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HomeMy WebLinkAbout1998-11-23 City Council (12)TO: City of Palo Alto City Manager’s Report HONORABLE CITY COUNCIL 4 FROM:CITY MANAGER DEPARTMENT: HUMAN RESOURCES DATE: SUBJECT: NOVEMBER 23, 1998 cMR:441:98 APPROVAL OF COMPENSATION PLANS AND RESOLUTIONS FOR MANAGEMENT, CONFIDENTIAL, HOURLY AND CLASSIFIED PERSONNEL; AND BUDGET AMENDMENT ORDINANCE FOR $636,000. RECOMMENDATION This report recommends Council approval of the attached resolutions and budget amendment ordinance adopting compensation plans for Management and Confidential personnel, Hourly employees, and a resolution amending the compensation plan for Classified personnel, effective with the pay period including July 1, 1998 through June 30, 1999. Also recommended are two resolutions amending the Merit System Rule.s and Regulations. DISCUSSION Management and Confidential Employees: Effective with the pay period including July 1, 1998, the compensation plan provides for a 4.0 percent control point increases to all Management and Confidential classifications. Under the Management Compensation Plan, control point adjustments are not automatically passed on to employees. Individual salary settingis authorized by department heads according to employee performance. Amendments to the Ma.nagement and Confidential Compensation Plans include modification of language in various sections (full text is attached with changes highlighted); approval of the addition of Public Employees’ Retirement System (PERS) Section 21534, 2% @ age 55 retirement benefit for all non-safety Management and Confidential employees; and control point adjustments to 16 classifications (Attachment A), based upon external agency salary data as well as to maintain appropriate internal differentials. An amendment to the Merit System Rules and Regulations amends the language contained in Chapter 8, Section 803 regarding bereavement leave to allow for the addition of certain relatives. This change will bring the bereavement leave benefit into conformance with the provisions for other employee groups. CMR:441:98 Page 1 of 3 Hourly Employees: The salary ranges for 27 hourly classifications will be increased by 4.0 percent, effective with the pay period including July 1, 1998 in order to maintain these salary ranges in relationship to other compensation plans, Classified Employees: The salary range for one classified personnel classification, Park Maintenance Person - Lead, which was approved by Council on June 22, 1998, CMR:280:98 was inadvertently miscalculated and is corrected in the attached amended Compensation Plan for Classified Personnel. RESOURCE IMPACT The annual cost for the proposed Management and Confidential Compensation Plan increase is $1,815,513. Funding of $1,179,513 is provided in the 1998-99 Budget and the attached Budget Amendment Ordinance (BAO), appropriating an additional $636,000 in the General Fund and various Enterprise Funds. The portion from the General Fund Budget Stabilization Reserve is $334,000. Annual cost for the proposed Hourly Compensation Plan increase is $90,000, and funding is provided for in the 1998-99 Budget. There will be future year ongoing costs to the General Fund of $624,900 and various Enterprise Funds of approximately $319,000. The future year costs to the General Fund are identified on Attachment C,which summarizes the BAOs approved to date in 1998-99 that impact the General Fund Budget Stabilization Reserve. This information is provided to project future resource needs from the General Fund for those programs approved after the adoption of the 1998-99 Budget. POLICY ~LICATIONS The action recommended by this report will put into effect the compensation plan and retirement policy changes previously authorized by the City Council. ENVIRONMENTAL REVIEW This is not a project under the California Environmental Quality Act(CEQA). ATTACHMENTS Attachment A -Special Control Point Adjustments Attachment B -Budget Amendment Ordinance Attachment C-Budget Amendment Ordinances Impacting General Fund Reserves Approved to Date Resolution Adopting a Compensation Plan for Management and Confidential Personnel Resolution Adopting a Compensation Plan for Hourly Employees Resolution Adopting a Compensation Plan for Classified Employees Resolution Amending the Merit System Rules and Regulations CMR:441:98 Page 2 of 3 PREPARED BY: DEPARTMENT HEAD: CITY MANAGER APPROVAL: Susan B. Ryerson, Manager of Employee Relations & Compensation CMR:441:98 Page 3 of 3 SPECIAL ADJUSTMENTS 132 136 077 072 133 904 175 160 086 147. 148 149 165 161 113 174 Assistant Chief of Police Coordinator, P. W. Proj Coordinator, Facilities Proj Director, Community Sves Director, Human Resources Executive Secretary-Conf. Manager, Main Library Sves Manager, Solid Waste Managing Arbofist Police Captain Police Chief Police Lieutenant Superintendent, PW Supervisor, Facilities Mgmt Supervisor, Insp/Surveying Supervisor, Public Works 20 46 41 18 18 8O 37 37 41 24 16 30 37 41 41 41 21 47 42 19 19 81 39 38 42 25 17 31 38 42 42 42 19 23 15 29 20 24 16 30 h:\wpdocs~mgnmtL~peadj 9 8 ..wpd ORDINANCE NO. ORDINANCE OF THE COUNCIL OF THE CITY OF PALO ALTO AMENDING THE BUDGET FOR THE FISCAL YEAR 1998-99 TO PROVIDE AN ADDITIONAL APPROPRIATION OF $636,000 FOR SALARY AND BENEFIT INCREASES RETROACTIVE TO JULY i, 1998 FOR MANAGEMENTAND CONFIDENTIAL EMPLOYEES WHEREAS, pursuant to the provisions of Section 12 of Article III of the Charter of the ~City of Palo Alto, the Council on June 22, 1998 did adopt a budget for fiscal year 1998-99; and WHEREAS, the City Council has authorized salary and benefits adjustments for the Management and Confidential employees for fiscal year 1998-99; and WHEREAS, additional funding of $636,000 is required, in addition to the appropriation included in the 1998-99 Adopted Budget, for such increases; and WHEREAS, the additional appropriation of funds from the General Fund Budget Stabilization Reserve is~a one-time cost. There will be future year General Fund ongoing costs as a result of negotiated salary increases; and .... ~ ~ WHEREAS, City Council authorization is needed to amend the 1998-99 budget as hereinafter set forth. NOW, THEREFORE, the Counci! of the City of Palo Alto does ORDAIN as follows: SECTION i. The sum of Six Hundred Thirty Six Thousand Dollars ($636,000)is hereby appropriated to the salary contingency of the following funds. The amounts so appropriated are transferred from the following reserve funds, which will be reduced by the amount listed: iBudget Stabilization Reserve (General I ~IFund)i ¯$334,000 ~Electric Distribution Rate Stabilization iReserve $108,000 iElectric Supply Rate Stabilization iReserve $27,.000 iGas Distribution Rate Stabilization !Reserve $31,200 iGas Supply Rate Stabilization Reserve $7,800 iRefuse Rate Stabilization Reserve $38,000 IWastewater Collection Rate Stabilization iReserve $26,000 iWastewater Treatment Rate Stabilization !Reserve $42,000 !Water Rate Stabilization Reserve $22 000!, SECTION 2. The appropriation transfers approved by Section 1 will reduce the following reserves: Budget Stabilization Reserve Electric Distribution RSR !Electric Supply RSR !Gas Distribution RSR iGas Supply RSR iRefuse RSR iWastewater Collection RSR iWastewater Treatment RSR !Water RSR From:To: $16,769,974 $8,120,000 $14,560,000 $7,889,000 $8,544,000 $5,971,000 $7,407,000 $3,427,000 $7,502,000 $16,435,974!. $8,012,000 $14,533,000 $7,857,800 $8,536,200 $5,933,000 $7,381,000 $3,385,000S7,48o,ooo SECTION. 