HomeMy Public PortalAboutResolution 08-4569 Amendment of Personnel Rules and Regulations and designate FY 2008-09 holidays and confirm 4/10 work schedule1
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RESOLUTION NO. 08 -4569
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TEMPLE CITY AMENDING THE CITY'S PERSONNEL
RULES AND REGULATIONS AND THE CITY'S FY 2008 -09
DESIGNATED HOLIDAYS TO CONFORM TO THE CITY'S
4/10 WORK SCHEDULE
WHEREAS, the City of Temple City started a 4/10 work schedule for city employees on July 7,
2008, and the city's Personnel Rules and Regulations need to be amended to conform to the new work
schedule; and
WHEREAS, the city's designated holidays for Fiscal Year 2008 -2009 also need a minor
modification to conform to the 4/10 work schedule; and
WHEREAS, a complete copy of the conformed Personnel Rules and Regulations is attached with
the ADDITIONS "Bolded & Italicized', DELETIONS "lined-out", and UNCHANGED portions left in normal
type font and /or not included in this resolution.)
THE CITY COUNCIL OF THE CITY OF TEMPLE CITY DOES HEREBY RESOLVE, DETERMINE
AND ORDER AS FOLLOWS:
SECTION 1. Some of the major rules conformed to the 4/10 work schedule include:
• Changing floating holidays from eight (8) hours to ten (10) hours,
• Changing the Sick Leave Conversion Policy from eight (8) hours to ten (10) hours eligible for conversion.
• Changing the Bereavement Leave policy from 24 hours (i.e. three working days of eight hours) to 30
hours (i.e. three working days of ten hours).
SECTION 2. Many other minor changes are clearly indicated in the attached revised Personnel
Rules and Regulations to make the Rules and Regulations fair and reasonable while city employees are
working a 4/10 work schedule. (See attached copy of the Personnel Rules and Regulations)
SECTION 3. The designation of the day after Thanksgiving (November 28, 2008) as a city holiday,
which always occurs on a Friday, has been changed instead to Christmas Eve (Wednesday, December 24,
2008) for Fiscal Year 2008 -2009, resulting in no change in holiday leave hours for city employees. (See
attached FY 2008 -09 work schedule calendar)
SECTION 4. The two designated floating holidays for FY 2008 -09 will be remain accrued for city
employees at eight (8) hours for FY 2008 -09, but thereafter accrue at ten (10) hours, or as specified in the
Personnel Rules and Regulations.
SECTION 5. The City Clerk shall certify to the adoption of this Resolution.
PASSED, APPROVED AND ADOPTED on this 2nd day of September, 2008.
MAYOR
Resolution No. 08 -4569
Page 2
ATTEST:
ry\itAi-,e-e, fL4L—il.,
City Clerk
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I hereby certify that the foregoing resolution, Resolution No. 08 -4569, was duly passed, approved
and adopted by the City Council of the City of Temple City at a regular meeting held on the 2nd day of
September, 2008 by the following vote:
AYES: Councilmember - Gillanders, Wong, Capra, Wilson
NOES: Councilmember -None
ABSENT: Councilmember - Vizcarra
ABSTAIN: Councilmember -None
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CITY OF TEMPLE :.CITY •
PERSONNEL RULES
AND
REGULATIONS
SEPTEMBER 2008 (DRAFT)
TABLE OF CONTENTS
DEFINITION OF TERMS 1
RULE 1 - GENERAL PROVISIONS 3
SEC. 1 "Objectives" 3
SEC. 2 "Authority" 4
SEC. 3 "Organizational Rights" 4
SEC. 4 "Personnel Actions" 5
SEC. 5 "Personnel Records" 5
SEC. 6 "Severability" 5
SEC. 7 "Amendment and Revision of Rules" 5
SEC. 8 "Violation of Rules" 5
RULE.2 - AFFIRMATIVE ACTION 5
SEC. 1 "Equal Employment Opportunity" 5
SEC. 2 "Affirmative Action" 5
RULE 3 - CLASSIFICATION PLAN 5
SEC. 1 "Allocation of Positions" 5
SEC. 2 "Amendment and Maintenance Plan" 5
SEC. 3 "Use of Class Title" 6
SEC. 4 "Class Specification Manual" 6
"RULE 4 - EXAMINATION 6
SEC. 1 "Nature and Types of Examination" 6
SEC. 2 "Promotional Examination" 6
RULE 5 - METHOD OF FILLING VACANCIES '7
SEC. 1 "Notice of Vacancy" 7
SEC. 2 "Appointment" 7
SEC. 3 "Provisional Appointment" 7
RULE 6 APPLICATIONS AND APPLICANTS 7
SEC. 1 "Announcement" 7
SEC.,2 "Application Forms" 7
• SEC. 3 'Disqualifications" 7
