RES-7853 Relating to the Terms of Employment for Miscellaneous EmployeesRESOLUTION NO. 7853
A RESOLUTION OF THE COUNCIL OF THE CITY OF
ORANGE RELATING TO THE CLASSIFICATION,
COMPENSATION, AND TERMS OF EMPLOYMENT FOR
MISCELLANEOUS EMPLOYEES OF THE CITY OF
ORANGE AND REPEALING RESOLUTION NO. 7619,
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 June 30, 1991
through June 27, 1992 for the employees described herein,
NOW, THEREFORE, be it resolved that wages, hours and conditions
or 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
1, 1990 for employees covered by this Resolution are listed in
Exhibit A.
SECTION 3. ADMINISTRATION OF BASIC COMPENSATION PLAN. For all
employees who have a regular weekly work schedule of forty (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 one-half (1/2)
cent.Part-time employees who are scheduled in the duly
adopted budget to work on an average of at least twenty (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. One thousand and forty (1,040) hours of
part-time employment shall
equal six (6) months' 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's qualifications.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
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 (1) 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 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 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 grant 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.RESO 7853 2 -
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 advance-
ment 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. 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 probation-
ary 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 (1), but no more than three (3) 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 (
1)
step.B. The new salary rate must be within the salary range
for the classification to which
demoted.3 -RESO 7853
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 (1) 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 (1) step.
B. That if the reassignment shall be to a lower compen-
sation 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 compen-
sation 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 prev-
iously 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 twenty (20) consecutive working days
with-out additional compensation. On the twenty-
first (21st)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 signif-icant 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 five percent (
5%) increase
in pay.SECTION 13. OVERTIME (
COMPENSATORY TIMEl.A. All employees covered by this Resolution
shall be entitled to compensatory time for all hours worked in
excess of forty (40) hours within the employee'S work
week. Compensatory time shall be accumulated at the rate of one (1)
hour of compensatory time for each one (1) hour of
overtime worked.RESO 7853 4 -
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 one-
half 1/2) hour increment. Where an employee works less
than one-half (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 eighty (80) hours during any calendar year.
Any accumulated overtime time accrued in excess of eighty (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.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 (2)
hours callback compensation,regardless of whether the employee works less than
two (2) 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 eight
hour holidays: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 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 one-half day before Christmas, fall
on a sunday, the following
be taken in lieu of the actual date on which the holiday falls.
When any of the above holidays fall on a Saturday, except
one-half 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 taken at the convenience of the city with approval of
the department head or his duly authorized agent and is to be
taken in either eight (8) or four (4) hour increments. For
purposes of this benefit, employees will have credited one (1)
floating holiday as of July I, 1989. This floating holiday shall
be taken as time off from work no later than June 30, 1992.
Said employees then earn one (1) floating holiday effective each
July I, during the course of this agreement which shall be taken
as time off from work during the fiscal 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
fiscal year it was earned. For purposes of this benefit,
said employee's anniversary year runs July 1 through June
30.Employees under this section who terminate their employment
with the City prior to using the floating holiday shall receive
cash reimbursement for said
holiday.F. The Library Directory shall rearrange the work
schedule for that week for the Library staff to ensure that
those employees have worked not more than the number of hours
worked by regular city employees within a period not to exceed one
year following the
holiday.SECTION 16.
VACATIONS.A. All full-time, regular employees, who shall
have one 1) 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
RESO 7853
Eight Hour
Vacation Days
Per
Year
10
15
16
17
18
19
20 25 6 -
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 twenty-four (
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 twenty-four (
24) month period. All vacation days in excess of the equivalent
number of days earned in the immediately preceding twenty-
four (24) month period not taken by the employee
shall be forfeited.C. An employee may convert up to fifty
percent (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 prior to one (1) year of full-time
employment shall not accrue any vacation benefits, either in cash
reimbursement of time off,and shall not be entitled to
any compensation upon termination prior to the completion of their first
year of
employment with the City.E. Employees who terminate their
employment with the City after one (1) 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 one-twelfth (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 twenty (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 twenty (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 forty (
40) hour week on an
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 (6) 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 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 (6) 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 (7) 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 (
5) working days,no seniority shall be accumulated, Such leave
shall be granted on RESO
7853
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 forty (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 eight 8) hours for each day 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, wife, 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 (3) 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
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 one-half (1/
2)hour, while additional actual absence of over
one-half 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 sixty (60)
days of accrued sick leave, but shall
receive twenty-five percent (25%) pay for the first thirty (
30) days of accrued sick leave after the first sixty (
60) days of accrued sick leave, and fifty percent (
50%) of all accrued
sick leave thereafter.6) Upon the death of an employee
while employed by the City, one hundred percent (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) In determining the dollar amount
of sick leave Payoff for sick leave accrued subsequent
to July 3,1977, the rate of pay for the month in
which the sick leave was accrued will be used.
For sick leave accrued prior to July 3, 1977, the payroll
rate as of July 3, 1977 will be used.
