HomeMy WebLinkAbout15 SALARY SUPERVISORY 01-03-05
AGENDA REPORT
Agenda Item
Reviewed:
City Manager .
Finance Director
MEETING DATE: JANUARY 3, 2005
TO: WILLIAM A. HUSTON, CITY MANAGER
FROM: HUMAN RESOURCES DEPARTMENT
SUBJECT: RESOLUTION RELATING TO SALARY AND BENEFITS OF SUPERVISORY
EMPLOYEES
SUMMARY:
Adoption of the attached Resolution will authorize salary and benefit adjustments for
unrepresented City employees designated as "Supervisory" employees consistent with
those salary and benefit parameters and/or adjustments established for other City
employee groups.
RECOMMENDATION:
Adopt Resolution No. 05-11 amending the City's Classification and Compensation
Plans, granting salary and benefit adjustments to the City's unrepresented Supervisory,
classifications.
FISCAL IMPACT:
An approximate cost of $18,000 over the term of the agreement.
BACKGROUND AND DISCUSSION:
The City's Supervisory unit is currently comprised of approximately seven individuals in
non-sworn supervisory classifications in the Police and Recreation departments. This
Resolution also amends the unit to appropriately incorporate the classification of
Accounting Supervisor (previously in the City's management unit) into this unit as its
responsibilities are more supervisory rather than managerial and serves to makes its
overall salary and benefit package more consistent with market survey data for similar
classifications and internal equity considerations.
While most City employees are represented by unions and labor organizations, for
purposes of negotiating changes to wages, hours and working conditions, this unit has no
such representation and relies upon the City Manager to ensure they are compensated in
a fashion equitable to represented bargaining units.
S:\City Council Agenda Items\2005\Agenda Report Supervisory 05.doc
The last Cost of Living Adjustment (COLA) received by employees in these units was in
September, 2002. Last year only equity adjustments were provided.
Resolution 05-11 maintains the direction previously provided by Council for the TMEA unit
by providing a COLA adjustment of 4.5% (equivalent to the increase in the Consumer
Price Index for All Urban Consumers (CPI-U) for the LA, Riverside, Orange County area
for the year ending October, 2004. Also included in this Resolution are equity adjustments
for the classifications of Police Communications Supervisor and Police Records
Supervisor.
The attached Resolution follows the Council direction provided for other units and
maintains consistency in compensation and benefits. We anticipate the costs associated
with the Resolution can be absorbed within current departmental budgets.
Staff believes this Resolution will ensure that our unrepresented "Supervisory"
employees are treated appropriately within the City's organizational structure and are
provided fair and appropriate compensation and benefits in recognition of the duties
performed by these individuals.
Arlene Marks Gibbs, SPHR
Director of Human Resources
Attachment: Resolution 05-11
S:\City Council Agenda Items\2005\Agenda Report Supervisory 05.doc
RESOLUTION NO. 05-11
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TUSTIN RELATING TO COMPENSATION AND BENEFITS
FOR UNREPRESENTED SUPERVISORY EMPLOYEES,
AND SUPERSEDING RESOLUTION NO. 04-22
WHEREAS, the employees covered by this Resolution constitute supervisory
personnel; and
WHEREAS, the City Council has consulted with the City Manager and the Human
Resources Director concerning the proposed employment terms contained herein; and
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Tustin
authorizes staff to implement the provisions of this Resolution and, if necessary, adjust
the Fiscal Year 2005/2006 budget and the City's Classification and Compensation Plans
to reflect the changes approved in this Resolution, and that the wages, hours and
conditions of employment be adopted and set forth as follows:
SECTION 1: BASIC CLASSIFICATION AND COMPENSATION PLANS
There is hereby established a basic compensation for all "Supervisory" employees
of the City of Tustin who are now employed, or will in the future be employed in any of the
classifications of employment listed in this Resolution and its attachments. This
Resolution also incorporates the classification of Accounting Supervisor previously
designated in the City's Management unit.
