HomeMy WebLinkAbout90-105 CC ResolutionRESOLUTION NO. 90-105
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF TEMECULA PROVIDING FOR THE ESTABLISHMENT
OF PERSONNEL RULES AND POLICIES
WHEREAS, Section 45001 of the California Government Code allows for the
establishment of a personnel system by the legislative body of a City;
WHEREAS, the City Council of the City of Temecula added Chapter 2.60 its Municipal
Code,
WHEREAS, personnel rules and policies necessary to implement Chapter 2.60 have
been developed and the City has met and consulted with department heads and management staff
concerning these rules;
WHEREAS, pursuant to the authority under Section 2.60.050 of the City's Personnel
System Ordinance, the City Council has reviewed and the City Manager has adopted certain
personnel rules having no direct financial impact on the City; and
WltEREAS, the City Manager has recommended and the City Council now wishes to
adopt those rules and policies as identified below which involve a direct commitment of financial
resources.
NOW, THEREFORE, BE IT RESOLVED, by the City Council of the City of
Temecula as follows:
Section 1. The following Personnel Rules and Policies have direct financial impact upon
the City and are necessary to implement Chapter 2.60 of the Municipal Code:
A. Temporary Upgrade (P. 30)
B. Comprehensive Annual Leave (P. 33)
C. Holidays (P. 36)
D. Jury Duty (P. 37)
E. Overtime Non Exempt Employees (P. 45)
F. Wage Administration (P. 48)
Such policies are attached hereto this Resolution and incorporated herein by this reference.
Section 2. All prior resolutions and parts of resolutions in conflict with this Resolution
are hereby rescinded.
Re8o~ 90-105
PASSED, APPROVED AND ADOPTED, on this 16th day of October, 1990.
Ronald J. Parks, Mayor
ATTEST:
Ju(e~reek, Deputy ~it ~°
Re,os 90-105
STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE )
CITY OF TEMECULA )
SS
I, June S. Greek, Deputy City Clerk of the City of Temecula, HEREBY DO CERTIFY that
the foregoing Resolution No. 90-105 was duly adopted at a regular meeting of the City Council
of the City of Temecula on the 16th day of October, 1990, by the following roll call vote.
AYES: 5
COUNCILMEMBERS:
Birdsall, Lindemans, Mufioz
Moore, Parks
NOES: 0
COUNCILMEMBERS: None
ABSENT: 0
C OUNCILMEMBERS: None
Juh~eek, Deputy City Cler'Yk-~
90-105
Subject: Temporary Upgrade
Related Policies:
Recruitment
Background:
As a result of vacancies, leave of absence or for other reasons, it may be necessary to
reassign the duties of an authorized position to another employee. When such assignments
require the employee to assume significant additional duties, for an extended time period,
which are outside the scope of his/her regular assignment, it may be appropriate to adjust
the employee's salary to reflect the interim changes. This policy allows the City to
temporarily upgrade the affected employee.
Policy:
Approval Required: With the approval of the City Manager, or a designee, an
employee may be temporarily appointed to a higher level classification to perform
additional duties on an interim basis provided that:
the higher level position is vacant as a result of a retirement, termination,
leave of absence, promotion, a new vacant position, or an extended vacation,
and,
the duties of the higher level position are clearly outside of the scope of the
employee's current classification as determined by the City Manager, or a
designee, and,
c. the vacancy is expected to continue for at least 30 calendar days, but not
longer than one (1) year.
Salary: The salary of an employee in a Temporary Upgrade Assignment shall be
adjusted by 5.0% or to the minimum rate of the temporary classification, whichever
is greater, for the period of the Temporary Upgrade Assignment. At the discretion
of the City Manager, or a designee, a higher salary rate may be established for a
Temporary Upgrade assignment.
3. Effective Dates: The City Manager, or a designee, shall establish the effective dates
of a Temporary Upgrade appointment.
City o{ Temecula - Personnel Policy - July 25, lggO 30
Sub|ect: Comprehensive Annual Leave
Related Policies:
Attendance
Holidays
Leave of Absence Without Pay
Background:
The City provides Comprehensive Annual Leave credits to eligible employees.
Comprehensive Annual Leave credits provide employees with paid time off for rest and
relaxation, personal or family illness, and personal business. In most cases, the City expects
employees to request time off in advance. In all cases, employees must request the time
off from their supervisor, or if the supervisor is not available, their Department Head or
the Personnel Office. An employee who is frequently absent without the prior approval of
his/her supervisor, may create unnecessary scheduling difficulties for the City. Employees
may be subject to disciplinary action up to and including dismissal for excessive
absenteeism.
Policy:
1. Eligibility: Probationary, promotional probationary and regular employees earn
Comprehensive Annual Leave credits from the date of hire.
a. Project employees do not earn Comprehensive Annual Leave Credits.
