HomeMy WebLinkAbout29-Personnel
.." OF SAN BERNARDU>> - RI!QUaJT FOR COUNCIL AC'l10N
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. "em:
Gordon R. Johnson
Subject:
Resolution establishing Management
and Confidential Employee Compen-
sation and Benefits
DIpt:
Personnel
De.: 4-26-89
Synopal, of Previous Council ection:
Resolution 88-474 adopted December 19, 1988.
Recommemled motion:
Adopt resolution.
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Contact person: __
Gordon R. Johnson
Phone:
384-5161
n/a
Supporting d8ta attached:
Attached
Ward:
FUNDING REQUIREMENTS:
Amount:
Source:
Finance:
Council Notes: .
GRJ: j r
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oni' OF. SAN _RNARDltIb -
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R.QUEST FOR COUNCIL ACTION
STAFF REPORT
On December 19, 1988, the Common Council adopted the first
comprehensive resolution establishing Management and Con-
fidential Employee compensation and benefits. There are a
couple of minor language changes which need to be made in
that resolution. They include. the following:
Section 2: B.l., provides that the Council shall consider
granting a cost-of-living adjustment each January starting in
1990.
section 2: B. 2., provides that the results of the 1989
salary survey shall be implemented the first pay period
beginning in July, 1989. This resolution changes that date
to January, 1990.
Section 2: B. 3., provides that the results of the 1990
benefits survey shall be implemented the first pay period
beginning in JUly, 1990. This resolution changes that date
to January, 1991.
Sections 2:J, Q and
employees who accrue
holiday leave.
T provide shift equivalents for safety
administrative leave, sick leave and
Section 2: K. 3., provides that an employee receiving acting
pay will receive at least 3% salary increase. That should
read 5%. This has no monetary impact since the salary steps
on our range table are set 5% apart from each other.
Section 2:R provides for injury leave benefits now granted by
Resolution 6433.
Section 2:S provides for leave of absence without pay as now
found in Resolution 6433.
GRJ : JR
4/12/89
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RESOLUTION NO.
RESOLUTION ESTABLISHING MANAGEMENT
EMPLOYEE COMPENSATION AND BENEFITS PLAN.
CONFIDE.NTIAL
AND
WHEREAS, it is necessary to codify the compensation and
benefits granted to management and confidential employees;
NOW THEREFORE, BE IT RESOLVED THAT:
SECTION 1: The Mayor and Common Council hereby establish
a
Management and
Confidential Employee Compensation and
Benefits Plan which defines the wages and benefits of those
employees whose positions are a part of the Management/Confi-
dential Group and are represented by the San Bernardino
Management Association (Association).
SECTION
The
Management/Confidential
Employee
2 :
Compensation and Benefits Plan (Plan) shall be as follows:
A. Classifications
All classifications
listed in
Resolution 10584, sections 17.1 and 17.2 shall be
covered
by this Plan. Attachment "A" lists those
classifications as of the adoption of this resolution.
B. Compensation
1. The top step of the salary ranges for non-safety
classifications covered by this resolution shall be
increased by 5% effective the first pay period
beginning in January, 1989. The Common Council shall
consider granting a cost-of-living adjustment each
succeeding January. Safety classifications shall have
their salaries determined in accordance with Charter
section 186.
2. A salary survey shall be conducted in odd numbered
(continued)
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RESOLUTION ESTABL~ING
COMPENSATION.
.,
MANAGEMEN'l"/ AND
CONFIDENTIAL EMPLOYEE
years, beginning in 1989, by an independent firm
selected by the Mayor and Common Council. The survey
shall compare salaries of the classifications covered
by
this
resolution
like
or
similar
with
classifications
situated
. in
other
similarly
municipalities.
The Mayor and Common Council, or a duly authorized
representative
with
the
shall
meet
thereof,
representatives of the Association and agree upon a
plan for implementation
of
the adjustments as
indicated by the survey.
Implementation shal.l be
effective the first pay period beginning in January
1990.
3. A benefits survey shall be conducted in even
numbered years, beginning in 1990. The survey shall
compare benefits of the classifications covered by
this
resolution
in
similarly
situated
other
municipalities.
The Mayor and Common Council, or a duly authorized
representative thereof, shall meet with the repre-
sentatives of the Association and agree upon a plan
for implementation of.such adjustments as indicated
by the survey. Implementation shall be effective the
first pay period beginning in January, 1991.