SEC. 4' "Pre- employment Physical Examination" 7
RULE 7 - PROBATIONARY PERIOD 8
SEC. 1 "Objective of Probationary Period" 8
SEC. 2 "Probationary Periods /Appointments to Positions" • 8
SEC. 3 "Rejection of Probationer" 8
SEC. 4 " Rejection Following Promotion" 8
SEC. 5 "Extension of Probationary Period for Absences from Work" 8
RULE 8 - TRANSFER, PROMOTION AND DEMOTION 8
SEC. 1 "Transfer" 8
SEC. 2 "Promotion" 9
SEC. 3 "Demotion" 9
RULE 9 - DRUG -FREE WORKPLACE '9
(Revised September 2008)
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SEC. 1 "Policy" 9
SEC. 2 "Employee Responsibilities" 10
RULE 10 - HARASSMENT-POLICY 11
SEC. 1 "Policy" 11
SEC. 2 "Applicability" 11
RULE 11 - RELATIONSHIP OF EMPLOYEES OF THE CITY 11
SEC. 1 "Policy" 11
SEC. 2 "Definition" 11
SEC. 3 "Management Rights" 11
SEC. 4 "Continued Employment" 11
SEC. 5 "Discrimination" 11
SEC. 6 "Determination" 12
-RULE 12 - WORKING CONDITIONS 12
SEC. 1 "Hours of Work" 12
SEC. 2 "Work Periods (Pay Periods)" 12
SEC. 3 "9/80 -Open 4 10 Work Schedule" 12
SEC. 4 "No Smoking in City Facilities" 12
RULE 13 - ATTENDANCE & LEAVES 12
SEC. 1 "Authority to Grant Leaves" 12
SEC. 2 "Vacation" 13
SEC. 3 "Holidays" 13
SEC. 4 "Floating Holidays" 14
SEC. 5 "Sick Leave" 14
SEC. 6 "Bereavement Leave" 15
SEC. 7 "Disability" 15
SEC. 8 "Medical Leaves of Absence" 16
SEC. 9 "Family Care Leave" 16
SEC. 10 "Military Leave" 17
SEC. 11 "Jury Leave" 17
SEC. 12 "Leave of Absence Without Pay" 17
RULE '14 - GRIEVANCE PROCEDURES 17
SEC. 1 "Purpose of Grievance Procedures" 17
SEC. 2 "Matters subject to Grievance" 17
SEC. 3 "Grievance Procedure" 18
SEC. 4 "Conduct of Grievance Procedure" 18
RULE 15 - DISCIPLINARY ACTIONS 18
SEC. 1 "Definition" 18
SEC. 2 "Notice of Intent to Discipline" 19
SEC. 3 "Response to Charges" 19
SEC. 4 "Final Notice" 20
SEC. 5 "Appeal Procedures" 20
SEC. 6 "At -will Provisions" 20
RULE 16 - SEPARATION FROM SERVICE 21
SEC. 1 "Layoff' 21
SEC. 2 "Resignation" 21
SEC. 3 "Separation" 21
SEC. 4 "Use of Leaves at Termination" 22
(Revised September 2008)
RULE 17 UNIFORMS 22
RULE 18 - OFFICIAL TRAVEL 22
SEC. 1 "Policy" 22
SEC. 2 "Automobile Allowance" 22
RULE 19 - OUTSIDE EMPLOYMENT 22
RULE 20 - COMPENSATION 22
SEC. '1 "Rates of Compensation" 22
SEC. 2 "Basis for Compensation" 22
SEC. 3 "Rates of Pay Inclusive" 22
SEC. 4 "Applicability of Salary Ranges" 23
SEC. 5 "Periodic Salary Review" 23
SEC. 6 "Pay Rates Upon Appointment" 23
RULE 21 - SALARIES AND BENEFITS 23
SEC. 1 "General Provisions" 23
SEC. 2 "Overtime" 23
SEC. 3 "Retirement" 24
SEC. 4 "Management and Supervisory Employees" 24
SEC. _5 "Temporary/Provisional Appointments" 25
SEC. 6 "Part-time Employees" 25
SEC. 7 "Optional Benefits" 26
SEC. 8 "Unique Skill Bonus" 26
SEC. 9 "Longevity Pay" 27
Appendix
TABLE I - FULL -TIME SALARY SCHEDULE
TABLE II - PART -TIME SALARY SCHEDULE
(Revised September 2008)
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DEFINITION OF TERMS
The following terms, whenever used herein shall be defined as follows:
"Advancement:" A salary increase of one or more steps within the limits of the pay range.established for a
class.
"Allocation:" The official determination of the class in which a position shall be deemed to exist and the
assignment of an individual position to an appropriate class on the basis of the duties performed, and the
authority and responsibilities exercised.
"Anniversary Date:" The date of hire or promotion; generally, the first day of employment with pay.
"Appointing Power:" The City Manager shall be the appointing authority for all positions within the City
except those directly appointed by the City Council or subject to election.
"City:" The City of Temple City.
"City Service:" All positions in all departments and offices of the City of Temple City that are subject to
control and regulations by the Appointing Authority of the City of Temple City.
"Class:" All positions sufficiently similar in duties, authority, and responsibility, and working conditions to
permit grouping under a common title and the application with equity of common standards of selection,
transfer, promotion, and salary.