SECTION 2: SALARY AND WAGE SCHEDULE/ADMINISTRATION
The monthly salaries for employees covered by this Resolution are hereby
incorporated, and listed in Appendix "A". The schedule contains a COLA adjustment of
approximately 4.5% for all unit classifications and equity adjustments for the
classifications of Police Communications Supervisor and Police Records Supervisor
which shall be effective with the pay period beginning December 27,2004..
The attached salary and wage schedules shall constitute the basic compensation
plan consisting of five steps or rates of pay in each range.
For all employees covered by this Resolution, the hourly rate of pay shall be the
monthly rate multiplied by 12 divided by 2080 annual hours.
When a regular unit employee is reduced because the position the employee
occupied is reclassified (resulting in an involuntary demotion), and the salary of the
employee is greater than the maximum rate in the new pay range, the salary of the
employee shall be designated as a Y-rate and shall not change during continuous regular
Resolution No. 05-11
Page 1 of 14
service until the maximum rate in the new pay range exceeds the salary of the employee
or until 26 pay periods have elapsed, whichever is sooner.
SECTION 3: DEFINITION
A "Supervisory" employee is broadly defined as an employee with authority to
hire, transfer, promote, discipline or assign other employees or effectively to
recommend such action and these employees are often excluded from the bargaining
unit of employees whom they supervise and prevented from being represented by the
same organization that represents employees supervised.
SECTION 4: EFFECTIVE DATES
The effective date of each section is January 1, 2005, unless otherwise stated
herein.
SECTION 5: MAINTENANCE OF EXISTING BENEFITS
Except as provided herein, all compensation, hours and other terms and
conditions of employment for "Supervisory" employees shall remain in full force and
effect unless changed subsequent to meetings between the City and representatives of
the "Supervisory" employees and/or by a subsequent Resolution adopted by the City
Council.
SECTION 6: OVERTIME PAY
Unit classifications designated as non-exempt for purposes of the Fair Labor
Standards Act (FLSA), shall receive overtime pay in accordance with the rules which
govern non-exempt employees in the Tustin Municipal Employees Association general
employee bargaining unit (TMEA).
SECTION 7: BILINGUAL PAY
Unit employees shall be eligible to receive an additional $100.00 per month (paid
bi-weekly) if the following conditions are met:
A. The employee must, on a frequent and recurring basis, speak and/or
translate by reading/writing one or more languages other than English in
the performance of his/her public contact duties with the City.
B. The employee must pass a language skills test approved or administered
by the City.
The City Manager, or his designee, may limit the number of employee's eligible based
on the needs of the City.
Resolution No. 05-11
Page 2 of 14
SECTION 8: UNIFORMS
The City will provide a uniform maintenance allowance of two-hundred and fifty
dollars ($250.00) annually for those employees assigned to the Police Department and
who are required by the City to wear a uniform full time. This allowance is paid bi-
weekly over 26 pay-periods.
SECTION 9: COMPENSATORY TIME
Employees will be paid for all compensatory time in December of each year
provided that an employee may retain a maximum of forty (40) hours in his/her account
if notice of such desired retention is submitted to the City.
SECTION 10: REST PERIODS
During each work shift of at least eight (8) hours two (2) fifteen (15) minute rest
periods will be scheduled. The scheduling of rest periods shall be at the discretion of
the employee's supervisor and no compensation will be provided for rest periods not
taken.
SECTION 11: STAND BY/COURT APPEARANCES
Unit employees in the Police Department, assigned to stand-by duty, shall be
compensated at the rate of one (1) hour of straight-time compensation for each eight
(8) hours of such duty. Such compensation on Holidays shall be at the rate of two (2)
hours of straight-time compensation for each eight (8) hours of stand-by duty.
Standby duty for scheduled court appearances on behalf of the City shall be
compensated at a rate of two (2) hours straight time for morning (a.m. hours)
appearances and two (2) hours straight time for afternoon (p.m. hours) appearances.
