire Marshal $400 Police Miscellaneous Employees $350 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. H The uniform allowance for Fire Management employees will increase to $450 on July 1, 1989. The uniform allowance is normally paid in July of each year and is for thepurpose 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. . 1 410 Resolution No. 90- , Page 34 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 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 'i 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. q. COMMITTEE: A Judging Committee will be formed comprised of representatives of the five ( 5) bargaining groups and two unrepresented employees for a totalcomposition 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: 1 . 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 beingimpractical or inconsequential. 4) Are determined to be within the suggester' s job scope or expected duties. , ` A Resolution No. 90- Page 35 L. Date Adopted: June 19, 1990 Date Effective: June 24, 1990 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 signifi-cantly to improving City service with a specific suggestion which has been implemented by the Department. Such recommendations shall be submitted 1 to the suggestion committee via the appropriate department head. The Committee will select an employee of the month based upon submitted suggestions. The selected candidate will be 4 awarded eight ( 8) hours of additional vacation time. 4 EMPLOYEE OF THE YEAR: At the end of twelve ( 12) months, an employeeof the year will be chosen from the pool of the twelve previous monthly winners. The selected employee will receive an additional forty ( 40) hours of vacation time. PRESENTATIONS: , Employees selected-each month will be featuredin the Redding Report and willbe 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 maybe 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. withi.n two years may be resubmitted for an award. > mir III 3 • 411 411 Resolution No. 90- , Page 36 4 Date Adopted: June 19, 1990 Date Effective: June 24, 1990 APPEALS: If a suggestion is rejected by the department head as being impractical andthus has not been implemented, the employee making the suggestionmay 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 shallbe referredto the. City Manager for a final and binding decision. ELIGIBILITY: This program is opento all employees regardlessof 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.