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RESOLUTION NO. 5241
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ARCADIA PROVIDING FOR FRINGE BENEFITS
AND RELATED COMPENSATION FOR OFFICERS
AND EMPLOYEES OF THE CITY OF ARCADIA.
THE CITY COUNCIL OF THE CITY OF ARCADIA DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. PURPOSE. The purposes of this resolution are: (1) to
remove from the general salary resolution such sections and provisions that may
be less subject to change in order to shorten the general salary resolution and
thus facilitate the task of maintaining said resolution in a more concise form,
and (2) to remove those fringe benefit and leave provisions from the Personnel
Rules & Regulations.
SECTION 2. DEFINITIONS. As used herein, and in the general salary
resolution, the following terms shall have the following meanings:
"Classification" shall mean a group of positions having sufficiently
similar duties, responsibilities and qualifications to be designated by
the same descriptive title, and as to which the same salary range may
be made to apply with equity.
"Employee" shall mean a full-time budgeted employee of the City of
Arcadia.
"Emp 1 oyment Date" shall mean the peri od of cont i nuous fu11-t ime
employment from and after such employment date shall be used in
computing stability pay, sick leave and vacation, and shall be the
starting point for determining salary step increases.
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"Fi re Employee" shall mean those fu ll-t ime employees in the
classifications of Fire Captain, Fire Engineer and Firefighter that are
represented for emloyee-employer relations matters in a recognized
employee representative unit and the classification of Fire Crewmember.
"Gender" whenever the the male gender is used in this resolution, it
shall be construed to include male and female employees.
"General Employee" shall mean those full-time non-management employees
that are in classifications not represented for employee-employer
relations matters, in a recognized employee representative unit.
"Management Employee" shall mean those full-time employees having
responsibility for formulating, administering or managing the
implementation of City policies or programs that are in classifications
not represented for employee-employer relations matters in any
recognized employee representation units.
"Permanent part-t ime employees" shall mean those persons employed in
full-time classifications regularly working twenty (20) or more hours
per week.
"Police Employee" shall mean those full-time employees in the
classifications of Police Sergeant, Police Agent and Police Officer
that are represented for employee-employer relations matters in a
recognized employee representation unit.
"Public Works Employee" shall mean those full-time employees in the
Public Works Service/Water Divisions that are in classifications
represented for employee-employer relations matters, in a recognized
employee representatiave unit or in a General classification.
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"Recognized Employee Organization" means an employee organization which
has been formally acknowledged by the City as the employee organization
that represents employees in designated classifications in an
appropriate representation unit.
"Salary Advancement" shall mean an increase in salary from current step
to a higher step within the same salary range based upon performance
and continuous service in the same class.
"Sworn Fire and Police Employee" shall mean an employee who is
classified as a "local safety member" under the State's Public
Employees' Retirement System Law.
SECTION 3. SALARY STEP ADVANCEMENT.
a) The advancement through the salary steps shall be based upon
performance and continuous service in the same classification. The
following schedule is the continuous service time required for each
step:
A Step to B Step: 6 months
B Step to C Step: 12 months
C Step to D Step: 12 months
D Step to EStep: 12 months
b) Salary step advancements may be withheld or delayed by the
appointing authority if an employee's performance does not merit
such an advancement.
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c) With the approval of the City Manager, an employee may be hired at
any step within the salary range applicable to the position.
d) The City Manager shall have the authority to advance an employee's
salary step within that employee's salary range when the purpose is
to correct an existing inequity or give recognition to exceptional
performance.
e) A Firefighter, Firefighter Paramedic, Fire Engineer or Fire Captain
shall progress from Step D to Step E of the Salary Schedule when
they have completed the probationary period and have satisfied the
basic education and training requirements by one of the following
methods:
1. The sworn employee shall have been awarded an Associate in
Arts Degree in Fire Science or Fire Administration by an
institution accredited by the California Department of
Education.
2. The sworn employee shall have earned 60 or more college
units acceptable to a college or university which is
accredited by the California Department of Education
towards a Bacalaureate Degree, and have completed a
minimum of 20 units in Fire Science acceptable to an
accredited California Junior College towards an Associate
in Arts Degree in Fire Science or Fire Administration.
