HomeMy WebLinkAboutR05-Redevelopment Agency
c
c
o
AGEQA ITEM INFORMATION SU,QARY
GENERALINFORMAnON:
SubJec\ ~~ W~AO~ ~/
)?t()nJ..l~
Author ()...~ Ex!. sDJI
Ward {ltL Project Area 01.l
Budget Authority ILl J A-
I
Committee
CommissionlCouncil
J' /3D(J-'f
, ,
c; I :c (.fi1
I
Filing Date. ~ /Js I ~q
I I
Meeting Oat. K I dY I ~
Funding Requirements ,.J i it
,
CLEARANCES:
DepL
By
RDA Committee recommendation
DepL
By
INFORMAnoNAL DATA FORWARDED TO CITY DEPARTMENTs/COUNCIL OFFICES:
Senllo
By
Dale
Mayor's 0IlIce
Council Ward
Council Ward
Council Ward
Council Ward
Department
Department
COMMENTS/CONCERNS: Include pertinent comments and concerns of offices and person. clearing thl
summary, such .. controveralallssues, time constraints and funding complications. Indicate date. whln
action must be Ilk"'.
J5
RDA -174
REV. 6-29-89
c
o 0
. Redevelopment Agency · City of San Bernardino
300 Nonh "D" S_t, Foartb F100r . San BenuD'cIiDo, Califcmia 92418
(714) 384-S081 FAX (714) 888-9413
~~
Steve. H. Dukett
Execulive DiIector
AUGUST 29, 1989
PERSONNEL POLICIES AND PROCEDURES
Synopsis of Previous Commission/Council/Committee Action:
12-07-81 CommIssion adopted Resolution 4274 approving the Official Personnel
Manua 1 .
Recommended Motion:
c
a)
(COMMUNITY DEVELOPMENT COMMISSION)
Move to adopt RESOLUTION OF THE COMMUNITY DEVELOPMENT COMMISSION
OF THE CITY OF SAN BERNARDINO REPEALING RESOLUTION NO. 4274
RELATING TO THE ADOPTION OF A PERSONNEL MANUAL.
b) Move to adopt the attached Personnel Policies and Procedures.
Supporting data attached: Yes
Ward:
All
FUNDING REQUIREMENTS: N/A
Project: All
Commission Notes:
c
1832R
Agenda of: September 6. 1989
Item No, ..:;;
c
c
o
o
o
Redevelopment Agency
STAFF REPORT
This Is to request that the Commission adopt
rescinding the Official Personnel Manual and
the Personnel Policies and Procedures.
the attached Resolution
approve the attached revision of
BACKGROUND
On December 7, 1981, the Commission adopted Resolution No, 4274 approving the
Official Personnel Manual of the Community Development Commission of the City
of San Bernardino. Since that date, the manual has not been formally revised
to incorporate various changes In the law and other policies and procedures
approved by the Commission.
A full revision of the manual Incorporating these approved and other changes
has been completed and Is now being recommended for approval. The key
changes to the manual Include the following: a formal policy prohibiting
harassment In the workplace. a formal policy requiring compliance with the
Drug Free Workplace Act, a formal grievance procedure, authorization to pay
two weeks severance pay In the event an employee Is subject to layoff without
notice. authorization to appoint part-time or temporary employees In
accordance with the approved budget, updated holiday schedule and benefit
provisions as approved by the Commission. revisions to the overtime policy to
comply with FLSA guidelines, and various language changes to simplify or
clarify existing policies and procedures.
The proposed revision of the Personnel Policies and Procedures has been
reviewed and approved as to form and legal content by Agency Counsel.
It Is, therefore, recommended that the Commission adopt the attached
Resolution rescinding the Official Personnel Manual and approve the attached
revision of the Personnel Policies and Procedures.
o
c
c
25
26
27
28
o
o
1 RESOLUTION NO.
2 RESOLUTION OF THE COMMUNITY DEVELOPMENT COMMISSION OF THE
CITY OF SAN BERNARDINO REPEALING RESOLUTION NO. 4274 RELATING TO
3 THE ADOPTION OF A PERSONNEL MANUAL
4 WHEREAS, The Community Development Commission of the City
of San Bernardino did on December 7, 1981, adopt the Offical
5 Personnel Manual of the Commission, and
6
7
8
9
WHEREAS, It is necessary to make changes in and update said
Personnel Manual, and
WHEREAS, It is more appropriate to adopt such pOlicies and
procedures in the future by motion of the Commission rather than
by formal resolution,
NOW, THEREFORE, BE IT RESOLVED BY THE COMMUNITY DEVELOPMENT
10 COMMISSION OF THE CITY OF SAN BERNARDINO AS FOLLOWS:
11
SECTION 1.
