HomeMy WebLinkAboutReso. 1989-274 - Rescinding resolution no. 89-242 effective midnight august 14, 1989 ri� ` f
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RESOLUTION NO. 89-274
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING (1)
II RESCINDING RESOLUTION NO. 89-242 EFFECTIVE MIDNIGHT,
AUGUST 14 , 1989 ; AND (2) ESTABLISHING A NEW PERSONNEL POLICY
FOR UNREPRESENTED EMPLOYEES NOT COVERED BY A MEMORANDUM OF
UNDERSTANDING EFFECTIVE AUGUST 15 , 1989 .
I; I. 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. 89-242 be
rescinded effective midnight, August 14 , 1989 ; and that, for the
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reasons set forth in the accompanying memorandum to Council, a
new Personnel Policy of the City of Redding for unrepresented
employees be established effective August 15 , 1989 , as set forth
in Exhibit "A" attached hereto and incorporated herein by I
reference; and 7
WHEREAS, City Council deems it to be in the best interestsco
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of the City of Redding to adopt such recommendation;
NOW, THEREFORE, BE IT RESOLVED by the City Council of the ', '
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City of Redding, pursuant to the authority established by then4
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Redding Municipal Code, as follows: ,
1 . That Resolution No. 89-242 be and hereby is rescinded
effective midnight, August 14 , 1989 .
2 . That the aforesaid Exhibit "A" attached hereto and
incorporated herein by reference be and hereby is approved,
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effective August 15 , 1989 , as the City' s Personnel Policy I .
(incorporated into one document) 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
I'' the City of Redding on the 15th day of August, 1989 , and was duly
adopted at said meeting by the following vote:
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I AYES:
NOES: COUNCIL MEMBERS: Buffum, Dahl , Fulton, Johannessen, & Carter
COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
ABSTAIN: COUNCIL MEMBERS: None
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SCOTT CARTER, Mayor
City of Redding
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ATTEST:
ETHEL A. NICHOLS, City Clerk
FORD 'PPROVED:
- •IDALL A. HAYS , Ci y Attorney
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lI CITY OF REDDING
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i MISCELLANEOUS EMPLOYEE BENEFIT RESOLUTION
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Date Adopted: August 15 , 1989
Date Effective: August 15, 1989
II CITY OF REDDING
MISCELLANEOUS EMPLOYEE BENEFIT RESOLUTION
�;,' TABLE OF CONTENTS
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ARTICLE PAGE
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GRIEVANCE PROCEDURE 3
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INDUSTRIAL INJURY 5
ii EMPLOYEE STATUS 7
WAGES AND CLASSIFICATIONS 10
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HOURS AND OVERTIME 12
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ij LEAVE OF ABSENCE 14
ii EXPENSES 16
II SICK LEAVE 19
HOLIDAYS 21
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q VACATIONS 23
I� GROUP INSURANCE 26
RETIREMENT 28
ADMINISTRATIVE LEAVE 29
CONTINUING EDUCATION 31
FUNERAL LEAVE 32 '
JURY DUTY 33
UNIFORM ALLOWANCE 34 •
PUBLIC SERVICE AND PRODUCTIVITY AWARD PROGRAM 35
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Date Adopted: August 15, 1989
Date Effective: August 15 , 1989
GRIEVANCE PROCEDURE
ii 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
it that grievance.
Step 1 : The initial step in the adjustment of a
jl 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
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 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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Date Adopted: August 15 , 1989
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I Date Effective: August 15, 1989
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Step 4 :
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i (a) If a grievance is not resolved in the third step of
I u this procedure, the fourth step shall be referral by either
'l 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
I, session pursuant to the authority contained in the Redding
il Municipal Code. The fourth step shall be taken within twenty
it ( 20 ) days of the date of the answer in Step 3 .
1!I (b) An Arbitrator shall be appointed on each occasion
that a grievance is submitted to arbitration. In the event I '
Ithat City and the employee or their representative are unable
iI to agree on the selection of an Arbitrator, they shall
I 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 '� I
II 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.