C. Insurance {Medical. Dental. & Visionl
The City's
(continued)
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RESOLUTION ESTABLI~NG MANAGEMEN~ AND CONFIDENTIAL EMPLOYEE
COMPENSATION.
contribution to the Plan for each employee shall be an
amount equal to the monthly premium for the available
PERS family medical plan, and city sponsored family
dental and vision plans having the highest premiums.
Available PERS medical plans include those plans in
which active employees may enroll. This contribution
maybe used to purchase city sponsored medical, dental,
vision, life and long term disability insurance.
D. The City shall contribute a maximum of $16.00 per
month per employee to be used exclusively for the
purchase of medical insurance benefits.
This amount is
part of the sum described in section C, not an ad-
ditional contribution. An employee must purchase medical
insurance offered through the city in order to utilize
the contribution described in section C.
E. Lonq Term Disabilitv Insurance
The City shall
provide long term disability insurance for employees.
Subject to the usual provisions and exclusions of such
insurance plans, the coverage shall be for 60% of salary
after a 30 calendar day elimination period, for a
maximum period of one year. An employee shall not be
required to exhaust his or her sick leave to receive
benefits.
F. Life and AD&D Insurance The'city shall provide Term
Life and Accidental Death and Dismemberment Insurance of
(continued)
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RESOLUTION ESTABL~ING
COMPENSATION.
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MANAGEME~ AND CONFIDENTIAL EMPLOytE
$50,000
for Management
employees and $25,000 for
Confidential employees.
G.
Department Head Allowance
A Department Head is
entitled to an allowance of $50.00 per month to cover
various work related expenses. The allowance shall not
accumulate from month to month. Sums provided hereunder
shall be on a reimbursement basis under a system to be
developed by the City Administrator.
H. ~ All Non Safety employees shall receive full
City payment of the employee contribution to PERS.
Safety members will receive 7% City payment of the 9%
contribution to PERS.
I. Overtime Employees will receive overtime compensa-
tion in accordance with the Fair Labor Standards Act
(FLSA) .
J. Administrative Leave
All 40 hour/week FLSA exempt
employees in lieu of monetary compensation shall be
assigned 56 hours of Administrative Leave and shift FLSA
exempt employees shall be assigned 84 hours of such
leave each July 1. Administrative Leave shall not be
carried beyond the end of any fiscal year and shall not
be paid for at any time.
K. Actinq Pav
1. The Mayor may assign an employee to discharge the
duties of a higher classification for additional
(continued)
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RESOLUTION ESTABLI~ING MANAGEME;J AND
COMPENSATION.
CONFIDENTIAL EMPLOYEB
compensation as provided herein, in the event of a
vacancy. or during the temporary absence of an
employee. A temporary assignment .shall be subject to
confirmation by the Common Council at. its next
meeting at which it can be considered.
2. An employee assigned to acting duty in writing by
the Mayor shall receive acting duty pay as follows:
a. Non-safety Employees acting
in a
higher
position, below the level of Department/Division
Head shall receive acting duty pay on the sixth
consecutive
day of
each
acting duty
work
assignment. No acting duty pay will be paid for
the first five work days .of each acting duty
assignment except for an employee who has served a
twenty day demonstration
period
during
the
previous 24 months, as recorded in the employee's
official personnel and/or civil service record.
The entire periOd of the acting duty assignment at
the higher classification, including the initial
work. demonstration period, may not exceed 60
working days except by the mutual agreement of the
Mayor and Common Council and the employee.
b. Non-safety Employees acting as Department Head
or Division Head shall be eligible for acting duty
pay on the first work day of each such assignment.
(continued)
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RESOLUTION ESTABLI~NG
COMPENSATION.
MANAGEMEN9 AND
CONFIDENTIAL EMPLOYEE
c. Safety employees' acting duty pay shall be
governed by Charter Section 186.
3. Acting pay for non-safety employees shall be the
first step of the salary range for the acting
position next above the employee's regular salary,
which would provide the acting employee at least a 5%
salary increase.
4. Upon any subsequent service of a non-safety
employee who completed a prior acting duty assignment
in the same higher acting position, compensation at
the higher rate shall commence upon the first date of
such subsequent service.
5. It. is not the intent of this subsection to provide
such compensation for vacation relief or for limited,
short-term absences.
L. Annual Phvsical Exam An. annual physical examination
is available for all participants. The city shall pay
for medical fees for the physical examination of said
employees.