The Official Personnel Manual of the
12 Community Development Commission of the City of San Bernardino
13 adopted December 7, 1981, as subsequently amended, is hereby
14 rescinded.
15 SECTION 2.
Resolution No. 4274 and any amending
16 resolutions of the Offical Personnel Policy are hereby repealed.
17 I HEREBY CERTIFY that the foregoing resolution was
18 duly adopted by the Community Development Commission of the City
19 of San Bernardino at a meeting thereof, held on the
20 day of , 1989, by the fOllowing vote, to wit:
21
22
23
24
AYES:
Commission Members
NAYS:
ABSENT:
Secretary
DAB/ses
August 28, 1989
1
o
c
c
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
o
o
1 RESOLUTION OF THE COMMUNITY DEVELOPMENT COMMISSION OF THE
CITY OF SAN BERNARDINO REPEALING RESOLUTION NO. 4274 RELATING TO
2 THB ADOPTION OF A PERSONNEL MANUAL
3
4
The foregoing resolution is hereby approved this
day
5 of
, 1989.
6
7 W.R. HOlcomb,Chairman
Community Development Commission
8 of the City of San Bernardino
9 Approved as to form
and legal content:
By: /}yJUM~~I2~ ~ )
~~~;~
DAB/ses
August 28, 1989
2
o
o
o
COMMUNITY DEVELOPMENT COMMISSION
PERSONNEL POLICIES
AND
PROCEDURES
c
c
o
o
o
COMMUNITY DEVELOPMENT COMMISSION
PERSONNEL POLICIES AND PROCEDURES
Table of Contents
Introduction Page 1
Section 1 Appointments Page 1
Section 2 Nondiscrimination Page 2
Section 3 Probation Period Page 2
Section 4 Salary Advancement Page 2
Section 5 Promotions Page 3
Section 6 Working Hours Page 3
Section 7 Payday Page 3
Section 8 Employee Benefits Page 3
Section 9 Vacation Page 4
Section 10 SI ck Leave Page 5
C Section 11 Personal Leave Page 6
Section 12 Bereavement Leave Page 6
Section 13 Jury Duty Page 6
Section 14 Military Leave Page 7
Section 15 Leave of Absence Page 8
Section 16 Injury Leave (Workers' Compensation) Page 9
Section 17 Paid Holidays Page 9
Section 18 Overtime Pay and Compensatory Time Off Page 10
Section 19 Travel Compensation Page 11
Section 20 Conflict of Interest Page 11
Section 21 Policy on Harassment Page 12
Section 22 Compliance with Drug Free Workplace Act Page 12
Section 23 Grievance Procedure Page 12
Section 24 Layoffs and Reductions In Force Page 13
Section 25 Resignation Page 13
Section 26 Disciplinary Actions Page 13
c
o
c
o
o
o
COMMUNITY DEVELOPMENT COMMISSION OF THE
CITY OF SAN BERNARDINO
PERSONNEL POLICIES AND PROCEDURES
INTRODUCTION
This policy manual prescribes the general rules regarding the conditions of
employment for employees of the Community Development Commission of the City
of San Bernardino (hereinafter called "Commission"). The purpose of this
policy manual Is to achieve maximum flexibility in the administration of the
Commission's operations and to define employer and employee rights and
responsibilities.
SECTION 1. APPOINTMENTS
A. The Executive Director shall be appointed by the Chairman with the
approval of the Community Development Commission. All other
employees shall be appointed by the Executive Director.
B. All employees hired by the Commission shall be appointed in
accordance with the job classifications as may be adopted by the
Commission from time to time.
C. All new employees shall be appointed at a salary set forth for the
appropriate job classification in the salary schedule, as may be
adopted by Commission resolution or as approved in connection with
the budget adoption process. All salary increases shall be in
accordance with said salary schedule.
D. The Commission may hire employees on an hourly basis to perform
temporary work or to perform ongoing assignments requiring less than
forty hours per week. Hourly employees shall only be entitled to
those benefits required by law or specifically designated in these
poll cl es.
E. The Commission may contract with qualified individuals to provide
specific services on a temporary basis not to exceed the equivalent
of six months of full-time employment. Contract employees shall be
entitled only to those benefits and privileges specifically
enumerated in their employment agreement.