"Compensation:" The salary, wage allowances and all other forms of valuable considerations, earned by or
paid to any employee by reason of service in any position, but does not include allowances authorized and
incurred as incidents to employment.
"Continuous Service:" Employment with the City without break or interruption. Neither vacation leave, sick
leave, bereavement leave, maternity leave, military leave, jury leave, nor other leaves of absences, if the
employee returns to work within 120 days, whether with or without pay, shall be construed as a break or
interruption in employment.
"Council:" The City Council of the City of Temple City.
"Demotion:" The movement of an employee from one class to another class having a lower maximum rate
of pay.
"Discipline:" The punishment of an employee by method of written reprimand, demotion, suspension,
withholding of pay, reduction of pay, dismissal, or any other punitive measure.
"Dismissal:" Discharge or termination of employment.
"Employee:" A person legally occupying a position in the City service. Specific full -time positions covered
under the provisions of the City's Personnel Rules and Regulations are:
■ CLERICAL
Receptionist
.Deputy City Clerk
Building /Housing Assistant
Community Services Specialist
(Revised Sept. 2008) Page 1
Secretary
Animal Control Officer
Assistant Planner
Account Analyst
Parks and Recreation Coordinator
Code Enforcement Officer
Parks & Recreation Administrative Coordinator
Building Inspector
Associate Planner
Accountant
Personnel Analyst
• MAINTENANCE
Maintenance Worker
Park Maintenance Worker
Landscape Gardener
Maintenance Specialist
Tree Trimmer
Maintenance Lead Worker
Park Maintenance Lead Worker
Tree Trimmer Lead Worker
MANAGEMENT /SUPERVISORY
Public Safety Officer
Senior Planner
City Clerk
Assistant to the City Manager
Public Services Manager
Financial Services Manager
Community Development Manager
Director of Parks and Recreation
Deputy City Manager
City Manager
"Examination:"
A. Open- competitive examination: An examination for a particular class which is open to all persons
meeting the qualifications forthe class.
B. Promotional examination: An examination for a particular class, admission to the examination being
limited to permanent or probationary employees in the City service who meet the qualifications for
the class.
"Permanent Employee:" An employee who has successfully completed his /her probationary period and
has been retained as hereafter provided in these rules.
"Personnel Officer:" The City Manager or a duly authorized representative.
"Position:" A group of current duties and responsibilities assigned or delegated by competent authority,
(Revised Sept. 2008) Page 2
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requiring the full or part-time services of one person.
"Probationary Period:" A working test period of 12 months during which an employee is required to
demonstrate his fitness for the duties to which he is appointed by actual performance of the duties of the
position.
"Promotion:" The movement of an employee from one position to another which is allocated to a class
having a higher maximum rate of pay.
"Provisional Appointment:" An appointment of a person who possesses the minimum qualifications
established for a particular class and who has been appointed to a position in that class on a temporary
basis.
"Reinstatement:" The re- employment without examination of a former permanent employee within two
years following his /her resignation from the City service.
"Relocation:" A reassignment or change in allocation of an individual position by raising it to a higher class,
reducing it to a lower class or moving it to another class, at the same level on the basis of substantial
changes in the kind, difficulty or responsibility of duties performed in such position.
"Suspension:" The temporary separation from City service of an employee without pay, for disciplinary
purposes.
"Title, Class Title or Title of Class:" The designation given to, or name applied to, a class or to each
position allocated to the class and to the legally appointed incumbent of each position allocated to the class.
Its meaning is set forth in the corresponding class specification.
"Transfer:" A change of an employee from one position to another position in the same class or in a
comparable class, or from one department to another.
RULE 1 - GENERAL PROVISIONS
SEC. 1 "Objectives:" The objectives of these Rules are to facilitate efficient and economical services to the
public and to provide for a fair and equitable system of personnel management. These Rules define the
obligations, rights, privileges, benefits and prohibitions which are placed upon all employees in the service of
the City. Excluded from coverage of these Rules are:
•■ Elective Officers
• City Attorney
• City. Manager
■ Members of appointive boards, commissions and committees
• Persons engaged under contract to supply expert professional or technical services for a
definite period of time
Permanent part-time, temporary and seasonal employees are excluded from coverage of Rule 6, Section 4;
Rule 7; Rule 8, Section 2 and 3; Rule 12, Section 1; Rule 13; Rule 14; Rule 15; Rule.21, Sections 1, 2B, 2C,
2D, 3, and 4.
A. Employment by the City of Temple City shall be based on merit and fitness, free of personal and
political considerations, and independent of a person's race, color, religion, national origin, sex, age,
sexual orientation, marital status, pregnancy, military status, or disability as defined in applicable
State and Federal laws, or any other classification protected by state and /or federal law.
(Revised Sept. 2008) Page 3
B. Continuation of employment by persons covered by these rules shall be subject to good behavior,
satisfactory work performance, necessity for the performance of work, and the availability of funds.
