RES-7878 Relating to Terms of Employment of Designated Executive ManagementRESOLUTION NO. 7878
A RESOLUTION OF THE CITY COUNCIL OF mE
CITY OF ORANGE RELATING TO THE
CLASSIFICATION, COMPENSATION, AND TERMS
OF EMPLOYMENT OF DESIGNATED EXECUTIVE
MANAGEMENT, STAFF MANAGEMENT, AND
LABOR CONFIDENTIAL EMPLOYEES, AND
REPEALING RESOLUTION NO. 7668 AND
AMENDMENTS THERETO; AND, FURTHER,
AMENDING APPENDIX "A" OF RESOLUTION NO.
7668 AS DESCRIBED HEREIN.
WHEREAS, the City Council of the City of Orange has consulted with certain
employees described herein; and
WHEREAS, the City Council of the City of Orange wishes to set forth wages,
hours and conditions of employment for the period of September 22, 1991 through
October 3, 1992.
NOW, THEREFORE, BE IT RESOLVED that the wages, hours and conditions
of employment for the period of September 22, 1991 through October 3, 1992 be
adopted and set forth as follows:
SECTION 1. BASIC COMPENSATION PLAN. There is hereby established a
basic compensation plan for all officers, executive management, staff management, and
labor confidential employees of the City of Orange who are now employed, or will in
the future be employed in any of the classifications of employment 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. Whenever the term
department head" is used, it shall be understood to include the City Manager when the
personnel action affects a department head.
SECTION 2. SALARY AND WAGE SCHEDULE. Salaries for employees
covered by this Resolution are hereby incorporated, and listed in Exhibit" A" and "B".
The salary and wage schedules attached hereto shall constitute the basic
compensation plan consisting of six (6) steps or rates of pay in each range.
The respective ranges shall be identified by number and the steps by the letters "A"
to "F" inclusive. The minimum length of service required for advancement to the next
higher step, is provided in Section 5 and 6.
SECTION 3. ADMINISTRATION OF BASIC COMPENSATION PLAN.
The compensation ranges and steps contained in the monthly salary schedule in the
appendix hereof are monthly compensation rates.
For all employees who have a regular weekly work schedule of forty (40) hours,
the hourly rate of pay shall be the monthly rate multiplied by 12 divided by 2080
annual 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 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
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"
through "F" depending
upon the employee's qualifications.SECTION 5. SERVICE. The word service, 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 by any employee for a period of time longer than thirty (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 re-
entering the service of the City of Orange shall be considered as a new
employee, except that he may be reemployed 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.
SECTION 6. ADVANCEMENT WITHIN SCHEDULE. The following
regulations shall govern salary advancements within ranges:A. Merit Advancement.
An employee may be considered for advancement through the salary range upon completion
of the minimum length of service. 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. Advancement through the salary range may be granted
only for continuous, meritorious, and efficient service,and continued improvement by the employee
in the effective performance of the duties of his position.
Such
1) The Department Head shall file with the Personnel Director a statement
recommending the approval 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 Finance for change of payroll status. A
disapproval, together with the reasons therefor, shall be returned to the department
head.
3. Advancement through the pay range, Step "A" through Step "F", 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.
D. Additional Compensation of Department Heads and Employees Appointed
by the City Manager. The salaries of municipal department heads and those staff
persons appointed directly by the City Manager are established as standard salaries.
However, there is hereby created the Executive Salary Adjustment Fund from which
additional compensation may be paid from time to time by the Finance Director, upon
written authorization of the City Manager, to those executives who have displayed
extraordinary and superior ability in the management of their operations, or who have
performed duties above and beyond those normally expected of a person of similar
experience, responsibility, training, and ability holding comparable positions in other
organizations. Nothing contained herein shall be construed to authorize an increase in
salary as payment for past services rendered.
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 department head 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 C
of Section 6.
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SECTION 8. PROBATION. An employee initially appointed or promoted to a
class shall serve a probationary period of twenty-six (26) pay periods during which
he shall have an opportunity to demonstrate suitability for the job. Under
certain conditions, with approval of the Personnel Director, the department head may
extend the probationary period. The employee shall attain regular 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. A probationary employee
shall not be entitled to appeal termination or demotion
action.SECTION 9. PROMOTION. When an employee 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 the step in that
appropriate salary range as will grant him an increase of at least one (1), but not 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.SECTION 11. REASSIGNMENT OF COMPENSATION
RANGES. Any employee in a classification which is allocated to a different pay range 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 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
position 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, the employee shall be placed in that step
of the lower compensation range which is equivalent to the existing rate of pay, and
shall retain credit for length of service previously acquired in such step toward
advancement to the next higher step.
D. The City Manager shall be permitted to reduce the salary range of any
classification but shall not be able to increase the range when any position is vacant.
SECTION 12. DEPARTMENT HEADS. When the employee under
consideration for advancement, reduction, demotion, or reassignment is a department
head, the City Manager shall initiate all actions.
SECTION 13. The compensation and terms of employment of the City
Manager shall be established by the City Council, by separate document.
