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Home My WebLink About79-48 - Resolutions RESOLUTION NO. 79-48 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF RANCHO CUCAMONGA, CALIFORNIA, RESCINDING RESOLUTIONS 78-12, 78-37, AND 78-43 RELATING TO SALARY RANGES AND VACATION, HOLIDAY AND SICK LEAVE BENEFITS AND ESTABLISHING A REVISED POLICY FOR HOLIDAY, SICK LEAVE, AND VACATION BENEFITS AND ESTABLISHING REVISED PAY RANGES FOR ALL CONFIDENTIAL, NON-MANAGEMENT, AND PART TIME EMPLOYEES OF THE CITY OF RANCHO CUCAMONGA TO BE EFFECTIVE JULY 2, 1979. WHEREAS, the City Council of the City of Rancho Cucamonga has determined that it is necessary for the efficient operation and management of the city that policies be established prescribing sick leave, vacations, and holidays and other policies for employees of the City of Rancho Cucamonga; and WHEREAS, it is necessary from time-to-time to establish comprehensive wage and salary schedules and to fix rates of compensation to be paid to all employees of the city, requiring this resolution to be amended or superseded by subsequent resolutions; NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Rancho Cucamonga, California, as follows: SECTION 1: Philosophy of Compensation The City of Rancho Cucamonga recognizes that it competes in a market place to obtain qualified personnel to perform and provide municipal services. It further recognizes that compensation and conditions of emplo~vment must be sufficiently attractive to draw and retain qualified employees. Therefore, the city will compensate its employees with wages and benefits competitive with the labor market and commensurate with the performance of each employee. SECTION 2: Salary Ranges The salary range of classifications to which confidential and non-management employees are assigned will be set forth in schematic arrangement of class titles and salary ranges as follows: Class Title Confidential By definition a confidential employee is an employee who, in the course of his or her duties, has access to information relating to the City's administration of employer-employee relations. In addition, employees designated as confidential may not act as representatives of employee organizations which represent other employees in the city. The positions of Administrative Secretary/Deputy City Clerk and Steno Clerk Typist/Administration are therefore designated as confidential. Admin. Sec/Dep. City Clerk $1148 - 1394 Steno Clerk Typist/Admin. $ 829 - 1008 Clerical Clerk Typist $770 - 935 Steno Clerk Typist $829 - 1008 Sr. Steno Clerk Typist $891 - 1083 Receptionist/Cashier $829 - 1008 Page 2 Secretarial Secretary $963 - 1171 Finance/Technical Account Clerk I $ 863 - 1049 Account Clerk II $1054 - 1281 Business License Inspector $1054 - 1281 Buildin~/Planning/EngineerinS-Technical Community Dev. Tech. $898 - Building Tech. I $946 - 1156 Engineering Tech. I $1128 - 1370 Engineering Tech. II $1246 - 1514 Building/EnSineerin~ Inspection Public Works Inspector $1367 - 1661 Building Inspector $1367 - 1661 Planning Jr. Planner $1086 - 1320 Community Code Rep. $1284 - 1561 Assistant Planner $1412 - 1716 Engineerin~ Asst. Civil Engineer $1581 - 1922 Maintenance Maintenance Worker I $ 928 - 1128 Maintenance Worker II $1023 - 1243 Community Services/Recreation Recreation Coordinator $ 995 - 1210 Recreation Supervisor $1179 - 1433 Recreation/Part Time Sr, Recreation Leader $4.23/hour Recreation Leader $3.64/hour Recreation Assistant $3.07/hour Recreation Aide $2.56/hour SECTION 3: All continuous full time salaried employees (40) hours shall be eligible for and receive additional compensation benefits as follows: A. Vacation 1. Any employee who has completed one year of continuous service shall be entitled to ten (10) working days vacation. Any employee who has completed three full years of continuous service shall be entitled to thirteen (13) working days vacation. Any employee who has completed five full years of continuous service shall be entitled fifteen (15) working days vacation. Any employee who has completed ten full years of continuous service shall be entitled to one (1) additional day per additional year completed up Re~olution N~>. 79-~8 Page 3 to a maximum accumulation of twenty (20) days. Vacation accrual would be at tbe rate of 5/6 of a day per month. Any new employee who has completed six months service and successfully completed probation shall be entitled to take five (5) days vacation. The maximum accumulation that may be carried over from one year to the next will be twenty (20) days. 2. The time during the year at which an employee shall take his vacation shall be determined by the department head of such employee with due regard to the wishes of the employee and particular regard for the needs of the service. 