C. The City will comply with all Federal and State employment discrimination laws including, but not
limited to, Title VII -Civil Rights Act of 1964, Section 504 - the Rehabilitation Act of 1973, the
Americans with Disabilities Act, the Civil Rights Act of 1991, and the California Fair Employment and.
Housing Act.
SEC. 2 "Authority:" These Rules are applicable to the City service as adopted pursuant to Article II,
Section Three of the City's Municipal Code. The City Manager shall have authority to appoint, promote,
discipline, demote and dismiss all employees of the City included in the City service.
SEC. 3 "Organizational Rights:" In order to ensure that the City of Temple City shall have the ability to
carry out its functions to provide continuing public services, the City retains the sole and exclusive right,
responsibility and authority to determine its mission, purpose, objectives and policies not specifically abridged
herein. which shall include, but not be limited to the following.
:•
To determine the standards and levels of services to be rendered; operations 'to be performed;
utilization of technology, equipment and facilities; means and method of operations; overall
budgetary matters including, but not limited to, the right to contract or sub - contract any work,
services or operations of any department.
To determine the policy of all departments and agencies of the City including the right to manage
and direct the affairs of all departments in all respects.
■ To direct and manage the employees of all City departments.
■ To determine policies, procedures and standards for selection, training and promotion of employees.
■ To determine the appropriate job classifications, organizational structure and level of personnel by
which the operations of all City departments are conducted.
■ . To relieve employees from duties because of lack of work or funds, or under conditions where
continued work would be ineffective or inefficient in terms of the utilization of resources to meet
public needs.
• To maintain the efficiency and effectiveness of government operations.
• To determine the size and composition of all departments and to establish work schedules and
assignments.
■ To establish performance standards for employees of City departments including, but not limited to,
quality and quantity standards.
■ To maintain or 'adopt bona fide health plans which provide additional or greater benefits to
employees with dependents than to employees with fewer or no dependents. Benefits shall not be
conditioned upon whether an employee is "head of household," "principal wage earner," "secondary
wage earner," or other similar status.
■ To take whatever actions may be necessary to carry out the mission of the City departments in
situations of emergency.
• To establish and promulgate rules and regulations, policies and procedures relating to productivity,
efficiency, conduct and safety, as well as rules and regulations, policies and procedures designed to
(Revised Sept. 2008) Page 4
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comply with applicable jurisdiction and legislative enactments.
SEC. 4 "Personnel Actions:" Any action concerning an employee's appointment or change in the status of
employment shall be processed on a Personnel Action Notice Form. Each Department Manager shall
prepare such form according to procedures established by the Personnel Officer. Any appointments or
change in the status of employment shall become effective upon action of the Personnel Officer. All
employees shall receive a copy of any personnel action taken concerning their status of employment.
SEC. 5 "Personnel _Records:" The Personnel Office shall maintain a personnel file for each employee in
the City service. Information contained in these files shall include class title, the department to which
assigned, salary, changes in employment status, disciplinary actions and such other information as maybe
considered pertinent. An employee shall be entitled to review his /her personnel file upon notice to the
Personnel Officer.
SEC. 6 "Severability:" If any section, subsection, sentence, clause or phase of these articles is found to be
illegal or unconstitutional, such findings shall not affect the validity of the remaining portions of these articles.
SEC. 7 "Amendment and Revision of Rules:" Amendments and revisions shall become effective upon
adoption by the City Council.
SEC. 8 " "Violation of Rules:" Violation of the provisions of these rules shall be grounds for discipline.
RULE 2 - AFFIRMATIVE ACTION
SEC. 1 "Equal Employment Opportunity:" The City of Temple City will not discriminate in employment on
the basis of race, color, religion, national origin, sex, sexual orientation, military status, pregnancy, age,
disability, or marital status, or any other classification protected by state and/or federal law, and will ensure
that all employment decisions are based on job - related criteria.
SEC. 2 "Affirmative Action:" The City believes in and adheres to affirmative action principles and
practices, and maintains compliance with the requirements of the State of California and other government
agencies. Discrimination in any form, by employees of the City, will not be tolerated.
RULE 3 - CLASSIFICATION PLAN
SEC. 1 "Allocation of Positions:" The classification of positions for the purpose of these rules shall be as
adopted by the City Council. The Council at any meeting thereof and after consideration of a
recommendation by the City Manager, may by resolution create new classes or divide, combine or abolish
existing classes.
The allocation of a position or positions to the proper classification shall be based upon common job
characteristics, which shall include the following:
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basic tasks performed
basic skills and abilities required
minimum education, experience and training considered prerequisite or preferred for
standard performance
working conditions
amount and type of supervision given
amount and type of supervision exercised
SEC. 2 "Amendment and Maintenance of Plan:" Whenever one or more new positions are under
(Revised Sept. 2008) Page 5
consideration for possible establishment or whenever, because of any revision in organization or methods, a
significant change of the duties or responsibilities of any existing position is to be made which may require
the reallocation of such position, or whenever a new class is created to which any position may more
appropriately be allocated, or whenever, because of the abolishment or combination of any existing positions
or classes, an amendment of the classification plan is required, the City Manager, upon his /her own initiative,
or written request of any employee, may initiate an inquiry of the classification of any position. On the basis
of such investigation, the City Manager shall recommend such changes as he /she deems appropriate to the
Council.