SECTION 14. OVERTIME PAY. No overtime compensation shall be
provided for employees covered by this Resolution, except as provided: (1) regular
full-time employees shall accrue four (4) hours of administrative leave for each
month of continuous service; (2) administrative leave shall be charged at the rate of
eight hours for each day an employee is absent; in any instance involving use of a fraction
of a day's administrative leave, the minimum charge to the employee's
administrative leave account shall be one-half (112) hour, while additional actual absence of
over one-half (1/2) hour shall be charged to the nearest full hour; (3) usage
of administrative leave shall be at the convenience of the City with the approval of
the respective department head or City Manager; (4) administrative leave shall be used
in the calendar year in which it is accrued; (5) administrative leave not used in
the calendar year in which it is accrued shall
be forfeited.SECTION 15. HOLIDAYS. For all employees as described herein, as
well as the City Manager, the holiday procedure shall be
as follows:A. The following shall be
paid 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 9) Day
after Thanksgiving 10) One-
half day before Christmas
if December 24 falls on
a
Monday through Thursday
11)
B. Floating Holiday. Employees will have credited to their paid leave balance,
two and one-half (2-1/2) floating holidays beginning October 1, of
each year.Employees hired after October 1 of each year shall receive a prorated portion of
the2-1/2 floating holidays. These floating holidays shall be taken as time off from
work no later than September 30, of the following year. Said employees then earn two
and one-half (2-1/2) floating holidays effective each October 1, during the
course of this Resolution which shall be taken as time off from work during the fiscal
year in which the floating holidays are earned. The floating holidays shall be
taken at the convenience of the City with the approval of the City Manager or
the department head and are to be taken in either eight (8) or four (4) hour
increments. (For employees who accrue less than eight (8) hours, the floating holidays must be used
on a single day). The floating holidays are not accumulated and shall be forfeited
should they not be taken during the fiscal year earned. Employees under this
section who terminate their employment with the City prior to using the floating holidays
shall receive cash reimbursement
for said holidays.C. In the event any of the above holidays, except one-
half 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 one-half day before Christmas, the preceding Friday will be taken in lieu of
the actual date
on which the holiday falls.D. 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.E. 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 shaH be made against
the employee's
accumulated vacation.SECTION 16. VACATIONS.A. All full time regular employees described herein, who
shall have one (1) year continuous service shall thereafter accrue paid
vacation
in accordance with the following:1) For employees described herein in Exhibit "A",
as well as the City Manager, the following schedule shall apply after one (
1)
Vacation Days Vacation Days
Year Years ~Year
18.00 16 26.0
18.625 17 26.5
19.25 18 27.0
19.875 19 27.5
20.5 20 28.0
21.25 21 28.5
21.5 22 29.0
22.0 23 29.5
22.5 24 30.0
23.0 25 30.5
23.5 26 31.0
24.0 27 31.5
24.5 28 32.0
25.0 29 32.5
25.5 30 33.0
2) For employees described herein in Exhibit "B", the following schedule
shall apply after one (1) year's continuous service:
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
After Year(s)
of Service
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
Vacation Days
Per Year
13.0
14.25
15.5
16.75
18.0
18.5
19.0
19.5
20.0
20.5
21.0
21.5
22.0
22.5
23.0
After Year(s)
of Service
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
Vacation Days
Per Year
23.5
24.0
24.5
25.0
25.5
26.0
26.5
27.0
27.5
28.0
28.5
29.0
29.5
30.0
30.5
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 City
Manager.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
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 paid in cash.
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 16 (A)(I)(2)
and may only convert once in a calendar year.
D. Employees who terminate their employment with the City 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.SECTION 17. PART-TIME EMPLOYEES AND
TEMPORARY WORKERS ELIGIBILITY FOR
FRINGE BENEFITS.A. Definitions. Regular part-time employees shall be
those employees scheduled in the budget to work twenty (20) or more hours per week on a
year-round basis (52 weeks minus approved leave). Temporary part-time
workers shall be those employees scheduled in the 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
Based 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 forty (
40) hour week on an annual basis.The annual schedule for all
eligible 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 shaH apply
to holiday pay, vacation, sick leave, medical insurance contribution,
life insurance contribution, and retirement contribution. Regular, 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 workers and seasonal employees shall be entitled to receive no fringe benefits provided for in
the resolution or in any resolution
of
SECTION 18. LEAVES OF ABSENCE.
A. Leave of Absence Without Pay. For all regular employees as described herein,
the following Leave Without Pay procedure shall apply:
1) After all available leave benefits, including vacation, compensatory time,
and other leave benefits have been completely used, a regular employee, not under
suspension, may make written application to the Department Head for leave without
pay. If the department head and the Personnel Director 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 except as
otherwise provided below. During such leave in excess of five (5) working days, no
seniority shall be accumulated. Such leave shall be granted on the same basis for
pregnancy, child-birth and other medically related conditions, except that such
an employee shall retain her seniority
rights.Subject to and consistent with the conditions of the group health, life
or disability plan, coverage may be continued during a leave, provided direct payment
of the total premium is made through and as prescribed by the Payroll Division of
the City. The City will pay up to six (6) months of the Flexible Benefit Plan
contribution for employees who are on a long term disability
leave.2) At the end of such leave, if the employee desires additional leave,
written application must be made through the Department Head to the Personnel
Director stating the reasons why the additional leave is required and why it would be in the
best interests of the City to grant such leave of absence. If 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.3) An employee on leave of absence must give the City at least seven (7)
days'written notice of his intent to return to
work.4) Any employee who engages in outside employment during said leave
of absence without prior notifications and approval of the City Manager 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.B. Industrial Leave for Safety Employees. For the classifications of
Police Chief and Fire Chief, industrial leave shall be granted in accordance with Labor
Code Section 4850 as it now exists or hereinafter may be
amended.
