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RESOLUTION NO. 8011
RESOLUTION OF THE COUNCIL OF THE CITY OF
PALO ALTO ADOPTING . A COMPENSATION PLAN FOR
PALO ALTO FIRE CHIEFS' ASSOCIATION MANAGEMENT
PERSONNEL AND RESCINDING RESOLUTION NOS. 7 8 4 8,
7900 AND 7965
The Council of the City of Palo Alto does RESOLVE as
SECTION 1. Pursuant to the provisions of Section 12 of
Article III of the Charter of the City of Palo Alto, the
Compensation Plan, as set forth in Exhibit "A:' attached hereto
and made a part hereof by reference, is hereby adopted for the
Palo Alto Fire Chiefs' Association management personnel
effective retroactively to the pay period including July 1, 1999
through June 30, 2000.
SECTION 2. The Compensation Plan adopted herein shall
be administered by the City Manager in accordance with the Merit
System Rules and Regulations.
SECTION 3. The Compensation Plan shall continue in
effect until amended or revoked by the Council.
SECTION 4. The Director of Administrative Services
hereby is authorized to implement the Compensation Plan adopted
herein in the preparation of forthcoming payrolls.
SECTION 5.
hereby rescinded.
II
II
II
II
II
II
001108 c1 0032399
Resolution Nos. 7848, 7900 and 7965 are
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SECTION 6. The Council finds that this is not a project
under the California Environmental Quality Act and, therefore,
no environmental impact assessment is necessary.
INTRODUCED AND PASSED: November 13, 2000
AYES:
NOES:
ABSENT:
BEECHAM, BURCH,
MOSSAR, OJAKIAN
LYTLE
ABSTENTIONS:
A~~~
City Clerk
APPROVED AS TO FORM:
sknior Asst. City Attorney
001108 cl 0032399
EAKINS, FAZZINO,
APPROVED:
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KLEINBERG, KNISS,
CITY OF PALO ALTO
COMPENSATION PLAN
Fire Chiefs Association
Management Personnel
Effective: Pay period including d-l::l+v--+.,...-..'HH!f-1-
th rough di;l-ffe---Gt\1-;--''H:RI-.
Exhibit 11 A11
COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Fire Chiefs Association Management Personnel
SECTION I. COMPENSATtON
This ·section applies to all regular Fire Chief Association management classifications including
Battalion Chief, Chief Officer-Emergency Operations and Fire Marshall. ·
A Management Compensation Policy
The City's policy for Management Compensation is to establish and maintain a general structure
based on marketplace norms and internal job alignment with broad compensation grades and
ranges. Structures and ranges will be reviewed annually and updated as necessary based on
marketplace survey data, internal rslationships, and City financial conditiqns.
Individual compensation adjustments will be considered by the City Manager based on (1) .
performance factors including achievement of predetermined objectives; (2) pay structure
ac:Jj~stl"l'lents; and (3) City financi~l co~ditions. ·
B: Basic Plan Elements
Structure. The compensation plan includes a pay grade structure for each classification. Each
classification assigned to a pay grade will receive compensation which is no less than 25%
below the control point and no more than 15% above the control point. Actual salary within the
range is determined by performance. The normal working range withi_n which most actual
salaries will fall will be within :±. 5% of the control point.
As needed, the entire pay grade structure may be adjusted or individual classifications may be
reassigned to different pay grades. Such adjustments will only affect the salary administration
framework. · No individual salaries will be aufomatically changed because of structural
adjustments.
Fixed and Varii:ible Compensation. Management compensation includes fixed bi-weekly salary
and Variable Management Compensation (VMC). Fixed bi-weekly salary is paid on a continuing
basis. Variable Management Compensation is a one-time cash award in an amount not to
exceed 15% of the position control point. On a fiscal year basis, the sum of both compensation·
components must fall within pay grade limits of no less than 25% below the control point and no
more than 15% above the control point.