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f) Persons employed as Firefighter, Firefighter Paramedic and Fire
Engineer prior to July 1, 1979, who have satisfied the basic
education and training requirements set forth in (d) above prior
to June 30, 1981, shall be entitled to receive a step increase
upon submission of the Associate in Arts Degree or proof of 60 or
more earned college units. Nothing herein entitles such employee
to receive a step increase above the Step E.
g) A Police Officer or Police Agent shall progress from Step D to
Step E of the Salary Schedule when they have completed the
probationary period and have satisfied the basic education and
training requirements by one of the following methods:
1. The sworn employee shall have been awarded an Associate
in Arts Degree in Police Science, Police Administration
or Criminology by an institution accredited by the
California Department of Education.
2. The sworn employee shall have 60 or more college units
acceptable to a college or uinversity which is accredited
by the California Department of Education towards a
Baccalaureate Degree and have completed a minimum of 20
units in law enforcement acceptable to an accredited
California Junior College towards an Associate in Arts
Degree in Police Science, Police Administration or
Criminology.
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3. A sworn employee, employed prior to December 31, 1965, may
qualify by having been awarded an Intermediate Certificate
by the California Commission on Peace Officer Standards and
Training.
SECTION 4. PROMOTIONAL STEP ADVANCEMENT.
a) When an employee is promoted, the pay shall advance to the lowest
step in such higher range that will provide not less than one step
increase in compensation unless the top step in such range provides
less than one step increase. Such one step shall be measured by
the range from which the employee is promoted. The percentages
between steps within a range are from 4% to 6%.
b) When an employee is promoted to a higher classification, the date
of promotion shall be used in determining the date of future step
increases.
SECTION 5. SPECIAL ASSIGNMENT PAY.
a) Shift (56 hour) Firefighter employee assigned to the Fire
Prevention Bureau shall receive $46.15 per pay period in addition
to their base salary.
b) Non-shift (40-hour) Firefigher employee assigned to the Fire
Prevention Bureau as a Fire Prevention Specialist, shall receive
an amount in addition to the Firefighter base salary. The
assignment of Fire Prevention Specialist shall be paid at the
same salary range as Fire Engineer.
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c) The Police Officer assigned in writing to the Photo-Crime
Laboratory as the Laboratory Technician shall receive $46.15
per pay period in addition to the base salary.
d) The Public Works employee asssigned in writing to perform a
variety of painting functions including the painting of all
City vehicles, the re-finishing and finishing of furniture
and cabinets, and the interior and exterior painting of City
facilities shall receive $23.08 per pay period in addition to
the base salary.
e) The Public Works employee assigned in writing to perform a variety
of welding functions in the Water Department shall receive $23.08
per pay period in addition to the base salary.
f) In accordance with past practice, this additional compensation
shall not be added to base pay for the computation of overtime.
SECTION 6. STABILITY PAY
This feature of the Pay Plan is intended to encourage stability of employment by
recognizing years of service with compensation. The plan pays $25 per year for
each year of consecutive service up to a maximum of twenty (20) years of service.
An employee is not eligible to receive stability pay until they have completed
five (5) years of consecutive service. The following is the schedule of how
stability pay is calculated.
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$125
$150
$175
$200
$225
$250
$275
$300
Completed Years
of Service
13
14
15
16
17
18
19
20
Amount
Completed Years
of Service
5
6
7
8
9
10
11
12
Amount
$325
$350
$375
$400
$425
$450
$475
$500
Cash stability payments are made once a year between December 1 and December 10
only to employees on the payroll as of December 1. Stability payments will be
paid on a pro-rata basis to those emloyees that retired or are laid off prior to
December 1, provided they meet all eligibility requirements. Stability pay shall
no longer be applicable to employees hired in the following catagories on or
after these dates:
July 1, 1982: Management, General, Public Works Employees and
classification of Fire Crewmember
July 1, 1983: Fire Employees, excluding classification of Fire
Crewmember
January 1, 1984: Police Employees
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SECTION 7. TUITION REIMBURSEMENT.
City will reimburse the employee 100% of the cost of books, fees and tuition for
up to 7 semester or 9 quarter units during each semester/quarter at rates of the
California State University system. The reimbursement shall be for only courses
that are directly related to the employee's position as determined by the City
Manager. No general education course or other courses not directly related to
the job would be approved for reimbursement.
Prior to reimbursement of costs, all course work must be completed while employed
by the City of Arcadia with a passing grade of "C" or equivalent when numerical
score or pass/fail grade is given.