SEC. 3 "Use of Class - Title:" The title of the class shall be generally descriptive of the type and level of
work performed by the positions allocated to it. The official class title shall be used in all Personnel or other
City documents applicable or referring to the class, its positions or the employees appointed to it.
SEC. '4 "Class Specification Manual:" A Class Specification Manual containing descriptions of all job
classifications currently in the City service shall be kept in the Personnel Office. The class description is
intended to clearly set forth the basic work tasks, knowledge, skills, abilities, and minimum employment
qualifications applicable to each classification. The specifications, shall not be construed as an all- inclusive
list of tasks performed; or be interpreted as restricting the assignment of related tasks not specifically listed
therein; or as limiting the authority of supervisory personnel to assign, direct and control the work of
subordinate employees.
Each class specification shall contain the following information:
■ the class title
• a brief description of the scope, nature and responsibilities of the class
• examples of typical tasks performed
111 the knowledge, skills and abilities required
• the minimum employment qualifications in terms of education, experience, training and personal or
physical characteristics
RULE 4 - EXAMINATION
SEC. 1 "Nature and Types of Examination:" The selection techniques used in the examination process
shall be impartial, of a practical nature and shall relate to those subjects which, in the opinion of the
Personnel Officer, fairly measure the relative capacities of the persons examined to execute the duties and
responsibilities of the class to which they seek to be appointed. All tests will be job - related and consistent
with business necessity as those terms are defined by the Americans with Disabilities Act of 1990, and the
California Fair Employment and Housing Act. Examinations shall consist of selection techniques which will
test fairly the qualifications of candidates such as, but not necessarily limited to, achievement and aptitude
tests, other written tests, personal interviews, interviews with representatives of other agencies (oral boards),
performance tests, evaluation of daily work performance, work samples, medical tests, or. any combination of
these or other tests..
SEC. :2 "Promotional Examination:" Promotional examinations may be conducted whenever, in the
opinion of the Personnel Officer, the needs of the service require. Promotional examinations may include
any of the selection techniques mentioned in Section one of this Rule or any combination of them. Only
permanent or probationary employees who meet the requirements set-forth in the promotional examination
announcements may compete in promotional examinations.
(Revised Sept. 2008) Page 6
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RULE 5 - METHOD OF FILLING VACANCIES
SEC. 1 "Notice of Vacancy:" Whenever a vacancy in the City service is to be filled, the department
manager shall notify the Personnel Office. If there is no reemployment list available for the class, the
appointing power shall have the right to decide whether to fill the vacancy by reinstatement, transfer,
demotion, promotion, or appointment from an open recruitment process.
SEC. 2 "Appointment:" After interview and investigation, and upon recommendation by the department
manager, the appointing power shall approve appointments and shall immediately notify the Personnel
Officer of the persons appointed. The Personnel Officer will then make the offer for employment. The
person accepting appointment shall present himself to the Personnel Officer, or his designated
representative, for processing on or before the date of appointment. If the applicant accepts the appointment
and presents himself for duty within such period of time as the appointing power shall prescribe, he shall be
deemed to be appointed; otherwise, he shall be deemed to have declined the appointment.
The initial compensation to be paid for employment in any position shall normally be Step One of the salary
range. Where it is found to be difficult to obtain qualified personnel for a position or if a person of unusual
qualifications is to be employed in a position, the City Manager may authorize hiring at a higher initial step.
SEC. 3 "Provisional Appointment:" All vacancies in the City service shall be filled by appointment,
transfer, demotion, reemployment, or reinstatement. In the absence of persons eligible for appointment in
these ways, provisional appointments may be made by the appointing power of a person meeting the
minimum training and experience qualifications for the position.
No special credit shall be allowed in meeting any qualifications or in the giving of any test for service rendered
under a provisional appointment.
RULE 6 - APPLICATIONS AND APPLICANTS
SEC. 1 "Announcement:" All vacancies and examinations for classes in the City service shall be
publicized by posting announcements in the City Hall, on official bulletin boards, and by such other methods
as the Personnel Officer deems advisable. The announcements shall specify the title and pay of the class for
which the examination is announced; the nature of the work of the class; whether-the position is at -will or
probationary, the time and place of examination if applicable and if known; and other pertinent information.
SEC..2 "Application Forms:" Applications shall be made as prescribed on the job vacancy announcement.
.Application forms shall require information covering training, experience, and other pertinent information, and
may include certificates of one or more examining physicians, references and fingerprinting if appropriate. All
applications must be signed by the person applying.
SEC. 3 "Disqualifications:" The Personnel Officer shall reject any application which indicates on its face
that the applicant does not possess the minimum qualifications required for the position. Whenever an
application is rejected, notice of such rejection shall be given to the applicant by the Personnel Officer.
Defective applications may be returned to the applicant with notice to amend the same, providing the time
limit for receiving applications has not expired.
