HomeMy WebLinkAbout5608
FRINGE
CITY OF ARCADIA
BENEFITS
RESOLUTION
JULY, 1.991.
5608
FRINGE BENEFITS RESOLUTION
TABLE OF CONTENTS
Section #
Acting Pay
Amendments
Bereavement Leave
Court witness Leave
Definitions
Fringe Benefits - Eligibility
Holidays
Jury Leave
Leaves of Absence
Leave Deductions - Management
Life Insurance
Management Leave
Memorandum of Understandings/
Prior Resolutions
Mileage
Military Leave
Physical Examinations - Management
Overtime
Promotional Step Advancement
Purpose
Retired Health Insurance
Salary Step Advancement
Severance Pay
sick Leave
Special Assignment Pay
Stability Pay
Temporary Assignment
Tuition Reimbursement
Vacation Accrual
Vacation Leave - Management
Vacation Leave - General Employees
Workers' Compensation
Work Day Schedules
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26
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30
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25
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21
12
20
31
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27
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8
4
1
13
3
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6
10
7
l5
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29
Paoe #
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32
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27
1-2
31
23-25
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12-14
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10
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32
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28-29
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7-8
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10-11
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30
19-20
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15-16
17-18
16-17
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(7/91)
5608
RESOLUTION NO. 5608
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ARCADIA, CALIFORNIA PROVIDING FOR FRINGE
BENEFITS AND RELATED COMPENSATION FOR OFFICERS
AND MANAGEMENT AND GENERAL EMPLOYEES OF THE CITY
OF ARCADIA.
THE CITY COUNCIL OF THE CITY OF ARCADIA DOES HEREBY FIND, DETERMINE
AND RESOLVE AS FOLLOWS:
SECTION 1. PURPOSE. The purpose of this resolution is to
consolidate the presentation of fringe benefit information by:
(1) eliminating references to benefits covered in memorandum of
understanding of recognized employee organizations, and (2)
incorporating previously adopted resolutions concerning General and
Management Employees into a single document.
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.
"Emplovee" shall mean a full-time budgeted employee of the city of
Arcadia.
"Emplovrnent Date" shall mean the period of continuous full-time
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.
"Gender" whenever the male gender is used in this resolution, it
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shall be construed to include male and female employees.
"General Emplovees" shall mean those full-time non-management
employees that are in classifications not represented for employee-
employer relations matters, in a recognized employee organization.
"Manaaement Emplovee" shall mean those full-time employees having
responsibility for formulating, administering or managing the
implementation of City policies.
"Permanent part-time emplovees" shall mean those persons employed
in full-time classifications regularly working twenty (20) or more
hours per week.
"Recoanized Emplovee Oraaniz.ation" 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.
"Salarv 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.
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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:
b)
A Step to B Step: 6 months
B Step to C Step: 12 months
C Step to D Step: 12 months
D Step to E Step: 12 months 0
Salary step advancements may be withheld or delayed by the
appointing authority if an employee's performance does not
merit such an advancement.
with the approval of the City Manager, an employee may be
c)
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.
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SECTION 4. PROMOTIONAL STEP ADVANCEMENT.
a) When an employee is promoted, his pay shall advance to the
lowest salary step in the higher salary classification range
such that it will provide not less than one step increase in
compensation, unless the top step in such range provides less
than one step increase. The one step increase 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.
Police Management Employees assigned to race track traffic control
duties shall be eligible for race track assignment pay at those
rates established in the Salary Resolution for Police Officers or
Sergeants depending upon their assignment.
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SECTION 6. STABILITY PAY.
This feature of the Pay Plan was 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. Management and
General Employees that were hired before July 1, 1982, and have
five (5) years of consecutive service are eligible for Stability
Pay. All Management and General Employees hired on or after July
1, 1982 are not eligible for stability pay. The following schedule
is used to calculate Stability Pay:
Completed Years completed Years
of Service Amount of Service Amount
5 $125 10 $325
6 $150 14 $350
7 $175 15 $375
8 $200 16 $400
9 $225 17 $425
10 $250 18 $450
11 $275 19 $475
12 $300 20 $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
employees that retired or are laid off prior to December 1,
provided they meet all eligibility requirements.
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5608
SECTION 7. TUITION REIMBURSEMENT.
The 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 only for courses that are
directly related to the employee's position as determined by the
City Manager. General education courses and other courses not
directly related to the job will not 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 terminates 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.