3. The City Manager shall approve vacation periods for department heads. 4. Employees compensated for attendance at Planning Commission and Council meetings are not eligible for additional vacation leave. 5. Vacation will not be allowable to part time, seasonal, relief, temporary, or extra-help employees paid solely on a hourly basis. B. Holidays All continuous full-time salaried employees (40 hours) shall be entitled to eleven (11) paid holidays off, as follows: a. New Years Day b. Lincoln's Birthday c. Washington's Birthday d. Memorial Day e. Independence Day f. Labor Day g. Veterans Day h. Thanksgiving Day i. Day following Thanksgiving Day j. Christmas Day k. Discretionary Holiday (to be taken at employee's convenience with department head approval). If a holiday falls upon a Saturday, the preceding Friday will be taken. If a holiday falls upon a Sunday, the following work day will be taken in lieu of the holiday. C. Sick Leave 1. All continuous full-time salaried employees who have successfully completed probation will be eligible for six (6) days of sick leave. Thereafter, sick leave would accumulate at the rate of (1) day per month for a maximum accumulation of twelve (12) days per calendar year. Unused sick leave may be accumulated up to one hundred twenty-five (125) days maximum. 2. Sick leave is not allowable to part-time, seasonal, relief, temporary, or extra help employees paid solely on an hourly or daily basis. Pag~ ~ 3. A city employee is entitled to sick leave with pay for: (1) Any bona fide illness or injury (2)Quarantine due to exposure to contagious disease (3) An employee's presence is required elsewhere because of sickness, disability, or death of a member of his or her immediate family 4. The department head may require evidence in the form of a physician's certificate, or otherwise, of the adequacy of the reason for any employee's absence during the time for which sick leave was requested. Any employee absent from work for a period of five (5) consecutive days, due to illness or accident, may, at the discretion of the department head or City Manager, be required to submit to a physical examination before returning to work. Such physical examination may be performed by a physician stipulated by the city. 5.Sick leave shall not be used in lieu of or in addition to vacation. 6. It will be the responsibility of each department head to periodically review the use of sick leave in his/her department. Use of sick leave by each employee may be used as a factor in determining employee performance for each annual employee evaluation. D. Disability Insurance The city shall provide a major disability insurance for all full time, continuous, salaried employees. E. Health/Life Insurance The city shall provide a health/life insurance plan for all full-time continuous salaried employees. The cost for employee coverage shall not exceed S37.46 per employee per month. F. Overtime Compensation Whenever in the opinion of the City Manager that the best interests of the con~nunity require that a confidential or non-management employee should work beyond his/her regular hours of employment, such person shall be compensated for such overtime work at the same rate as his/her regular compensation or receive compensatory time off. Compensation for overtime shall be in the form of either cash payment or compensatory time off at the discretion of the department head. Incidential overtime is not compensable, and may not be credited as overtime. Incidental overtime is defined as overtime less than one half (~) hour duration immediately following regular hours of employment, which is non- recurrent in nature. In the event a city employee is called out for emergency duty, he/she will receive compensation at a rate of time and one-half his/her regular hourly rate, but a minimum of two hours pay for such service. In determining the full amount of time, the employee shall compute his/her time to the nearest half hour. Paae 3 G. Educational Reimbursement A total of $3,000 for fiscal year 1979-80 will be available for city employees to take job related coursework/seminars approved by department and or division heads. Employees will be compensated for only those courses that are satisfactorily completed. The portion of the total sum of $3,000 allocated to any one employee ~hall be determined by the City Manager. PASSED, APPROVED, and ADOPTED this 20th day of June, 1979. AYES: Bridge, Palombo, Schlosser, Frost NOES: Mikels ABSENT: None ATTEST: /, 7 City Clerk