If a scheduled stand by is canceled and the employee is not advised of the
cancellation before 6:00 p.m. on the day prior to the subpoena date, the employee shall
receive two hours of standby pay. A reasonable effort by the employer (e.g. phone call)
to notify the employee prior to 6:00 p.m. on the day prior, will negate the two hours of
standby pay. Employees who are scheduled for standby shall advise the department of
a telephone number where they can be either reached or a message can be left to
advise them of a cancellation.
SECTION 12: CALL BACK DUTY
Employees shall receive a minimum of two (2) hours overtime compensation
(time and one-half) for any call which requires them to return to duty.
Resolution No. 05-11
Page 3 of 14
SECTION 13: SHIFT DIFFERENTIAL
Any unit employee assigned to the Police Department, and who is assigned on a
regular basis (ten or more continuous working days) to a shift that requires the
employee to work hours after 8:00 p.m. shall receive a shift differential of fifty dollars
($50.00) per pay period. The right to assign and/or reassign an individual to a particular
shift is the sole prerogative of the City. Any such assignment and/or reassignment shall
not be subject to the grievance and/or discipline appeals process.
SECTION 14: GENERAL LEAVE
General Leave with pay shall be granted to each full-time regular and
probationary employee at the rate listed below per year, prorated on a bi-weekly basis
for each bi-weekly pay period in which the employee works, or is utilizing authorized
paid leave time, more than half time.
Periods of Service
0-5 years
6-10 years
Over 10 years
General Leave Hours Per Year
160
208
248
Maximum Accrual
400
520
620
Each January, "Supervisory" employees may be entitled to one additional day (8
hours) of General Leave for satisfactory performance as determined by the
recommendation of his/her Department Head.
Accrual and payout of General Leave is limited to a maximum of two and one
half times the employee's annual accrual entitlement.
Designated regular part-time employees shall be eligible for General Leave
accrual on a pro-rata share based upon allocation (Le. a Yo time employee shall receive
a 50% allocation; a :y. time employee shall receive a 75% allocation).
SECTION 15: TEXTBOOK AND TUITION REIMBURSEMENT
A.
Unit employees, who have completed his/her initial probationary period,
are eligible for reimbursement for up to $1,000 dollars each calendar year
if the employee is attending a community college or $2,000.00 each
calendar year if the employee is attending a four-year college or
university. If an employee attends both a community college, and a four-
year college or university, in a calendar year the maximum reimbursement
shall be $1500.00 per calendar year.
B.
Unit employees will be reimbursed upon receipt by the Human Resources
Department of proof of successful completion of the course (final grade of
"C" or better) and proof that payment of fees has been made. Eligible
expenses eligible for reimbursement include tuition fees, textbooks, lab
Resoiution No. 05-11
Page 4 of 14
fees, or required supplies.
C.
Department Head and Director of Human Resources approval must be
obtained before enrollment in the course. An approved course is one
designated to directly improve the knowledge of the employee relative to
his/her specific job.
D.
Tuition reimbursement shall not be made if the employee is drawing
veteran's education benefits or any other reimbursement for the same
courses.
E.
Designated regular part-time employees shall be eligible for
reimbursement on a pro-rata share based upon allocation (Le. a Yo time
employee shall receive a 50% allocation; a :y. time employee shall receive
a 75% allocation).
SECTION 16: RETIREMENT
A.
The City shall continue to "pick up" and pay on behalf of each regular full
time unit employee the employee's required contribution to the Public
Employees Retirement System (PERS) 2% @ 55 Supplemental or
Modified Formula for Local Miscellaneous Members in the amount equal
to seven percent (7%) of the employee's "compensation earnable".
B.
Designated regular part-time unit employees shall be eligible for
participation in PERS in the same manner as regular full-time employees.
C.
The employee is required to pay the cost of the 1959 Survivor Benefits
Premium.
SECTION 17: SOCIAL SECURITY
In the event the City and its employees are required to participate in the federal
Social Security program, the City shall meet with "Supervisory" employees concerning
implementation of the Social Security program.