F, The Executive Director may appoint an employee to a vacant position
at a higher level in an "acting" capacity contingent upon such
employee's demonstration of specific skills or contingent upon an
employee's completion of additional educational or training
requirements within a specified period of time. Acting appointments
shall not exceed six months. While In an acting capacity, employees
may receive salary adjustments commensurate with the higher level
position.
o
o
c
SECTION 2. NONDISCRIMINATION
The Commission shall undertake nondiscriminatory measures to ensure that
applicants for employment and employees are treated without regard to their
race, creed, color, sex, national origin, religion, marital status,
political affilIations, physical handicap or age. Such action shall
include, but not be limited to, the following: recruitment and employment;
upgrading; demotion or transfer; layoff or termination; rates of payor
other forms of compensation.
SECTION 3. PROBATION PERIOD
c
A. All new employees of the Commission shall be required to serve a
six-month probation period. The probation period is part of the
testing process designed to provide an adequate opportunity to
observe the work performance and adjustment of new employees to their
respective position. The Executive Director may terminate an
employee during this probation period without advance notice and
without cause. An employee who is discharged during the probation
period shall not have the right to appeal this decision,
B. A performance evaluation must be completed on each new employee by
the end of the sixth month of the probation period. Based on this
evaluation, the Executive Director will make a determination whether
to continue or terminate the employee's employment. The Executive
Director may extend the probation period past the six-month period if
additional time is required to fully evaluate the employee provided
that, in no case, shall the extension exceed a period of six months.
SECTION 4. SALARY ADVANCEMENT
o
A. All employees of the Commission shall be compensated in accordance
with the salary schedule. Said schedule may be revised from time to
time by the Commission to assure that comparable and competitive
salary levels are maintained within the labor market.
B. The "A" step shall be the normal hIring range salary level. The
Executive Director may apPOint a new employee at a higher salary step
where unusual difficulty has been encountered in recruiting a
sufficient number of qualified applicants or where the experience and
qualifications of the person being considered for employment would
justify a higher salary step.
C. Employees who have been compensated continuously for six months at
step "A" and who have successfully completed their probation periOd
(whether said probation period is six months or longer, if extended)
shall be eligible, based upon a satisfactory performance evaluation
and the recommendation of their supervisor and approval of the
Executive Director, to advance to step "B." Thereafter, employees
who have been compensated continuously for one year at a step shall
be eligible for advancement to the next step based upon a
satisfactory performance evaluation and the recommendation of their
supervisor and approval by the Executive Director.
2
o
c
o
o
o
D.
Employees who leave the service of the Commisson and are
shall be rehired upon the same terms as a new employee.
Executive Director may appoint said employees at a range
equivalent to their experience.
rehired
The
and step
SECTION 5. PROMOTIONS
If an employee has been promoted and does not successfully complete the
six-month probation period (or an extended probation period) for the higher
position, the Executive Director shall have the right to terminate such
employee or in his/her discretion may offer the employee a position, if
a~ailable, comparable to the old position.
SECTION 6. WORKING HOURS
A. The official work schedule for the Commission staff shall be 7:30
a.m. through 4:30 p.m. each Monday through Friday. A 15-minute rest
period in the morning and in the afternoon, and a one-hour lunch
period will be allowed each employee.
Employees may be allowed to modify their official work schedules upon
written request by the employee and approval of such requests by
their supervisor and the Executive Director. Approval of any such
alteration of schedule may be denied if such alteration is not in the
best interests of Commission operations.
B. Employees are required to notify their supervisor during the first
hour of each work day they are unable to report to work. Any
employee who does not report to work for three consecutive days and
has not reported the absence shall be considered to have voluntarily
resigned from his/her position with the Commission.
SECTION 7. PAYDAY
Paychecks shall be delivered to Commission employees on the fifteenth and
the last day of each month. If a payday falls on a weekend or holiday,
paychecks will be delivered to employees on the preceding work day. All
employee time records shall be submitted in the manner and at the time as
specified by the administrative procedures approved by the Executive
Director.
SECTION 8. EMPLOYEE BENEFITS
A. All full-time employees shall be eligible for the following benefits:
Retirement. All full-time employees of the Commission are required to be
members of the Public Employees' Retirement System (hereinafter called
OOPERSOO). The Commi ssion shall pay the full seven percent (7'1.) employee
share of the PERS retirement contribution.
Health Insurance. The Commission shall provide a group health insurance
program for full-time employees. The Commission shall pay the full health
insurance premium for the employee and eligible dependents.
3
o
c
o
o
o
Dental Insurance. The CommIssIon shall provIde a group dental insurance
program for full-tIme employees, The CommIssion shall pay the full dental
insurance premium for the employee and elIgible dependents.
VisIon Insurance. The Commission shall provide a group vIsIon Insurance
program for full-tIme employees. The CommissIon shall pay the full visIon
insurance premIum for the employee and eligible dependents.