C. Industrial Leave for Non-Safety Employees. For the
remaining classifications described in Exhibit" A" and Exhibit "B" herein, industrial leave shall
be granted as
follows:1) A regular employee who is temporarily or permanently disabled as
a result of injury or illness determined to be compensable under the Worker'
s Compensation Act shall be granted industrial leave on the foHowing terms
and
conditions:a) An employee granted industrial leave shall continue to be
compensated at his regular rate of pay in lieu of temporary disability
payments.b) Should it be determined that an employee's illness or injury did
not arise in the course of the employee's employment with the City or that the employee
is not temporarily or permanently incapacitated or disabled, as a result of an
industrial injury or illness, then the employee's accrued, or if sufficient, future sick leave shall
be charged to reimburse the City for any payments made to the employee pursuant
to 1)(a)
above.c) An industrial leave of up to one (1) year shall be authorized for
each injury or illness determined to be compensable under the Worker's Compensation
Act.d) No employee shall have accrued sick leave deducted while on
industrial leave. Vacation and sick leave shall accrue for an employee on industrial
leave.e) Industrial leave shall expire when any of the following conditions
occur:1) Employee is able to return to work to his regular
position.2) The employee is able to return to work to another position
designated by the
City.3) The day before the employee is retired or separated for
disability.The employee's "retirement date" shall be determined by the
Public Employee's Retirement
System.4) After fifty-two (52) weeks of
industrial leave.f) Employees who have not previously submitted notification of
Election of Personal Physician are required to use only physicians and medical
facilities approved by the City during the first thirty (30) days after an occupational injury or
illness is reported. After the first thirty (30) day period, an employee may change
to a physician specified by him provided the physician has the expertise to treat
the injury or illness and agrees to provide the timely reports to the City. However,
if an employee has notified the City in writing, prior to the date of injury that he
has
personal physician, the employee shall have the right to be treated by such physician
from the date of injury providing that:
1) The physician has previously directed the medical treatment of the
employee.
2) The physician retains the medical records and history of the
employee.
An employee may request one (1) change of physician during the first thirty (30)
days after the injury or illness is reported.
D. Jury Duty and Services as Witness for City. When required to serve on a jury,
all employees shall have time off for a period of actual service required on the jury.
Employees shall receive regular pay while serving on jury duty, provided all jury fees
paid to the individual employee, less allowed automobile expenses, are turned over to
the City. If an employee is called as a witness, on behalf of the City, he shall receive
his normal pay for time spent by the employee serving as a witness for the City.
Employee shall be required to pay any witness fees that accrue to the employee for his
witness service to the City as a condition of receiving his normal pay while serving as a
witness for the City.
E. Personal Necessity Leave. Employees may be allowed up to three (3) working
days per month without pay for personal business with approval of the department
head, or in the case of department heads, the City Manager. Employees shall accrue
no employment benefits for any personal necessity leave in excess of three (3) days per
month. Such personal necessity leave shall be without pay and shall not be
accumulated from month to month.
F. Family Leave. Employees may take up to 30 calendar days per year unpaid
family leave for the adoption or birth of children to them and their spouse.
G. Military Leave of Absence. If an employee is required to take military training
two (2) weeks or more each year, he shall be entitled to military leave of absence under
the provisions of State law, found in applicable sections of the Military and Veterans'
Code.
H. Sick Leave. Sick leave with pay shall be allowed, credited, and accumulated in
accordance with the following:
1) For 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 one (1) hour for each hour an
employee is absent.
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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 or his authorized agent; and/or
b) Personal Illness or physical incapacity resulting from causes beyond the
employee's control including pregnancy disability period when directed by an
authorized medical physician, and other medically related condition; and/or
c) Family Illness Leave. An employee is allowed up to three (3) days (24
hours) of family leave per calendar year for family illness which shall be charged
against the employee's accumulated sick leave.
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 except as provided for in Section 3(c)
above. 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 hour, while
additional actual absence of over one-half hour shall be charged to the nearest full
hour. The department head shall be responsible for control of employee abuse of the
sick leave privilege. Employees may, upon prior notice, be required to furnish a
certificate issued by a licensed physician or nurse or other satisfactory written evidence
of any
subsequent illness.5) Sick Leave Payout Program. Unused sick leave shall be paid
off according to
the following:a) All sick leave accrued prior to January 1, 1992 shall faH
under the following
payout formula:1) Accumulated sick leave balances as of December 31, 1991
shall be set aside in a designated sick leave account and no further accumulation will
be placed in this bank. This accumulated sick leave will be available for the employee'
s use according to the provisions outlined in Section G. (2), (3)
and (4).2) Upon retiring from City service and entering the
Public Employees'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.3) Upon the death of an employee while employed by
the City, one hundred percent (100%) of all accrued sick leave benefits accrued prior
to January 1,1992 shall be paid to the beneficiary of the deceased employee. Payment
will
when proper authorization for payment is received from the estate of the decedent
employee.