Fixed salary increases may be earned in accordance with administrative guidelines based on
growth within the position and performance which meets or exceeds position standards. In
addition, employees may earn Variable Management Compensation by meeting or exceeding
objectives established under the annual performance planning and appraisal system. Variable
Management Compensation requalification is necessary for each appraisal period.
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Compensation Adjustment Authorization. Each year the City Manager will propose for Council
approval a compensation adjustment authorization which will include amounts sufficient to
implement base pay increases and V~riable Management Compensation.
Performance Planning and Appraisal. Performance planning and appraisal will be conducted at
least annually by the Fire Chief prior to reviewing individual employee fixed and variable
compensation. This process includes both review of previous performance plan and preparation
of the performance plan for the next planning period (usually-the fiscal year). Performance plans
are jointly prepared by the employee and supervisor with the concurrence of the Fire Chief. The
performance plans shall contain measurable objectives which place special emphasis on
position description duties or specific assignments. Progress toward meeting objectives shall be
monitored periodic~lly. At the conclusion of the fiscal year (or revi~w period), supervisors shall
make a final determination of g!3neral performance and performance plan achievement. Such
determinations and recommendations shall be forwarded to the Fire Chief who will then
determine individual fixed and variable compensation adjustments according to the provisions of
the compensation plan. ·
C. Management Compensation Adjustment Authorization
1.---The ·city-Manager-Is authorized -to pay saiaries-in accordance with this plan to
. management employees in an amount not to exceed the aggregate of approved positions
budgeted at the control points indicated in the attached Tables. In addition, for each fiscal
year the City Manager is authorized up to 3% of the management salary and bene.fit
budget for the fiscal year, plus unused Variable Management Compensation funds from
the previous fiscal year to apply toward Variable Management Compensation for individual
management employees who qua_lify under the provisions of this Compensation Plan.
2. Individual managementfixed and variable compensation authorized by the City Manager
under this Compensation Plan may not be less than 25% below nor more than 15% above
the control point for the individual position g~ades authorized in the Tab of this plan.
3. The City Manager is authorized to establish such administrative rules as are necessary to
implement this Compensation Plan _subject to the limitations of the approved compensation
adjustment authodzation and the approved grade and control point structure.
4. In the event a downward adjustment of a position grade assignment indicates a reduction
in the established salary of an individual employee, the City Manager may, if
circumstances warrant, continue the salary for such employee in an amount in excess of
the revised grade limit for a reasonable period of time. Such interim salary rates shall be
defined as "Y-rates." · -
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SECTION·II. SPECIAL COMPENSATION
This section applies to covered classifications as specifically indicated. Eligibility shall be in
conformance with the Merit Rules and Regulations and Administrative Directives issued by the City
Manager for the purposes of clarification and interpretation.
A. Overtime
Effective beginning with the first pay period following City Council approv,al of this Compensation
Plan, employees in the FLSA exempfBatt(ilion Chief classification will b.e paid overtime at the
rate of time and one-half for hours authorized and worked in excess of the work week schedule
(56 hours or 40 hours as scheduled). Shift personnel assigned to overtime relief duty in addition
to their regular 56-hour shift schedule shall receive overtime compensation at a rate of one and
one-half times the employee's basic 56-hour rate for all hours of tbe relief duty shift. Required
off-duty training will be compensated at the rate of one and one-half times the basic 40-hour
rate, and emergency callback will be compensated at the rate of one and one-half times the
basic 40:..hour rate to a maximum of eight hours, and at a rate of one and one-half times the
basic 56-hour rate for those hours in excess of eight hours. All overtime hours must be pre-
authorized by the Fire Chief or designee.·
A. Holidays
Employees assigned to a 56-hour work week schedule will receive 5.75 hours straight time
regular pay per pay period in lieu of holidays to a maximum payment of 149.5 hours per year.
Employees assigned to a 40-hour work week schedule will receive paid holidays in accordance
with Sections 517 and 518 of the Merit System Rules and Regulations.