Any employee who shall terminate employment within one year from the completion
of a class or classes shall refund all tuition paid under this provision unless
he was required to attend by the appointing power.
SECTION 8. OVERTIME.
a) With the approval of the City Manager and when necessary to perform
essential work, a departmental administrator may require employees
to work at any time other than during regular working hours until
such work is accomplished. All overtime provisions shall be in
accordance with the applicable requirements of the Fair Labor
-
Standards Act.
b) General Employees required to work overtime, during any period that
the Fair Labor Standards Act applies to the City, shall be credited
with pay at the rate of one and one-half times the regular hourly
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rate for all hours worked in excess of 40 during the 7 day work
period, or with time-off equal to time and one-half worked provided
it is taken in the pay period in which it is earned; no overtime
credit shall be allowed for any period less than one-half hour.
Employees recalled to work after completing a day's work, including
any overtime, shall receive a minimum credit of one hour of
overtime pay. Such overtime shall be paid for in the pay period
following the pay period in which it is earned. Time-off may be
taken at the option of the employee if it is taken during the work
period in which it is earned and said administrative officer
consents thereto.
c) Public Works Employees required to work overtime, during any period
that the Fair labor Standards Act applies to the City, shall be
paid at the rate of one and one-half times the regular hourly rate
for all hours worked in excess of 40 during the 7 day work period.
No overtime credit shall be allowed for any period less than one-
half hour. Overtime shall be rounded to the nearest one-half hour.
Employees recalled to work after completing a day's work, including
any overtime shall receive a minimum credit of two (2) hours of
overtime.
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d) Non-Management Police Employees who a're required to work overtime,
during any period that the Fair Labor Standards Act applies to the
City, shall be compensated at time and one-half of the regular
hourly rate of pay for all hours worked in excess of 171 hours for
the 28 day work period in accordance with the 7K exemption; or
straight time payor straight time off as authorized by law may be
granted. No overtime credit shall be allowed for any period less
than one-half hour, provided that an employee who is recalled to
work after completing a day's work, including any overtime, shall
receive a minimum credit of one hour of overtime pay at his regular
hourly rate. Such overtime shall be paid for, or time-off taken at
the option of the employee, if the department head consents thereto
provided the time off is taken within the pay period in which it
was earned if it is in excess of 171 hours for the 28 day work
period.
e) Non-Management Fire Employees who are required to work overtime,
during any period that the Fair Labor Standards Act applies to the
City, shall be compensated at time and one-half of the regular
hourly rate of pay for all hours worked in excess of 204 hours for
the 27 day work period in accordance with the 7K exemption; no
overtime credit shall be allowed for any period less than one-half
hour, provided that an employee who is recalled to work after
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completing a days work, including any overtime, shall receive a
minimum credit of one hour of overtime pay at his regular hourly
rate.
f) Employees who are non-exempt under the Fair Labor Standards Act
shall be paid at the rate of one and one-half times the regular
hourly rate of pay for hours in class or at a function when
directed to attend classes or functions by their department
administrator or City Manager. Employees who are exempt under the
Fair Labor Standards Act shall receive equivalent compensatory time
off on a straight time basis when directed to attend classes or
functions by their department administrator or City Manager.
g) Management Employees are not eligible to receive any form of
overtime compensation for additional hours worked.
SECTION 9. MILEAGE.
Mileage is reimbursed for travel in connection with City business. Prior
approval must be obtained from the immediate supervisor or department head. If
travel is required frequently during a month, reimbursement will be made once a
month. Completed mileage forms shall be submitted to the department head
consistent with the administrative policy.
SECTION 10. TEMPORARY ASSIGNMENTS.
When an employee is formally assigned by the appointing power on a temporary
basis to the full duties of an unfilled position in the clasified service of a
higher classification for a period in excess of thirty (30) consecutive working
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days, they shall receive the pay of that higher classification after the initial
thirty-day period.