Accrual Rate - Regular, Full-time Staff Emolovees: Probationary and regular full-
time staff employees earn Comprehensive Annual Leave credits in accordance with
the following schedule:
Accruals per Approximate
Years of Service Pay Period Annual Accrual
First day of employment through year 1
Beginning year 2
Beginning year 4
Beginning year 6
Beginning year 8
Beginning year 10 and thereafter
4.616 hours 15 days
5.231 hours 17 days
6.769 hours 22 days
7.384 hours 24 days
8.000 hours 26 days
8.923 hours 29 days
Probationary and regular full-time employees who are paid for less than
eighty (80) hours in a pay period will earn Comprehensive Annual Leave
credits on a pro-rated basis for that pay period.
City of Temecula - Personnel Policy - July 25, 1990 33
Subject: Holidays
Policy:
I. The City observes the following holidays:
New Year's Day
Martin Luther King, Jr. Birthday
President's Day
Memorial Day
July 4th
Labor Day
Veteran's Day
Thanksgiving Day
Friday after Thanksgiving
Christmas Day
Observance: Holidays which fall on a Saturday will normally be observed on' the
preceding Friday. Holidays which fall on a Sunday will normally be observed on the
following Monday. The City Manager will determine the actual dates holidays will
be observed each year.
Eligibilit~: Regular full-time and part-time employees who are eligible for holiday
pay and are on paid status for their entire regular work shift immediately prior to
and immediately following the holiday will be paid for the holiday.
a. Project employees are not eligible for holiday pay except as specifically
authorized by the City Manager.
4. Comvensation:
a. Regular full-time employees who are eligible for holiday pay receive eight
hours holiday pay on a City observed holiday.
Regular part-time employees who are eligible for holiday pay receive holiday
pay for the hours that they would have normally been scheduled to work had
the day not been a holiday.
Co
Work on a Holiday: If a regular non-exempt employee who is not scheduled
to work on a holiday, is required to work on a holiday, he/she will be paid for
the actual hours of work at the rate of one and one half times his/her regular
rate. In addition, the employee will be paid holiday pay as explained in
Paragraph 4.a. and b. above or be given equivalent holiday time off one
another day as determined by the City.
City of Teme~ula - Personnel Policy - July 25, 1990 36
Subject: Jury Duty
Policy:
1. Employees may attend jury duty in accordance with their legal obligations to do so.
An employee who is summoned to jury duty will be placed on a paid leave of absence
for up to 30 calendar days. If the employee is required to serve for more than 90
calendar days, he/she will be placed on a Leave of Absence Without Pay.
Upon receipt of payment from the court, the employee must provide a copy of the
payment check stub to the City. The jury service fees (not including mileage) will
be deducted from the employees pay in a subsequent pay period.
Ci%y of Teme~-~la - Personnel Policy - July 25, 1990 37
Subiect: Overtime - Non-exempt Employees
Related Policies:
Categories of Employment
Hours of Work
Pay Days and Pay Periods
Background:
The Fair Labor Standards Act (FLSA) re(luires that work performed by non-exempt
employees in excess of forty hours in a seven day work period be paid at the rate of time
and one half the employee's regular rate of pay. Whether an employee is exempt (salaried)
or non-exempt (hourly) is determined by the type of duties they perform. Exempt and non-
exempt status is determined by the Personnel Office.
Policy:
Eligibility: Non-exempt employees receive overtime pay at the rate of one and one
half times their regular rate of pay after forty (40) hours work in a seven (7) day
work week.
Work Week Defined: For the purpose of computing overtime, the workweek
for all employees is a seven day period beginning at 12:01 a.m. on each
Saturday and ending at midnight on each Friday night.
b. Exempt employees are not eligible for overtime pay.
2. Time Worked: For purposes of this policy, hours worked includes only those hours in
which the employee performs services authorized by the City.
Time Paid but not Worked: Holidays, Comprehensive Annual Leave, Jury Duty,
Compensatory Time Off and Leave With Pay are not considered time worked for
purposes of this policy.
4. Authorization: All overtime work must be approved in advance by the employeels
supervisor or a management employee.
Ci%y of Te~me~ula - Per'~onn~l Policy - July 25, 1990 46
Subject: Wage Administration
Related Policies:
Performance Reviews
Background:
The City offers competitive salaries for duties performed by City employees. The
ability of the City to pay wages is based upon the continued efficient and effective
delivery of services and available revenues. While each approved classification title has an
approved salary range, the actual salary of each employee within the salary range, is based
upon his/her performance of assigned duties.
Policy:
Salar~ Ranges: Each approved classification title will have an approved salary range
assigned to it.
a. The minimum rate of the salary range will represent the normal starting pay
rate for an employee who is just beginning to perform the duties of the
position.
be
The maximum rate of the salary range will represent the maximum value of
work performed in the classification. The salary of an employee may not
exceed the maximum pay rate for his/her classification unless the employee
has been Y-Rated as explained below.
c. The actual pay rate for each employee will be based upon a review of his/her
performance in relationship to the expectations of his/her supervisor.
d. Recommended adjustments to salary ranges must be submitted to the City
Council for review and approval.
e
Pay Rates: Each employee will be assigned to an approved classification title and
a specific pay rate within the approved salary range for the classification. The City
Manager, or a designee, may approve a starting salary for a new or returning
employee at any rate within the salary range.
City of Temecula - Personnel Policy - July 25, 1990 49