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SECTION 8. OVERTIME.
a) When necessary to perform essential work, a department
administrator may require Management and General employees to
work at any time other than during regular working hours until
such work is accomplished.
b) General Employees required to work overtime, shall be credited
with pay at the rate of one and one-half times the regular
hourly rate for all hours worked in excess of 8 during anyone
day, or in excess of 40 in anyone week, or with time-off
equal to time and one-half. General Employees recalled to
work after completing a day's work, including any overtime,
shall receive a minimum credit of one hour of overtime pay.
c) When directed to attend classes or functions by their
department administrator or City Manager, General Employees
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
in excess of 8 hours in anyone day or 40 hours in anyone
week. Employees who are exempt under the Fair Labor Standards
Act shall receive equivalent compensatory time off on a time-
and-one-half basis when directed to attend classes or
functions by their department administrator or city Manager
in excess of 8 hours in anyone day or 40 hours in anyone
week.
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d) Fire Battalion Chiefs working in excess of 204 hours in a 27-
day work period shall receive overtime at time-and-one-half.
No other Management Employees are eligible to receive any form
of overtime compensation for additional hours worked, except
as stated in section 5.
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SECTION 9. MILEAGE.
Mileage is reimbursed for t~avel in connection with City business
and shall be paid in accordance with the prevailing IRS rate.
Prior approval must be obtained from the immediate supervisor or
department head. If travel is required frequently during a month,
reimbursement shall 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 a General Employee is temporarily assigned by the appointing
power to the full duties of an unfilled position in the classified
service of a higher classification for a period in excess of thirty
(30) consecutive working days, he shall receive the pay of that
higher classification after the initial thirty-day period.
SECTION 11. ACTING PAY.
General Employees in the Equipment Service Division of the Public
Works Department who are required, in writing, to work three (3)
working days or longer in a higher classification which is vacant
due to paid or unpaid leaves, injury, termination or move up due
to acting pay shall receive acting pay of five (5) percent above
their current rate of pay , retroactive to the first day of the
assignment. 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. Acting
pay shall not apply to an employee who is being trained by the city
to qualify to a higher classification.
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SECTION 12. LIFE INSURANCE.
a) The City shall provide Management and General 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. An optional
employee-paid $10,000 group term life insurance policy shall
also be offered to Management Employees.
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 Management or General City
employee who retires on a SERVICE retirement and has 125 days
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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b) In order to be eligible for retiree health coverage, the
employee must apply for such coverage through the City
Personnel D~partment. During the month of June, each insured
retired employee 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.
c) An employee who has fewer than 125 days of accumulated sick
leave at the date of retirement may become eligible for
coverage for the employee only health insurance premium by
paying the City an amount equal to the employee's daily pay
rate at the time of retirement times the number of days needed
to meet the 125 days of accumulated sick leave requirement
with the following restrictions:
1. The employee must have reached age 55,
2. The employee must have worked full-time continuously for
the City of Arcadia for a minimum of 15 years; and
3. The employee would be limited to purchasing a maximum of
60 days (480 hours) worth of sick leave
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SECTION l4. LEAVES OF ABSENCE.
upon the written request of an employee stating the reasons
therefore, 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 and City Council, subject to the following restrictions:
(1) Lenqth. 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 Veteran's 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 reason 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.
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An employee who requires a leave of absence for medical
reasons must notify his 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
disabi.lity. An employee who requests such a leave may
be required to provide initially and from time to time
proof of disability in the form of a physician's
statement. An employee returning from a medical leave
of absence shall be required to provide a physicians's
statement that indicates that he is fit to return to
work.
(3) Riaht 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. A request for leave of absence will not
be considered unless the employee presenting the request
has a satisfactory service record.
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(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.
(7) The City shall continue to provide health, dental, life,
and disability insurance for an employee granted a leave
of absence for up to 30 days. It shall be the
responsibility of the employee who wishes to continue any
insurance coverage beyond the 30th day after 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.
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SECTION 15. VACATION ACCRUAL.
a) Non-Sworn Management and General 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 3.077 hours per pay period during the first five years
of continuous full-time employment with the City; at the rate
of 4.616 hours per pay period between the employee's fifth and
tenth anniversary date of continuous full-time employment; at
the rate of 5.231 hours per pay period between the employee's
tenth and fifteenth anniversary date of continuous full-time
employment, and at the rate of 6.154 hours per pay period
after fifteen years of,continuous full-time employment with
the city.
b) Management Employees assigned to the Police Department shall
accumulate vacation with pay beginning with the first full pay
period of employment at the rate of 4.616 hours per pay period
during the first ten years of continuous full-time employment
with the Ci.ty and at the rate of 6.77 hours per pay period
after the Gompletion of ten years of continuous full-time
employment with the City.
c) Management and General Employees assigned to 24-hour shift
schedules in the Fire Department, with the exception of
temporary appointments ( shall accumulate vacation with pay
beginning with the first full pay period of employment, at the
rate of 6.924 hours per pay period during the first ten years
of continuous full-time employment with the City and at the
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rate of 10.154 hours per pay period after the completion of
ten years of continuous full-time employment with the City.