SECTION 11. ACTING PAY.
a) Any Public Works employee who is required, in writing, to work
three (3) working days or longer in a higher classification which
is vacant due to sick leave, injury leave, vacation, termination or
move up due to acting pay shall receive the following acting pay
retroactive to the first day of the assignment:
1. Five (5) percent above their current rate of pay; or
2. An employee in the classification of Maintenance Worker
assigned to an acting position of Public Works Foreman, Water
Foreman, General Repairman, or Water Service Representative
shall receive ten (10) percent above their current rate of pay;
or
3. Should such percentage exceed the top step of the range for the
higher classification, the employee shall receive compensation
at the top step of the higher classification.
b) The above policy shall also apply to employees in the Public Works
Equipment Service and Building Maintenance sections.
c) Nothing contained herein shall apply to an employee who is being
trained by the City to qualify for a higher classification.
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SECTION 12. LIFE INSURANCE.
a) The City shall provide all employees with group term life insurance
in the amount of $7,500.00.
b) Management employees shall be provided group term life insurance
equal to their annual salary rounded off to the nearest (next
lowest) one thousand dollars.
c) The City shall provide a $10,000 group term life insurance plan to
management employees who retire after July 1, 1979, but who were
hired into a management classification prior to September 21, 1982,
in accordance with the controlling provisions of the plan.
SECTION 13. RETIRED HEALTH INSURANCE.
a) Effective July 1, 1985, the City agrees to pay the employee only
health insurance monthly premium cost for eligible City retirees.
An eligible retiree is a non-Fire City employee who retires on a
SERVICE retirement and has 125 days of accumulated sick leave at
the date of retirement. An eligible Fire employee is a Fire
employee who retires on a SERVICE retirement and has 1500 hours of
accumulated sick leave at the date of retirement. Such payment
shall cease by employee's sixty-fifth (65) birthday. If the
retired employee has other group medical coverage available to
them, then this other group insurance shall be primary and the
City's health insurance plan shall function as a secondary co-
insurance.
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The City shall continue to pay the increased health insurance
premium cost for the employee-only coverage for the eligible Police
employee who retired on 5/1/85.
b) Effective August 1, 1983, the City agrees to continue to pay the
employee-only health insurance premium cost up to $40.00 per month
for retirees from Fire Employees, excluding Fire Crewmembers, who
retire after July 1, 1977 and prior to July 1, 1985. Such payment
shall cease by employee's sixty-fifth (65) birthday.
c) In order to be eligible for retiree health coverage, the employee
must apply for such coverage through the City Personnel Department.
The Association shall notify the City Personnel Department in the
event of the death of a retired member. During the month of June,
each year, insured retired employees must contact the City
Personnel Department in order to maintain coverage. In the absence
of such contact, coverage shall cease on the following July 1.
SECTION 14. LEAVES OF ABSENCE.
Upon the written request of an employee stating the reasons therefor, the
appointing power with the approval of the City Manager shall have power to grant
leaves of absence with or without pay, with the exception that leaves of absence
with or without pay of more than thirty (30) calendar days shall be granted only
upon the recommendation of the appointing power and approval of the City Manager,
subject to the following restrictions:
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(1) Length. Leave of absence without pay may be granted for a period
not to exceed one (1) year with the exception that military leaves
may be granted for the duration of a war or national emergency or
as required by the Military and Veterans' Code.
(2) Reason. A leave of absence may be granted an employee, provided
he meets all other requirements set forth in this rule, who
desires to attend school or college or to enter training to
improve the quality of his service, who enters military service of
the United States, who is temporarily disabled and unable to work
due to a medical condition, or who presents some other reasons
equally satisfactory.
The term medical condition as used herein encompasses all
temporary medical disabilities, including, but not limited to,
pregnancy, childbirth, and related medical conditions.
An employee who is granted a medical leave of absence shall be
entitled to utilize any accrued sick leave and/or vested vacation
benefits during the period of his or her disability.
An employee who requires a leave of absence for medical reasons
must notify their department in writing of the need for such a
leave as soon as the employee learns that he or she is, or will
become, temporarily disabled and unable to work due to a medical
condition. Such notice must specify the reason for the leave, the
date such leave will begin, and the expected duration of the
disability. An employee who requests such a leave may be required
to provide initially and from time to time proof of disability in
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the form of a physician's statement. An employee returning from a
medical leave of absence shall be required to provide a
physician's statement that indicates that he or she is fit to
return to work.
(3) Right to Return. The granting of a leave of absence without pay
confers upon the employee the right to return to his
classification before or at the expiration of his leave of
absence. Therefore, a leave of absence shall be granted only to
an employee who intends to return to his classification with the
City. An employee who fails to report for work at the end of an
approved leave will be deemed to have voluntarily resigned.
