RES-8935 Employment Terms for Part-Time and Seasonal EmployeesRESOLUTION NO. 8935
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ORANGE RELATING TO THE CLASSIFICATION,
COMPENSATION, AND TERMS OF EMPLOYMENT FOR PART-
TIME AND SEASONAL EMPLOYEES OF THE CITY OF ORANGE
AND REPEALING RESOLUTION NO. 8669 AND AMENDMENTS
THERETO, FOR SAID EMPLOYEES.
WHEREAS, the City Council of the City of Orange wishes to set forth the wages, hours
and conditions of employment for March 1, 1998 through February 28, 2000 for the employees
described herein,
NOW, THEREFORE, be it resolved that wages, hours and conditions of employment be
adopted as follows:
SECTION 1. BASIC COMPENSATION PLAN. There is hereby established a basic
compensation plan for all employees of the City of Orange who are now employed in any of
the designated classifications listed in this resolution and its attachments. Whenever the
masculine gender is used in this Resolution, it shall be understood to include the feminine
gender.
S,.ECTION 2. SALARY AND WAGE SCHEDULES. Salaries effective July 21, 1996 and
June 21, 1998 for employees covered by this Resolution are listed in Exhibit "A."
SfCTION 3. ADMINISTRATION OF BASIC COMPENSATION PLAN. For all
emploYI~es who have a regular weekly work schedule of 40 hours, the hourly rate of pay shall
be the monthly rate times 12 divided by 2080 hours.
In determining the hourly rate as herein provided, compensation shall be made to the
nearest 1/2 cent.
Part-time employees who are scheduled in the duly adopted budget to work on
an averagl3 of at least 20 hours per week on a year-round basis may be
considered for advancement to the next higher step upon completion of two thousand eighty (2,080)
hours
of service.SECTION 4. BEGINNING RATES. A new employee in Exhibit A of the City
of Orange shall be paid the rate shown in Step "A" in the range allocated to the class of
employment for which he has been hired, except that on the request of the department head under
whom the employee will serve, and with the authorization of the Personnel Director, such
employee may be placed in Step "B", or "C", if applicable, depending upon the employee'
SECTION 5. SERVICE. The word service, as used in this resolution, shall be defined to
mean continuous, part-time service in his present classification, service in a
higher classification, or service in a classification allocated to the same salary range and
having generally similar duties and requirements. A lapse of service of any employee for a period
of time longer than 30 days by reason of resignation or discharge shall serve to eliminate
the accumulated length of service time of such employee for the purpose of this resolution.
Such employee reentering the service of the City of Orange shall be considered as a new
employee,except that he may be re-employed within one year and placed in the same salary step
in the appropriate compensation range as he was at the time of the termination
of employment.Except that for Community Services employees service shall be
consecutive seasonal summer employment with the City in the Community Services Department.
One thousand forty (1 ,040) hours of part-time employment shall equal
six months' service.SECTION 6. ADVANCEMENT WITHIN SCHEDULE. The
following regulations shall govern salary advancements within ranges for employees
in Exhibit "A:"A. Merit Advancement. An employee may be
considered for advancement through the range (from Step "A" to Step "C") only for
continuous, meritorious, and efficient service, and continued improvement by the employee
in the effective performance of the duties of his position. The effective date of such
merit increase, if granted, shall be the first day of the next pay period following the
completion of the length of service required for such advancement. Such advancement
shall
require the following:1) The department head in which the employee is employed
shall file with the Personnel Director a completed
performance evaluation recommending the granting or denial of the merit increase
and supporting such recommendation with specific reasons therefor.
A disapproval, together with the reasons therefor, shall be returned to
the department head.2) The recommendation of the department head and the
approval of the Personnel Director shall be forwarded to the Payroll Division
of the Finance Department for change
of payroll status.3) Advancement through the range shall occur upon
completion of each 2,080 hour
increment of service.B. Special Merit Advancement. In such cases as may
occur wherein an employee shall demonstrate exceptional ability and proficiency in the
performance of his duties, his department head may recommend to the Personnel
Director that said employee be advanced to a higher pay step without regard to the
minimum length of service provisions contained in this resolution. The Personnel Director may
on the basis of a department head's recommendation, approve and effect
such
C. Length of Service Required When Advancement is Denied. When an
employee has not been approved for advancement to the next higher salary step, he
may be reconsidered for such advancement at any subsequent time. This
reconsideration shall follow the same steps and shall be subject to the same action as
provided in the above paragraph of this section.