B. EMT Differential
Effective beginning with the pay period including Januar.y 1, 1999, employees in represented
classific~tions who maintain EMT certification will receive a 2% differential in addition to their base
salary.
D. Uniform Purchase Plan
Uniforms including cleaning will be provided with replacement provisions on an as-needed basis
in conformance with department policy. ·
E. Group Insurance
· 1. Health. Plan
The City shall pay all premium payments on behalf of employees ahd dependents who are
eligible for the employee-selected Public Employees' Medical and Hospital Care Act
(PEMHCA) optional plan.
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a) Retiree Medjcal Provisions
1) Monthly City-paid premium contributions for a retiree-selected PEMHCA optional
plan will be made as provided under the Public Employees' Medical and Hospital
Care Act.
b) Active Employee Domestic Partners
1) Active employee domestic partners who meet the requirements of the City of Palo
Alto Declaration of Domestic Partnership, and are registered with the Human
Resources Department, will be eligible for reimbursement 9f the actual monthly
premium cost of an individual health plan, not to exceed the average monthly
premium cost of individual coverage under the PEMHCA health plans. Evidence of
premium payment will be required with request for· reimbursement.
2. Dental Plan
a) The City shall pay covered plan charges on behalf of all eligible employees and
dependents. The maximum benefits per calendar year shall be $2,000. In addition,
the City will provide 50% of 11Usual, customary and reasonable11 charges up to $1500
lifetime maximum for orthodontic benefits.
b) Dependents will include domestic partners, as defined under Section E. 1. ·b).
3. Basic Life Insurance
The City shall provide a basic life and AD & D insurance plan in an amount equal to the
employee's annual basic comp:ensation (rounded to the next highest $1,000).
4. Long Term Disability Insurance
The City shall provide long term disability insurance with a benefit of 2/3 monthly salary to
a maximum of $6,000. Premiums for salaries between $6,000 and $9,000 per month are
paid by the employee. · ·
5. Vision Care
a) The City shall provide vision care coverage for employee and dependents. Coverage
is 13quivalent to the $20 deductible Vision Services Plan A.
b) Dependents will include domestic partners, as defined under Section E. 1. b).
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F. Management Benefit Program
Specified amounts under this program will be applied on a pro rata basis for employees who are
part time or in a management pay status for less than the full fiscal year..
1. Professional Development -Reimbursement
Reimbursement for authorized self-improvement-activities may be granted each
management employee up to a maxim1:.1m of$ 1 ,000 per fiscal year. The following
· items are eligible for reimbursement:·
a. . Civic and professional association memberships
b. Conference participation and travel expenses
c. Educational programs/fuition reimbursement. The education must maintain or improve
the employee's skills in performing. his or her job, or be necessary to meet the express
requirements ofthe City or the requirements of applicable law. The education towhich
the reimbursement relates must not be part of a program qualifying the employees for
another trade or business; or be necessary to meet the minimum educational
requirements for qualification for employment. ·Permissible educational expenses are
refresher courses, courses dealing with current developments, academic' or vocational
courses, as well as the travel expenses· assoCiated with the courses.
d. Professional and trade journal subscriptions.
e. ·Purchase of job related computer software and hardware.
f. Physician-Prescribed Personal' Health Program as indicated under 3b .of this section.
2. Professional Development Leave
Authorized paid leaves of absence for up to one year wiU be granted in accordance with the
following requirements:
a. Eligibility is subject to a minimum City service requirement of five years.
b. Compensation during the Professional Development Leave shall not exceed 50%
salary and full benefits.
c. When granted a . Professional Development Leave shall require an emplqyee
commitment of at least two-years' service following return from the Leave. To the
eXtent the full two-year commitment is1 not fulfilled, the employee shall re-pay the City a
pro rata amount of the salary paid during the Leave based on the percentage of the
two-year commitment not fulfilled.