(4) Service Record. No request for leave of absence will be
considered unless the employee presenting the request has a
satisfactory service record.
(5) An employee granted a leave of absence may be required by the
appointing power or the City Manager to successfully pass a
medical examination prior to being allowed to return to work.
(6) The granting of a leave of absence of thirty (30) days or less,
with or without pay, shall not constitute an interruption of
service within the meaning of this subsection. The granting of a
leave of absence with or without pay of more than thirty (30) days
shall constitute an interruption of service unless, in the action
granting such leave of absence, it is provided that such leave of
absence shall not constitute an interruption of service.
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(7) The City shall continue to cover an employee granted a leave of
absence for health, dental, life, and disability insurance through
the last day of the month in which the leave of absence takes
effect. It shall be the responsibility of the employee who wishes
to continue any insurance coverage beyond the last day of the
month in which the leave of absence takes effect, to notify the
Personnel Department of his/her intent to continue coverage and to
remit the full monthly premium for any coverage to the Finance
Department by the first day of each month of coverage.
SECTION 15. VACATION LEAVE.
a) Non-Sworn Management, General and Public Works Employees, with the
exception of temporary appointments shall accumulate vacation with
pay beginning with the first full pay period of employment at the
rate of 3.07 hours per pay period during the first five years of
continuous full-time employment with the City; at the rate of 4.61
hours per pay period between the employee's fifth and tenth
anniversary date of continuous full-time employment; at the rate
of 5.22 hours per pay period between the employee's tenth and
fifteenth anniversary date of continuous full-time employment, and
at the rate of 6.15 hours per pay period after fifteen years of
continuous full-time employment with the City.
b) Management and Non-Management Sworn Police Employees with the
exception of temporary appointments, shall accumulate vacation
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with pay beginning with the first full pay period of employment at
the rate of 4.61 hours per pay period during the fi rst ten years
of continuous full-time employment with the City and at the rate
of 6.77 hours per pay period after the completion of ten years of
continuous full-time employment with the City.
c) Management and Non-Management Sworn Fire Employees assigned to 24
hour shift schedule, with the exception of temporary appointments,
shall accumulate vacation with pay beginning with the first full
pay period of employment, at the rate of 6.92 hours per pay period
during the first ten years of continuous full-time employment with
the City and at the rate of 10.15 hours per pay period after the
completion of ten years of continuous full-time employment with
the City. For emp 1 oyees ass i gned to 24 hou r shifts, a "day" means
12 hours or one-half (1/2) shift.
d) Management and Non-Management Sworn Fire Employees assigned to a
40 hour week schedule, with the exception of temporary
appointments, shall accumulate vacation with pay begining with the
first full pay period of employment at the rate of 4.61 hours per
pay period during the first ten years of continuous full-time
employment with the City and at the rate of 6.77 hours per pay
period after the completion of ten years of continuous full-time
employment with the City.
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SECTION 16. VACATION ACCRUAL - NON-MANAGEMENT.
a) Accumulated vacation shall be granted at the discretion of the
appointing power.
b) For Non-Management employees, on December 31st of each year, any
vacation accumulated beyond the amount accumulable for a fifty-two
(52) pay period basis shall not be carried forward. Any excess
accumulated vacation over this limit shall be forfeited.
c) A Public Works employee who has previously requested and was
granted approval of vacation leave for use during the last three
(3) months of the calendar year, is unable to utilize such leave
because of the City's cancellation of leave, the employee shall be
allowed to carryover the excess leave time into the next three
(3) months of the new calendar year, if rescheduling of the
vacation leave is not possible.
d) For all Non-Management Fire Department employees, on June 30th of
each year, any vacation accumulated beyond the amount accumulable
for a fifty-two (52) pay period basis shall not be carried
forward. Any excess accumulated vacation over this limit shall be
forfeited.
e) Upon termination, vacation used shall be pro-rated against
vacation earned. Every City employee who leaves the City employ
for any reason shall be granted all accumulated vacation or shall
be paid therefore at his rate of compensation applicable at the
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time he leaves the City employ. If an employee works more than
50% of the pay period, the employee shall receive credit for that
pay period's vacation.