Life Insurance. The CommIssion shall provIde a group lIfe Insurance
program for full-tIme employees. The CommIssIon shall pay the Insurance
premIum for $50,000 of group lIfe and accIdental death and dismemberment
(AD&D) for each full-tIme employee.
Long-Term DisabIlity Insurance. The CommissIon shall provIde a group
long-term dIsabIlIty Insurance program for all full-tIme employees.
Medicare. All employees appoInted on or after April I, 1986, wIll be
requIred to partIcIpate in the SocIal Security MedIcare program.
State DIsabIlIty Insurance. All employees are requIred to partIcIpate In
the State DIsabIlity Insurance (SOl) program.
Deferred CompensatIon Plan. The CommIssIon shall provide a deferred
compensatIon plan for all employees. Employees may elect to make
voluntary contrIbutIons to the deferred compensation plan.
Employee AssIstance Program (EAP), The CommissIon shall provIde an
Employee AssIstance Program (EAP) for all employees.
The above benefIt programs and contrIbutIon levels may be changed from tIme
to tIme as approved by the CommIssIon.
In addItIon to the above, the CommIssIon shall provIde unemployment
Insurance and workers' compensatIon insurance coverage as requIred by the
State of CalIfornIa.
B. The CommIssIon shall comply wIth all provIsIons of the ConsolIdated
Omnibus BUdget ReconcIliatIon Act (COBRA) for the contInuatIon of
health and dental insurance benefits for any employee determined
elIgIble in accordance wIth the law.
C. Temporary or hourly employees shall only be elIgIble to receive those
benefits lIsted above requIred by law.
SECTION 9. VACATION
A. For the fIrst fIve years of contInuous full-tIme employment, every
employee shall accrue on a monthly basIs sIx and two-thirds (6-2/3)
workIng hours of vacatIon leave equal to approximately 80 hours per
year.
4
-
o
c
o
o
o
After the completion of five years of continuous full-time employment
and commencing as of the sixth year through fifteen years, every
employee shall accrue on a monthly basis ten hours of vacation leave
equal to 120 hours per year,
After the completion of fifteen years of continuous full-time
employment and commencing as of the sixteenth year through twenty
years, every employee shall accrue on a monthly basis thirteen and
one-third (13-1/3) hours of vacation leave equal to approximately 160
hours per year.
After the completion of twenty years of continuous full-time
employment and commencing as of the twenty-first year, every employee
shall be entitled to accrue on a monthly basis sixteen and two-thirds
(16-2/3) hours of vacation leave equal to approximately 200 hours per
year.
B. All employees shall use their accrued vacation leave yearly in order
that their accumulated leave does not exceed a maximum of two years
of accrued vacation leave at the beginning of the calendar year.
Vacation leave can only accrue beyond two years if it is found that
because of the volume of workload, an employee is unable to utilize
accrued vacation leave. Authorization to accrue the additional leave
must be approved by the Executive Director prior to the accumulation
of two years of vacation leave; otherwise. the accrued vacation leave
over two years shall not be credited to the employee.
C. When a scheduled holiday occurs during the vacation of an employee,
the hours shall be paid as holiday hours and shall not be charged as
vacation hours.
D. Vacation leave shall not accrue during a leave of absence without pay
for more than 30 days, but shall accrue monthly from the date of
return to service from such approved leave of absence.
E. Employees who resign or otherwise leave the service of the Commission
shall receive compensation for the unused portion of their accrued
vacation leave at the current rate of pay at the time of separation.
In the case of death, the beneficiary will be paid the unused portion
of any employee's accrued vacation leave. Payment of accrued
vacation leave upon termination shall be based upon the hourly rates
calculated upon two thousand eighty (2,080) hours per year of pay at
the salary step of such employee as of the date of termination.
SECTION 10. SICK LEAVE
A.
For the purpose of sick leave and bereavement leave usage, the
following definitions shall apply:
"Sick leave" means the absence from duty of any employee because of
illness or injury, exposure to contagious disease, or attendance upon
an immediate family member who is seriously ill and requires the care
of or attendance of the employee.
5
o
c
o
o
o
B.
"Immedl ate faml1 y" means husband. wife, grandmother, grandfather,
mother. father, sister, brother, son, daughter, mother-In-law,
father-In-law, sister-In-law, brother-In-law. son-In-law,
daughter-In-law.
Sick leave shall accrue at the equivalent rate of eight hours for
each month of full-time continuous service.
C.
