RES-8669 Employment Terms for Part-Time and Seasonal EmployeesRESOLUTION NO. 8669
A RESOLUTION OF THE 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. 8361 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, 1996 through February 28, 1998 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.SECTION 2. SALARY AND WAGE SCHEDULES. Salaries effective July 21, 1996
for employees covered by this Resolution are listed in Appendix
A.SECTION 3. ADMINISTRATION OF BASIC COMPENSATION PLAN. For
all employees 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 average 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 hours of employment
equal to the minimum number of months of service required by full-time employees. 1,
040 hours of part-time employment shall
equal six months' service.SECTION 4. BEGINNING RATES. A new employee in Appendix 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
SECTION 5. SERVICES. The word services, as used in this resolution, shall be defined
to mean continuous, full-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.SECTION 6. ADVANCEMENT WITHIN SCHEDULE. The following
regulations shall govern salary advancements within ranges for employees in
Appendix 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 approval
of the Personnel Director. Such advancement shall require
the following:1) The department head in which the employee is employed shall
file with the Personnel Director a statement recommending the granting or
denial of the merit increase and supporting
such recommendation with specific
reasons therefor.2) The recommendation of the department head and the approval
of the Personnel Director shall be forwarded to Personnel and
the Finance Director for change of payroll status. A disapproval, together
with the reasons therefor, shall be returned to the
department head.3) Advancement through the range shall occur in
yearly increments.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
an advancement.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 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. Procedure for such reduction shall follow the same procedure as
outlined for merit advancements in Section 6, and such employee may be considered for
readvancement under the same provisions as contained in subsection (B) of Section 6.
SECTION 8. PROBATION. An employee initially appointed or promoted to a class shall
serve a Probationary period during which time he shall have an opportunity to demonstrate
suitability for the job. For employees, in this resolution, the probationary period shall be 13
pay periods. Under certain conditions, with approval 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.
SECTION 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
grant him an increase of at least one, but no more than three salary steps.
When eligibles remain in higher bands, and a department head selects an eligible in a
lower band, upon request, the eligibles in higher bands will be notified of reasons for their non-
selection.
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 classification to
which demoted.
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.
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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 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 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 time accrued in excess of 80
hours shall be automatically paid.
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.
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C. Payment Upon Termination. Employees shall be entitled to receive Payment
for all accumulated compensatory time upon their termination.
SECTION 14. CALLBACK COMPENSATION. If regular or permanent 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.SECTION 15.
HOLIDAYS.A Only full-time Regular or permanent part-time employees
covered by this resolution shall receive the following paid nine hour holidays and one
eight
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 (45 hours) before Christmas, if December 24 falls
on
a Monday through
Thursday 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 falls.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
convenience of the City with approval of the department head or his duly authorized
agent and is to be taken in either eight or four hour increments. 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.
Said employees then earn one floating holiday effective each January 1, during the
course of this agreement which shall be taken as time off from work during the year in
which the floating holiday was earned. The floating holiday is not accumulative and shall
be forfeited should it not be taken during the year it was earned. For purposes of this
benefit, said employee's anniversary year runs January 1 through December 31.
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. All full-time, regular employees, who shall have one year's continuous
service shall thereafter be entitled to a vacation as
follows:After Year'
s of
Service 1 thru
4 5 thru
10
11
12
13
14 15 thru
24 25 or
more Eight
Hour 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.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 17(A) and may so convert once
in a calendar
year.D. Employees who terminate their employment with the City after one year of
full-time employment shall be paid for all accrued vacation, if any, and the prorated portion
of
their unused vacation. Prorated vacation shall be on the basis of 1/12 of the employee's
annual vacation pay for each full month of service of the employee during the
employee's anniversary year of employment.
SECTION 17. PART-TIME AND TEMPORARY EMPLOYEE ELIGIBILITY FOR
FRINGE
BENEFITS.A Definition. Permanent 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 weeks 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 regardless of hours worked. 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. Permanent 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. Permanent, part-time employees may receive step increases
provided they work the actual number of hours a full-time employee would have had to work
in order to be entitled to progress
to the next step of the salary range.C. Temporary and seasonal
employees shall be entitled to receive no fringe benefits 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 been completely used, a
regular full-time or permanent part-time employee, not under suspension, may make
application for leave without pay. If the department and the Personnel Manger agree 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.At the end
of
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 full-time regular employees in accordance with the
following:1) For regular full-time employees working a regular 40
hour week,eight hours of sick leave will accrue for each month of
continuous service.2) Sick leave will be charged at the rate of one hour for
each 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 appointment 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;
and/or 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,
parent, bother sister, child, grandchild, grandparent, mother-in-
law, father-in-law, brother-in-law, and sister-
in-law of an employee, regardless of residence. Days of absence
due to bereavement leave shall 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 Employee's Retirement System, an
employee shall receive no pay for the first 60 days of accrued sick leave, but shall
receive 25% pay for the first 3 days of accrued sick leave after the first
60 days of accrued sick leave, and
50% of all accrued sick leave thereafter.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) When sick leave is used
in accordance with Section E(3) above,the City will first charge the
earliest accrued sick leave, then the
next earliest, and so on (first-in, first-out).8)
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
F. Familv Care and Medical Leave IFCML). 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/she 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/
her 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 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 0.90% of the employee's monthly salary
toward a long term disability plan covering employees set forth herein, up to a maximum benefit
of $3,333 per
month.
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
eligible 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 full-time eligible 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 PERS contract. The City shall
maintain its contribution of 7% of the employee's share to the Public Employees'
Retirement System for the term of
this
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.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.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
the employee 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 Officer
and the 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. After this procedure is exhausted, the
grievant and the City shall have all rights and remedies to pursue said grievance under
the law. 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 step.
SECTION 24. TRAVEL EXPENSE ALLOWANCE.
A. Automobile Allowance. Expense claims for the use of private automobiles
must be submitted to the City Manager via the Finance Director. Such use, is approved,
will be reimbursed at the rate of $.30 per mile.
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 return, 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. A flat rate of $.30 per
mile may be approved for use of personal cars
when City cars are not available 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
SECTION 25. EFFECTIVE DATE. This resolution shall become effective on March 1,
1996.
Adopted this ..2.th day of JulY 19...2.2..,.
1C.
4<~
7'":Mayor of
the City of Orange ATTEST:CoAA-
tI/
JA.
LJ./ A l- (' a:I1/ AA;C-CityClerk
of the o1ty of Orange 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 ..ill.b day of July , 19.
22....,bythe
following vote:AYES:COUNCIL
MEMBERS: MURPHY, BARRERA, COONTZ, SPURGEON,SLATER NOES:
COUNCIL
MEMBERS: NONE ABSENT:COUNCIL
MEMBERS: NONE 14
EXHIBIT MAN
PART-TIME AND SEASONAL
EMPLOYEES HOURLY
RATEli EFFECTIVE JULY 21. 1996
NEW 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
LIBRARY PROCTOR 252 7.23
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 13.62
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 6.48SWIM
ATTENDENT 235 6.64 SWIM
INSTRUCTOR/LIFEGUARD 275 8.11 Page
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