SECTION 7. REDUCTION IN SALARY STEPS. Any employee who is being paid on a
salary step higher than Step "A" may be reduced by one or more steps upon the
recommendation of the head of the department in which he is employed with the approval of
the Personnel Director. For a permanent employee scheduled in the duly adopted budget to
work on an average of at least 20 hours per week on a year-round basis, such reduction
in salary steps shall take place only after the employee has been notified of the reasons and
has had an opportunity to respond. Procedure for such reduction shall follow the same
procedure as outlined for merit advancements in Section 6, and such employee may be considered
for re-advancement under the same provisions as contained in subsection (B) of
Section 6.S{::CTION 8. PROBATION. An employee scheduled in the duly adopted budget
to work on an average of at least 20 hours per week on a year-round basis
initially appointed or promoteld to a class shall serve a probationary period during which time he
shall have an opportunity to demonstrate suitability for the job. Employees scheduled 20 hours
or more per week, shall serve a probationary period of 13 pay periods. Under
certain conditions, with approvcll of the Personnel Director, the department head may extend
the probationary period.The employee shall attain permanent status in the class upon successful
completion of the probationary period. An employee who does not satisfy the standards of the
class during the probationary period shall be notified in writing and termination or
demotion proceedings
shall be initiated.All seasonal employees, part-time employees scheduled in the budget
to work 19 hours or less per week, and probationary employeesare employed "At Will..
The City reserves the right to terminate the employment relationship at any time, with or
without
cause, for "At-Will"employees.SFCTION 9. PROMOTION. When an employee in Exhibit "A"
is promoted to a position in a higher classification, he may be assigned to Step "A" in
the appropriate range for the higher classification; provided, however, that if such employee is already
being paid at a rate equal to or higher than Step "A", he may be placed in a step
in that appropriate salary range as will !~rant him an increase of at least one, but no
more than three salary steps.SECTION 10. DEMOTION. When an employee is demoted to
a position in a lower classification, his salary rate shall be fixed in the appropriate
salary range for the lower classification in
accordance with the following provisions:A. The salary rate shall be reduced
by at least one step.B. The new salary rate must be within the salary
range for
the
SECTION 11. REASSIGNMENT OF COMPENSATION RANGES. Any employee who is
employed in a classification which is reassigned to a different pay range from the previously
assigned shall be retained in the same salary step in the new range as he has previously held
in the prior range, and shall retain credit for length of service in such step toward advancement
to the next higher step; provided, however:
A. That if such retention shall result in the advancement of more than one step,
the Personnel Director may, at his discretion, at the time of reassignment, place the
employee in a step which will result in an increase of only one step.
B. That if the reassignment shall be to a lower compensation range, the "F" step
of which shall be lower than the existing rate of pay at the time of reassignment, the
employee shall continue to be paid at the existing rate of pay until such time as the new
classification shall be reassigned to a compensation schedule which will allow for further
salary advancement, or until such time as the employee is promoted to a position
assigned to a higher compensation range.
C. That if the reassignment is to a lower compensation range, the "F" step of
which is higher than the existing rate of pay of the employee, the employee shall be
placed on that step of the lower compensation range which is equivalent to the
employee's existing rate of pay. If there is no equivalent rate of pay, the employee shall
be placed on the next highest step. The employee shall retain credit for length of service
previously acquired in such step toward advancement to the next higher step.
SECTION 12. WORKING OUT OF CLASS. The City may work employees out of
classification for up to 20 consecutive working days without additional compensation. On the
21 st consecutive working day the employee works out of classification and for each additional
consecutive working day the employee works out of classification, he shall be paid additional
compensation at the Step A of the class to which he is assigned. To qualify for working out of
class pay, the employee must be performing all of the significant duties of the higher level
position and meet the minimum requirements of the higher level class.
In no event shall the employee be paid at a step of the class in which the employee
receives less than a 5% increase in pay.