Reimbursement to the employee for
the
examination shall not exceed $175.00.
M. Deferred Compensation The City shall execute an
agreement with a carrier to provide a deferred compen-
sation plan for all participants provided the Associa-
tion concurs with the selection of the carrier and the
plan.
(continued)
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RESOLUTION ESTABL~ING
COMPENSATION.
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MANAGEME~ AND CONFIDENTIAL EMPLOYEE
N. Emplovee Assistance Proaram All participants shall
be able to receive assistance and counseling in solving
personal and emotional problems through an Employee
Assistance- Program at City expense.
0.- Vacation Leave
1. All participants shall accrue: Ten days of paid
vacation upon the first day of the second year of
continuous full time employment with the City of San
Bernardino. Thereafter, vacation shall accrue each
pay period prorated according to the number of days
or shifts per year in the following chart:
40 hr/week
56 hr/week
emplovees emplovees
Completed vears of davs shifts
Continuous Service Per Year -Per Year
1 10 5
5 15 7 1/2
15 20 10
20 25 12 1/2
2. Employees shall not be permitted to work in their
City position in lieu of taking vacations in order to
receive additional compensation from the city.
3. Vacation credits may accrue and accumulate for a
maximum of two years' total accumulated vacation
credits on a carry over basis from year to year.
(continued)
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RESOLUTION ESTABL~ING
COMPENSATION.
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MANAGEME~ AND CONFIDENTiAL
EMPLOYEE
Vacations or portions thereof from anyone year so
accrued may run consecutively with vacations or por-
tions thereof of the next succeeding year, subject to
the approval of the department head for positions
below department head level, or the City Administra-
tor for department heads.
4. When an employee resigns or otherwise leaves the
service of the City, payment shall be made to the
employee for the earned portion of his vacation on
the basis of the hourly rate of pay being received by
the employee on the date of separation.
P. Tuition Costs All participants shall be-reimbursed
for selected tuition costs and text books for previously
approved job related courses which will increase the
value of the employee to the City, provided that the
employee achieves a passing grade of "B" or better.
Q. Sick Leave
All participants shall be granted 6
working days of sick leave or 1/2 shift for shift
employees after 6 calendar months of continuous service.
Thereafter, sick leave as herein provided shall accrue
at a rate of 8 hours per month, approximately 3.7 hours
per pay period or 1/2 shift per month or approximately
5.538 hours per pay period for shift employees. In the
event an employee works less than fifty percent of the
total normal work hours in the pay period, he/she shall
(continued)
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RESOLUTION ESTABL~HING MANAGEME~ AND
COMPENSATION.
'.
CONFIDENTIAL EMPLOYEE
not be credited with any sick leave for such pay period.
Approved vacation, sick leave, holiday or administrative
leave shall be considered as time worked for the purpose
of computing sick leave benefits only. Whenever an
employee uses all allowable sick leave, further absences
may
be charged against
accrued vacation or with
department head approval, the employee may take loss of
pay rather than vacation.
1. sick leave means the absence from duty of an
employee because of illness or injury, exposure to
contagious disease, attendance upon a member of his/
her immediate family who is
seriously ill and
requires the care of or attendance of an employee, or
death in the immediate family of the employee.
Immediate family means: husband, wife, grandmother,
grandfather, mother, father, sister, brother, son or
daughter or mother-in-law, father-in-law,sister-in-
law, brother-in-law, son-in-law or daughter-in-law.
2. Not more than five days or 2 1/2 shifts of sick
leave within any calendar year may be granted to an
employee for the care of or attendance upon members
of his/her immediate .family. Not more than five days
of sick leave may be granted to an employee. for each
absence due to death of a member of his/her immediate
family as defined above.
(continued)
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RESOLUTION ESTABL~ING
COMPENSATION.
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MANAGEM~ AND
CONFIDENTIAL
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EMPLOYEE
3. Upon the Department Head's request, an employee
must provide a physician's statement to justify a
sick leave of five consecutive days or 2 1/2 shifts
or longer. If the department head finds with just
cause that sick leave is being abused, the employee
may be required to submit a physician's statement
after any absence.