A supervisor may require satisfactory proof of illness or injury and
a report from a practicing physician describing the nature of the
Illness or Injury and/or such other documentalon for any absence of
more than 40 consecutive working hours, or, at any time If there is
reason to believe the absence from work Is not justified. The
Executive Director shall have the right to require a certificate from
a practicing physician stating that an employee Is able to return and
perform his/her work duties satisfactorily before the employee shall
be allowed to return to work.
D.
Not more than 40 hours of accrued sick leave within any calendar year
may be used for the care of or attendance upon Immediate family
members.
E.
Upon termination of employment, the Commission shall pay to those
employees or to their estate SO percent of their accumulated. unused
sick leave, provided that In no event shall such compensation exceed
480 hours of such leave.
F. Employees shall be allowed reasonable amounts of time off, not
chargeable to sick leave, for doctor or dentist appointments for
themselves or minor dependents of their family. The non-chargeable
time should ordinarily not exceed two hours In length, and should not
be so frequent as to be considered an abuse of this policy.
SECTION 11. PERSONAL LEAVE
Personal leave up to a maximum of 24 hours per calendar year may be utilized
when approved by the employee's supervisor and shall be charged to the
employee's accrued sick leave. Personal leave shall not accumulate or carry
over from one calendar year to any succeeding calendar year.
SECTION 12. BEREAVEMENT LEAVE
Bereavement leave of up to 40 hours total per calendar year shall be allowed
to attend the funeral of a member of the employee'S Immediate family. The
number of hours approved shall be based upon all circumstances made known to
the employee'S supervisor. Bereavement leave shall not be charged to sick
leave, vacation leave or other accrued benefits.
SECTION 13. JURY DUTY
A, All full-time employees who are required to serve as a trial juror or
as an inquest juror In a court shall be entitled to provide such
service without loss of pay. This provision shall apply during the
period of time In which the employee must be present In court or In
6
c
c
o
o
o
the jury room as a result of such jury servIce. ThIs provIsIon Is
not applIcable to grand jury service in accordance wIth California
Labor Code SectIon 230.
All employees shall notIfy theIr supervIsor of any call for jury
servIce promptly upon receIpt of such notIce in order that a
replacement or substItute may perform theIr dutIes. An employee who
falls to promptly notIfy theIr supervIsor regardIng a scheduled
absence due to jury service shall be considered as absent without
leave and shall not receIve salary compensatIon. If any absence due
to jury duty should cause a hardship to CommIssIon operatIons. the
supervIsor may direct an employee to request to be excused from jury
servIce and to schedule a later jury duty date,
B. In cases where the completion on any day of such jury service of an
employee does not exceed a period of fIve (5) hours duration of the
employee's normal workday, It shall be the responsIbilIty of the
employee to report to work wIthIn a reasonable tIme after hIs/her
release from jury service on that day. When. however, such employee
Is requIred to contInue jury service for a period In excess of fIve
hours duratIon on any such regularly scheduled workIng day. saId
employee shall not be requIred to report to work on that same day
after hIs/her release or discharge from such jury service.
C. Every employee shall receive his/her regular pay while serving on
jury duty, provided that all jury fees paId to such employee, less
automobIle expenses allowed, shall have been remitted to the
Commission.
SECTION 14, MILITARY LEAVE
A. All employees requIred to serve In the NatIonal Guard or Naval
MIlItIa or any reserve unIt of the armed forces of the UnIted States
wIll be granted leave accordIng to the provisIons of the CalifornIa
MIlItary and Veterans Code SectIon 395, et~. In accordance with
the polIcies of the armed forces to cooperate wIth employers, the
CommissIon requIres reasonable advance notIce of any proposed absence
due to milItary duty. except In extraordinary cIrcumstances. The
CommissIon reserves the rIght to confer with mIlItary authorIties In
any sItuation where an employee seeks milItary leave wIthout adequate
notice to the CommIssion. All employees shall provIde in advance to
theIr supervIsor detailed Information regardIng their mIlItary status
and sItuatIon.
It shall be the employee's responsIbilIty to provIde and update thIs
InformatIon whenever there are changes In the employee's mIlItary
status.
B. An advance written request for mIlitary leave, includIng copIes of
officIal orders and other related InformatIon, must be submitted by
the employee In suffIcient time, If possIble, to permit necessary
rescheduling of that employee's workload. FaIlure to gIve reasonable
advance notice could result In the request beIng denied.
7
c
c
c
o
o
C. Every employee on temporary military leave of absence, provided that
the period of ordered duty does not exceed 180 calendar days, and who
has been In the service of the Commisson for a period of not less
than one year Immediately prior to the day in which said absence
begins, shall be entitled to receive his/her salary for the first 30
calendar days of any such absence in anyone calendar year.