SECTION 18: MEDICARE
Unit employees hired by the City on or after April 1, 1986, shall be required to
pay the designated employee contribution to participate in the MediCare Program, and
the City shall be under no obligation to payor "pick up" any such contributions.
In the event unit employees hired prior to April 1, 1986, are required to
participate in MediCare, the City shall meet with unit representatives prior to
implementing this change.
Resolution No. 05-11
Page50f14
In the event the City is given the option to allow individual employees hired prior
to April 1, 1986, to participate in the Medicare program, it shall do so, provided,
however, that any employee who exercises this option shall pay his/her share and the
City's share of Medicare contributions.
SECTION 19: HEALTH INSURANCE/FLEXIBLE BENEFITS PLAN
Each employee with a payroll deduction for medical, dental and/or other eligible
insurance premiums shall have his/her Flexible Benefit Contribution and/or salary
reduced by the amount of those deductions on a before-tax basis.
D.
A.
B.
C.
Resolution No. 05-11
Page 6 of 14
The Flexible Benefits Contribution for eligible "Supervisory" employees
occupying a classification in this unit shall be as follows:
Employee Only
Employee + 1
Dependent
$668
Employee + 2 or more
Dependents
$844
$384
Designated regular part-time unit employees shall be eligible for the
flexible benefit plan contribution on a pro-rata share based upon position
allocation (Le. a Yo time employee shall receive a 50% allocation; a :y. time
employee shall receive a 75% allocation).
The Flexible Benefits contribution consists of mandatory and discretionary
allocations which may be applied to City sponsored programs. This
contribution includes any required City payment towards PERS/PEMCHA
employee medical insurance. Employees may allocate the remaining
amount among the following City sponsored programs:
1.
2.
3.
4.
5.
6.
7.
8.
Medical insurance offered under the
and Hospital Care Act Program.
Dental Insurance
Additional Life Insurance
Vision Insurance
Deferred Compensation
Section125 Programs
Eligible Catastrophic Care Programs
Cash
Public Employees' Medical
Discretionary allocations are to be made in accordance with program/City
requirements including restrictions as to the time when changes may be
made in allocations to the respective programs.
The Flexible Benefits Program is governed by Section 125 of the IRC.
The City retains the right to change administrators. Participation in the
Program is voluntary and such costs as may attend participation are to be
E.
paid by the employee.
Employees who do not elect medical insurance through the program
offered by the City shall receive $300 per month in lieu of the flexible
benefits contribution. As a condition of receiving such amount, the
employee must provide evidence, satisfactory to the City, that he/she has
medical/dental insurance coverage comparable to coverage available
through the City program (see below). Designated regular part-time unit
employees shall be eligible for the in-lieu flexible benefit plan contribution
on a pro-rata share based upon position allocation (Le. a Yo time
employee shall receive a 50% allocation; a :y. time employee shall receive
a 75% allocation).
F.
An employee may "opt-out" of the City's medical and/or dental plan under
these conditions:
1.
The employee must sign a document stating his/her desire to waive
medical or dental insurance.
2.
The employee must provide proof of other coverage, which shall be
confirmed by the City each year prior to open enrollment.
3.
The employee may only re-enroll during a) annual open enrollment
or b) upon loss of coverage in accordance with the underwriting
guidelines for each of the City's health plans. Re-enrollment in
plans may be subject to preexisting conditions, if established by the
provider.
SECTION 20: SHORT/LONG-TERM DISABILITY INSURANCE
A.
The City shall maintain a short/long term disability program providing
eligible employees a benefit of 60% of base salary pre-disability earnings
after a 30 day waiting period. Eligibility for benefits is subject to the
STD/L TD carrier.
B.
All unit employees are required to participate in the program; premiums
are deducted from the employee's pay on an after-tax basis.
C.