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·d. The Professional Development Leave program shall relate to the employee's job
assignment.
e. An employee's job assignment activity shall be adequately covered during his/her
absence with emphasis on the development of subordinates.
f. The leave. of absence period shall be adequately coordinated with departmental
priorities and workload.
g. Professional Development Leaves shall be based on internship exchanges, and/or
loaned executive arrange.merits; scholastic and/or authorship programs; or educational
travel-study plans. ·
Leave of absence schedules will . be apportioned among ali -levels of management
employees arid will be based on an evaluatio·n .. of :each.employee's,performance record.
Each paid sabbaticalleaye_w·ill be. limited to a maximum of one year and not more than two
employees being on leave simultaneously. Sabbatical leaves must be cleared in advance
and approved by the City Manager for his/her subordinates. Professional Development
Leaves granted in excess of 30 days shall be noticed to the Council.
3. Personal Health Program -Physical Fitness
a. Physical fitness medical examinations for all represented employees will be provided
in accordance with Fire Department Physical Fitness Program General Order.
b. Subject to Internal Revenue Service regulations and with the written prescription of a
medical doctor, an employee may be reimbursed for a personal health program as
treatment for a diagnosed injury or illness. This activity will be reimbursed under
F. 1 (f) above. ·
4. Excess Benefit Reimburs·ement
Reimburse~ent for approved excess benefit expenses will.be granted up to a maximum of
$2,200 per fiscal year each for Fire Chiefs Association employees an·d shall
inClude the following benefit items: · ·
a. Life insurance premiums for City .. sponsored plans, subject to federal and state tax
limitations.
b. Excess medical/dental expenses for employee and dependents which are not covered
by existing City-sponsored plans. ·
c.. Excess professional development items which·are otherwise approved, to the extent·
they are not paid or reimbursed under any other plan qf the City.
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d. Dependent care e~penses under the City's Dependent Care Assistance· Program
(DCAP), subject to the following limits: Dependent care expenses wil-l be reimbursed
only to the extent that . the amount of such expenses . reimbursed under ·this
Management Benefit Program, when added to the amount (if any) of annual
dependent care expenses that the participant has elected under the City's Flexible
Benefits Plan, do not exceed the maximum permitted under the DCAP.
1) The annual amount submitted for reimbursement cannot exceed the income of the
lower-paid spouse.
2) The expenses must be employment-related expenses for the care of one or more
dependents who are under 13 years of age and entitled to a dependent deduction
under Internal Revenue Code section 151 (e) or a de.pendent who is phy~ically or
mentally incapable of caring for himself or herself. ·
3) The payments cannot be made to a child under 19 years of age or to a person
claimed as.a dE3.p~ndent.
4) If the services are provided by a-dependent care center, the center must comply
with all state and local laws and must provide care for more than six individuals
(other than a resident of the facility). ·
5) Dependent care expenses not submitted under this section are eligible under the
City Dependent Care Assistance Pl.an (DCAP). However, the maximi.lrn amount
reimbursed under DCAP will be reduced by any amount reimbursed under the.
Exces·s Benefit Plan.
If the full excess benefit reimbursement is not used during the fiscal year, the difference
betw~en the amount used and the maximum_ (or pro rate maximum) may be applied at the
employee's optio'n to deferred compensat_iot:l under the City Plan(s).
Notwithstanding the foregoing, no expense shal_l be reimbursed under this Excess Benefit
Reimbursement program unles~ the payment of such reimbursement will be nontaxa~le to
the recipient under the applicable income tax laws, as they may be in effect from time to
time.
5. Management Annual Leave
Effective with the pay. period including July 1, 1997, at the beginning of each fiscal year
regular management ~mployees will be credited with 64 hours of annual leave which may
be· taken as paid time off, added to vacation accrual (subject to vacation accrual _
limitations), taken as cash or taken as deferred compensation. When time off is taken
under this provision, 40-hour shift Workers will receive one shift off for each 8 hours
charged; 24-hour shift workers will receive one-half shift off for each 8 hours charged.