b) All sick leave accrued after December 31, 1991, shall be placed in a new
accrual bank and have no maximum accrual amount; however, any hours accumulated
in excess of three hundred fifty-two (352) hours shall not be eligible for any of
the following payout
programs:1) Employees with accumulated sick leave balances of less than
three hundred fifty-two hours (352) hours, combining both sick leave accounts
in the calculation to determine eligibility, shall fall under the following
payout provisions:Employees who use less than three (3) days (24 hours) of
sick leave during the current calendar year period shall be eligible to cash out, or credit
to their accumulated vacation, two (2) days (16 hours) of their accumulated sick
leave. Two days (16 hours) will be deducted from their new accumulated sick leave
bank. The employee must file a sick leave payout designation form by December 1
of each calendar year, in order to receive the two days (16 hours) in either cash
or vacation accumulation beginning January 1, 1993 and each subsequent January. Any
sick leave converted to vacation shall be subject to the provisions described in
Section 16.Vacations. If no designation form is filed, the hours will automatically remain
in the employee's new sick leave
accumulation account.2) Employees with accumulated sick leave balances of
three hundred fifty-two (352) hours or more, combining both sick leave accounts in
the calculation to determine eligibility, shall fall under the
following payout provisions:A full-time employee may convert unused
sick leave from the calendar year (maximum 96 hours) to cash or accumulated vacation at a
rate of 50% of their current payrate. For example, an employee who uses no
sick leave during the calendar year may forfeit that 96 hours of accumulated sick leave
in exchange for 48 hours of payor accumulated vacation. The employee must file
a sick leave payout designation form by December I of each calendar year in
order to receive the remaining unused sick leave in either cash or
vacation accumulation beginning January 1, 1993 and each subsequent January. Any sick leave converted
to vacation shall be subject to the provisions described in Section 16. Vacations. If
no designation form is filed, the hours will automatically remain in the employee'
s new
sick leave accumulation account.3) Upon separation of employment from the City
for any reason, for sick leave hours accumulated after December 31, 1991, an
employee shall receive no pay for the first one-hundred (100) hours (0 to 100 hours)
of accrued sick leave, but shall receive twenty-five percent (25%) pay for
up to the next one-hundred (100)hours, (100 to 200 hours) of accrued sick leave,
and fifty percent (50%) pay of any remaining sick leave
up
4) Upon the death of an employee while employed by the City, one
hundred percent (100%) of all accrued sick leave benefits up to three hundred fifty-
two 352) hours 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.I. Bereavement leave. The death or critical illness where death appears to
be imminent of the employee's immediate family. "Immediate family" as used in
this subsection, is limited to any relation by blood, marriage, or adoption, who is a
member of the employee's household (under the same roof) and any parent,
grandparent,substitute parent, parent-in-law, spouse, child, brother or sister
of the employee,regardless of residence. Days of absence due to bereavement leave
shall not exceed three (3) working days per year. Bereavement leave shall not be
deducted from the employee's accumulated sick leave. An employee on bereavement
leave shall inform his immediate supervisor of the facts 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 leave with pay for the
period of absence.SECTION 19.
TRAVEL EXPENSE ALLOWED.A. Mileage Reimbursement. Expense claims for the use
of private automobiles must be submitted to the City Manager via the Finance Director.
Such use, where mileage is reimbursed, will be reimbursed at the rate of twenty-
five
cents ($.25) per mile.B. Out-of-City Travel. If the
estimated expense of contemplated travel out-of-the-City is too great to expect the employee to
finance the trip and be reimbursed upon his return, the City Manager may
authorize advance payment of the estimated
amount of the travel expense to the employee.C. Tourist-
Class
airplane passage will be considered standard for out-of-town travel.D. Use of personal
cars for out-of-City trips, within the State, may be approved by
the City Manager when use of commercial transportation is not available or practical.If an
employee prefers to use his personal car, he may be reimbursed mileage expenses as long as
the
expenses do not exceed the amount of the cost of the commercial transportation.I) A flat
rate of twenty-five cents ($.25) per mile
shall be approved for use of personal cars when City cars are not
available.E. Air, rail, or public transportation used, expense for local transportation, such
as
conduct of City business. In addition, the following expenses and charges will be
allowed, whenever necessary, for the conduct of City business.
1) Expenses will be allowed for adequate lodging. Hotel accommodations
shall be appropriate to the purpose of the trip.
2) Telephone and telegraph charges will be allowed for official calls and
telegrams.
3) Expenses for meals will be reimbursed at actual cost.
SECTION 20. OmER FRINGE BENEFITS.
A. Retirement. The City agrees to pay one hundred 100% percent of the
employees total contribution to the Public Employees Retirement System including the
Survivors Benefit.