II (c) The Arbitrator shall hold such hearings and shall
consider such evidence as to the Arbitrator appears necessary
jI 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
I; way add to, disregard or modify any of the provisions of City
ji policies, resolutions or ordinances .
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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 . I '
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Date Adopted: August 15, 1989
Date Effective: August 15 , 1989
li INDUSTRIAL INJURY
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!, 1 . Except for those employees who are covered by the ,
provisions of California Labor Code Section 4850 or a
li 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
11 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 or until such earlier date as the employee is retired
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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
ii 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)
Ii 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 I
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
it 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
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from such sources shall not exceed in amount the supplemental
ii 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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Date Adopted: August 15, 1989
Date Effective: August 15, 1989
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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
P related disability and receiving the 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
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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Date Adopted: August 15 , 1989
Date Effective: August 15, 1989
EMPLOYEE STATUS
1 . 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,
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
li 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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Date Adopted: August 15, 1989
Date Effective: August 15, 1989
5 . A part-time regular employee is defined as an
employee who has one ( 1) year, or more, seniority with the
11, 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 employeeshall 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
governed by the Public Employees' Retirement System) ,
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, emergency 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
ji 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
Ii 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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Date Adopted: August 15, 1989
Date Effective: August 15, 1989
1 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
�I. 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
II officer elected by the citizens of the City of Redding.
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Date Adopted: August 15, 1989
Date Effective: August 15, 1989
II WAGES AND CLASSIFICATIONS
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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.
2 . Except as otherwise provided, employees shall be
paid the wage established for their classification. Upon
initial appointment to a classification an employee shall 41
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
• 4 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.
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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
a classification lower than the employee' s regular
classification, the employee' s rate of pay willnot 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
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Date Adopted: August 15 , 1989
Date Effective: August 15, 1989
6 . Effective January 1, 1988, incentive pay in the
amount of $100 per month shall be paid to those regular sworn
Police Management employees who have either a POST Advanced
Ig Certificate, a Bachelor of Arts or Science Degree or both.
7 . The City Manager may, based upon outstanding job
performance, grant an exempt employee a one time salary
increase up to ten percent ( 10%) above the top of the salary
range for a period not to exceed one ( 1) year . This one time
increase is not cumulative and the employee would revert to
the employee' s regular salary rate at the end of the one year
period.
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Date Adopted: August 15, 1989
Date Effective: August 15 , 1989
HOURS AND OVERTIME
4I, 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
for duty and are capable of performing their work. This is
not to be interpreted that the City does not retain the right
to lay 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
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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Date Adopted: August 15, 1989
Date Effective: August 15, 1989
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.
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
ii 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.
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Date Adopted: August 15, 1989
Date Effective: August 15, 1989
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
urgent and substantial reasons, up to a maximum of one year,
1 providing satisfactory arrangements can be made to perform
the employee' s duties without undue interference with the
'I. 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.
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
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Date Adopted: August 15, 1989
Date Effective: August 15, 1989
exhaustion of sick leave benefits an employee' s group
insurance may be maintained for up to three ( 3) calendar
months on the normal premium-sharing formula, providing the
{ employee pays the employee' s share of the premium on a timely
basis.
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Date Adopted: August 15, 1989
Date Effective: August 15, 1989
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 it
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, shall be subject to authorization
by the Director of Finance. Whenever employees use their
personal aircraft for City business at the City' s
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 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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Page 16
Date Adopted: August 15, 1989
Date Effective: August 15, 1989
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 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 optional meal allowance may be paid at the
following rates:
Dinner $15 . 00
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
II 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
is 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
Page 17
Date Adopted: August 15, 1989
Date Effective: August 15 , 1989
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
11' 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
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.
Page 18
Date Adopted: August 15, 1989
Date Effective: August 15, 1989
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 one ( 1 ) regularly scheduled workday per incident. For all
Management employees, 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.