SECTION 13. OVERTIME (COMPENSATORY TIME).
A. All employees covered by this Resolution, except FLSA exempt seasonal
employees, shall be entitled to compensatory time for all hours worked in excess of 40
hours within the employee's work week. Compensatory time shall be accumulated at the
rate of one hour of compensatory time for each one hour of overtime worked. Only time
actually worked shall count in the computation of overtime, except the time off due to
excused absence for holidays, accumulated compensatory time off, vacation, and sick
leave shall be counted toward the computation of overtime. Compensatory time shall be
accumulated to the nearest 1/2 hour increment. Where an employee works less than 1/2
hour per day of overtime, the employee shall not receive compensatory time, and such
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time shall not count toward the computation of overtime. In order to be entitled to
compensatory time, such compensatory time must be authorized by the department
head or his authorized agent. An employee shall not be entitled to accumulate
compensatory time in excess of 80 hours during any calendar year. Any accumulated
overtime accrued in excess of 80 hours at year end shall be automatically paid on the
first pay period of the new calendar year.
B. Payment of Compensatory Time. Overtime shall be paid at the regular rate of
payor equal time off, when authorized by the department head and approved by the
Personnel Director.
C. Payment Upon Termination. Employees shall be entitled to receive Payment
for all accumulated compensatory time upon their termination.
SE:CTION 14. CALLBACK COMPENSATION. If regular full time or regular part-
time employees are required to report back to work after completing a normal work shift and
have left the City premises and/or work location, they shall be compensated in cash or
as compensatory time off at the straight time rate for the actual hours of work with a minimum
of two hours callback compensation, regardless of whether the employee works less than
two hours. This provision shall be applicable to employees although the employees regular
work week is not completed, but shall not apply to employees who are continuing on
duty.SFCTION 15.
HOLIDAYS.A. Employees working a regular 40 hour week covered by this resolution
shall receive the following paid nine (9) hour holidays, except #9 below, and one eight (
8)hour floating
holiday:1) January
1 2) The third Monday in
February 3) Last Monday in
May 4) July
4 5) First Monday in
September 6) November
11 7) Thanksgiving
Day 8) Day after
Thanksgiving 9) One-half day (4.5 hours) before Christmas, if December 24 falls on
a Monday
through Friday 10)
Christmas Day 11)
Floating Holiday B. In the event any of the above holidays, except 1/2 day before
Christmas, fall on a Sunday, the following day will be taken in lieu of the actual date on
which the holiday falls. When any of the above holidays fall on a Saturday, except 1/2
day before Christmas, the preceding Friday will be taken in lieu of the actual date on
which the
holiday
C. In order to be eligible to receive holiday pay, an employee must have worked,
or be deemed to have worked because of a lawful absence, the employee's regularly
scheduled day before and regularly scheduled day after the holiday. Should an
employee fail to work the employee's regularly scheduled day before and after the
holiday, the employee shall not be entitled to holiday pay.
D. Should one of the holidays listed above fall during an employee's vacation
period while an employee is lawfully absent with pay, the employee shall receive holiday
pay and no charge shall be made against the employee's accumulated vacation.
E. Notwithstanding the above, the floating holiday shall be taken at the
convenience of the City with approval of the department head or his duly authorized
agent. For purposes of this benefit, employees will have credited one floating holiday as
of January 1. This floating holiday shall be taken as time off from work no later than
December 31 of the same year. The floating holiday is not accumulative and shall be
forfeited should it not be taken during the year it was earned. Employees under this
section who terminate their employment with the City prior to using the floating holiday
shall receive cash reimbursement for said holiday.
SECTION 16. VACATIONS.
A. Employees working a regular 40 hour week covered by this resolution, who
have one year's continuous service, shall thereafter be entitled to a vacation as follows:
After Years
of Service
1 thru 4
5 thru 10
11
12
13
14
15 thru 24
25 or more
Vacation Hours
Per Year
80
120
128
136
144
152
160
200
B. Vacation shall be taken at the convenience of the City with the approval of the
department head. Where possible, such vacation should be taken annually and not
accumulated from year to year. Vacation days not in excess of the equivalent number of
days earned in the immediately preceding 24 month period may be accumulated with the
permission of the department head and the Personnel Director. Employees shall not
accumulate vacation in excess of the equivalent number of days earned in the
immediately preceding 24 month period. All vacation days in excess of the equivalent
number of days earned in the immediately preceding 24 month period not taken by the
employee shall be forfeited.