B. Money Purchase Retirement Plan. The City shall provide a Money Purchase
Retirement Plan for employees covered by this resolution. The City shall contribute an
amount equal to three (3 %) percent of the employees' bi-weekly base salary as
shown in Exhibits" A" and Exhibit "B". In lieu of this City provided benefit, the
employee may elect to have added to his base salary an additional three (3 %)
percent.C. Medicare. The City shall pay for the employee's portion of the
contribution 1.45%) for medicare coverage for all employees hired since the effective date
in April,
1986.D. Life
Insurance.1) For employees described herein in Exhibit "A" the City shall contribute
the sum up to Seventeen Dollars ($17.00) per month per employee towards a
Fifty Thousand Dollar ($50,000) life insurance
benefit.2) For employees described herein in Exhibit "B" the City shall contribute
ten dollars and two cents ($10.02) per month per employee towards a
Twenty-Three Thousand dollar ($23,000) life insurance benefit. Any amount in excess
of the amounts above in (1) and (2) shall be borne by
the employee.E. Disability Insurance. The City shall provide a long term disability plan
with a maximum long term disability benefit of $
3,
F. Medical Maintenance Examination Program. An annual medical examination
shall be provided for all employees listed in Exhibits" A" and "B". The content and
extent of the examination of each individual shall be determined by the physician in
charge and shall be tailored to the individual's particular needs. A profile of the
examination shall be maintained. Each employee may choose to have said examination
performed by the physician of his choice or a physician at Convenient Medical Care.
Employees in Exhibits "A" and "B" will be reimbursed the following amounts:
Executive Management:
Staff Management and Confidential:
495.00
395.00
Effective September 22, 1991, the City will allow employees to be reimbursed for
personal expenses up to the maximum amounts stated above for the following health-
related activities:
1. Annual physical examination;
2. Membership in a health/fitness club;
3. Purchase of home health/fitness exercise equipment;
5. Participation in a weight loss/stop smoking/wellness/fitness programs.
Requests other than annual physicals must be approved, prior to purchase or
participation, by the Personnel Director.
The City will not reimburse employees for any of the above listed activities for
family/dependent health related expenses.
G. Educational Reimbursement. The City will reimburse employees for the cost of
tuition and text books required for approved community college and college courses.
An approved course is one designated to directly improve the knowledge of the
employee relative to his specific job, and must be approved by the department head and
the Personnel Director prior to registration. Reimbursement will be based upon the
final grade received according to the following schedule:
Grade
A
B
C
DorF
Reimbursement
100%
75%
50%
0-
Educational reimbursement payments to an employee shall not exceed one thousand
five hundred dollars ($1500.00) in anyone fiscal year and he must still be employed by
the City when the course is completed.
Effective September 22, 1991, the City agrees to modify this section to allow
reimbursement to employees of up to $500 of the $1500 allotted per fiscal year for
16
activities which aid in their professional development. Reimbursable activities include
the following:
1. Attendance at job-related professional conferences and
seminars;2. Payment of membership dues in community and professional
organizations;3. Purchase of job-related professional journals, books, and other
written materials which further their knowledge and improve their effectiveness in
their duties.Participation and/or purchase and must be approved in advance by
the department head and the
Personnel Director.The above modifications are made to recognize and encourage staff
to pursue educational and public relations oriented activities beyond those normally
budgeted for them by their departments and in which they are directed to
participate. Approved activities are those which may be expected to further their knowledge of their
jobs and the Orange community and which contribute to their
improved effectiveness.Individual departments may continue to budget funds for staff
attendance at professional conferences and seminars, for payment of professional
membership dues,and for the purchase of books, journals, and related written materials
which enhance the staff'
s knowledge.H. Uniforms. The City of Orange shall purchase uniforms for
all regular uniformed members of the Police Department and the
Fire Department.SECTION 21. FLEXIBLE
BENEFIT PLAN Employees who elect to participate in the Flexible Benefit Plan shall
receive the contribution amounts listed below. Appendix "A" of Resolution No.
7148, establishing a flexible benefits plan for Top Management and Labor Confidential
employees is hereby amended
as follows:Participating
Employee Classifications
City Manager Amount
of Contribution 975.00
per month
Grouo A Assistant
City Manager
Chief Clerk
City Attorney Community
Services Director
Finance Director
Fire Chief
Fiscal Agent-Treasurer
General Services
Director Library Director 875.
00 per month 875.
00 per month 875.
00 per month 875.
00 per month 875.
00 per month 875.
00 per month 875.
00 per month 875.
00 per month 875.
00
Personnel/Labor Relations Director
Community Development Director
Police Chief
Public Works Director
875.00 per month
875.00 per month
875.00 per month
875.00 per month
Grouo B
Accounting Manager
Administrative Aide
Administrative Analyst I
Administrative Analyst II
Administrative Secretary
Assistant City Attorney
Assistant City Engineer
Assistant Finance Director
Assistant to City Manager
Assistant Water Manager
Block Grant/Rehabilitation Manager
Chief Building Official
City Engineer
Code Enforcement Manager
Communications Manager
Community Development Services Manager
Deputy City Clerk
Deputy City Treasurer
Economic Development Manager
Economic Development Operations Manager
Executive Secretary
Fiscal Agent
Fleet Manager
Library Manager
Park Maintenance Manager
Personnel Analyst
Personnel Assistant
Purchasing Officer
Recreation Manager
Redevelopment Project Manager
Revenue Manager
Risk Manager
Secretary to the City Attorney
Senior Assistant City Attorney
Senior Assistant to City Manager
Senior Library Manager
Senior Personnel Analyst
Special Events Coordinator
Street Division Manager
500.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
675.00 per month
500.00 per month
675.00 per month
675.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
675.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
675.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
500.00 per month
675.00 per month
18
Traffic Engineer
Transportation Program Manager
Water Manager
675.00 per month
500.00 per month
675.00 per month
Any contribution necessary to maintain benefits under any City of Orange offered
health insurance plans or under any insurance plan or service offered under the flexible
benefit plan, in excess of the amount set forth above shall be borne solely by the
employee.