In the event an illness or injury is anticipated to exceed 30 days, and such
illnesslinjury is not covered by other provisions of the City's Personnel
Rules, Regulations and/or other policies, the employee is first required to
utilize 80 consecutive hours of his/her general leave or other available
leave during the 30 day period beginning with the first day of the leave. In
the event no leave time is available the employee shall be on leave
without pay.
Resolution No. 05-11
Page7of14
J.
K.
D.
After the employee uses the first 80 leave hours the remainder of the 30
day elimination period for the absence shall be paid by the City at the rate
of 60% of the employees base salary pre-disability earnings. This City
payment is taxable income. The employee may supplement this City
payment with general leave or other available leave to enable him/her to
receive an amount equivalent to no more than 100% of his/her pre-
disability earnings.
E.
In the event the employee is eligible for FMLA, such leave and any
benefits/payment provided hereunder shall not be additional to other
provisions of the MOU or the City's Personnel Rules, Regulations and/or
other policies.
F.
In the event has worked for the City for less than 12 consecutive months
and the employee is not eligible for FMLA, the City's will provide the
employee the same health insurance benefits as provided while working
for a period not to exceed 90 days.
G.
Once the employee is on leave without pay, or the first 80 hours of leave
has passed (whichever occurs first), no general or other leave shall
accrue to the employee.
H.
The employee may supplement the STD/L TD carrier's payment with
general leave or other available leave to enable him/her to receive an
amount equivalent to no more than 100% of his/her pre-disability
earnings.
I.
The employee is responsible for all benefit elections and payments during
his/her leave unless he/she is eligible to opt out of such elections and
chooses to do so. The employee will be provided a form to make such
elections. In the event the employee elects to continue his/her benefit
elections, the employee is required to make timely payment to the City for
such elections (including the cost of the STD/L TD program). In the event
timely payment is not made, the City is authorized to reduce the
employee's general leave and/or other leave accounts, in an amount
equivalent to the premiums owed by the employee. In the event no
general or other leave is available, the City is authorized to cancel the
employee's coverage.
In the event the employee has previously received payment by the City for
the same illness/injury, the employee shall not be eligible for the City's
60% salary continuation nor 90 days of continued medical benefits.
In no event shall an employee receive 90 days of continued CITY PAID
medical benefits more than once in any rolling 12 month period.
Resolution No. 05-11
Page 8 of 14
L.
Should an employee receive 90 days of City paid medical benefits within
the 12 month period prior to being eligible for this benefit pursuant to the
FMLAlCFRA, and is then eligible to receive the benefit pursuant to the
FMLAlCFRA, the employee shall reimburse the City for its' previous
contribution.
SECTION 21: LIFE INSURANCE
The City will provide life insurance on each life of each regular, permanent unit
employee and pay the premiums thereof. The death benefit of said policy shall be the
greater of $50,000or one hundred percent (100%) of the employee's base annual
salary to the nearest multiple of $1,000. The City also provides $1,000 of dependent
life insurance.
Designated regular part-time unit employees shall be eligible for employee life
insurance on a pro-rata share based upon position allocation. The death benefit of said
policy for part-time employees shall be the greater of $25,000 (for 1/2 time) or $37,500
(for 3/4 time).
SECTION 22:
1985
CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT OF
Employees who are allowed to remain on a City health, dental or other insurance
plan following separation from employment pursuant to the Consolidated Omnibus
Budget Reconciliation Act of 1985 (COBRA), may be charged the maximum rate
permissible by law for such coverage (presently 102% of the premium for an active
employee).
SECTION 23: HOLIDAYS
The following days shall be holidays for which all eligible full-time regular and
probationary unit employees will receive compensation either in payor paid time off.