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C. An employee may convert up to 50% of his current annual vacation accrual
into pay in lieu of time off with pay. An employee requesting such a conversion must
meet the eligibility requirements as set forth in Section 16(A) and may so convert once in
a calendar year.
D. Employees who terminate their employment with the City shall be paid for all
aCGrued vacation, if any, and the prorated portion of their final accrual. Prorated vacation
shall be on the basis of 1/12 of the employee's annual vacation pay for each full month of
selvice.
Sf:CTION 17. PART-TIME AND TEMPORARY EMPLOYEE ELIGIBILITY FOR
FRINGE
BENEFIIS..A. Definition. Regular part-time employees shall be those
employees scheduled in the duly adopted budget to work 20 or more hours per week on a year-
round basis (52 wEleks minus approved leave). Temporary part-time
employees shall be those employees scheduled in the approved budget to work less than 20 hours
per week on a year-round basis (52 weeks minus approved leave).
Seasonal employees shall be those employees who are scheduled in the budget to work on
less than a year-round basis relgardless of hours worked per week. Nothing
contained herein shall guarantee to any employee a specified number of hours per day or days per
week or weeks per year
or months per year of work.B. Entitlement to Fringe Benefits
Upon Proration of Hours. Regular part-time employees shall receive fringe benefits in proportion
to the number of hours an employee is scheduled in the budget to work to the normal 40
hour week on an annual basis. The annual schedule for all part-time employees
shall be the schedule which is included in the City's approved budget or a
schedule which is designated by Management at the commencement of the employee's
employment with the City. This formula of proration shall apply to holiday
pay, vacation, sick leave, medical
insurance contribution, life insurance contribution, and retirement contribution.C. Temporary and seasonal
employees shall be entitled to receive no fringe bEmefits provided for in this Resolution or
in any resolution of
the City, unless otherwise provided
by Federal law.SECTION 18. LEAVES OF ABSENCE.A. LEAVE OF ABSENCE
WITHOUT PAY. After all available leave (other than sick leave), including vacation,
compensatory time, and any other leave benefits have blgen completely used, a
regular part-time employee, not under suspension, may make application for leave without
pay. If the department head and the Personnel Director a!gree that such leave is merited and in the
interest of the City, leave may be granted for a period not to exceed six months
following the date of expiration of all other leave benefits. No employment
or fringe benefits such as sick leave, vacation, health insurance, retirement, or any other
benefits shall accrue to any employee on leave of absence without pay,
except
At the end of such leave, if the employee desires additional leave, written
application must be made to the Personnel Director stating the reasons why the
additional leave is required and why it would be in the best interest of the City to grant
such leave of absence. If, in the Personnel Director's opinion, such additional leave is
merited and would still preserve the best interests of the City, he may approve such
extension of the leave of absence for a period not to exceed an additional six months. If
the employee does not return to work prior to or at the end of such leave of absence or
extension of leave of absence, the City shall consider that the employee has terminated
his employment with the City.
An employee on leave of absence must give the City at least seven days' written
notice of the employee's intent to return to work.
Any employee who engages in outside employment during said leave of absence
without prior notifications and approval of the Personnel Director and department head
shall be subject to termination. Any employee who falsifies the reason for the request for
said leave of absence may be terminated for falsifying a request for leave of absence or
extension thereof. During leave without pay in excess of five working days, no seniority
shall be accumulated. Such leave shall be granted on the same basis for pregnancy,
childbirth and other medically related conditions, except that such employee shall retain
her seniority rights.
Subject to and consistent with the conditions of the group health, life and disability
plan, coverage may be continued during a leave provided direct payment of total
premium is made through and as prescribed by the Payroll Division of the City.