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
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
sick leave.
5 . 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)
Page 19
Date Adopted: August 15 , 1989
Date Effective: August 15 , 1989
years or more but less than twenty ( 20) years of service, the
99 percentage set forth above shall be increased to forty-five
percent ( 45%) . For employees with twenty ( 20) years or more
service, the percentage set forth above shall be increased to
sixty percent ( 60%) . 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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Page 20
Date Adopted: August 15, 1989
Date Effective: August 15, 1989
HOLIDAYS
1 . Except for those employees who are covered by the
it provisions of a Memorandum of Understanding, or who are
assigned to twenty-four ( 24) hour shifts, regular and li
probationary employees, except as otherwise provided herein,
shall be entitled to have the following holidays off with
If pay:
Fixed Holidays:
A) January 1st (New Year' s Day)
lil B) The third Monday in February
�I (George Washington' s Birthday)
II C) The last Monday in May (Memorial Day)
D) July 4th
E) First Monday in September (Labor Day) ( I
F) Thanksgiving Day
G) Friday after Thanksgiving Day
I I
H) The last four ( 4 ) work hours before Christmas
I ) December 25th (Christmas Day)
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 shall be observed as the holiday, except by I '
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
Page 21
Date Adopted: August 15, 1989
!I! Date Effective: August 15 , 1989
the foregoing holidays falls on any day from Monday through
Friday, inclusive, and that day is a regularly scheduled
non-workday for an employee, such employee shall be entitled
to receive another workday 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
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
not receive holiday pay for such day.
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
it ( . 048) of an hour for each regular hour worked or on paid
leave.
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Page 22
Date Adopted: August 15, 1989
Date Effective: August 15, 1989
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
shall accrue vacations with pay 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. )
I '
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,
from the three hundred sixty-fourth ( 364th) full pay period
of employmentthrough 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. )
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.
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Date Adopted: August 15, 1989
Date Effective: August 15, 1989
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.
2 . In each of the first five ( 5) calendar years, except
for the first calendar year, following the employee' s
employment date an employee who has used twenty-four ( 24)
hours or less of paid sick leave in the preceding year shall
be entitled to eight ( 8 ) hours of bonus vacation in addition
to any vacation allowance the employee is entitled to as set
forth in Section 1 .
In the tenth ( 10th) calendar year following an
employee ' s employment date and in each fifth ( 5th) calendar
year thereafter an employee who has used one hundred twenty
120) hours or less of sick leave during the five preceding
calendar years shall be entitled to forty ( 40) hours of bonus
vacation in addition to the vacation allowance the employee
is entitled to as set forth in Section 1. The bonus
vacation, as herein provided, vests on the first day of each
year in which an employee qualifies for a bonus vacation. An
employee acquires no right to all or any part of the bonus
vacation unless such employee works in the calendar year in
which it is granted. (Effective January 1 , 1982 . )
3 . Vacation cannot be accrued while an employee is in a
non-pay status .
4 . 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
Ij 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.
5 . The City shall not require an employee to take
vacation in lieu of sick leave or leave of absence on account
of illness .
6 . 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.
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Page 24
Date Adopted: August 15, 1989
Date Effective: August 15 , 1989
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.
8 . For Management employees, whenever any employee has
accrued one hundred twenty ( 120) hours or more vacation
ii 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
1 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 .
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Page 25
Date Adopted: August 15, 1989
Date Effective: August 15, 1989
1
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: I j
1
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 ;
80% payable for first $5, 000 of eligible charges,
except for hospital charges which are 100% payable;
100% thereafter up to one million dollars lifetime
limit; professional fees based upon 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 $1, 500
per lifetime per person for orthodontia; $25
deductible and 80% of U.C.R. up to $1, 500 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
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. This plan shall be Plan A
available from the California Vision Service. This
plan is a $25 deductible plan which provides for an
examination every twelve ( 12) months , lenses every
twenty-four ( 24 ) months, and frames every twenty-four
II
( 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
P
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Page 26
Date Adopted: August 15, 1989
Date Effective: August 15, 1989
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 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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Page 27
Date Adopted: August 15, 1989
Date Effective: August 15, 1989
RETIREMENT PROGRAM
,' iI
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.