Employees may elect to decline participation in the Flexible Benefit Plan and have
the contribution amounts added to salary. The members of the City Council shall
receive the same benefits under the Flexible Benefit Plan as provided to Group A
above.
SECTION 22. INCENTIVE PAY PLAN. The City Manager may, for the
employees covered by this agreement, put into effect an incentive pay plan, the terms
and conditions of which shall be at his full discretion.
SECTION 23. EFFECTIVE DATES. This Resolution and Attachments hereto
shall be effective as of September 22, 1991 and shall continue in full force and effect
until October 3, 1992 unless otherwise amended.
ADOPTED this 24th day of Seotember 1991.
ATTEST:
1tt~Q~
City Clerk the ~ty #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 24th
day of September, 19..2.L by the following vote:
A YES: COUNCIL MEMBERS: STEINER. BARRERA. MAYOR BEYER. COONTZ. SPURGEON
NOES: COUNCIL MEMBERS: NONE
ABSENT: COUNCIL MEMBERS: NONE
IfAA~~) yjj~Marilyn Jen n, Cit I
City of Orange
19
EXHIBIT "A"
EXECUTIVE MANAGEMENT
Effective: September 22. 1991
Beginning After 1 Yr After 1 Yr After 1 Yr After 1 Yr After 1 Yr
Class Title Range Step A Step B Step C Step D Step E Step F
Assistant City Manager 574 6245 6564 6898 7250 7620 8009
Chief Clerk'- 465 3626 3811 4005 4210 4424 4650 City
Attorney 572 6183 6498 6830 7178 7544 7929 Community
Development 569 6091 6402 6728 7072 7432 7811 Director
Community
Services 547 5458 5737 6029 6337 6660 7000 Director
Finance
Director.... 547 5458 5737 6029 6337 6660 7000 Fire
Chief 559 5795 6090 6401 6728 7071 7431 Fiscal
Agent. Treasurer 484 3987 4190 4404 4628 4864 5112 General
Services 517 4700 4939 5191 5456 5734 6027 Director
Library
Director 533 5090 5350 5623 5909 6211 6527 Personnel/
Labor 536 5167 5430 5707 5998 6304 6626 Relations
Director Police
Chief 569 6091 6402 6728 7072 7432 7811 Public
Works 569 6091 6402 6728 7072 7432 7811 Director
Additional
compensation for elective office not included uPlus $
8111mo for temporary assignment overseeing the City's investment portfolio The
above salary schedules do not include the salary increase(s) of $875.00 as an alternative to participation in the City's Flexible
Benefit Plan and/or 3% additional salary as an alternative to participate in the City's Money Purchase Retirement Plan
as individually elected by the employee and provided elsewhere in the Resolution.
EXHIBIT "A"
EXECUTIVE MANAGEMENT
Effective: February 23, 1992
Beginning After 1 Yr After 1 Yr After 1 Yr After 1 Yr After 1 Yr
Class Title Range Step A Step 8 Step C Step 0 Step E Step F
Assistant City Manager 590 6764 7109 7471 7852 8253 8673
Chief Clerk II- 484 3987 4190 4404 4628 4864 5112
City Attorney 590 6764 7109 7471 7852 8253 8673
Community Development 578 6371 6696 7037 7396 7773 8170
Director
Community Services 551 5568 5852 6151 6464 6794 7141
Director
Finance Director. II- 556 5709 6000 6306 6628 6966 7321
Fire Chief 573 6214 6531 6864 7214 7582 7969
Fiscal Agent.Treasurer 496 4232 4448 4675 4914 5164 5427
General Services 525 4891 5140 5403 5678 5968 6272
Director
library Director 537 5193 5458 5736 6028 6336 6659
Personnel/labor 540 5271 5540 5822 6119 6431 6759
Relations Director
Police Chief 578 6371 6696 7037 7396 7773 8170
Public Works 578 6371 6696 7037 7396 7773 8170
Director
Additional compensation for elective office not included
II- .Plus $82B/mo for temporary assignment overseeing the City's investment portfolio
The above salary schedules do not include the salary increase(s) of $875.00 as an alternative to participation in the City's
Flexible Benefit Plan and/or 3% additional salary as an alternative to participate in the City's Money Purchase Retirement
Plan as individually elected by the employee and provided elsewhere in the Resolution.