E. SICK LEAVE. Sick leave with pay shall be allowed, credited, and accumulated
for regular part-time employees in accordance with the
following:1) For employees working a regular 40 hour week, eight (8) hours
of sick leave will accrue for each month of continuous
service.2) Sick leave will be charged at the rate of one-half hour
for each one-half hour an
employee is absent.3) Any employee eligible for sick leave with pay may
use such leave for
the following reasons:a) Medical and dental office appointments during
work hours when authorized by the department
head; and/or b) Personal illness or physical incapacity
resulting from causes beyond the employee's control; including pregnancy,
childbirth and other medically related
conditions;
c) Bereavement Leave. The death or critical illness where death
appears to be imminent of a member of the employee's immediate family.
Immediate family" as used in this subsection shall include husband, wife,
parent, brother, sister, child, grandchild, grandparent, mother-in-
law, father-in-law, aunt, uncle, brother-in-law,
and sister-in-law of an employee,regardless of residence. Days
of absence due to bereavement leave shall be paid not exceed three working days,
and shall not be deducted from the employee's accumulated
sick leave. An employee on bereavement leave shall inform his immediate supervisor
of the fact and the reasons therefor,as soon as possible. Failure
to inform his immediate supervisor, within a reasonable period of time, may be cause
for denial of sick leave with
pay for the period of the absence.d) Notwithstanding subsection (
3) (b) above, no employee shall be eligible or entitled to sick leave with pay
for any illness or injury arising out of
and in the course of City Employment.4) Sick Leave Application.
Sick leave may be applied only to absence caused by illness or injury of
an employee and may not extend to absence caused by illness or injury of
a member of the employee's family.In any instance involving use of a fraction
of a day's sick leave, the minimum charged to the employee's sick
leave account shall be 1/2 hour,while additional actual absence of over 1/
2 hour shall be charged to the nearest full hour. Each department
head shall be responsible for control of employee abuse of the sick
leave privilege. Employees may be required to furnish a certificate issued
by a licensed physician or other satisfactory written evidence of illness to
establish the
employee's entitlement of sick leave payment.5) Upon retiring
from City service and entering the Public Employees' Retirement System, an
employee shall receive no pay for the first 60 days of accrued sick leave (0
to 480 hours), but shall receive 25%pay for the first 30 days of accrued sick
leave after the first 60 days of accrued sick leave (481 to 720 hours),
and 50% of all
accrued sick leave thereafter (721 hours- up).6) Upon the death of
an employee while employed by the City,100% of all accrued sick leave benefits
shall be paid to the beneficiary of the deceased employee.
Payment will be made when proper authorization for payment is received
from the estate of the decedent employee.7) Notwithstanding any
other provision herein, an employee who is initially hired after July 1, 1980
shall be allowed to accumulate and be credited with sick leave with pay only up
to a maximum of 520 hours. Sick leave hours in
excess
F. Family Care and Medical Leave (FCML). State and Federal laws require the City to
provide family and medical care leave for eligible employees. The following provisions set
forth employees' and employer's rights and obligations with respect to such leave. Rights and
obligations which are not specifically set forth below are set forth in the City's Administrative
Manual, Personnel Section, #2.61. Any provisions not set forth in the Administrative Manual
are set forth in the Department of Labor regulations implementing the Federal Family and
Medical Leave Act of 1993 (FMLA) and the regulations of the California Fair Employment and
Housing Commission implementing the California Family Rights Act (CFRA) (Government
Code Section 12945.2). Unless otherwise provided, "Leave" under this article shall mean
leave pursuant to the FMLA and CFRA.
An employee's request for leave is subject to review and final approval of the Personnel
Director.