3. As specified in Section 2.28.080(a) of the Palo Alto Municipal Code, a two-thirds vote of the City Council is required to adopt this ordinance. SECTION 4. The Council of the City of Palo Alto hereby finds that this is not a project under the California Environmental Quality Act and, therefore, no environmental impact assessment is necessary. .SECTION..5. As provided in Section 2.04.350 of th~i..~alo Alto Municipa! Code, this ordinance shall become effective upon adoption. INTRODUCED AND PASSED: AYES: NOES: ABSTENTIONS: ABSENT: ATTEST:APPROVED: City Clerk Mayor APPROVED AS TO FORM~City Manager Senior Asst. City Attorney Director of Services Administrative Attachment C Budget Amendment Ordinances Impacting General Fund Reserves Approved To Date in 1998.99 Estimated Beginning Budget Stablization Reserve (BSR) Balance $19,050,000 Reduction in Rental Income from Utilities Due to Relocation of Utilities Engineering and Creation of Capital Improvement Project 19921, Relocation / Consolidation of Level A Storage Increase in the City’s Annum Rental Payment to the Palo Alto Unified School District for Lease and Covenant Not to Develop for an Extended Day Care Center at the New Hoover School Site Salary and Benefit Increases Retroactive to May 1, 1998 for ¯ Classified Personnel (SEIU) * Salary and Benefit Increase Retroactive to July 1, 1998 for Police Personnel Addition of Five Full-Time Positions and Associated Resources to the Planning and Community Environment Department Interim Historic Inventory Consultant Interim Historic Regulations Administration Phase 1 - San Francisquito Creek Bank Stabilization and Revegitation Study Reclassification of CDBG Position to Senior Planner Position Acquire Leased Space and Cover Associated Support Costs for a One-Stop Development Center at 285 Hamilton Avenue ¯ Recruitment Assistance Formation of Library Advisory Commission Golf Course Clubhouse and Related Improvements Salary and Benefit Increases Retroactive to July 1, 1998 for Management and Confidential Employees ($231,700)($231,700)($221,000). ($34,792)-. ($34,792)($36,000) ($260,000)($260,000)($702,000). ($182,200)($182,200)($265,000) ($488,364)$300,000 ($188,364) ($437,400):.:($437,400) ($269,600)($269,600) ($112,500)($ t 12,500) ($7,400)($7,400) ($507,000)($507,000) ($60,000)($60,000) ($22,500)($22,500) $33,430 $33,430 ($334,000)($334,000) ($410,743) ($370,000) ($14,280) ($624,900) BSR Balance After BAO’s $16,435,974 * The estimated increase for the SEIU agreement in 1999-2000 is the cumulative increase beyond the 1998-99 Adopted Budget. 11/18/98 RESOLUTION NO. RESOLUTION OFT HE COUNCIL OFT HE CITY OF PALO ALTO ADOPTING A COMPENSATION PLAN FOR MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL APPOINTED OFFICERS AND RESCINDING RESOLUTION NOS. 7713, 7729, 7744, 7751, 7771, 7792 AND 7797 The Council of the City of Palo Alto does RESOLVE as follows: ~~_i. 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 management and confidential personnel and Council appointed officers effective retroactive to the pay period including July i, 1998. ~E~LT!4~[_~. The Compensation Plan as adopted herein shall be administered by the City Manager in accordance with the Merit System Rules and Regulations. SY~CY~T~_~. The Compensation Plan shall continue in effect until amended or revoked by the Council. ~=~7.Q~_~. The Director of Administrative Services hereby is authorized to implementthe Compensation Plan adopted herein in his preparation of forthcontingpayrolls. Heis further authorized to make changes in the titles of employee classifications identified in the Table of Authorized Personnel contained in the 1998-99 budget, if such titles have been changed in the Compensation Plan. ~~_~. Resolution Nos. 7713, 7729, 7744, 7751, 7771, 7792 and 7797 are hereby rescinded. // // // // // // // // // 981117 lac: 0032076 1 ~C~Q~[_~. 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 : AYES : NOES : ABSENT: ABSTENTIONS : ATTEST:APPROVED: City Clerk Mayor APPROVED AS TO FORM: Senior Asst. City Attorney City Manager Director of Human Resources Director of Administrative Services 981117 la~ 0032076 2 EXHIBIT A CITY OF PALO ALTO COMPENSATION PLAN Management and Confidential Personnel And C~uncil Appo,intees Effective:. -Pay period including July 1, 1998 through June 30, 1999 COMPENSATION PLAN FOR THE CITY OF PALO ALTO Management and Confidential Personnel SECTION I. COMPENSATION This section applies to all regular management and confidential positions except Council Members and Council-appointed officers. Notwithstanding this exception, the Council may authorize Variable Management Compensation for Council-appointed officers. Each Council-appointed officer shall be the responsible decision-maker under thisPlan for those employees in departments under his/her control. Ao Management and Confidential Compensation Policy The City’s policy for management and confidential 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 relationships, and City financial conditions. Individual compensation adjustments will be considered by the Council-appointed officer based on (1) performance factors including achievement of predetermined objectives; (2) pay structure adjustments; and (3) City financial conditions. Basic Plan Element~ Structure. The compensation plan includes separate multi-grade structures for both management and confidential employees. Each grade will have a control point which is used for budgetary purposes. All management and confidential positions will be assigned an appropriate pay grade based on salary survey data and internal relationships. All