When pay or deferred compensation is elected under this provision, 56-hour shift workers
will be compensated at the 40-hour rate. Entitlement under this provision will be reduced
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on a prorated basis for part-time status, or according to the number of months in paid
status during the fiscal year. Unused balances as of the end of the fiscal year will be paid
in cash unless a different option as indicated above is elected by the employee.
Management Annual Leave accrual will be discontinued for employees in the Battalion
Chief classification effective June 19, 199~ .
.G. Commute Incentives and Parking
Employees who qualify may voluntarily elect one of the following commute incentives:
Civic Center Parking; Employees assigned to Civic Center and adjacent work locations.
The City will provide a Civic Center Garage parking permit. New employees hired after
June 30, 1994 may initially receive a parking permit for another downtown lot, subject to
the availability of space at the Civic Center Garage.
Public Transit .. The City will provide monthly Commuter Checks worth the value of:
$40 for employees traveling three or more zones on Caltrain;
$40 for employees using the Dumbarton Express, BART, the ACE train or a commuter
highway vehicle;
$35 for employees traveling less than three zones on Caltrain;
$35 for employees using VT A, and other buses.
Th~se vouchers may be used toward the purchase of a monthly transit pass.
Carpool. The City will provide carpool vouchers worth the value of $30 per month to each·
eligible employee in a carpool with two or licensed drivers. These vouchers may be used a
·designated service stations toward the purchase of fuel and other vehicle-related
expenses.
Vanpool Pilot Program. The City will provide Commuter Checks worth the value up to
$60 oftheir share of the vehicle lease cost to each employee voluntarily participating in.the
Vanpool Pilot Program. These vouchers may be used toward payment of the monthly cost.
A review of.the van pool pilot to measure its success will be conducted six months from the
start date to determine_ the program's continuation.
Bicycle. The Citywill provide bicycle vouchers worth the value of $20 per month to eligible
employees who ride a bicycle to work. These vouchers may be used at designated bicycle
shops for related bicycle equipment and expenses.
Walk. The City will provide walker vouchers worth the value of $20 per month to eligible
employees who walk to work. These vouchers may b~ used at designated stores for
·expenses related to walking such as footwear and related accessories. ·
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H. REIMBURSEMENT FOR RELOCATION EXPENSE
Policy Statement
The City of Palo Alto will provide a Basic Relocation Benefits Package for all new management
employees.
Provisions of "Optional Benefits" or portions thereof, are intended only for rare instances and
require the approval ofthe City Manager or designee .. ·
Procedure
Qualifications
In order to qualify for relocation benefits, the following conditions must be met:
1. Actual relocation, or contracts designed to establish a fixed domicile, shall occur within
one year of the initial date of employment.
2. Existing employees promoted to a covered position ar~ not eligible.
3. Record-keeping requirements will parallel those required for expense reimbursement for
travel, confE)rences and meetings. ·
4. Provision of Optional Benefits is contingent upon completion of a minimum of two years'
· City employment unless a longer term is specified. Failure to complete the minimum term
will require repayment of those benefits on a pro-rata basis computed on the actual time of
City service. Acceptance of relocation benefits· by an employee does not ·constitute a
commitment by the City to any minimum term of employment. ·
Basic Package
1. Professional Relocation Counseling -An. agency· designated by the City will provide
relocation information and counseling to the employee. Information to be provided
includes items such as a personalized cost-of-living analysis, home and rental locations,
transportation, weather patterns, schools, recreation, etc.