SECTION 15. LEAVE OF ABSENCE
A. Leave of absence without pay constitutes a temporary nonpay status
from full-time employment. Upon request of the employee and the
recommendation of the employee's supervisor, a leave of absence
without pay may be granted by the Executive Director for a period not
to exceed six months. A leave of absence without pay may be granted
for:
1. Employees who are temporarily mentally or physically unable to
perform their duties.
2. Maternity or paternity leave.
3. Military leave when the employee has less than one year of
service In the Commission.
B. An approved leave of absence without pay for less than 30 consecutive
calendar days will not be considered a break In service. Leave
without pay In excess of 30 consecutive calendar days shall result in
the advancement of the employee's anniversary date and step increase
to such date as will account for the total period of uncompensated
time off. Failure to return to full-time employment status without
good cause at the expiration of the approved leave of absence shall
be considered a voluntary resignation and will result In termination
of employment.
C. Vacation and sick leave shall not accrue during a leave without pay
status of more than 30 days but shall accrue monthly from the date of
return to service from such approved leave of absence based upon the
total length of service of the employee. Any PERS benefits that
would otherwise have been available during such leave without pay
shall be adjusted in accordance with the rules and regulations In
effect at the time.
D. Employees who are off work due to an approved leave of absence
without pay for more than 30 days and who wish to continue their
health, dental, vision and life insurance benefits shall be required
to pay for the full costs of such benefits for each full month
beginning the first of the month following the 30 days. The
Commission has the right to cancel Insurance benefit coverages In the
event that payment Is not received. It Is the responsibility of the
employee to contact the Administrative Services Division to make
appropriate arrangements. The payment of the premiums must be made
8
o
.. 'l
o
to the Commission prior to the date on which the Commission is
obligated to pay such premiums. The Commission's contribution
towards the employee's insurance premiums will begin on the first of
the month following the employee's return to full-time employment
status.
o
E.
Employees who enter the armed forces of the United States during war
or national emergency as declared by the President or the Congress of
the United States are entitled to a leave of absence without pay
during the time of such service and for a period of 90 days
thereafter. All employees returning to the Commission within the
time herein specified, and who have been honorably discharged from
such service shall be reinstated without loss of status or seniority,
provided they are not physically or mentally incapacitated from
performing the duties of said office or position. .
SECTION 16. INJURY LEAVE (WORKERS' COMPENSATION)
Full-time employees who sustain an injury in the course and scope of their
employment with the Commission shall receive the equivalent of 100 percent
of their normal salary or wages (including disability payments) for the
first five working days of their absence due to the injury. Effective upon
the sixth working day of necessary absence, employees may utilize their
accumulated sick leave to augment the amount of temporary disability
compensation received. Sick leave may be utilized to the extent that the
total sum received when added to workers' compensation disability payments
will result in a payment equal to the employee'S regular and normal
compensation, but not to exceed the take-home pay of the employee's last
full paycheck. The utilization of sick leave for this purpose shall end
with the termination of the temporary disability or when accumulated sick
leave has been exhausted, whichever occurs first.
c
SECTION 17. PAID HOLIDAYS
A. All full-time employees shall be entitled to the following paid
holidays:
Holiday
New Year's Day
Martin Luther King. Jr. Birthday
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Friday after Thanksgiving Day
Christmas Eve
Christmas Day
New Year's Eve
Two Floating Holidays
c
Observance
January 1st
Third Monday in January
Last Monday in May
July 4th
First Monday in September
November 11th
Fourth Thursday in November
Friday after Thanksgiving
As scheduled by Management
December 25th
As scheduled by Management
As scheduled
When a holiday occurs on a Saturday, the preceding Friday shall be
observed. When a holiday occurs on a Sunday, the following Monday
shall be observed.
9
-~
o
o
o
Floating holidays shall be taken during the calendar year in which
they accrue, but only upon the prior written approval of the
employee's supervisor. Floating holidays may not be carried over to
the next calendar year.
B.
All employees shall be allowed the holidays specified above at full
pay when such holiday occurs within the regular assigned working
period, and provided that the employee is not on an approved leave of
absence without payor was not otherwise absent without approval for
the working day either immediately preceding or succeeding the
holiday. If It becomes necessary for any employee to work on any of
the above designated holidays, any time worked during said holiday
shall be compensated in accordance with the overtime policies.
SECTION 18. OVERTIME PAY AND COMPENSATORY TIME OFF
A. "Overtime Work" shall mean the aggregate service performed by an
employee In excess of eight hours per day or forty hours per week for
full-time employees.