positions 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 within which most actual salaries will fall will be within _+ 5% of the control point. As needed competitive marketplace studies will be made of 10-15 agencies similar to Palo Alto in number of employees, population and services provided. These studies will focus on general salary trends for groups of management positions such as first line supervisors, administrative, confidential, professional and top management. Periodically, studies will more specifically include position-by-position comparisons using ~marketplace and internal relationship data. Depending on the results of these studies, the entire pay grade structure may be adjusted or individual positions may be reassigned to different pay grades. Such adjustments will only affect the salary administration framework. No individual salaries will be automatically changed because of structural adjustments. Fixed and Variable Compensation. Management compensation includes fixed bi-weekly salary and Variable Management Compensation (VMC). Fixed bi-weekly salary is paid on a continuing COMPENSATION PLAN MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL-APPOINTEES Page 2 basis. Variable Management Compensation is a one-time cash award in an amount.pot 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 po!nt. 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. Compensation Ad!ustment Authodz6tion. Each year the City Manager will propose for Council approval a compensation adjustment authorization incorporating the requests of each Council- appointed officer which will include amounts sufficient to implement base pay increases and Variable Management Compensation. The compensation adjustment authorization will be based on the following factors: competitive market, changes in internal position relationships, and the City’s ability to pay. Performance Planning and Appraisal. Performance planning and appraisal will be conducted at least annually by the Council-appointed officers and department heads 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 department head or Council-appointed officer. 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 periodically. At the conclusion of the fiscal year (or review pedod), supervisors shall make a final determination of general performance and performance plan achievement. Such determinations and recommendations shall be forwarded to department heads or council-appointed officers Who will then determine individual fixed and variable compensation adjustments according to the provisions of the compensation plan. C.Management and Confidential Compensation Ad_iustment Authorization Council-appointed officers are authorized to pay salaries in accordance with this plan to non-Council-appointed management and confidential employees in an amount not to exceed the aggregate of approved management.and confidential positions budgeted at the control points indicated in the attached Tables for fiscal year 19~~. In addition, for fiscal year 19~~ Council-appointed officers in aggregate are authorized up to 3% of the management and confidential salary and benefit budget for the fiscal year, plus unused Variable Management Compensation funds from the previous fiscal year to apply toward Variable Management Compensation for individual ~nanagement and confidential employees who qualify under the provisions of this Management and Confidential Compensation Plan. COMPENSATION PLAN MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL-APPOINTEES Page 3 o Individual management and confidential fixed and vadable compensation authorized by a Council-appointed officer under the Management and Confidential Compensation Plan may not be less than 25% below nor more than 15% above the control point for the individual position grades authorized in Table I of this plan. The Council-appointed officers are authorized to establish such administrative rules as are necessary to implement the Management and Confidential Salary Plan subject to the limitations of the approved compensation adjustment authorization and the approved grade and control point structure° o SECTION In the event a downward adjustment of a position grade assignment indicates a reduction in the established salary of an individual employee, the Council-appointed Officer 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 definedas "Y-rates." II.SPECIAL COMPENSATION This section applies to all eligible regular management and confidential positions except as otherwise 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. Working Out of Classification, In-Lieu Holiday Ray Compensation for overtime work, and scheduled work on paid holidays for certain designated non-exempt employees shall be in conformance with the Merit Rules and Regulations and Policies and Procedures. Overtime eligible employees shall be paid at the rate of time and one- half times the employees’ basic hourly salary unless called out for an emergency arising out of situations involving real or potential loss of service, property or personal danger, in which case additional pay will be at the rate of two times the employees’ basic hourly salary. Where management employees, on a temporary basis, are assigned to perform all significant duties of a higher classification, the City Manager may authorize payment within the range of the higher classification. B. Stand-by Pay Employees eligible for overtime may be entitled to stand-by pay, approved by the City Manager on a case by case basis, in extreme circumstances involving unavailiability of non-management staff. Compensation is as follows:. Monday through Friday Saturday, Sunday, Holidays $38 per day $56 per day COMPENSATION PLAN MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL-APPOINTEES Page 4 C. Night Shift Premium Night shift differential shall be paid at the rate of 5% to regular full-time employees who are regularly assigned to shift work between 6:00 p.m. and 8:00 a.m. Night shift premium will not be paid for overtime hours worked or to Fire personnel assigned to shift duty. D. Uniform Pur~:hase Plan -Swom Police and Fire Personnel Uniforms including cleaning will be provided with replacement provisions on an as-needed basis in conformance with department policy. So GrouD Insurance 1. Health Plan The City shall pay all premium payments on behalf of employees and dependents who are eligible for the employee-selected Public Employees’ Medical and Hospital Care Act (PEMHCA) optional plan. a) Retiree Medical 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 Domesti(;: Partner~ 1)Effective July 1, 1996, 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 of 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 "usual, customary and reasonable" charges up to $1500 lifetime maximum for orthodontic benefits. b)Effective July 1, 1996, dependents will include domestic partners, as defined under Section E. 1. b). COMPENSATION PLAN MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL-APPOINTEES Page 5 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 compensation (rounded to the next highest $1,000). 