SEC. 4 "Pre- employment Physical Examination:" In order to be eligible for employment with the City of
Temple City, candidates who have been granted a conditional offer of employment shall be required to pass
a physical examination, the character of which shall be in accordance with standards consistent with
applicable State and Federal laws.
(Revised Sept. 2008) Page 7
In the event that a candidate fails to pass such physical examination, the candidate's Department Manager
and the Personnel Officer may allow said candidate to seek medical attention, at their own cost, to cure or
eliminate the medical problem within a reasonable period of time, or the Department Manager may
recommend to the Personnel Officer not to employ the candidate.
RULE 7 — PROBATIONARY PERIOD
-SEC. '1 "Objective of Probationary Period:" The probationary period shall be regarded as a .part of the
testing process and shall be utilized for closely observing the employee's work and for securing the most
effective adjustment of a new employee to his position.
SEC. -2 "Probationary Periods /Appointments to -Positions:" All original and promotional employee
appointments shall be subject to a probationary period of not less than one year actual service, and may be
extended an additional 90 days at the discretion of the City Manager. If a probationary employee's
probationary period is extended, the employee shall be given written notice of the extension prior to the
expiration of the probationary period. An interim evaluation of progress shall be conducted by the supervisor
after six months of service to apprise the employee of his/her progress and to set goals for the remainder of
the probationary period. The provisions of this Rule do not apply to "at- will" employees.
SEC. 3 "Rejection of Probationer:" During the probationary period, an employee may be rejected at any
time by the appointing power without cause and without the right of appeal. The department manager shall
notify the Personnel Officer and the probationer concerned prior to the termination of any probationary period
through a formal evaluation of on-the-job performance.
SEC. 4 "Rejection Following Promotion:" An employee rejected during the probationary period from a
position to which he /she was promoted shall be reinstated to the former position unless he /she is discharged
for reason which would have been sufficient to cause his /her discharge from his /her former position.
.SEC. 5 "Extension of Probationary Period for Absences from Work:" Absences from work during the
probationary period, regardless of the reason or cause for the absence, shall automatically, and without
further notice provided to the employee, cause the probationary period to be extended by the total number of
calendar days of the absence. Approved vacation leave will not be considered a break in service for
purposes of this section. Employees on protected leaves of absence during their probationary period shall
have their probationary period extended by an amount of time at least equal to the time of the leave of
absence.
RULE 8 - TRANSFER, PROMOTION AND DEMOTION
SEC. 1 "Transfer:"
A. Voluntary Transfer:
A permanent employee may initiate a request to transfer to another position in the same or lower
classification for which the employee is qualified in the opinion of the Personnel Officer by submitting
a written request to transfer. If the department manager for whom the employee now works and the
department manager for whom the employee wishes to work both approve the request for voluntary
transfer, the employee will be transferred to the new position when the first vacancy becomes
available.
B. Involuntary Transfer:
Upon approval by the Personnel Officer, an employee may be transferred by the appointing power at
(Revised Sept. 2008) Page 8
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any time from one position to another position in a comparable class. For transfer purposes, a
comparable class is one with the same maximum salary, involves the performance of similar duties
and requires substantially the same basic qualifications. The Personnel Officer must be notified by
the department manager two weeks prior to the effective date of transfer.
If the transfer involves a change from one department to another, both department managers must
consent thereto unless the City Manager orders the transfer for purposes of economy or efficiency.
Transfer shall not be used to effectuate a promotion, demotion, advancement, or reduction, each of
which may be accomplished only as provided in these rules.
No person shall be transferred to a position for which he does not possess the minimum
qualifications.
C. In the case of the transfer of any employee from one position to another in the same class, or to
another class to which the same salary range is applicable, the employee shall remain at the same
salary step and retain his original anniversary date.
SEC. 2 "Promotion:"
A. In case of the promotion of any employee in the City service to a position in a class with a higher
salary range, such employee may receive a rate of pay in their new range which provides for a salary
increase of four percent (4 %), but in any case not tower than the first step in-the new range.
In the event an employee is promoted on their anniversary date, he /she shall first receive any within -
range increase he /she has earned and then the promotional salary adjustment provided. Upon
promotion or reclassification, a new anniversary date shall be established for purposes of eligibility
for future step increases, as of the effective date of the promotion.
B. If, in the opinion of the Personnel Officer, a vacancy in the position could be filled better by an open -
competitive examination instead of promotional examination, then he/she shall arrange for an open -
competitive examination.
SEC. 3 "Demotion:"
A. The appointing power may demote an employee whose ability to perform his required duties falls
below standard (non - disciplinary demotion) or for disciplinary purposes. Upon request of the
employee, and with the consent of the appointing power, demotion may be made to a vacant
position. No employee shall be demoted to a position for which he /she does not possess the
minimum qualifications. Written notice of the demotion shall be given the employee, upon approval
by the Personnel Officer. A copy shall be filed in the employee's personnel file.