SECTION 17. VACATION ACCRUAL-MANAGEMENT.
a) Management employees shall take a minimum of 50% of their vacation
days earned during the calendar year prior to the end of that
calendar year.
b) Management employees shall be allowed to accumulate the remaining
50% of their vacation time up to the following maximums:
Sworn Management - 44 days (352 hours, for employees assigned
to a 56 hour shift schedule).
Non-Sworn Management - 40 days (320 hours).
Any management employee who terminates their employment with the
City, shall forfeit any hours of accumulated vacation in excess of
the maximum allowed by this section.
c) Management employees whose accrued vacation as of October 30,
1982, exceeded the maximum listed in Resolution #5109, shall be
allowed to maintain those hours, as of October 30, 1982, as their
maximum accumulation. Any management employee, in this category,
who terminates their employment with the City, shall forfeit any
hours of accumulated vacation in excess of the maximum allowed by
this section.
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d) Vacation hours, in excess of the maximum accumulation listed in
Subsection b or Subsection c, shall be used prior to December 31
of each year. The effective date for Fire Management employees
shall be June 30 of each year. Any vacation hours in excess of the
maximum accumulation shall be forfeited at that time.
e) Management employees may sell back a maximum of ten (10) days
vacation per calendar year, provided that the employee takes an
equal amount of vacation leave during that year. Management
employees whose accrued vacation is covered by Subsection c may in
addition to the above, sell back vacation days up to the number of
days between their accrual and the maximum accrual in Subsection
b. However, if any additional vacation days are sold, the
remaining accumulation level shall thereafter be the maximum
accrual level for that employee.
SECTION 18. SICK LEAVE.
a) Management, General, Police and Public Works Employees, with the
exception of temporary appointments, shall accrue sick leave
beginning with the first full pay period of employment on the
basis of 3.69 hours for each pay period of service completed with
the City.
b) Management and non-management sworn Fire Employees on a 24 hours
shift basis, with the exception of temporary appointments, shall
accrue sick leave beginning with the first full pay period of
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employment on the basis of 5.54 hours for each pay period of
service completed with the City. For employees assigned to 24
hour shifts, a "day" means 12 hours or one-half (1/2) shift.
c) General, Police and Public Works Employees may accumulate up to a
maximum of 1,200 hours of sick leave with pay. Fire Employees may
aCCumulate up to a maximum of 1,800 hours sick leave. Management
Employees shall be allowed unlimited accumulation of sick leave.
d) The appointing power and City Manager may require a medical
examination by a physician of any employee during absence on
account of illness of such employee.
e) Sick leave means authorized absence from duty of an employee who
is temporarily disabled and unable to work due to a medical
condit ion.
f) Sick leave may be used by an employee when their attendance upon a
member of the employee's family dependent who is seriously ill and
requiring the care and attendance of such employee. Family
dependents shall include only dependents currently residing in the
employee's household, or the employee's minor children.
g) The appointing power and City Manager may require evidence of the
reason for any employee's absence caused by illness or death in
the immediate family of the employee during the time for which
sick leave is requested.
h) In case of absence due to illness, the employee shall notify his
department in accordance with departmental rules and explain the
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nature of the illness. The appointing power and City Manager may
deny or revoke sick leave if the illness or injury for which it is
taken is caused or substantially aggravated by compensated outside
employment.
SECTION 19. BEREAVEMENT LEAVE.
An employee, with the exception of temporary appointments, may be granted a leave
of absence with pay upon approval of the appointing power and the City Manager at
the time of death, or where death appears imminent, in the immediate family,
defined as the spouse, the employee or employee's spouse's mother, stepmother or
father, stepfather, brother or sister, child or stepchild, grandparents,
grandchildren, or any relative of the employee or employee's spouse residing in
the same household. Such leave, up to a maximum of three (3) working days at one
time, shall not be charged against sick or other leave. If over three (3)
working days of such leave is granted, at one time, that amount over three (3)
days shall be charged against sick or other leave.
SECTION 20. MANAGEMENT LEAVE
Management employees shall be provided seven (7) days management leave per fiscal
year on a prorata basis as determined by the City Manager. Such leave time is
nonaccumulable and if not used within the fiscal year, cannot be carried forward
nor will compensation be paid in lieu thereof under any circumstances.