For employees assigned to 24 hour shifts, a "day" means 12
hours or one-half (1/2) shift.
d) Fire Department Management and Fire Employees assigned to a
40 hour week schedule, shall accumulate vacation with pay
beginning with the first full pay period of employment at the
rate of 4.616 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.
SECTION 16. VACATION LEAVE - GENERAL EMPLOYEES
a) Accumulated vacation shall be granted at the discretion of the
appointing power.
b) 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) An employee who has previously requested and was granted
approval of vacation leave for use during the last three (3)
months of the calendar year and is unable to utilize such
leave because of the City's cancellation of leave 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.
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d) 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 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.
e) Fire Department General.Employees shall use any vacation hours
in excess of the maximum accumulation by June 30 of each year.
Any vacation hours in excess of the maximum accumulation shall
be forfeited at this time.
SECTION 17.. VACATION LEAVE - 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 40 days (320 hours)
and up to 44 days (352 hours) for safety Management Employees.
c) Management employees listed in Attachment A whose accrued
vacation as of October 30, 1982, exceeded the maximum, shall
be allowed to maintain those hours as their maximum
accumulation.
d) Vacation hours in excess of the maximum accumulation listed
in Subsection b
December 31 of
employees shall
or Subsection c shall be used prior to
each year. Fire Department Management
use any vacation hours in excess of the
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5608
maximum accumulation by June 30 of each year. Any vacation
hours in excess of the maximum accumulation shall be forfeited
at this 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 above, 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.
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SECTION 18~ SICK LEAVE.
a) Management and General Employees, with the exception of
temporary appointments, shall accrue sick leave beginning with
the first full pay period of employment on the basis of 3.693
hours for each pay period of service completed with the City.
b) Management and General Employees assigned to the Fire
Department on a 24 hour shift basis, with the exception of
temporary appointments, shall accrue sick leave beginning with
the first full pay period of employment on the basis of 5.539
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 Employees may accumulate up to a maximum of 1,300
hours of sick leave with pay. 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 condition or due to a scheduled medical or dental
appointment during regular working hours. Every effort shall
be made to schedule appointments during non-working hours.
f) Sick leave may be used by an employee when his care and
attendance i.s required by a family dependent who is seriously
ill. sick leave may also be used when the employee's family
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dependent requires the employee's presence at the dependent's
medical or dental appointment during regular working hours.
Every effort shall be made to schedule appointments during
non-working hours. 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 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.
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SECTION 19. BEREAVEMENT LEAVE.
At the time of death, or where death appears imminent, in the
immediate family, 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. Immediate
family is defined as the spouse, the employee or employee's
spouse's mother or stepmother, father or 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.
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SECTION 20~ MANAGEMENT LEAVE.
a) Management employees shall be provided seven (7) days
management leave per fiscal year on a pro-rata basis as
determined by the City Manager. Such leave time is
nonaccumulative and if not used within the fiscal year, cannot
be carried forward nor will compensation be paid in lieu
thereof under any circumstances.
b) In order to facilitate shift schedules, Five Battalion Chiefs
assigned to twenty-four (24) hour shift schedules and required
to work overtime shall be paid at time-and-one-half in lieu
of receiving management leave as provided in this section.
SECTION 21. LEAVE DEDUCTIONS - MANAGEMENT
Management Employees shall not be deducted leaves less than a full
shift (eight hours). However, management employees must gain prior
leave approval from his supervisor for taking time off in
increments less than eight hours. Any actual leave abuse by a
management employee will be reflected in that employee's evaluation
and may be grounds for discipline.
SECTION 22. PHYSICAL EXAMINATIONS - MANAGEMENT
Management employees shall receive a city-paid biannual
comprehensive physical medical examination. The City shall
establish the terms and conditions of the physical examination.
The results of the examination are to be placed in the employee's
personnel file.
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SECTION 23. HOLIDAYS.
a) Management and General Employees, except Fire Technicians,
shall be allowed with full pay the following holidays:
New Year's Day - January 1
Presidents Day - 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's 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) In lieu of a citywide holiday to celebrate Dr. Martin Luther
King's birthday, Management and General Employees, except
General Employees assigned to a 24-hour shift schedule in the
Fire Department, shall receive one floating holiday to be
scheduled by the employee in the same manner as vacation days
off are scheduled. Floating holidays do not carry over into
subsequent fiscal years. Failure to timely schedule the day
off shall result in its loss. If the City adopts Dr. Martin
Luther Kin9's birthday as a citywide holiday, this floating
holiday shall cease and each employee shall receive the
citywide holiday.
d) An employee required to work or attend a class or function 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 occurring during any leave of absence !