Thanksgiving Day
Day following Thanksgiving Day
New Year's Day
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving Day
January 1
Third Monday in February
Last Monday in May
July 4
First Monday in September
November 11
Resolution No. 05-11
Page 9 of 14
December 24
December 25
Christmas Eve Holiday
Christmas Day
January 31
New Year's Eve Holiday
When a holiday occurs on a Sunday, the following Monday will be observed
instead. When a holiday occurs on a Saturday, the preceding Friday will be observed
instead. When a holiday falls on a Friday that is not a workday the holiday will be
observed on the following Monday. A holiday has a value of nine (9) hours. If an
employee's scheduled day off falls on the day of the holiday, he/she shall receive an
amount of pay equivalent to his/her scheduled work day. For each holiday, full-time
regular and probationary personnel on shifts will receive nine (9) hours of General
Leave for each day or equivalent pay, whichever, in the judgment of the Human
Resources Director, best serves the interest of the City. Full-time regular and
probationary personnel not assigned to shifts will receive paid time off; nine (9) hours
for a day. If a non-shift employee's scheduled day off falls on the day of the holiday, he
shall receive nine (9) hours pay for each day.
If the number of hours paid on a holiday is less than the hours that would be paid
if the employee worked his regular shift, credited compensatory time or general leave
will be used to ensure that hours paid will be equal to what he/she would receive for
his/her regular shift.
In order to be eligible to receive holiday pay, an employee must have worked, or
be deemed to have worked because of a lawful absence, the employee's regularly
scheduled day before and the regularly scheduled day after the holiday.
Should one of the holidays listed above fall during an employee's General Leave
period while an employee is lawfully absent with pay, the employee shall receive
holiday pay and no charge shall be made against the employee's accumulated General
Leave.
Designated regular part-time unit employees shall be eligible for holidays on a
pro-rata share based upon position allocation (Le. a Yo time employee shall receive a
50% allocation; a :y. time employee shall receive a 75% allocation).
On December 1 of each year, regular and promotional probationary unit
employees assigned to the Police Department may request a cash out of his/her
holiday credit for the following year in lieu of having time off. The request may only be
for all cash, all General Leave, or one-half cash/one-half General Leave. This
notification shall be in writing and is irrevocable. Administration of this program shall be
consistent with the program adopted for employees represented by Tustin Police
Support Services Association (TPSSA).
Resolution No. 05-11
Page 10 of 14
SECTION 24: SEPARATION FROM EMPLOYMENT
Unit employees who separate from employment by resignation, layoff or
otherwise, shall be paid the balance of his/her accumulated General Leave credits (to a
maximum of twice the employee's annual accrual entitlement) at the salary rate in effect
on the date of separation. In the case of the employee's death, the balance shall be
paid to the employee's designee or, if none, to the employee's estate.
SECTION 25: SEVERANCE PAY AND ASSISTANCE TO LAYOFFEES
A.
Severance pay of one week per year of service subject to a maximum of 4
weeks pay will be provided to employees who are laid off and not offered
employment through an agreement between a contractor and the City of
Tustin.
B.
Letters of recommendation will be provided for employees whose
performance was satisfactory on the date of their layoff.
C.
Reasonable assistance in locating alternative employment will be provided
for employees who are laid off.
SECTION 26: JURY DUTY
When an employee is duly summoned to jury duty, he/she shall receive his/her
regular pay for any regularly scheduled working hours spent in actual performance of
such service.
Employees who have the option to request call-in juror status shall exercise that
option.
SECTION 27: WORKERS' COMPENSATION PROGRAM
The rules governing Workers' Compensation shall apply to "Supervisory"
employees.
SECTION 28: PAYROLL SYSTEM
The City shall utilize the biweekly pay system. Pay periods shall begin at noon
every other Friday, and end at 11 :59 a.m. on the second Friday (Le., 14 calendar days
later) thereafter. Paydays shall occur on the Friday following the conclusion of each
pay period. The one exception to this is when that Friday is a City holiday; the payday
shall fall on the preceding business day.
Resolution No. 05-11
Page11of14
SECTION 29: ALTERNATE WORK SCHEDULES
Unit employees are eligible for participation in the City's Alternate Work
Schedule program. Such work schedules are subject to the needs of the
department/City.
The City Manager has the authority to implement rules/polices and procedures
for Alternative Work Schedules for "Supervisory" employees.