When employees actually use sick leave for absences in
accordance with section E(3) above, they will be paid at
their then current salary rate, regardless of whether
sick leave was accrued prior to or subsequent to
July 3, 1977,8) 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).9) Notwithstanding
any other prOV1S10n 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 five hundred and twenty (520)
hours. Sick leave hours in excess of
such maximum shall be forfeited.SECTION 19. LIFE INSURANCE.
The city shall contribute .74 cents for single coverage and $1.10
for family coverage per month per
employee toward life insurance coverage.
SECTION 20. LONG TERM DISABILITY INSURANCE. For the term of
this agreement the City shall contribute ,9% of the employee's
monthly salary toward a long term disability plan covering employees
set forth herein,
SECTION 21. HEALTH BENEFITS.
Effective August 1, 1990, the City contribution toward health
insurance shall be determined on the following basis:
A. Self-Funded Medical Plans. city contributions to
the City's Self-Funded medical plans (options I, II and III)
shall be determined using the
following formulas:Self-Funded
Plan (Ootion II Employee Only - 100% of employee
only self-funded
option II premium Two Party 85% of
two party self-
funded,Option II premium Family
85% of family
self-funded,
option II
premium Self-
Funded
Plan Employee
Only Two Party Family Ootion III
100% of employee only premium 85%
of two party premium 85%
of family premium Self-
Funded Plan (Ootion 1111 Employee Only - 100% of
employee only self-
funded,option II premium Two Party 85%
of two party
self-funded,option II premium
Family 85% of
family self-funded,option II premium Based on the above formulas,
effective June 30, 1991, the amount of the City's contributions
to the self-
funded medical
plans shall
be
as follows:
Employee Only
Two Party
Family 253.80
449.24 575.38 B.
Health Maintenance
city's contributions to the
following formula:Oraanization Plans (CIGNA or PacifiCarel
HMO plans shall
be based
on the
All
HMO Plans Employee only Two Party
Family 100% of employee only premium
80% of two party premium
80% of family premium Based on the above formula, effective June
30, 1991, the amount of the City's contributions to the HMO plans
shall be as
CIGNA
Employee Only
Two Party
Family
152.12
253,96
334.76
PacifiCare
Employee Only
Two Party
Family
134.30
227.22
324.58
C. The City shall use for the term of this agreement the above
formulas to determine the City's contributions towards premium
increases for each of the plans listed above.
D. Any contribution necessary to maintain health benefits
coverage including self-insurance or the HMO plans in excess of
the amount set forth above, shall be borne solely by the
employee.SECTION 22. RETIREMENT. Employees covered by this
Resolution participate in the Public Employees' Retirement System if
eligible under PERS contract. The City shall maintain its contributions
of 7% of the employee's share to the Public Employees'
Retirement System for the term of this
Resolution.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 RESO 7853 12 -
procedure may be responsive, all parties involved shall expedite
this process. In no case may more than ten (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 ten (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 ten (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 ten (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 Manger, 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 ten (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 twenty-five cents ($.25) 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.13 -RESO
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 twenty-five cents ($.25) 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
be reimbursed at actual cost.SECTION 25. EFFECTIVE DATE.
This resolution and the attachments thereto shall become
effective on June 30,
1991.
Adopted this 9th1991.ATTEST:dA~ft%:)Vc9cdt4P~/city
Cler f C' of Orange I hereby certify that
the foregoing resolution was duly regularly adopted by the City Council
of the City of Orange regular meeting thereof held on
the 9th day of ,
Tnly
by the
following
vote:and at a 1991,AYES: COUNCILMEMBERS:
STEINER,
BARRERA, MAYOR BEYER,
COONTZ,
SPURGEON NOES: COUNCILMEMBERS: NONE ABSENT:
Jot
EXHIBIT "A"
MISCELLANEOUS EMPLOYEES
EFFECTIVE JUNE 30, 1991
CLASS TITLE NEW RANGE STEP A STEP B STEP C
AMINISTRATlVE
INTERN 277 8.19
COMMUNITY SERVICES LEADER I 205
5.72 COMMUNITY SERVICES LEADER II 225
6.32 COMMUNITY SERVICES LEADER III 245
6.98 COMMUNITY SERVICES LEADER IV 263
7.64 ENGINEERING INTERN 304 9.37
9.85 10.35 LAW INTERN 304 9.37
LIBRARY PROCTOR 240 6.81
PARK MAINTENANCE HELPER 228 6.
42 6.74 7.08 POLICE ACADEMY TRAINEE 369 2246
POLICE CADET I 197 5,
5 POLICE CADET II 232 6.
54 POLICE RESERVE 399 15 POLICE
STUDENT INTERN 193 5.
39 POOL MANAGER 273 8.03
POOL MANAGER ASSISTANT 253 7.
27 RESOURCE AIDE 205 5.72
SCHOOL CROSSING GUARD 246 7.
02 SCHOOL CROSSING GUARD SUPV 287
8.61 STUDENT INTERN 200 5.58
5.86 6.16 SWIM ATTENDANT 205 5,72
SWIM INSTRUCTOR/LIFEGUARD 233 6.
58 RESO 7853