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;
II 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
II 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.
II
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%) .
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Page 28
Date Adopted: August 15 , 1989
Date Effective: August 15, 1989
ADMINISTRATIVE LEAVE
1'; As of the first day of each calendar year, forty ( 40)
hours of administrative leave with pay shall be allocated to
the City Manager and to each position listed below. Such
allocated leave may not be carried over to any subsequent
year, if not used in the year of its allocation, and also
shall not be compensable if not used.
yi
For clarification purposes, those positions covered by
II these provisions as of June 29, 1986, are:
City Clerk � !
City Treasurer
City Manager
Assistant City Manager
li City Attorney
Director of Public Works
Director of Planning and Community Development
Director - Electric Utility
Chief of Police
li Fire Chief
Director of Parks and Recreation
Director - General Services
Director of Finance
Director of Personnel Services
Director - Information Systems
Airports Director
Auditorium Director
Convention and Visitors Bureau Director
Director - Utilities/Customer Services
Museum Director
Electric Utility Operations Manager
Engineering Manager
Assistant City Engineer
ii Superintendent - Public Works
Superintendent - Waste Treatment
Resources Manager
Field Foreman - Electric Utility I '
Police Captain
Senior Planner
Assistant Fire Chief
Fire Marshal
Building Official
Housing Administrator
Police Lieutenant
Assistant Director of Finance
Deputy Fire Marshal
Battalion Chief-Shift Commander
Recreation Superintendent
Risk Manager
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Date Adopted: August 15 , 1989
Date Effective: August 15, 1989
1
Assistant Fire Marshal
Assistant Director - General Services
Foreman - Parks
Foreman - Public Works
Assistant City Attorney
Assistant City Clerk
Deputy City Treasurer
General Foreman - Water
Foreman - Sewers ; I
Director - Police Services Division
Emergency Services/Communication Specialist
Public Safety Communications Supervisor
Accountant
Budget Services Officer
Personnel Analyst
Route Manager
Litter Abatement Officer
Systems Analyst
II A) Administrative leave may not be taken in conjunction
with vacation leave. In other words , administrative leave
must be utilized independently of vacation leave.
B) Administrative leave may not be used in increments of
more than two days (16 hours) at a time without prior
approval by the City Manager .
C) Administrative leave may not be taken for the purpose
of conducting outside employment.
Whenever any employee other than one holding a covered
position is first appointed to a covered position, the
employee shall be allocated a prorated amount of
administrative leave at that time, which has the same ratio
to that time period between the employee' s appointment date
and the end of the calendar year as a full year ' s allocation
has to one year.
It is the intent of the City Council that those persons
holding a position covered by these provisions shall devote
as much time to their position as may be necessary for the
efficient operation of the City government without
compensation for overtime work.
• • •
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1 Date Adopted: August 15, 1989
Date Effective: August 15, 1989
CONTINUING EDUCATION •
1
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.
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
1 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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Page 31
Date Adopted: August 15, 1989
Date Effective: August 15, 1989
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.
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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Date Adopted: August 15, 1989
Date Effective: August 15, 1989
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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Page 33
Date Adopted: August 15, 1989
Date Effective: August 15, 1989
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
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 .
The uniform allowance for Fire Management employees will 'r
II increase to $450 on July 1, 1989 .
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.
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Page 34
Date Adopted: August 15, 1989
Date Effective: August 15, 1989
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:
ii
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
jl 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:
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 ) Concern 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 .
aye
Page 35
Date Adopted: August 15, 1989
Date Effective: August 15, 1989
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
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
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 winners. The selected employee will receive an
additional 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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Page 36
Date Adopted: August 15 , 1989
Date Effective: August 15 , 1989
APPEALS:
it 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.
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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