4. Long Term Disability_ Insurance The City shall provide long term disability insurance with a benefit of 213 monthly salary to a maximum of $6,000. Premiums for salaries between $6,000 and $9,000 per month are paid by the employee. Vision Care a) B b) The City shall provide vision care coverage for employee and dependents. Coverage is equivalent to the $20 deductible Vision Services Plan A. Effective July 1, 1996, dependents will include domestic partners, as defined under Section E. 1. b). Police De.~artment - Personnel Development Program Pursuant to administrative rules governing eligibility and qualification, the following, may be granted to sworn police personnel: P.O.S.T. Intermediate Certificate: P.O.S.T. Advanced Certificate: 5% above base salary 7 1/2% above base salary Management Benefit Program All City staff management and confidential employees are eligible for Sections 1, 2, 3, 4 and 5 of the Management Benefit Program. City Council Members are eligible for Section 3a only. Specified amounts under this program will be applied on a pro rata basis for employees who are part time or in a management or confidential pay status for less than the full fiscal year. 1.Professional Develooment,~: Reimbursement Reimbursement for authorized self-improvement activities may be granted each management employee up to a maximum of $1,000 per fiscal year. The following items .are.eligible for reimbursement: a. Civic and professional association memberships COMPENSATION PLAN MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL-APPOINTEES Page 6 b.Conference participation and travel expenses Educational programs/tuition 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 of the City or the requirements of applicable law. The education to which 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.Physician-prescribed personal health program as indicated under 3b of this section. f.Purchase of job related computer softwear and hardware to a maximum of per fiscal year to be charged against the $1,000 professional development benefit. Professional Develo.oment Leave Authorized paid leaves of absence for up to one year will 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. When granted a Professional Development Leave shall require an employee commitment of at least two-years’ service following return from the Leave. To the extent the full two-year commitment is 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. d= eo The Professional Development Leave program shall relate to the employee’s job assignment. An employee’s job assignment activity shall be adequately covered dudng his/her absence with emphasis on the development of subordinates. The leave of absence period shall be adequately coordinated with departmental priorities and workload. COMPENSATION PLAN MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL-APPOINTEES Page 7 g. Professional Development Leaves shall be based on internship exchanges, and/or loaned executive arrangements; scholastic and/or authorship programs; or educational travel-study plans. Leave of absence schedules will be apportioned among all levels of management and confidential employees and will be based on an evaluation of each employee’s performance record. Each paid sabbatical leave will 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 a Council-appoi.nted officer for his/her subordinates. Professional Development Leaves granted in excess of 30 days shall be noticed to the Council. 3. Personal Health Program - Physical Fitne~ a.All management and confidential employees are eligible to receive periodic physical examinations in accordance with administrative procedures. Subject to Intemal 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 G. l(e) above. Excess Benefit Reimbursement Reimbursement for approved excess benefit expenses will be granted up to a maximum of $2,200, per fiscal year each for management and confidential employees and shall include the following benefit items:. a.Life insurance premiums for City-sponsored plans, subject to federal and state tax limitations. C= Excess medical/dental expenses for employee and dependents which are not covered by existing City-sponsored plans. Excess professional development items which are otherwise approved, to the extent they are not paid or reimbursed under any other plan of the City. Dependent care expenses under the City’s Dependent Care Assistance Program ("DCAP"), subject to the following limits: Dependent care expenses will 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. COMPENSATION PLAN MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL-APPOINTEES Page 8 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 dependent who is physically or mentally incapable of cadng 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 dependent. 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 Plan (DCAP). However, the maximum amount reimbursed under DCAP will be reduced by any amount reimbursed under the Excess Benefit Plan. If the full excess benefit reimbursement is not used during the fiscal year, the difference between the amount used and the maximum (or pro rate maximum) may be applied at the employee’s option to deferred compensation under the City Plan(s). Notwithstanding the foregoing, no expense shall be reimbursed under this Excess Benefit Reimbursement program unless the payment of such reimbursement will be nontaxable to the recipient under the applicable income tax laws, as they may be in effect from time to time. o ,Management Annual Leave At the beginning of each fiscal year regular management and confidential employees 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, 10-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. Entitlement under this provision will be reduced 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. COMPENSATION PLAN MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL-APPOINTEES Page 9 H.Automobile I~-xpense Allowance For those employees whose duties require exclusive use of a City automobile, the City Manager (or in the case of Council-appointed officers, the City Council) may authorize payment of $300 per month in lieu thereof. I. 