SECTION 30: RETIREE'S HEALTH INSURANCE
The City will reimburse eligible unit employees up to a maximum of $250.00 per
month for the reimbursement of PERS retiree medical insurance premiums for the
employee and his/her spouse (reimbursement for a spouse is made only if the
employee is also enrolled). Employees are eligible provided they have been
continuously employed by the City of Tustin for five full years and retire and enroll in
health insurance immediately after the conclusion of his/her service with the City of
Tustin. Such reimbursement includes any required contribution made for eligible
retirees under the PERS Public Employees' Medical and Hospital Care Act Program.
SECTION 31: BEREAVEMENT LEAVE
Unit employees are allowed up to three (3) days with pay for the purpose of
bereavement leave in the event of a death in the immediate family. "Immediate Family"
shall be defined as including spouse, mother, father, brother, sister, child, grandparent,
and grandchild of the employee or the employee's spouse. Designated regular part-
time employees shall be eligible for bereavement leave on a pro-rata share based upon
position allocation (Le. a Yo time employee shall receive a 50% allocation; a :y. time
employee shall receive a 75% allocation).
SECTION 32: L TD LEAVE OF ABSENCE
An employee receiving L TD benefits under the City's program may be granted a
leave of absence without pay for the duration of his/her disability subject to a maximum
period of six (6) months.
SECTION 33: FAMILY LEAVE
Consistent with requirements of the State and Federal Family Medical Leave
Act(s), eligible unit employees shall have the right to up to twelve (12) weeks of unpaid
leave for purposes of attending to personal or family illnesses. During the leave,
eligible employees will continue to receive City contributions toward medical benefits.
For all other purposes, State and Federal Family Medical Leave shall be treated the
same as other unpaid leaves of absence.
Resolution No. 05-11
Page 12 of 14
SECTION 34: OTHER LEAVES
The needs of the employee will be considered in the granting of leaves of
absence and unit employees may request a leave of absence without pay to serve as a
volunteer for a certified relief organization.
SECTION 35: LAYOFF POLICY. ASSISTANCE TO LAYOFFEES. AND SEVERANCE
PAY .
Unit employees shall be governed by the same Reductions-in-force or Layoffs
procedures and/or policies as established for general employees.
Passed and adopted at a regular meeting of the Tustin City Council held on the
3rd day of January, 2005.
LOU BONE
Mayor
PAMELA STOKER
City Clerk
STATE OF CALIFORNIA)
COUNTY OF ORANGE) SS
CITY OF TUSTIN )
I, Pamela Stoker, City Clerk and ex-officio Clerk of the City Council of the City of Tustin,
California, do hereby certify that the whole number of the members of the City Council of
the City of Tustin is five; that the above and foregoing Resolution No. 05-11 was duly
passed and adopted at a regular meeting of the Tustin City Council, held on the 3rd day of
January, 2005, by the following vote:
COUNCILMEMBER AYES:
COUNCILMEMBER NOES:
COUNCILMEMBER ABSTAINED:
COUNCILMEMBER ABSENT:
PAMELA STOKER
City Clerk
Resolution No. 05-11
Page 13 of 14
APPENDIX A
SUPERVISORY
SALARY SCHEDULE
(EFFECTIVE DECEMBER 27,2004)
Step Step Step Step Step
Classification Title Range A B C D E
Accounting Supervisor 679 $ 4,782 $ 5,027 $ 5,284 $ 5,555 $ 5,839
Police Communications
Supervisor 672 $ 4,699 $ 4,940 $ 5,193 $ 5,459 $ 5,738
Police Records Supervisor 620 $4,127 $ 4,338 $ 4,560 $ 4,794 $ 5,039
Property & Evidence
Supervisor 603 $ 3,955 $ 4,158 $ 4,371 $ 4,595 $ 4,830
Recreation Coordinator 584 $ 3,772 $ 3,965 $4,168 $ 4,382 $ 4,606
Resolution No. 05-11
Page 14of14