I
with pay shall be added to the number of working days' leave
of absence to which such employee is entitled.
e) Employees in the classification of Battalion Chief shall
receive the holidays as defined in Subsections a and c above,
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 f.
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f) General and Management Employees assigned to the Fire
Department on a 24-hour shift basis shall be allowed the
following holidays with full pay and no others:
New Year's Day Labor Day
Memorial Day Thanksgiving Day
Independence Day Christmas Day
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SECTION 24. WORKERS' COMPENSATION.
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 benefits and salary which will
result in payment to the employee of a sum equal to his gross base
salary. 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 he is 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.
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SECTION 25. 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
city will compenate jury service up to 10 days per year. All days
in excess of ten days will not be compensated. The employee shall
remit to the City all fees received except mileage.
SECTION 26~ COURT WITNESS LEAVE.
An employee who is subpoenaed or required to appear in court as a
witness shall be deemed to be on leave of absence. with approval
of the appointi.ng power arid city Manager, an employee may be
granted leave wi.th pay during his 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.
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SECTION 27. MILITARY LEAVE.
Military leave shall be granted in accordance with the provisions
of the applicable California state Law. All employees entitled to
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, 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 employee of the City for
less than one(1) year immediately preceding the date upon which
such leave of ab,;ence begins, such leave granted under this section
shall be without pay.
Upon requesting military leave, the employee must complete the
required forms and submit a copy of his military orders to the City
Manager through his appointing power.
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.
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
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reason for termination of City employment.
Prior to being returned to employment from military leave,
employees shall submit other than a dishonorable discharge, and
take and pass the required medical examination by a physician
designated by the City Manager. A returning employee shall submit
an honorable discharge and pass the required medical examination,
or he shall not be entitled to return to his employment with the
ci ty. Employees on extended military leave shall not lose or
accumulate sick leave, vacation, seniority or other privileges
because of such leave.
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SECTION 28. 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 an employee's previous month's salary times the number of
years of consecutive service, not to exceed five (5) years of
service.
SECTION 29 '0 WORK DAY SCHEDULES.
A work day shall be defined as an 8-hour period for all City
employees, with the exception that for those Fire Employees
assigned to a 24-hour shift, a day means a l2-hour period. An
employee who changes between an 8-hour and a 12-hour day shall have
leave hours recalculated on the basis of the number of hours
worked.
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5608
SECTION 30~ FRINGE BENEFITS - ELIGIBILITY.
a) All full-time employees, 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.
b) Upon the recommendation of the Department Head and approval
of the City Manager, permanent part-time employees may be
eligible for stability pay (if eligible per section 6),
vacation, holiday, sick, and bereavement leave benefits at
one-half of the stated rate in this Resolution. Jury leave
benefits are not provided to part-time employees. 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 for full-time employees
toward medical and dental insurance, not to exceed the cost
of the employee-only premium, and City paid life insurance.
This contribution is to be used for the payment of
medical/dental insurance premiums only and no part may be
"cashed back" to the employee.
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5608
SECTION 31. MEMORANDA OF UNDERSTANDING/PRIOR RESOLUTION
Additional rules governing the subjects covered in this Resolution
may be found in the individual employee organizations' Memoranda
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
supersede the inconsistent or less specific provisions of the
Resolution. Other fringe benefits and compensation are applicable
to General and Management employees (Officers) as set forth in
various Compensation (Salary) Resolutions of the city.
SECTION 32. AMENDMENTS.
Any modifications or amendments to the terms of this Resolution
shall be implemented by Council approved Resolution directing
inclusion of the modification or amendment as part of this
Resolution 5608.
SECTION 33. The City Clerk shall certify to the adoption of
this Resolution.
Passed, approved and adopted this 3rd day of September, 1991.
~
the City of Arcadia
ATTEST:
f Arcadia
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5608
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES SS:
CITY OF ARCADIA )
I, JUNE D. ALFORD, City Clerk of the City of Arcadia,
hereby certify that the foregoing Resolution No. 5608 was passed
and adopted by the city 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 3rd day of September1991, and that said
Resolution was adopted by the following vote, to wit:
AYES: Councilmember Ciraulo, Fasching, Harbicht, Young and Gilb
NOES: None
ABSENT: None
J
cit
Arcadia
5608
ATTACHMENT A
CITY OF ARCADIA
Manaaement Vacation Accruals
As of october 30, 1982
NAME POSITION HOURS
Gerald Gardner Fire Chief 747
Ronald Carle superintendent/
General Services 572
Neal Johnson Police Chief 504
Merlin Bakke Building Maintenance
Superintendent 469
David Hinig Police Captain 460
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5608