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 July 1, 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 to $20. These vouchers may be used toward the purchase of a monthly transit pass. Carpool. The City will provide carpool vouchers worth the value of $20 per month to each eligible employee in a carpool with .two or more people. These vouchers may be used a designated service stations toward the purchase of fuel and other, vehicle-related expenses. Bicycle. The City will 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 be used at designated stores for expenses related to walking such as footwear and related accessories. Expense Allowance Per Pay Pedod Per Month (A.~prox.) Mayor $69.23 $150.00 Vice Mayor $46.15 $100.00. K.REIMBURSEMENT FOR RELOCATION EXPENSE COMPENSATION PLAN MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL-APPOINTEES Page 10 Policy Statement The City of Palo Alto will provide a Basic Relocation Benefits Package for all new management employees. In addition, upon the approval of the City Manager or designated subordinate, Relocation Benefits will be available to non-management positions. Provisions of "Optional Benefits" or portions thereof, are intended only for rare instances and require the approval of the City Manager or designee, or for Council-appointed officers, the City Council. 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 are not eligible. Record-keeping requirements will parallel those required for expense reimbursement for travel, conferences and meetings. Provision of ODtional Benefits is contingent upon completion of a minimum of two years’ City employment unless a longer term is specified. Provision of Additional Relocation Benefits for CounciI-ADDointed Officers. Assistant City_ Manager and De.Dartment Heads is contingent upon completion of a minimum of five years’ City employment. 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 Professional Relocation Counseling - An agency designated by the City will provide relocation information and counselling 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. = En Route ExDense~ - Direct common carder transportation will be provided in full for all family members. Automobile expenses are limited to two vehicles at the established 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 COMPENSATION PLAN MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL-APPOINTEES Page 11 miles per day. Lodging is reimbursed .in full on an actual and reasonable basis for all family members. = 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 (;0STY, - 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. 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. Miscellaneous Expen$~ - The City will reimburse miscellaneous expenses associated with the relocation. The amount shall not exceed $2,000. Temporary_ Living Expense - Up to thirty (30) days’ temporary living expenses will be available under the following guidelines: Lodging - 100 percent of actual and reasonable costs for all family members. Per Diem - 100 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. COMPENSATION PLAN MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL-APPOINTEES Page 12 c.Car Rental - Up to 30 days for a single vehicle is available until such time as the employee’s personal vehicle becomes available. 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 a maximum of seven days. Travel expenses are limited to the lesser of common carder rates or the established City rate for automobile use. Lodging is provided on an actual and reasonable basis. Per diem expenses are all6wed according to the established City rates. Expenses for Children are not covered. 5. Ex.~enses 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. Additional Relocation Benefits for Coun¢iI-App0inted Officers, Assistant City. Manager and...Department As part of an employment offer, additional relocation benefits may be authorized by the City Council for Council-appointed officers or the City Manager, Assistant City Manager or department heads. If consideration for additional benefits is requested by a final candidate, the City will provide the candidate through an agency designated by the City, a pre-hire relocation assistance analysis. This analysis will include: An assessment of the value of the home in the existing location and an estimate of the proceeds that the candidate will realize from the sale, an analysis and recommendations of the new home purchase or rental, loan assistance options and their cost to the City, and area counseling as provided for in Item 4. of the Basic Package. Once this analysis is complete, the appointing authority willdesign a relocation assistance package based upon the individual’s needs and circumstances, and the recommendations from the Pre-Hire Analysis. The program may consist of any of the elements from the Basic Package and/or the Optional Benefits as well as those described below. All direct City loans are subject to City Council authorization. Marketing Management Program - If mutually agreed upon by both parties, the new CAO/Assistant City Manager/department head may work with an agency designated by the City to market his/her home in the old location through a "Marketing Management Program". The purpose of this program is to provide the City and the new official with a realistic projection of the funds that will be available for housing in the new location and to expedite the sale of the house in the old location. COMPENSATION PLAN -MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL-APPOINTEES Page 13 IDirect City. Loans - The City may extend mortgage loans to new CAO/Assistant City Manager/department heads as part of a relocation assistance package. The two loan options are: ao Adjustable Rate Mortgage - This loan may be secured by a first or second deed of trust and may be fully amortized or for interest only. The interest rate will be set at 1/4 percent above the City’s earning rate on its investment portfolio and will be adjusted annually. The term of the loan will be set by the City Council for a pedod not to exceed 15 years, but will be due and payable within six months of termination of employment for whatever reason. Shared Appreciation Loan - This loan may be secured by a first or second deed of trust and may be fully amortized