4. No absence due to illness or injury in excess of
five working days or 2 1/2 shifts shall be.approved
except after the
presentation
of
satisfactory
evidence of illness or injury; namely a certificate
from a practicing
physician or
an
authorized
practicing
chiropractor
approved by
the
City
Administrator. The Mayor and Common Council shall
have the power to require that any person claiming
the sick
leave benefits of this resolution be
examined at any reasonable time or intervals by the
City's designated physician, and iri the event of an
adverse report to reject such claim for sick leave,
in whole or in part, and to terminate sick leave
compensation. In the event of the refusal of any
person
to
after
submit
to
such examination
notification, the City Administrator may terminate
sick
leave compensation
and
reject any claim
therefor.
The City Administrator shall have the
(continued)
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RESOLUTION ESTABLI~ING MANAGEME~ AND CONFIDENTIAL EMPLOY~
COMPENSATION.
right to require the presentation of a certificate
from a practicing physician stating that an employee
is physically or psychologically able toperform
his/her
work and
duties satisfactorily
before
permitting an employee who has been on sick leave to
return to work.
5. In order to receive compensation while absent on
sick leave,
the employee
shall notify his/her
immediate supervisor prior to or within four hours
after the time set for beginning his/her daily
duties, or as may be specified by the Head of his/her
Department.
6. When absence is for more than one work day, the
employee may be required to file a physician's
certificate or a personal affidavit with the Director
of Personnel stating the cause of the absence.
7. Whenever an employee is compensated hereunder for
sick leave or injury and has not had a vacation at
the end of the current calendar year, he/she shall be
allowed to take his/her vacation in the next calendar
year.
8. Whenever, the term "service of the City" appears
herein, it shall be deemed to include all service to
the City of San Bernardino, the San Bernardino Board
of Water Commissioners and the San Bernardino Free
(continued)
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RESOLUTION ESTABL~ING MANAGEMEN~ AND CONFIDENTIAL EMPLOYEE
COMPENSATION.
Public Library Board.
9. All full-time employees of the city who are
actively on duty, have been in the service of said
City for six months or more continuously, and who are
compelled to be absent from their work on account of
illness or injury, shall receive their full salary,
9
wages or compensation for a period of one day for
each month of continuous service; provided that such
salary, wages or compensation shall cease upon the
exhaustion of all accumulated sick leave.
a. Said sick leave may be accumulated without
limit and approved time off with pay for sick
leave shall be considered as .time worked for
purposes of the accrual of sick leave only. sick
leave shall not accumulate during periods of leave
of absence without pay. The words "working day"
shall mean a normal eight-hour day to which an
employee has been assigned to work.
b. Unused sick leave is payable upon resignation,
retirement or death, except dismissal or'resign-
ation with prejudice at 50% of total accumulated
hours. There is no .cap or service requirement.
R. IniurvLeave
All non-safety employees shall be
granted industrial accident and illness absence with
full pay for each such accident or illness for the first
(continued)
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RESOLUTION ESTABLI~ING
COMPENSATION.
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MANAGEMEW AND CONFIDENTIAL EMPLOYEE
7 calendar days of their disability. Effective with day
8 of the necessary absence for such illness., each
employee shall be authorized, upon his/her request, to
utilize any balance of his/her accumulated sick leave or
vacation credits to augment the amount of temporary
disability compensation received to the extent that the
total sum received will result in a payment equal to
his/her regular and normal compensation.
The utiliza-
tion of sick leave for this purpose shall end with
termination of the temporary disability or when the
accumulated sick leave credits have been exhausted,
whichever occurs first.
When injury is sustained in the course and scope of
employment with the City by a safety employee, said
employee shall be compensated under the provisions of
the Workers' Compensation Insurance and Safety Act of
California and not under the provisions of this resolu-
tion; provided that he/she shall be reimbursed pursuant
to the provisions of California Labor Code section 4850
during the first 365 days of disability, provided
further that these payments may be terminated pursuant
to the provisions of California Government Code section
21023.6
Safety employees who are receiving payments under
Labor Code section 4850 shall accrue vacation, sick
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(continued)
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RESOLUTION ESTABL~ING MANAGEME~ AND CONFIDENTIAL EMPLOY~Lj
COMPENSATION.
leave and holiday credits during such absence from duty.
When any employee is off duty on injury leave and has
not had a vacation at the end of the current year, he
shall be allowed to take his vacation in the calendar
year he returns to duty.
When an employee sustains what he/she believes to be
an industrial injury or illness, the employee shall
notify the supervisor immediately, or as
soon as
possible.