1. Amount of Leave. Eligible employees are entitled to a total of 12
workweeks of leave during any 12-month period. An employee's entitlement to
leave for the birth or placement of a child for adoption or foster care expires 12 months
after the birth or
placement.The 12-month period for calculating leave entitlement will be a "
rolling period"measured backward from the date leave is taken and continues with
each additional leave day taken. Thus, whenever an employee requests leave, the city will
look back over the previous 12-month period to determine how much leave has
been used in determining how much leave a member
is entitled to.2. Use of Other Accrued Leaves While on Leave. If
an employee requests leave for any reason permitted under the law, he must exhaust
all accrued leaves except sick leave) in connection with the leave. This includes
vacation, holiday, and other compensatory accruals. If an employee requests leave for his
own serious health condition, in addition to exhausting accrued leave, the employee must
also exhaust sick leave. The exhaustion of accrued leave will run concurrently with the
Family Care
and Medical Leave.3. Required Forms. Employees must fill out required forms,
available in the Personnel Department, including: Request for Family or
Medical Leave; Medical Certification; Authorization for Payroll Deductions for benefit
plan coverages (if applicable); and Fitness-for-
Duty to return from leave.SECTION 19. LIFE INSURANCE. For eligible
benefited employees, the City shall contribute the full premium towards a $15,000 life insurance policy
for each of the
employees covered under this Resolution.SECTION 20. LONG TERM DISABILITY INSURANCE. For
the term of this agreement the City shall contribute the full premium toward a long
term disability plan covering eligible benefited employees set forth herein, up to a maximum benefit
of $
SECTION 21. HEALTH BENEFITS.
Effective March 1, 1994, the City shall contract with the Public Employees'
Retirement System (PERS) to make available those health insurance benefits provided
under the Public Employees' Medical and Hospital Care Act (PEMHCA). The PERS
Health Benefits Plan shall replace any other benefits program maintained by the City for
eli~lible employees, eligible retirees, and their eligible surviving annuitants.
1) Except as provided in Section 4 (2) Flexible Benefits Plan below, the City
shall contribute toward the payment of premiums under the PERS Health Benefits
Plan on behalf of each eligible active employee, and to the extent required by law,
each eligible retiree annuitant of PERS, an equal contribution of $16.00 per month.
2) Flexible Benefits Plan. The City shall provide a Section 125 Flexible
Benefits Plan for active regular 40 hour per week employees, and pay the following
amounts to provide funds for optional dental plans, vision plans, health plans, or
miscellaneous pay:
Employee Only
Two Party
Family
169.00
276.00
371.00
The City's payment toward the Flexible Benefit Plan is exclusive of the $16.00
payment in Section 4 (1).
3) Any amounts in excess of the amounts designated in Section 4 (1) and (2)
necessary to maintain benefits under any benefits plans selected by the employee
shall be borne by the employee.
4) An employee cannot be enrolled in the PERS Health Benefits Plan if a
spouse is enrolled in the same agency or enrolled in an agency with PERS Health,
unless the employee (or the spouse) is enrolled without being covered as a family
member. Additionally, an employee may choose to not be enrolled in the Health
Benefits Plan. If an employee chooses not to be enrolled in the health plan, the
employee must provide proof, as determined by the Personnel Director, that
comparable medical insurance is in full force and effect. Based on determination
that insurance is in full force and effect, eligible employees shall receive $121.00
toward the Flexible Benefits Plan. In the event that the employee loses eligibility
with documentation) then the employee may re-enroll in the PERS Health
Benefits Plan pursuant to their rules and
regulations.
SECTION 22. RETIREMENT.
A. Employees covered by this Resolution participate in the Public Employees'
Retirement System if eligible under the PERS contract. The City agrees to pay 7% of the
employees base salary to the Public Employees Retirement System including the full
contribution for the Survivors Benefit. Effective December 7, 1997, benefited employees
shall have 4% oftheir salaries deducted, pre-tax, to fund the enhanced PERS 2% at
age 55 retirement
formula.B. Part-time employees not covered under the Public
Employees' Retirement System shall participate in a defined contribution retirement plan in lieu of
Social Security contributions. The City shall contribute 3.75% of the employee's
eligible earnings towards the retirement plan. Part time employees shall contribute 3.75% of
the eligible earnings toward the
retirement plan.C. The City will provide the PERS 1959 Survivor Benefit at the
Third Level.SECTION 23.