EXHIBIT "B"
STAFF MANAGEMENT AND LABOR CONFIDENTIAL
Effective: September 22. 1991
Beginning After 1 Yr After 1 Yr After 1 Vr After 1 Yr After 1 Yr
Class Title Range Step A Step B Step C Step 0 Step E Step F
Accounting Manager 457 3484 3662 3849 4045 4251 4468
Admin Analyst I 416 2840 2985 3137 3297 3465 3642
Admin Analyst II 436 3138 3298 3466 3643 3829 4024
Administrative Aide 356 2105 2213 2326 2444 2569 2700
Administrative Secretary 363 2180 2291 2408 2531 2660 2796
Assistant City Engineer 499 4296 4515 4746 4988 5242 5509
Assistant City Attorney 530 5015 5270 5539 5822 6118 6431
Assistant to City Manager 466 3644 3830 4025 4231 4446 4673
Assistant Water Manager 502 4361 4563 4817 5063 5321 5592
Assistant Finance Director 507 4471 4699 4939 5191 5455 5734
Benefits Administrator 450 3365 3536 3717 3906 4105 4315
Block Grant/Rehab Manager 495 4211 4426 4652 4889 5138 5400
Chief Building Official 525 4891 5140 5403 5678 5968 6272
City Engineer 539 5245 5512 5793 6089 6399 6726
Code Enforcement Manager 450 3365 3536 3717 3906 4105 4315
Community Development 525 4891 5140 5403 5678 5968 6272
Services Manager
Communications Manager 482 3947 4148 4360 4582 4816 5061
Deputy City Clerk 435 3122 3281 3449 3625 3809 4004
Deputy City Treasurer 435 3122 3281 3449 3625 3809 4004
EXHIBIT "B"
STAFF MANAGEMENT AND LABOR CONFIDENTIAL
Effective: September 22, 1991
Beginning After 1 Yr After 1 Yr After 1 Yr After 1 Yr After 1 Yr
Class Title Range Step A Step B Step C Step 0 Step E Step F
Economic Development 525 4891 5140 5403 5678 5968 B272
Operations Manager
Economic Development Mgr 535 5141 5403 5679 5969 6273 6593
Executive Secretary 413 2798 2940 3090 3248 3414 3588
Fiscal Agent 484 3987 4190 4404 4628 4864 5112
Fleet Manager 487 4047 4253 4470 4698 4937 5189
Library Manager 463 3590 3773 3966 4168 4380 4604
Park Maintenance Manager 487 4047 4253 4470 4698 4937 5189
Personnel Analyst 450 3365 3536 3717 3906 4105 4315
Personnel Assistant 420 2897 3045 3200 3363 3535 3715
Purchasing Officer 477 3850 4046 4252 4469 4697 4937
Records Manager 442 3233 3398 3571 3753 3945 4146
Recreation Manager 479 3888 4087 4295 4514 4744 4986
Redevelopment Project Mgr 495 4211 4426 4652 4889 5138 5400
Revenue Manager 484 3987 4190 4404 4628 4864 5112
Risk Manager 496 4232 4448 4675 4914 5164 5427
Secretary to the City Attorney 383 2409 2532 2661 2797 2939 3089
Special Events Coordinator 436 3138 3298 3466 3643 3829 4024
Sr Assistant City Attorney 555 5580 5970 6275 6595 6931 7284
Sf Assistant to City Manager 486 4026 4232 4448 4674 4913 5163
Senior Library Manager 493 4170 4382 4606 4841 5087 5347
Senior Personnel Analyst 480 3908 4107 4317 4537 4768 5011
Street Division Manager 519 4747 4989 5243 5511 5792 60B7
Traffic Engineer 519 4747 4989 5243 5511 5792 6087
EXHIBIT "B"
STAFF MANAGEMENT AND LABOR CONFIDENTIAL
Effective: September 22. 1991
Beginning After 1 Yr After 1 Yr After 1 Yr After 1 Yr After 1 Yr
Class Title Range Step A Step B Step C Step 0 Step E Step F
Training/Development Coord 450 3365 3536 3717 3906 4105 4315
Transportation Program Mgr 509 4516 4746 4988 5243 5510 5791
Water Manager 519 4747 4989 5243 5511 5792 B087
The above salary schedules do not include the salary increase{s) of $500 or $675 as an
alternative to participation in the City's Flexible Benefit Plan and/or 3% additional salary as an
alternative to participation in the City's Money Purchase Retirement Plan as individually elected by
the employee and provided elsewhere in the Resolution.