The employee shall prepare and submit a
report of injury or illness, and the supervisor shall
prepare the supervisor's report, and make distribution.
In the event the employee is unable to prepare the
report within 24 hours, the supervisor or a member of
the division/department staff shall prepare the required
report. Benefits will not be paid, until the' required
reports have been filed with risk management, and a
doctor's first report of injury or illness has been
received. The employee has the right to be examined and
treated by a physician of their choice, within the
required time, for the alleged injury or illness, as
required by the California Labor Code.
The City shall have the right to require the employee
be examined by a physician designated by the city, to
assist in determining the length of time during which
the employee will be unable to perform the assigned
(continued)
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MANAGEMEN~ AND
CONFIDENTIAL
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EMPLOYEE
RESOLUTION ESTABL~ING
COMPENSATION.
duties, and if the disability is attributable to the
injury involved.
Should there be a dispute between the physician
selected by the city and the physician selected by the
employee, a third physician shall be mutually agreed
upon between the employee and the City to examine the
employee, to
assist
in making necessary
medical
determinations.
S. Leave of Absence without Pav
Leave of absence
without pay is a temporary non-pay status and absence
from duty granted at the request of the employee. Leave
of absence without pay may be granted by the Mayor and
Common Council for a period not to exceed 6 months, upon
the positive recommendation of the department head and
the City Administrator.
Under justifiable conditions,
said leave may be extended by the Mayor and Common
Council for additional periods.
Leave of
absence
without pay will be considered favorably if it is
expected that the employee will return to,duty and that
at least one of the following benefits will .result:
increased job ability, protection or improvement of the
employee's health, retention of a desirable employee, or
furtherance of a program of interest to the City.
Examples of or conditions for which a leave of absence
without pay may be granted are:
(continued)
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RESOLUTION ESTABL~ING MANAGEME~AND CONFIDENTIAL EMPLOYt!
COMPENSATION.
(1) For an employee who is a disabled veteran requiring
medical treatment;
(2) For an employee who is temporarily mentally or
physically unable to perform his/her duties;
(3) For an employee who files for or assumes elected
office;
(4) For maternity
or paternity
leave, upon
the
recommendation of the attending physician;
(5) For military leave when the employee has less than 1
year of service to qualify for leave with pay.
An approved leave of absence without pay for less
than 60 days in any calendar year will not be considered
a break in service.
Leave in excess of 60 days shall
result in the advancement of the employee's anniversary
date and compensation advancement date to such date as
will account for the total period of uncompensated time
off. Failure to return to duty at the expiration of the
approved leave of absence without pay shall constitute
an abandonment of the position pursuant to Rule 507 of
the Rules of the civil Service Board and shall be
prosecuted consistently therewith.
The City's contribution towards an employee's health
and life insurance premiums will not be extended beyond
the last day of the month in which a leave of absence
without pay begins if the leave of absence without pay
(continued)
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RESOLUTION ESTABL~ING MANAGEME~ AND CONFIDENTIAL EMPLO~
COMPENSATION.
becomes effective during the first 15 days of the month,
nor beyond the last day of the next succeeding month if
the leave of absence without pay becomes effective after
the 15th day of the month, unless the employee returns
to work from a leave of absence without pay.status prior
to the date the City's contribution would be dis-
continued. In the event the employee desires to maintain
full health and life insurance coverage while on leave
of absence without pay status, she/he may arrange to pay
the insurance premiums for the coverage desired (both
the employee and the employer portions).
It is the
responsibility of the employee to contact the City's
payroll section in this regard. The payment of the
amount of the premiums must be made to the City's
payroll section prior to the date. on which the City's
participation will terminate.
Payments must be made
monthly thereafter until the employee either returns to
work of his/her employment with the City is terminated.
Upon an employee's
return to. work, the city's
contribution towards the employee's health and life
insurance premiums will begin on the first day of the
month following the end of the leave of absence without
pay if that leave of absence without pay terminates
between the 1st and the 15th day of the month, or on the
first day of the next succeeding month if the leave of
(continued)
Page 17
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""""
RESOLUTION ESTABL~ING
COMPENSATION.
~ .,,",
MANAGEME~ AND CONFIDENTIAL EMPLOY~
absence without pay terminates after the 15th day of the
month.
Notwithstanding any other provision of this section
to the contrary, the City will continue its contribution
for health and life insurance premiums of an employee on
leave of absence due to any injury or illness arising
out of and in the course of his/her employment with the
city.