Management shall have the right to schedule flexible working hours
for those employees who are required to attend meetings or perform
other overtime work on an ongoing basis in order to maximize
Commission resources.
o
B, Management and confidential employees shall not be allowed overtime
payor compensatory time off for overtime hours worked. Management
and confidential employees shall be expected to work the number of
hours required In order to satisfactorily perform their respective
job functions. Said employees shall be permitted to use up to 56
hours of administrative leave each calendar year in lieu of
compensatory time off or overtime pay. Administrative leave may not
be carried over Into the next calendar year. No compensation for
unused administrative leave will be paid at separation.
C. Overtime work shall not be authorized unless an employee has
completed and submitted to his/her supervisor an overtime request
prior to working the overtime hours. The request must designate the
anticipated hours of overtime for which approval Is requested, the
reason for such overtime and the name of the supervisor requesting
that the overtime be worked. The request must be approved by the
appropriate supervisor and submitted to either the Executive Director
or Deputy Director for final approval.
D. Overtime pay will be compensated at time and one-half of the regular
hourly rate of pay of the employee requesting such overtime
compensation. The conversion of annual salaries to an hourly rate of
pay shall be on the basis of 2,080 working hours per year. In lieu
of overtime pay, employees may elect to receive compensatory time off
on a time and one-half basis for all overtime hours worked.
Employees may accrue up to a maximum of 40 hours of compensatory time
off,
o
10
c
c
c
o
o
SECTION 19. TRAVEL COMPENSATION
ReImbursement for mIleage for the use of prIvate automobIles on CommIssIon
busIness shall be provIded In accordance wIth approved CommIssIon policy.
Reimbursement for travel costs and attendance of conferences by CommissIon
employees durIng workIng hours shall be in accordance with approved
Commission polIcIes.
SECTION 20. CONFLICT OF INTEREST
A. All employees who. In the course of theIr dutIes, are required to
partIcipate in the formulation of or to approve plans or polIcies for
a Redevelopment Project Area must sign a "Conditions of Employment"
form agreeing that they will not acquire any interest in any property
included within a Redevelopment Project Area unless otherwise
permitted pursuant to CalIfornia Health and Safety Code Section 33130.
All employees must submit a written dIsclosure of any interest they
might have withIn a Redevelopment Project Area to the Commission and
the City CouncIl and such disclosure shall be entered Into the
mInutes of the Agency and the City CouncIl, pursuant to California
Health and Safety Code SectIon 33130, at the time of theIr employment
wIth the CommIssion.
All employees must additIonally agree that they shall not become
involved as an owner, partner, partIcIpant, joInt venturer, employee
or otherwise, and agree not to enter into any contract or agreement
In connectIon wIth any development project or property Included,
planned to be Included or proposed to be Included In any type of
development project under the jurIsdictIon of the CommissIon during
the period of their employment, unless the employee has owned an
Interest substantially equal to that beIng acquired, for three years
Immediately precedIng the selectIon of the Project Area pursuant to
California Health and Safety Code SectIon 33130(b).
Disclosure Is also requIred In accordance with the conflict of
Interest code adopted by the CommIssion and amended from tIme to tIme.
B. Any CommIssion employee who holds a California real estate broker's
or salesperson's license shall not engage In any real estate
brokerage or sales actIvities withIn the County of San Bernardino
durIng the term of theIr employment with the Commission. An
exception can be made when the employee is purchasIng or selling
property for hIs/her personal or family account. FamIly shall mean
husband, wife. grandmother, grandfather, mother, father, sister,
brother, son, daughter, mother-In-law, father-in-law, sIster-In-law.
brother-In-law, son-In-law, or daughter-in-law
C. To avoId potential conflicts of Interest, employees are requIred to
dIsclose all outsIde employment to the Executive DIrector prIor to
acceptIng outside employment.
11
o
c
c
.. -- -
o
o
SECTION 21. POLICY ON HARASSMENT
It is the policy of the Commission to provide a work environment that is
free from any harassment, whether it be sexual, racial, ethnic or of some
other type. Therefore, harassment in any form -- visual, verbal or physical
-- is in violation of the policies set forth in this Manual. Such behavior
by any employee toward any other employee or citizen will result in
disciplinary action. Employees who believe they have been the victim of
harassment are encouraged to immediately report the incident or situation to
their supervisor, Manager, Deputy Director or Executive Director,
SECTION 22. COMPLIANCE WITH DRUG FREE WORKPLACE ACT
It is the pOlicy of the Commisson to maintain a drug-free workplace, Any
employee who becomes aware of any violations of this policy should
immediately report them to their supervisor, Manager, Deputy Director or
Executive Director.