or for interest only. The interest rate is set at five (5) percent. Additionally, the CAO/Assistant City Manageddepartment head is required to pay deferred interest equal to a portion of the future appreciation. That portion is determined by the proportion of the original City loan to the odginal house pdce. For example, if the City provided a loan amounting to 40 percent of the value of the home purchased, the employee would be required to pay 40 percent of net appreciation, if any, as deferred interest on the loan (net appreciation means appreciation after selling costs are deducted from sales pdce). The term of the loan will be set by the City Council for a pedod not to exceed 15 years, but will be due and payable within six months of termination of employment for whatever reason. Location of Property - To qualify for a Direct City Loan, the home being, purchased must be located within a twenty-mile radius of the Civic Center, excluding property west of Skyline Boulevard (Highway 35). Loan Limits - Direct City Loans cannot exceed four times the annual salary of the lendeelemployee. Short Term Interest Buy-Down - The City may pay a portion of the interest for the first three years on a loan obtained by the CAO/Assistant City Managerldepartment head from a commercial lender. The City’s portion of this "buy-down" is greatest in the first year and declines by 50 percent the second and third year with the lendee paying the full interest rate on the loan beginning with the fourth year. The "buy-down" for the first year will be 2 percent, unless otherwise determined by City Council. Additional Purchase Costs - For Ch, O/Assistant City Manager/department heads only, "points" on the purchase of a new residence are eligible for inclusion in this program. .Rental Subsidy - If it is. determined that by choice, or for whatever reason, the new CAO/Assistant City Manager/department head will be a long-term renter, the City may provide rental subsidies up to a maximum of $500/month for 48 months. COMPENSATION PLAN MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL-APPOINTEES Page 14 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 determination of whether direct City payments, advance of funds or employee reimbursement is most appropriate for a given program element or employee. 2.The City Manager, or designated subordinate, will determine the appropriateness 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. o co 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. Budgeting of all relocation expenses will occur in the Human-Resources and Utilities Departments. o Upon approval of the City Manager, provision of benefits under the section House Hunting Expenses and Professional Relocation Counselling may be provided before an employee formally accepts an offer of employment with the City. L. Retirement The City shall pay the mandatory seven percent (7%) employee Public Employees’ Retirement System (PERS) contribution. Such employer paid contributions shall be paid 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. This provision shall apply to Council-appointed officers and all regular management and confidential employees, except that for sworn police and fire management employees the City shall pay the mandatory nine percent (9%) of the employee’s PERS contribution. Notwithstanding subsection 1. above, upon filing a notice of retirement, the 7% City-paid PERS contribution (9% for sworn police and fire management personnel) 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. COMPENSATION PLAN MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL-APPOINTEES Page 15 All provisions of this subsection are subject to and conditioned upon compliance with IRS regulations. M..~;ick 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. N. 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. Oo Vacation Vacation will be accrued when an employee is in pay status and will be credited on a bi-weekly basis. Such accrual and credit may not exceed three times the annual rate of accrual. Each eligible employee shall accrue vacation at the following rate for continuous service performed in pay status: (a)Less than four years. For employees completing less than four years continuous service: two calendar weeks vacation leave per yea ~O (b)Four. but less than nine years. For employees completing four, but not more than nine years continuous service: three calendar weeks vacation per year. (c)Nine. but less than fourteen, years. For employees completing nine, but not more than fourteen years continuous service; 160 hours vacation per year. (d) (e) Fourteen. but less ..than nineteen years. For employees completing fourteen, but not more than nineteen years continuous service; 180 hours vacation leave per year. Nineteen or more years. For employees completing nineteen or more years continuous service; 200 hours vacation leave per year. o 0 z Z N z 0 0 o z z z0 0 z z o o o I,i,I o 0 Z z o ZZ RESOLUTION NO. RESOLUTION 0FTHE COUNCIL OF THE CITY OF PALOALTO ADOPTING A COMPENSATION PLAN FOR HOURLY PERSONNEL AND RESCINDING RESOLUTION NOS. 7714 AND 7750 The Council of the City of Palo Alto does RESOLVE as follows:- ~.~l~_l, Pursuant to the provisions of Section 12 of Article III of the Charter of the City of Palo Alto, the Compensa- tion Plan, as set forth in Exhibit "A" attached hereto and made a part hereof by reference, is hereby adopted for hourly personnel effective retroactive to the pay period including July I~ 1998. S2~_~Q~_~. The Compensation Plan adopted herein shall be administered by the City Manager in accordance with the .Merit System Rules and Regulations. S2~Q~_/. The Compensation Plan shall continue in effect until amended or revoked by the Council. S~Y~_~. The Director of Administrative Services hereby is authorized to implement the Compensation Plan adopted herein in his preparation of forthcomingpayrolls. He is further authorized to make changes in the titles of employee classifications identi- fied in the Table of Authorized Personnel contained in the 1998-99 budget if such titles have been changed in the Compensation Plan. rescinded. Resolution Nos. 7714 and 7750 are hereby II II II II II II II II II II II II 981117 la~ 0032075 1 ~E!IT_~g__~. 