2. En Route Expenses -Direct common carrier transportation will be provided in full for all
family members~· Automobile expenses are limited to two vehicles at the establ.ished City
rate with a minimum of 350 miles per day to be traveled. Per diem is allowed at
established City rates for employee and spouse/mate and at 50 percent of. the employee
rate for dependents. Travel days allowed are limited to the actual mileage divided by 350
miles per day. Lodging is reimbursed in full on an actual and reasonable basis for all family
members.·
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3. Household Goods Shipment-Full costs will be paid for the shipment of all personal items
normally considered "Household Goods." Items excluded include recreational vehicles,
firewood, building materials; sand, boats, airplanes, and perishable items such as food or
plants. Shipment of up to two automobiles is permitted. Storage of household goods will
be provided for 30 days. ·
Optional Benefits
1. Sale and Purchase Costs -The City will reimburse costs that arise in the sale and/or
purchase of residences including:
a. Real estate commissions on the sale of the former residence up to six (6) percent of
the sales price.
b. The employee's portion of non-recurring closing-costs on both sale and purchase of
residences limited to the following:
Title Insurance Policy and Escrow Fees
Loan and Assumption Fees
· Private Mortgage Insurance .
City and County Transfer Taxes
Tax Service, Notary and Recording Fees
Credit and Appraisal Reports
Property Survey Fees
Inspection Fees
c. "Points" on purchase of residence are specifically excluded.
2. Miscellaneous Expense-The City will reimburse miscellaneous expenses associated with
the relocation. The amount shall not exceed $2,000.
3. Temporary Living Expense -Up to thirty (30) days' temporary living expenses will be
available under the following guidelines:
a. Lodging -100 percent of actual and reasonable costs for all family members.
b. Per Diem-109 percent of the established City rates for employee and spouse/mate,
and 50 percent of the established City rate for dependents for the first 15 days; 50
percent of the established City rate for employee and spouse/mate, and 25 percent of
the established City rate for dependents over the last 15 .days.
c. Car Rental -Up to 30 days for a single vehicle is available until such time as the
employee's personal vehicle becomes available.
4. House Hunting Expense -The City will reimburse expenses for one house hunting trip for
both employee and spouse/mate. The trip shall be limited to ? maximum of seven days;
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TraVel expenses are limited to the lesser of common carrier rates· or the established City
rate for automobile use. Lodging is provided on an actual and reasonable basis~ Per diem
expenses are allowed according to the established City rates. Expenses for children are
not covered.
5; Expenses for Renters -The City may reimburse the following expenses for employees
moving ·from or into rental housing:
. .
a. . Costs arising from the need to break an existing lease up to a total payment of three
times the current monthly rental rate. ·
b. The first and last month's rent .to a maximum of $3,500 on a Palo Alto area rental
accommodation.
Regulations and Guidelines ·
. . .
1. The City Manager, or designated subordinate, will institute and revise internal procedures to
assure the efficient delivery of services to the new employee and minimize costs to the City.
This will include the determiAation of whether direct City payments, advance of funds or
employe·e reimbursement is most appropriate for a given program element or employee.
2. The City Manager, or designated subordinate, will determine the appra·priateness of inclusion of
specific items for reimbursement under this program.
3. Expenses incurred by the employee during relocation which are not covered are:
a. Payments to friends for assistance.
b. Automobile repairs.
c. Costs incurred during the relocation but not directly related to personal transportation or
·forwarding of household belongings, i.e. uninsured losses during transit, entertainment
expenses, etc.
4. Budgeting of all relocation expenses will occur in the Human Resources and Utilities
Departments.
5. Upon approval of the City Manager, provision of benefits· under the section House Hunting
Expenses and Professional Relocation Counseling may be provided before an employee
formally accepts an offer of employment with the City.
I. Retirement
1. . The City shall pay the mandatory nine percent (9%) employee· Public Employees'
Retirement System (PERS) contribution. Such employer paid contributions shall be paid
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by the City in lieu of employee contributions notwithstanding the fact that such employer ·
payment of contributions may be designated as employee contributions for purposes of
PERS.
2. ·Notwithstanding subsection 1. above, upon filing a notfce .of retirement, the 9% City-paid
PI::RS contribution will be converted to a salary adjustment of equal amount on a.one-time
irrevocable basis for the final twelve months immediately prior to retirement. Employee
· PERS contributions shall be made on a tax deferred basis, in accordance with Section
414(h)(2) of the Internal Revenue Code. ·All provisions of this subsection are subject to
and conditioned upon compliance with IRS regulations.