B. In the case of demotion of any employee in the City service to a class with a lower range, the
employee shall be placed in the highest step in the lower salary range which does not represent a
salary increase, unless the demotion is for disciplinary purposes in which case a salary decrease
may be instituted subject to the provisions covering disciplinary actions. If demotion is not for
disciplinary purposes, the employee shall retain his original anniversary date. The City Manager
shall determine whether the demotion is for a disciplinary purpose.
RULE 9 - DRUG -FREE WORKPLACE
SEC. '1 "Policy:" It is City policy that employees shall not be under the influence of, or be in possession of
alcohol or drugs; nor possess alcohol or drugs while on City property, at work locations, or while on duty or
subject to being called to City duty; sell or provide drugs or alcohol to any other employee, or to any person
(Revised Sept. 2008) Page 9
while such employee is on duty or subject to being called, nor have their ability to work impaired as a result of
the use of alcohol or drugs as indicated in Administrative Policy No. 4.01.
While use of medically prescribed medications and drugs is not per se a violation of this policy, failure by the
employee to notify his /her supervisor, before beginning work, when taking medications or drugs which could
foreseeably interfere with the safe and effective performance of duties or operation of City equipment can
result in discipline, up to and including termination. In the event there is a question regarding an employee's
ability to safely and effectively perform assigned duties while using such medications or drugs, clearance
from a qualified physician may be required.
The City reserves the right to search, without employee consent, all areas and property in which the City
maintains control or joint control with the employee. Otherwise, the City may notify the appropriate law
enforcement agency that an employee may have illegal drugs in his /her possession or in an area not jointly or
fully controlled by the City.
Refusal to submit immediately to an alcohol and /or drug analysis when requested by City mahagement or law
enforcement personnel or refusal to submit to a search of personal properties if requested by law
enforcement personnel may constitute insubordination and may be grounds for discipline, up to and including
termination.
Employees reasonably believed to be under the influence of alcohol or drugs shall be prevented from
engaging in further work and shall be detained for a reasonable time until he /she can be safely transported
from the work site. A City- sponsored employee assistance program is available to employees Jar voluntary
consulting or referral.
SEC. 2 "Employee Responsibilities:" Under the terms and conditions of Administrative Policy No. 4.01 an
employee must:
■ Not report to work or be subject to duty while his /her ability to perform job duties is impaired due to
on- or off -duty alcohol or drug use;
■ Not possess or use alcohol or impairing drugs (illegal drugs and prescription drugs without a
prescription) during working hours or while subject to duty, on breaks, during meal periods or at
anytime while on City property;
• Not directly or through a third party sell or provide drugs or alcohol to any person, including any
employee, while either employee or both employees are on duty or subject to being called;
• Submit immediately to an alcohol and drug test when requested by a responsible City representative;
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Notify his /her supervisor, before beginning work, when taking any medications or drugs, prescription
or non - prescription, which may interfere with the safe and effective performance of duties or
operation of City equipment;
Provide, within 24 hours of request, bona fide verification of a current valid prescription for any
potentially impairing drug or medication identified when a drug screen /test is positive (the
prescription must be in the employee's name); and
:■ Have on record a signed statement of his /her agreement to follow the requirements of the City's
policy.
Employees must, as a condition of employment, abide by the terms of this policy and report any conviction
under a criminal drug statute for violations occurring on or off City premises while conducting City business.
A report of conviction must be made to the Personnel Officer within five (5) days after conviction, as
(Revised Sept. 2008) Page 10
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mandated by the Drug -free Workplace Act of 1988.
RULE 10 - HARASSMENT POLICY
SEC. 1 "Policy:" Harassment of an applicant or employee by a supervisor, management employee, or co-
worker on the basis of race, religion, color, national origin, . ancestry, disability, medical condition, marital
status, sex, sexual orientation, military status, pregnancy, age, or any other classification protected by state
and /or federal law will not be tolerated.
Disciplinary action, up to and including termination, will be instituted for behavior described in Administrative
Policy 4.03.
Any retaliation against .a person for filing a harassment charge or making a harassment complaint is
prohibited. Employees found to .be retaliating against another employee shall be subject to disciplinary
action, up to and including termination.
SEC. 2 "Applicability:" This policy applies to all terms and conditions of employment including, but not
limited to, hiring, placement, promotion, disciplinary action, layoff, recall, transfer, leave of absence,
compensation and training.
RULE 11 - RELATIONSHIP OF EMPLOYEES OF THE CITY
SEC. -1 "Policy:" It is the policy of the City not to discriminate in its employment and personnel actions with
respect to its employees and applicants for employment on the basis of marital status of blood or other type
of relationship, including domestic partners. No employee or applicant for employment shall be improperly
denied employment or benefits of employment on the basis of his or her marital status.
SEC.:2 "Definition:" Marital status is defined as an individual's state of marriage, non - marriage, divorce or
dissolution, separation, widowhood, annulment, or other marital state. Relationship shall include, for
purposes of this Rule, any marital or blood relationship or any other relationship similar to blood or marital
relationship, as when an employee is the father, mother, grandmother, grandfather, grandchild, brother,
sister, father -in -law, mother -in -law, step -son, step- daughter or child of another employee of the City.