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 : AYES : NOES : ABSENT: ABSTENTIONS : ATTEST:APPROVED : City Clerk Mayor APPROVED AS TO FORM: Senior Asst. City Attorney City Manager Director of Human Resources Director of Administrative Services 9g1117 lac 0032075 2 EXHIBIT A CITY OF PALO ALTO COMPENSATION PLAN Hourly Employees Effective:Pay period including July 1, 1998 through June 30, 1999 COMPENSATION PLAN FOR THE CITY OF PALO ALTO HOUHy EmPloyees SECTION !,... DE[FINITION$ Houdy Employee: An employee working full time or part time on a temporary basis, or an employee working a limited number of hours on an ongoing basis. SECTION I1. SALARY AND (~LA$$1FI(~ATIONS It is the intent of the City of Palo Alto to compensate houdy employees at a rate of pay similar to that of regular employees performing like work. Houdy employees are to be hired within the classification framework, as presented in the attached pay plan, that is closest to a corresponding regular classification in both level of work performed and rate of pay. Should an hourly employee be required to take on added duties above the level of those originally required when first hired, the employee is to be reclassified into a new classification and pay rate which most adequately corresponds to the new duties. Conversely, if the employee is required to perform at a substantially lower level, the employee is to be reclassified into a corresponding lower level classification at a lower level of pay. - SE(~TION !11. SPECIAL COMPENSATION A.Holiday Pay Hourly employees are eligible to receive holiday pay only if hours worked during the pay period when the holiday occurs plus the holiday (8 hours each) total 80 or more hours. B. Paid L~aves Hourly employees are not eligible for any paid leaves. C.Overtime Pay Unless designated by the Director of Human Resources as exempt from the provisions of the Fair Labor Standards Act, .hourly employees are eligible for overtime premium pay at time and one-half when required to work more than a standard 40 hour week (for example: 8 hours/five day week; 9 hours/four and one-half day week or other predetermined and pre-approved work schedule) or on an official City holiday. The City Council may from time to time grant additional special compensation to an individual employee as reflected in the attached Exhibit =A", which is made a part of this plan. SECTION IV, TERM OF EMPLOYMENT The employment term for all hourly employees shall be limited to less than 1000 hours during any fiscal year. SECTION V. REVIEW AND SALARY INCREASES Performance Review~ Hourly employees, with the exception of the Recreation Department classifications, are to be given a performance review after 350 hours, or six months, whichever occurs first, from date of hire and annually thereafter. Continued improvement and efficient and effective service will warrant a salary step increase. Recreation Leaders will be eligible for consideration for a pay increase upon completion of a minimum of 300 hours of work and a satisfactory performance evaluation completed by the employee’s supervisor. Subsequent salary reviews are generally conducted annually; salary increases are not granted automatically and will depend upon demonstrated satisfactory job performance. Starting Salary_ and Increment Approval. All starting levels and increments must be approved by the Director of Recreation and Open Space: Salary_ Increases The salary, increase is based upon a review and evaluation of the employee’s job performance. The employee must receive at least a satisfactory rating in order to be considered for a salary increase. The maximum number of salary increases an hourly employee may receive in any one twelve-month working period is limited to two (2), regardless of total number of hours accumulated. Exceptional Leadership Ability and Job Performance Upon written justification and departmental and Human Resources Department approval, an individual who demonstrates EXCEPTIONAL leadership ability and job performance may be given a medt raise before meeting time reauirements, if he/she displays outstanding job performance. D=Em.Dloyment Records 1.Employment records for hourly employees are audited annually on or about January first; those who have not worked during the preceding calendar year are considered as terminated. HOURLY CLASSIFICATION DEFINITIONS ADMINISTRATIVE, PROFESSIONAL AND MANAGERIAL Ma.nagement S.Decialist: Professional I: May perform work associated or equal in complexity with responsible City managerial or staff positions. Compensation to be determined according to tasks assigned and qualifications required. Performs work at the level normally associated with that of consultants, instructors, and research personnel where a specialized skill or expert knowledge is required. Professional I1:Performs work in an assignment requiring specialized knowledge in a professional field of endeavor. This level normally requires a college education with some experience but not at the level expected for the Professional I classification. Administrative Asst I:Performs analytical studies or undertakes a vadety of projects whereby previous work experience is required. Normally requires a college education and experience in the field for which the individual is to be utilized. Administrative Asst I1: Coordinator Aide: Performs work in an assignment normally associated with that of a college student or graduate with a minimum of work experiences; generally an entry level position. Performs work in support of program or facility operations. Entry level or training position with no previous experience required. CLERICAL Clerk~:Performs general office work which includes tasks that require use of independent judgment. May coordinate activities, work with public, write and-type basic reports. Requires experience in administrative/clerical areas. Clerk !1: Library Page: Performs office work of a routine nature. greet the public, answer telephones. experience. May type from drafts, file, Requires little pdor office Under supervision, shelves books and performs other related library duties of a simple nature. Requires no previous experience. (Usually high school students.) MAINTENANCE AND CRAFTS Skilled Laborer: Laborerl: Performs maintenance tasks that usually require use of automated and/or technical equipment. Requires pdor training and experience in area assigned and valid California ddver’s license. Performs laboring maintenance typically in parks or streets. May direct work of other employees. Requires prior maintenance experience, knowledge of power equipment and valid California ddver’s license. Labomr!l: Laborer II1: TECHNICAL Technician I: Technician I1: Technical Asst I: Technical A88t !!: Performs routine maintenance utilizing hand tools. Requires the physical ability to perform tasks utilizing dexterity. Position~ for