J. Sick Leave Conversion
Management employees hired on or before December 1, 1983 who have 15 or more years of
.continuous service, 600 or more hours of accumulated unused sick leave and otherwise qualify
under Sections 604 and 609 of the Merit System Rules and Regulations, may convert sick leave
hours in excess of 600 to cash or deferred compensation, according to the formula set forth in
Section 609. The maximum amount of such conversion is $2,000 per fiscal year.
K. Meal Allowance
Management employees assigned to attend night meetings are eligible to receive reimbursement
for actual expenses up to the dinner rate limit established in Policy and Procedures 1-2 for out-
of-town meetings. This provision covers only receipted meals actually taken.
L. Vacation
Employees assigned to a 40-hourwork week schedule will accrue vacation at the following rate
for continuous service performed in a pay status.
. .
(a) For employees completing less than four years continuous service the accrual rate shall be
80 hours per year.
(b) l=or employees completing four, but less than nine years continuous serv_ice the accrual
rate shall be 120 hours per year.
(c) For employees completing nine, but less than fourteen years continuous service the
accrual rate shall be 160 hours per year.
(d) For employees completing fourteen, but less than nineteen years continuous service the
accrual rate shall be 180 hours leave per year.
(e) For employees completing nineteen or more years continuous service the accrual rate shall
be 200 hours leave per year. ·
Employees assigned to a 56-hour work week schedule (24-hour shift) will accrue vacation at the
Following· rate for continuous service performed in a pay status.
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A. For employees completing less than four years continuous service, the accrual·rate
shall be five duty shifts per year.
B.. For employees completing four, but less than nine years continuous service, the
accrual rate shall be eight duty shifts per year.
C. For employees completing nine, but less than 14 years continuous serVice, the accrual
rate shall be 10 duty shifts per year.
D. For employees completing 14, but less than 19 years continuous service, the accrual
rate shall be _11 duty shifts per year.
E. For employees completing 19 or more years continuous service, the accrual rate shall
be 12 duty shifts per year.
M. Employee Referral Program
Effective March 8, 1999, the Employe.e Referral Program provides cash award in the amount of
$1500 for the referral, and subsequent hiring, ofqualified candidates for designated positions
which. have been identified as diffic·ult to fill by the Director of Human Resources. ·When a
referral candid~te is hired, the initial award ($750) will appear on the employee's paycheck as
taxable income. The remaining balance ($750) will be credited atth_e successful completion of
the new employee's probationary period, provided that the referring employee and new hire are
still active employees.
N. Backup Child Care
The City of Palo Alto will provide Backup Child Care through a third-party provider, in
accordance with the "City of Palo Al.to Backup Child Care Plan."
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CITY OF PALO ALTO COMPENSATION PLAN
EEFECTNE : JULY 1. 1999
PALO ALTO FIRE CHIEFS ASSOCIATION-40 HOUR RATES
CLASS GRADE
NUM TITLE CODE
066 CHIEF OFF-MEDICAL SVCS 28
BATTALION CHIEF-SHIFT 30
116R BATTALION CHIEF-NON-SHFT 28
191· FIRE MARSHALL 28 ,
066E CHIEF OFF-MEDICAL SVCS-EMT 28
116E BATTALION CHIEF-EMT-SHFT 30
116RE BATTLN CHIEF-EMT-NON SHFT 28
191E FIRE MARSHALL-EMT 28
CONTROL
POINT
7,951
7,572
7,951
7,951
8,110
7,723
8,110
8,110
APPRO X
ANNUAL
95,410
90,875
95,410
95,410
97,323
92,684
97,323
. 97,323
APPRO X
BI"WKLY
3,669.60
3,495.20
3',669.60
3,669.60
3;743.20
3,564.80
3743.20
3,743.20
PAGEl
APPRO X
HRLY
45.87
43.69
45.87
. 45.87
46.79
44.56
46.79
46.79