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SECTION 21. HOLIDAYS.
a) Each employee, except Fire and Police employees, shall be allowed
with full pay the following holidays:
New Year's Day - January 1
Washington's Birthday - The-third Monday in February
Memorial Day - The last Monday in May
Independence Day - July 4
Labor Day - The first Monday in September
Admission Day - September 9
Veteran's Day - November 11
Thanksgiving Day - The fourth Thursday in November
The Friday following the fourth Thursday in November
Christmas Day - December 25
One-half day preceding Christmas or New Year's Day with
approval of Department Head
Every day appointed by the City Council for a public fast,
thanksgiving or holiday.
b) Whenever New Year's Day - January 1; Independence Day - July 4;
Admission Day - September 9; Veteran's Day - November 11; or
Christmas Day - December 25, falls on a Saturday or Sunday, the
Friday preceding or the Monday following, respectively, shall be a
holiday.
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c) An employee required to work on any holiday allowed to him by this
Section shall be paid for the holiday, and in addition, he shall
be compensated in accordance with the applicable overtime rules.
A holiday allowed by this Section to any employee occurring during
any leave of absence with pay shall be added to the number of
working days' leave of absence to which such employee is entitled.
d) Employees in the classification of Battalion chief shall receive
the ten (10) holidays only while working on the modified 56 hour
work schedule in effect on November 1, 1983. Should the work
schedule of this position return to the same work schedule as the
Fire Suppression employee then the holidays shall be the same as
subsection e.
e) Fire and Police Employees shall be allowed the following holidays
with full pay and no others:
New Year's Day Labor Day
Memorial Day Thanksgiving Day
I ndependence Day Ch ri stmas Day
Full pay for Fire employees shall be pay for six 12-hour periods.
SECTION 22. WORKERS' COMPENSATION.
a) In those instances where an employee of the City of Arcadia is
injured on duty and the injury is so recognized by the Workers'
Compensation Act, by the City of Arcadia or the Workers'
Compensation Appeals Board, such employee shall be paid a
combination of Workers' Compensation temporary disability and
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5241
salary which will result in payment to the employee of a sum equal
to their net base salary (gross base salary minus State and
Federal income tax). Base salary is the step on the salary range
which the employee was being paid on the date of the injury. This
sum will be paid for such time as they are absent from duty
because of such injury up to a maximum of one year from and after
the date of such injury. Lost time due to an injury on duty shall
not be charged against an employee's accumulated sick leave.
b) In those instances where a sworn employee of the Fire and Police
departments of the City of Arcadia is injured on duty and the
injury is so recognized under the Workers' Compensation Act, by
the City of Arcadia or the Workers' Compensation Appeals Board,
such employee shall be paid a combination of salary and Workers'
Compensation equal to his regular salary rate for such time as he
is absent from duty because of such injury up to a maximum of one
year from and after date of such injury. Lost time due to an
injury on duty shall not be charged against an employee's
accumulated sick leave.
SECTION 23. JURY LEAVE.
When an employee is called or required to serve as a juror, attendance shall be
deemed a leave of absence with full pay. The employee shall remit to the City
all fees received except mileage.
SECTION 24. COURT WITNESS LEAVE.
An employee who is subpoenaed or required to appear in court as a witness shall
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5241
be deemed to be on leave of absence. With approval of the appointing power and
City Manager, the employee may be granted leave with pay during the required
absence. The employee shall remit to the City fees received except mileage.
A paid leave of absence shall not be granted for time spent in Court on personal
cases.
SECTION 25. MILITARY LEAVE. '
Military leave shall be granted in accordance with the provisions of the
applicable California State Law. All employees entitled to taking military leave
shall give the department head the right within the limits of military necessity
and regulations to determine when such leave shall be taken.
If the employee taking such leave for military service has been in the employ of
the City for one (1) year or more, next immediately preceding the date from which
leave begins, he shall be allowed his regular salary or compensation for a period
of not more than thirty (30) days in any calendar year or during any continuous
leave of absence. If such employee has been in the employ of the city for less
than one (1) year immediately preceding the date upon which such leave of absence
begins, such leave granted under this section shall be without pay.
Upon requesting military leave, the employee must complete the required forms and
submit to the City Manager through his appointing power a copy of his military
orders.
The foregoing limitations on leave of absence do not apply to employees who are
drafted or receive order to military duty for extended periods of time during war
or national emergencies.