GRIEVANCE PROCEDURE.A. Definition of Grievance. A grievance shall be defined as a timely
complaint by an employee or group of employees concerning the interpretation or
application of specific provisions of this Resolution of the Rules and Regulations
governing personnel practices or working conditions of the City. Grievances shall not
include disciplinary actions taken against "
At-Will" employees.B. Business Days. Business days mean calendar days,
exclusive of Saturdays,Sundays, and legal holidays recognized
by the City.C. Time Limits for Filing Written Formal Grievances. The time
limits for filing written formal grievances shall be strictly construed, but may be
extended by mutual agreement evidenced, in writing, and signed by a duly authorized
representative of the City and the grieving party. Failure of the grieving party to comply with any
of the time limits set forth hereunder shall constitute waiver and bar further
processing of the grievance. Failure of the City to comply with the time limits set forth in
this Section shall automatically move the grievance to the next level in
the Grievance Procedure.D. Informal Process. An employee must first attempt to resolve
a grievance on an informal basis by discussion with his immediate supervisor
without undue delay.Every effort shall be made to find an acceptable solution to the
grievance by these informal means at the most immediate level of supervision. At no time
may the informal process go beyond the division head concerned. In order that
this informal procedure may be responsive, all parties involved shall expedite this process. In no
case may more than 10 business days elapse from the date of the alleged incident giving
rise to the grievance, or when the grievant knew or should have reasonably become
aware of the facts giving rise to the grievance and the filing of a written formal
grievance with the Personnel Director of the City, with a copy to the department head in
which
works. Should the grievant fail to file a written grievance within 10 business days from
the date of the incident giving rise to the grievance, or when grievant knew or should
have reasonably become aware of the facts giving rise to the grievance, the grievance
shall be barred and waived.
E. Formal Process. Personnel Director. Department Head. If the grievance is not
resolved through the informal process, a written grievance is filed within the time limits
set forth above, the grievant shall discuss the grievance with the Personnel Director and
thet department head. The Personnel Director and the department head shall render a
decision and comments, in writing, regarding the merits of the grievance and return them
to the grievant within 10 business days after receiving the grievance.
F. Formal Process. City Manager. If the grievance is not resolved in E above, or
if no answer has been received from the Personnel Director and department head within
10 business days from the presentation of the written grievance to the Personnel Director
and department head, the written grievance shall be presented to the City Manager, or
his duly authorized representative, for determination. Failure of the grievant to take this
action will constitute a waiver and bar to the grievance, and the grievance will be
considered settled on the basis of the last Management grievance response. The City
Manager, or his duly authorized representative, shall render a final decision on the merits
of the grievance and comments, in writing, and return them to the grievant within 10
business days after receiving the grievance. The City shall instruct its supervisors on the
proper use and implementation of this grievance procedure and every reasonable effort
shall be made by employee and the supervisor to resolve the grievance at the informal
st1ep.
SECTION 24. TRAVEL EXPENSE ALLOWANCE.
A. Automobile Allowance. Expense claims for the use of private automobiles
must be submitted to the department head then to the Finance Department. Such use, if
approved, will be reimbursed at the rate per mile allowed under the current IRS
regulations.
B. Out-of-City Travel. If the estimated expense of contemplated travel out
of the City is too great to expect the employee to finance the trip and be reimbursed
upon his re,turn, the City Manager may authorize advance payment of the estimated amount
to
the employee.C. Tourist Class Airplane Passage will be considered standard
for out-of-
town travel, where appropriate.D. Use of Personal Cars for out-of-City trips,
within the State, may be approved by the City Manager when use of commercial
transportation is not available or practical.If an employee prefers to use his personal car, he may
be reimbursed the amount of the cost of commercial transportation, or the IRS rate, whichever
is less. The rate per mile allowed under the current IRS regulations may be
approved for use of personal cars
when
E. When Air, Rail or Public Transportation is used, expense for local
transportation, such as taxi cabs and bus fare, will be allowed whenever such
transportation is necessary for conduct of City business.
1) Expense will be allowed for adequate lodging. Hotel accommodations
should be appropriate to the purpose of the trip.
2) Telephone and telegraph charges will be allowed for official calls.
3) Expenses for meals will be reimbursed according to Finance
Administrative Policy No. 4.13.
SECTION 25. EFFECTIVE DATES. This resolution shall become effective on March 1,
1998 through February 28,2000, unless otherwise amended.
Adopted this 26thday of May , 19~.