T. Holidavs All participants shall receive the fol1ow-
ing paid holidays:
-New Year's Day
January 1
-Martin Luther King Day
3rd Monday in January
Last Monday in May
-Memorial Day
-Independence Day
July 4
First Monday in September
-Labor Day
-Veteran's Day
November 11
-Thanksgiving
-Day After Thanksgiving
-Day Before Christmas
4th Thursday in November
4th or 5th Friday in November
December 24
-Christmas Day
December 25
-Day Before New Year's
December 31
-2 Floating Holidays
In lieu of the above, shift employees shall accrue 6
1/2 shifts per calendar year, accrual at 6 hours per
. pay period.
(continued)
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RESOLUTION ESTABL~ING
COMPENSATION.
'""
MANAGEME~ AND CONFIDENTIAL
,
EMPLOYh:"
Holidays earned in any twelve month period are not
accumulative beyond the total number of
holidays
allowed each year by this pay plan.
U. Benefits Reopener It is intended that this plan not
discriminate in favor of Highly Compensated Employees or
Key Employees as to contributions and benefits, in
compliance with the requirements of section 89 of the
Tax Reform Act of 1986. If existing non-taxable fringe
benefits are found to be taxable pursuant to new law,
regulations or interpretations, the City agrees to
discuss
implementation
forms
. of
of
alternate
compensating affected employees to minimize their tax
liability.
I HEREBY CERTIFY that the foregoing resolution was
duly adopted by the Mayor and Common Council of the City
of San Bernardino at a
meeting
thereof, held on the
day of
, 1988,
by the following vote to wit:
(continued)
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RESOLUTION ESTABLI~NG
COMPENSATION.
,j
MANAGEMENil""AND
\
CONFIDENTIAL EMPLOY~
AYES:
Council Members
NAYS:
ABSENT:
city Clerk
The foregoing resolution is hereby approved this
day of
, 1989.
EVLYN WILCOX
City of San Bernardino
Approved as to form
and legal content:
GRJ: j r
4/26/89
r'....
",...-..
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ATTACHMENT "A"
Confidential Employees
Account Clerk III (payroll)
Administrative Operations Supervisor
(City Attorney's Office)
City Attorney Investigator
Data Processing Coordinator
Data Systems operator
Deputy city Attorney I
Deputy City Attorney II
Deputy city Attorney III
Deputy City Attorney IV
Deputy city Clerk I
Deputy City Clerk II
Executive Secretary
Internal Auditor/Budget Officer
Legal Secretary I
Legal secretary II
Personnel Analyst
Personnel Assistant
Programmer I
Senior Accountant
Senior Data Systems Operator
Senior Deputy city Attorney
Senior secretary
Secretary
Management employees
Administrative Assistant to the City
Administrator
Administrative Assistant to Council
Administrative Assistant to Mayor
Administrative Operations Supervisor II
Affirmative Action Officer
Assistant City Attorney
Assistant city Engineer
Assistant City Librarian
Assistant City Treasurer
Assistant Director of Finance
Assistant Director of Personnel
Assistant Director of Parks Recreation and
Community Services
Assistant to the City Administrator
Business License supervisor
Battalion Chief
Cemetery superintendent
Chief of Police
city Administrator
City Attorney (elected official)
city Clerk (elected official)
city Librarian
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City Treasurer (elected official)
civil service Board Chief Examiner
Cultural Affairs Coordinator
Data Systems Manager
Deputy City Administrator-Administrative Services
Deputy City Administrator-Development
Deputy Fire Chief
Director of Animal Control
Director of Building and Safety
Director of Community Development
Director of Emergency Services
Director of Finance
Director of Park, Recreation and Community
services
Director of Personnel
Director of Planning
Director of Public Services
Director of Public Works/City Engineer
Director of Risk Management
Director of Telecommunications
Executive Assistant to the Council
Executive Assistant to the Mayor
Executive Director (Federal Programs)
Field Engineer
Fire Chief
Fleet Manager
Plan Check Engineer
Police Captain I
Police Lieutenant I
Principal Planner
Project Coordinator
Purchasing Agent
Senior Assistant City Attorney
Senior civil Engineer
Superintendent of Parks
Superintendent of Public Buildings
Superintendent of Recreation
Superintendent of Sanitation
Superintendent of Streets
Supervising Librarian
Traffic Engineer