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5241
Every employee who has been on extended military duty shall report back for the
performance of the duties of his employment within ninety (90) days after his
discharge or release from military duty. Failure to do so shall be reason for
termination of his employment. Acceptance of extended military duty on a
voluntary basis shall be reason for termination of his City employment.
Employees prior to being returned to employment from military leave shall submit
other than a dishonorable discharge, and take and pass a medical examination by a
physician designated by the City Manager. Upon failure of a returning employee
to submit other than a dishonorable discharge or pass the required medical
examination, he shall not be entitled to return to his emloyment with the City.
Employees on extended mililtary leave shall not lose or accumulate sick leave,
vacation, seniority or other privileges because of such leave.
SECTION 26. SEVERANCE PAY.
An employee, with the exception of temporary appointments, whose position is
abolished or vacated by a reduction in work load or lack of funds, and has at
least one (1) year of consecutive full-time service with the City shall receive,
upon termination, severance pay. Severance pay shall be a lump sum payment equal
to 1/5th of their previous month's salary times the number of years of
consecutive service, not exceeding five (5) years of service.
SECTION 27. WORK DAY SCHEDULES.
Non-sworn employees assigned to a work day of other than 8 hours or 12 hours
schedules shall have all leave hours and days listed in this Resolution
recalculated on the basis of the number of hours worked on the new schedule
versus the number of hours of the former schedule.
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5Ml
SECTION 28. FRINGE BENEFITS - ELIGIBILITY.
All full-time employ~es with the exception of temporary appointments, shall be
entitled to receive the benefits provided by the City of Arcadia for its
employees as specified in the Resolution adopting said benefits.
Upon the recommendation of the Department Head and approval of the City Manager,
permanent part-time employees may be eligible for stability pay, vacation,
holiday and sick leave benefits at one-half of the stated rate in this
Resolution. Upon the recommendation of the Department Head and approval of the
City Manager, permanent part-time employees may be eligible for up to one-half of
the City contribution toward medical and dental insurance for full-time
employees, but not to exceed the cost of the employee-only premium. This
contribution is to'be used for the payment of medical/dental insurance premiums
only.
SECTION 29. MEMORANDUM OF UNDERSTANDING.
If there is a conflict over the interpretation of a provision of the Memorandum
of Understanding and this Resolution, the Memorandum of Understanding shall
prevail and supercede the inconsistent or less specific provisions of the
Resolution.
SECTION 30. The City Clerk shall certify to the adoption of this
Resolution.
Passed, approved and adopted this 16th day of July 1985.
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5241
ATTEST:
~Ap~~1P~
City Clerk of he ty of Area ia
STATE OF CALIFORNIA
COUNTY OF LOS ANGELES SS:
CITY OF ARCAD IA
I, CHRISTINE VAN MAANEN, City Clerk of the City of Arcadia, hereby
certify that the foregoing Resolution No. 5241 was passed and adopted by the City
Pro Tem
Council of the City of Arcadia, signed by the Mayor/and attested to by the City
Clerk at a regular meeting of said Council on the 16th day of July, 1985, and
that said Resolution was adopted by the following vote, to wit:
AYES: Councilmen Gilb, Hannah, Lojeski:and Young
NOES: None
ABSENT: Councilman Pellegrino
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- 31 -
5241
FRINGE BENEFITS
TABLE OF CONTENTS
TO RESOLUTION #5241
Act i ng Pay
Bereavement Leave
Court Witness Leave
Definitions
Fringe Benefits - Eligibility
Holidays
Jury Leave
Leaves of Absence
L He Insurance
Management Leave
Memorandum of Understandings (MOU)
Mileage
Mi 1 ita ry Leave
Overt ime
Promotional Step Advancement
Retired Health Insurance
Salary Step Advancement
Severance Pay
Sick Leave
Special Assignment Pay
Stabil ity Pay
Temporary Assignment
Tuition Reimbursement
Vacation Leave
Vacation Leave Accrual - Manag.ement
Vacation Leave Accrual - Non-Management
Workers' Compensation
Work Day Schedules
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Section #
Page #
11
19
24
2
28
21
23
14
12
20
29
9
25
8
4
13
3
26
18
5
6
10
7
15
17
16
22
27
13
24
27
1-3
30
25-26
27
15-18
14
24
30-31
12
28-29
9-12
6
14-15
3-6
29
22-24
6-7
7-8
12-13
9
18-19
21-22
20-21
26-27
29-30
(07/85)
5241