individual who has had some exposure to outdoor maintenance. Duties are of routine nature. Individual works closely with an assigned person(s) to gain skill. Requires some prior experience. Includes such work as performed by advanced draftspersons and apprentice electricians. Classification may also be used for individuals involved in conducting surveys, opinion polls, and other data collection assignments where analysis of data may be required. Performs less advanced technical work than that of the Technician I class. Normally requires some specialized skills such as drafting, electronics, building maintenance, crafts, etc. Performs entry level technical skills requiring the ability to master the use of specialized tools and techniques. A trainee position to gain experience and exposure in the technical function normally associated with Social Services and the Arts. RECREATION Recreation Leaders ¯ Recreation Trainee: ¯ Recreation Leader I: ¯Recreation Leader I1: ¯Recreation Leader IIh .Ao.uatics Specialist ¯ Lifeguard: ¯Water Safety Instructor . Assistant Pool ¯ Pool Manager DI~FINITION$: Leadership: Non-Leadership: POLICE RESERVES ¯ Police Reserve h ¯ Police Reserve I1: Individuals involved in a department training program. Individuals with less than 500 hours of recreation leadership experience. Individuals with more than 500 hours of leadership experience. Individuals with 1000 hours leadership experience who organize and/or instruct class-type programs. Individuals with up to two years of experience supervising swimming activities. Individuals with more than two years of experience. supervising swimming activities. Individuals who assist in developing and organizing swimming programs. Manager Individuals who plan and coordinate swimming programs. Defined as work experience in a paid or voluntary capacity, in which an individual is directly responsible for planning, organizing, teaching, leading, or conducting recreational activities in a face-to- face relationship¯ Defined as facility attendant (i.e., parks, fields, gyms), facility maintenance, office work, cashier (exception, Rinconada Pool). Reserve officer who has received requisite level of training to. operate in a solo capacity. Reserve officer who must be accompanied by a regular sworn officer or a Police Reserve I in performance of duties¯ z o ~U _j ,-~0 z RESOLUTION NO. RESOLUTION OF THE COUNCIL OF THE CITY OF PALOALTO AMENDING THE COMPENSATION PLAN FOR CLASSIFIED ~PERSONNEL (SEIU) ADOPTED BYRESOLUTION NO. 7782 TO CHANGE CERTAIN SALARIES AND CLASSIFICATIONS The Council of the City of Palo Alto does hereby RESOLVE as follows: SE~Q~[_I. Pursuant to the provisions of Section 12 of Article III of the Charter of the City of Palo Alto, the Compensation Plan adopted by Resolution No. 7782 is hereby amended by changing certain employee classifications and salaries, as set forth in Exhibit "A", attached hereto and incorporated herein by reference, effective July I, 1998. ~E~I_~. The Director of Administrative Services is hereby authorized to implement the amended classifications and salaries as described in Section 1. ~E!IT-~I~_~. The Council finds that this is not a project underthe California Environmental Quality Act and, therefore, no environmental impact assessment is necessary. INTRODUCED AND PASSED: AYES: NOES: ABSENT: ABSTENTIONS: ATTEST:APPROVED: City Clerk Mayor APPROVED AS TO FORM:City Manager Senior Asst. City Attorney Director of Administrative Services Director of Human Resources 981117 la~ 0032074 1 EXHIBIT A CITY OF PALO ALTO COMPENSATION PLAN CLASSIFIED EMPLOYEES EFFECTIVE:Pay period including May 1, 1998 Through April 30, 2001 AMENDED: July 1, 1998 September 14, 1998 z ~ooo~ ~ooo~o~oo 0 o O h ~..0 i,i l-- O0 z z Z 0 0 ~- 0 l--" h I. I--I 0 ~ I=" RESOLUTION NO. RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO AMENDING SECTIONS 803 AND 1701 OF THE MERIT SYSTEM RULES AND REGULATIONS The Council of the City of Palo Alto does RESOLVE as follows: ~. Section 803 of the Merit System Rules and Regulations is hereby amended to read as follows:~ ~803. Leave of absence: death in immediate family. Leave of absence with pay of three days may be granted an employee by the head of his/her department in the event of death in the employee’s immediate family, which is defined for purposes of this section as wife, husband, son, son-in-law, daughter, daughter-in-law, mother, mother-in-law, father, father-in-law, brother, brother-in-law, sister, sister-in, law, grandmother, grandmother-in-law, grandfather, grandfather-in-law, aunt, uncle,registered domestic partner, or a close relative residing in the household of the employee. Such leave shall be at full pay and shall not be charged against the employee’s accrued vacation or sick leave. Requests for leave in excess of three days shall be subject to the approval of a C0uncil-Appointed. Officer for employees under his/her control~" $~¢/L~9~__~. Section 1701 of the Merit System Rules and Regulations is hereby amended to read as follows: ~1701. Compensation Plan for Management~~nd ConfideDtial Personnel and Council Appointees incorporated by reference. That certain Compensation Plan entitled ~City of Palo Alto Compensation Plan--Management and Confidential Personnel and Council Appointees," effective the pay period including July i, 1998 through June 30, 1999, hereby is incorporated into these Merit System Rules and Regulations by reference as though fully set forth herein. Said Compensation Plan shall apply to all management, and confidential employees and ~Council appointees, except where specificaliy provided otherwise herein. In the case of conflict with this chapter and any other provisions of theMerit System Rules and Regulations, this chapter .will prevail over such other provisions as to employees in classifications covered by said~Compensation Plan." 981118 la~ 0032077 ~T-~Q]~_~. The changes to the Merit System Rules and Regulations provided for in this resolution shall not affect any right established or accrued, or any offense or act committed, or any penalty of forfeiture incurred, or any prosecution, suit, or proceeding pending or any judgment rendered prior to the effective date of this resolution. SECTION 4. The Counci! finds that this is not a project under the California Environmental Quality Act and, therefore, no environmental impact assessment is necessary. INTRODUCED AND PASSED: AYES: NOES: ABSENT: ABSTENTIONS: ATTEST:APPROVED: City Clerk Mayor APPROVED AS TO FORM: City Manager Senior Asst. City Attorney Director of Human Resources