The unlawful manufacture, distribution, dispensation, possession, or use of
a controlled substance without a prescription while at work is prohibited.
As a condition of employment. such employee is required to abide by this
policy. In addition. any employee who is convicted of any "criminal drug
statute" occurring in the workplace is reqUired to notify the Deputy
Director or Executive Director no later than five days after such
conviction. Any employee who violates these requirements shall be subject
to disciplinary action up to and Including dismissal.
Drug abuse in the workplace may lead to serious safety concerns for the
abuser, fellow employees, and the general public being served by the
abuser. Specifically, drug users may be causing irreparable damage to their
bodies which can lead to serious illness and even death; and endangering the
lives and property of others because of their impaired mental and physical
condition.
An Employee Assistance Program is available to provide comprehensive
employee assistance and counseling services to all Commission employees.
The program is designed to help employees and their family members find
direction in solving personal or emotional problems, including drug and
alcohol abuse. All employees are encouraged to utilize this program when
faced with such personal problems. Unless otherwise requested by the
employee. all services provided by the Employee Assistance Program are
strictly confidential and will not be disclosed to the Commission staff or
management.
SECTION 23. GRIEVANCE PROCEDURE
A grievance may be filed for an alleged violation of the personnel policies
and procedures contained herein. Employees are required to make every
effort to resolve grievances on an informal basis through discussion with
their supervisors. To initiate the grievance process, an employee shall
bring the matter to the attention of his/her supervisor within ten working
days after having been made aware of the condition(s) precipitating the
12
o
o
o
o
o
grievance. The supervisor shall meet with the employee within five days of
being notified by the employee to discuss the matter, and shall notify the
employee within five working days of his/her decision.
After being notified of the supervisor's decision, if the grievance is not
resolved to the satisfaction of the employee, he/she shall have seven
working days to submit the grievance, in writing, to the Executive
Director. The Executive Director or his/her designee shall meet with the
employee within seven working days of receipt of the grievance, and shall
notify the employee, in writing, of his/her decision within seven working
days after the meetIng. The decision of the Executive Director with respect
to the gri evance shall be fi na 1 .
SECTION 24. LAYOFFS AND REDUCTIONS IN FORCE
A. The Commission's activities are dependent upon various funding
sources and changing developmental needs, some or all of which may
from time to time be terminated or reduced without advance notice.
In the event of a reduction In anticipated Income or a change In
emphasis requiring a reduced staffing level In one or more existing
activities, the ExecutIve Director shall have the authority to reduce
or transfer staff In those areas of the Commission's operations which
will maximize human resource management and will have the least
damaging effect In accomplishing the CommIssion's overall goals.
Such staff reductIons shall be made In accordance with the approved
direction or authorization from the Commission to reduce staff or
change emphasis. The Executive Director shall have the authority to
demote employees to lower positions which may be available and shall
have the authority to add, delete or change job responsibilities
within the lImitations of the approved budget and In accordance with
the Commission's operational needs.
B. In the event a layoff or reduction in staff shall be necessary, the
Executive Director shall provide at least two weeks' advance written
notice to the employee or employees to be affected thereby, or
equivalent notice of any demotion necessitated by a layoff or
reduction In staff. Should an Immediate layoff without advance
notice be required, the employee shall receive two weeks' severance
pay.
SECTION 25. RESIGNATION
An employee who desires to terminate employment with the Commission should
submit a written, signed resignation to the Executive Director at least two
weeks prior to the intended resignation date. During this two-week period
before termination, the employee is required to fill out the appropriate
Commission termination of employment forms and return all eqUipment, keys,
identification cards and any other Commission property to his/her supervisor.
SECTION 26. DISCIPLINARY ACTIONS
Any employee who is charged with poor attendance, Inadequate or substandard
performance, violation of Commission policies. behavior reflecting discredit
on the Commission, or other misconduct shall receive advance written notice
of the disciplinary action being proposed. Such disciplInary actions shall
13
o
o
o
o
o
Include dismissals, suspensions without pay, and demotions. The advance
notice shall contain the charges upon which the proposed action Is based,
the events or circumstances related to the proposed action, copies of any
materials being used to support the proposed action, and the opportunity to
respond either orally or In writing within a reasonable time to the
Executive Director. Records of any discipline subsequently imposed shall be
retained in the personnel file of the employee subject to such discipline.
Any employee who is dismissed by the Executive Director shall have the right
to have his/her dismissal reviewed by the Community Development Commission.
The decision of the Commission with respect to such dismissal shall be
final. The Executive Director may be dismissed only by the Chairman of the
Community Development Commission with the approval of the Commission.
0318T
14