2~ ,~ /
Mj1yor of the City of Orangv
jATTEST:
I hereby certify that the foregoing resolution was duly and Regularly adopted by the City
Council of the City of Orange at a regular meeting thereof held on the 26thday of
Mav ,19.Jl.ll...,
by the following vote:
AYES:COUNCIL MEMBERS: MURPHY, SLATER, COONTZ, SPURGEON
ALVAREZ
NOES:COUNCIL MEMBERS: NONE
ABSENT:COUNCIL MEMBERS: NONE
UA4.JA-4.L)./i ~~<"th;:
l.City Clerk of the . y of
Orange
EXHIBIT "A"
PART.TIME AND SEASONAL EMPLOYEES
HOURLY RATES
EFFECTIVE JULY 21,1996
STEP STEP STEP STEP
CLASSIFICATION TITLE RANGE A B C D
ADMINISTRATIVE INTERN 287 $8.61
COMMUNITY SERVICES LEADER I 235 $6.64
COMMUNITY SERVICES LEADER II 255 $7.34
COMMUNITY SERVICES LEADER III 275 $8.11
COMMUNITY SERVICES LEADER IV 301 $9.23
ENGINEERING INTERN 314 $9.85 $10.36 $10.88
LAW INTERN 314 $9.85
PARK MAINTENANCE HELPER 240 $6.81 $7.16 $7.52
PARKING CONTROL AIDE 318 $10.05 $10.56 $11.10 $11.67
POLICE ACADEMY TRAINEE 379 $2,361 < monthly
POLICE CADET I 238 $6.74 $7.08 $7.45
POLICE CADET II 260 $7.52 $7.91 $8.31
POLICE RESERVE LEVEL 1 389 $14.32 $15.05 $15.82
POLICE RESERVE LEVEL 2 349 $11.73 $12.33 $12.96
POOL MANAGER 311 $9.70
POOL MANAGER ASSISTANT 291 $8.78
SCHOOL CROSSING GUARD 260 $7.52
SCHOOL CROSSING GUARD SUPV 300 $9.18
STUDENT INTERN 210 $5.86 $6.16 $6.48
SWIM ATTENDENT 235 $6.64
SWIM INSTRUCTOR/LIFEGUARD 275 $8.11
15
i
EXHIBIT "A" (Continued)
PART-TIME AND SEASONAL
EMPLOYEES HOURLY
RATES EFFECTIVE .JUNE 21,
1998 NEW STEP STEP STEP
STEP CLASSIFICATION TITLE RANGE A B C
D COMMUNITY SERVICES LEADER I 245 $6.98 $7.34 $7.
71 COMMUNITY SERVICES LEADER II 265 $7.71 $8.11 $8.
52 COMMUNITY SERVICES LEADER III 285 $8.53 $8.96 $9.
41 COMMUNITY SERVICES LEADER IV 311 $9.70 $10.20 $10.
72 ENGINEERING INTERN 314 $9.85 $10.36 $10.
88 LAW INTERN 314 $9.85 $10.36 $10.
88 MANAGEMENT INTERN 297 $9.05 $9.51 $10.
00 PARK MAINTENANCE HELPER 250 $7.16 $7.52 $7.
91 PARKING CONTROL AIDE 328 $10.56 $11.10 $11.67 $12.
27 POLICE ACADEMY TRAINEE 379 $2,361 <
monthly POLICE CADET I 244 $6.95 $7.30 $7.
67 POLICE CADET II 266 $7.75 $8.15 $8.
57 POLICE RESERVE LEVEL 1 395 $14.75 $15.51 $16.
30 POLICE RESERVE LEVEL 2 355 $12.08 $12.70 $13.
35 POOL MANAGER 325 $10.41 $10.94 $11.
49 POOL MANAGER ASSISTANT 305 $9.42 $9.90 $10.
40 SCHOOL CROSSING GUARD 270 $7.91 $8.31 $8.
73 SCHOOL CROSSING GUARD SUPV 310 $9.66 $10.15 $10.
67 STUDENT INTERN 216 $6.04 $6.35 $6.
68 SWIM ATTENDENT 245 $6.98 $7.34 $7.
71 SWIM INSTRUCTOR/LIFEGUARD 295 $8.96 $9.41 $9.
90