EXHIBIT "B"
STAFF MANAGEMENT AND LABOR CONFIDENTIAL
Effective; February 23, 1992
Beginning After 1 Yr After 1 Yr After 1 Yr After 1 Yr After 1 Yr
Class Title Range Step A Step B Step C Step D Step E Step F
Accounting Manager 466 3644 3830 4025 4231 4446 4673
Admin Analyst I 420 2897 3045 3200 3363 3535 3715
Admin Analyst II 440 3201 3364 3536 3716 3906 4105
Administrative Aide 360 2148 2257 2373 2494 2621 2754
Administrative Secretary 377 2338 2457 2582 2714 2853 2998
Assistant City Engineer 503 4383 4606 4841 5088 5348 5620
Assistant City Attorney 534 5116 5376 5651 5939 6242 6560
Assistant to City Manager 470 3718 3907 4107 4316 4536 4767
Assistant Water Manager 506 4449 4676 4914 5165 5428 5705
Assistant Finance Director 516 4676 4915 5166 5429 5706 5997
Asst Finance Dir/Redevel 516 4676 4915 5166 5429 5706 5997
Assistant Fire Chief 559 5795 6090 6401 6728 7071 7431
Benefits Administrator 457 3484 3662 3849 4045 4251 4468
Block Grant/Rehab Manager 501 4339 4561 4793 5038 5295 5565
Chief Building Official 531 5040 5297 5567 5851 6149 6463
City Engineer 543 5350 5623 5910 6212 6528 6861
Code Enforcement Manager 454 3433 3608 3792 3985 4188 4402
Community Development 531 5040 5297 5567 5851 6149 B463
Services Manager
Communications Manager 486 4026 4232 4448 4674 4913 5163
Comm Services Manager 491 4128 4339 4560 4793 5037 5294
Deputy City Clerk 446 3298 3466 3643 3829 4024 4230
Deputy City Treasurer 466 3644 3830 4025 4231 4446 4673
EXHIBIT "B"
STAFF MANAGEMENT AND LABOR CONFIDENTIAL
Effective: February 23. 1992
Beginning After 1 Yr After 1 Yr After 1 Yr After 1 Yr After 1 Yr
Class Title Range Step A Step B Step C Step D Step E Step F
Economic Development 531 5040 5297 5567 5851 6149 6463
Operations Manager
Economic Development Mgr 541 5297 5568 5851 6150 6464 6793
Executive Secretary 417 2854 3000 3153 3313 3482 3660
Fiscal Agent 496 4232 4448 4675 4914 5164 5427
Fleet Manager 495 4211 4426 4652 4889 5138 5400
Library Manager 467 3662 3849 4046 4252 4469 4697
Park Maintenance Manager 491 4128 4339 4560 4793 5037 5294
Personnal Analyst 457 3484 3662 3849 4045 4251 4468
Personnel Assistant 427 3000 3153 3314 3483 3660 3847
Purchasing Officer 485 4006 4211 4426 4651 4888 5138
Records Manager 446 3298 3466 3643 3829 4024 4230
Recreation Manager 483 3967 4169 4382 4605 4840 5087
Redevelopment Project Mgr. 501 4339 4561 4793 5038 5295 5565
Revenue Manager 496 4232 4448 4675 4914 5164 5427
Risk Manager 500 4318 4538 4769 5013 5268 5537
Secretary to the City Attorney 387 2457 2583 2715 2853 2998 3151
Special Events Coordinator 440 3201 3364 3536 3716 3906 4105
Sr Assistant City Attorney 559 5795 6090 6401 6728 7071 7431
Sr Assistant to City Manager 490 4108 4317 4537 4769 5012 5267
Senior Library Manager 497 4254 4470 4698 4938 5190 5455
Senior Personnel Analyst 487 4047 4253 4470 4698 4937 5189
Street Division Manager 523 4843 5089 5349 5622 5909 6210
Traffic Engineer 523 4843 5089 5349 5622 5909 6210
EXHIBIT "B"
STAFF MANAGEMENT AND LABOR CONFIDENTIAL
Effective: February 23. 1992
Beginning After 1 Yr After 1 Yr After 1 Yr After 1 Yr After 1 Yr
Class Title Range Step A Step B Step C Step D Step E Step F
Training/Development Coord 457 3484 3662 3849 4045 4251 4468
Transportation Program Mgr 513 4607 4842 5089 5348 5621 5908
Water Manager 523 4843 5089 5349 5622 5909 6210
The above salary schedules do not include the salary increase Is I of $500 or $675 as an
alternative to participation in the City's Flexible Benefit Plan andlor 3 % additional salary as an
alternative to participation in the City's Money Purchase Retirement Plan as individually elected by
the employee and provided elsewhere in the Resolution.
EXECUTIVE MANAGEMENT
AND
STAFF MANAGEMENT AND LABOR
CONFIDENTIAL
RESOLUTION NO. 7878
September 22, 1991
to
October 3, 1992
TOP MANAGEMENT RESOLUTION NO. 7878
TABLE OF CONTENTS
Section # Title Pat:e#
1-7 Compensation Plan
1-4 8-9
Probation & Promotion 4 10-11 Demotion & Reassignment
of Compensation Ranges 4
12 Department Heads 5
14 Overtime Pay
5 15 Holidays
5 16 Vacations 6 17 Part-Time
Employees and Temporary Workers
8 Eligibility for Fringe Benefits
18 Leaves of Absence 9
A Without Pay Leaves
9 B-C Industrial
Leave 9 D Jury Duty
11 E Personal Necessity
Leave 11 F Family
Leave 11 G Military
Leave 11 H Sick
Leave 11-14 I Bereavement
Leave 14 19 Travel Expense
Allowed 14 20
Other Fringe Benefits 15 A Retirement
15 B Money
Purchase Retirement Plan 15
C Medicare 15 D
Life Insurance 15 E Disability Insurance
15 F Medical Maintenance
Examination Program 16
G Educational Reimbursement 16 H
Uniforms 17 21 Flexible
Benefit Plan 17 22