SEC. 3 "Management Rights:" Notwithstanding the above provisions, the City retains the following rights:
A. To refuse to permit one party to a relationship to be under the direct supervision of the other party to
the relationship, where such employment has the potential for creating an adverse impact on
supervision, safety, security or morale.
B. To refuse to permit both parties to a relationship to work in the same department, division or facility
where such employment has the potential for creating an adverse impact on supervision, safety,
security or morale, or where such employment involves potential conflicts of interest or other hazards
greater for persons in such a relationship than for other persons.
SEC. 4 "Continued Employment:" If co- employees marry, the Personnel Officer shall make reasonable
efforts to assign job duties so as to minimize problems of supervision, safety, security or morale. Such
efforts may include, without limitation, affording either or both affected employees the opportunity to be
transferred to another department, or to permit continued employment by both parties without change if
he /she finds that any adverse impact on the public service would be insignificant. The Personnel Officer may
place reasonable conditions on such continued employment-to the extent necessary to ensure that problems
of supervision, safety, security or morale are kept to a minimum.
SEC. 5 "Discrimination:" Any employment action which must be taken because of a problem with
(Revised Sept. 2008) Page 11
supervision, safety, security or morale shall be taken in a non - discriminatory manner.
SEC. 6 "Determination:" Determinations made pursuant to this Rule shall be made on a case -by -case
basis. In making any determination pursuant to this Rule, the Personnel Officer may take into account all
relevant factors concerning each employee involved in a covered relationship, including job duties, history of
employment, and potential for advancement within the City service.
RULE 12 - WORKING CONDITIONS
SEC.'1 "Hours of Work:" The regular hours of work for those classifications covered by these rules shall
be as follows:
• A normal work week shall consist of 40 hours.
SEC. 2 "Work Periods (Pay Periods):" The basic work period (pay period) for those classifications
covered by these Rules shall be established as Friday through Friday. The City reserves the right to assign a
different work period when it is deemed to be beneficial to the City.
SEC. 3 "M8 4/10 Open -Work Schedule:" The City Council has adopted a 9/80 -epen 4/10 work schedule
for most employees in which employees work Monday through Thursday, 7 :30 a.m. to 6 p.m. with Fridays
off. A few employees may work a different schedule due to the requirements of their job
classifications or department responsibilities.
with half the work force working one Friday and the other half working the following Friday. Depending on
A particular employee's assignment to a work schedule is based on the classification and the department's
approval of the City Manager with the recommendation of the department head.
Temporary trading of days or work schedules with other employees is not allowed. If necessary and in the
receive administrative leave in lieu of overtime pay. All other employees must either use paid I ave (i.c.
vacation, floating holiday, etc.) OR get paid overtime to adjust their schedules. All such adjustments MUST
head.
SEC. 4 "No Smoking in City Facilities:" As provided by State law, smoking is prohibited in all City
facilities. This eliminates smoking in all places in these buildings, including private offices, restroom facilities
and break/lunch facilities.
RULE 13.- ATTENDANCE & LEAVES
SEC. 1 "Authority to Grant Leaves:" Whereas the City Manager must approve all leaves of absence, the
City. Council may provide for the granting and administration of various employee leaves including, but not
necessarily limited to, the following:
• Vacation
■ Holidays
-■ Sick leave
■ Bereavement Leave
• Occupational Disability Leave
■ Maternity Leave
(Revised Sept. 2008) Page 12
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Military Leave
Jury Leave
SEC. 2 "Vacation:"
A. Each full time employee eligible for benefits shall be entitled to annual vacation leave with pay and
shall earn vacation leave as follows:
Year of Service
1 through 5
6 years
7 years
8 years and over
Vacation Accrual
80 hours per year
96 hours per year
112 hours per year
120 hours per year
For the purpose of vacation credit, a working day shall equal eight hours.
B. Vacation time shall begin to accumulate as of the first day of employment and may be taken once an
initial equivalent of a full day (i.e. eight or nine hours) has been accumulated. For periods of work
less than a full pay period or month, vacation shall be accrued on a prorated per hour basis.
Vacation leave shall be taken at the convenience of the city.
C. Unused vacation time may be accumulated to a maximum of 120 hours per employee at any one
time. For fiscal year2006 -07, employees have a 12 -month grace period from the beginning of the
new fiscal year to get their vacation leave balances within the 120 -hour limit. When the 120 -hour
vacation accrual limit is reached, an employee will not accrue any additional vacation leave beyond
120 hours until his or her vacation leave balance falls below 120 hours. The City Manager may
approve a higher accrual on an individual basis due to staffing requirements imposed by the City.
Unused vacation hours may be compensated upon separation from service to the City.
D. In the case of discharge or death of a full -time employee, said employee or his/her estate shall be
paid the monetary value of the earned vacation as provided in this section. Such earned vacation
shall be prorated on a per hour basis.
SEC. 3 "Holidays:"
A. With the exceptions provided herein, the twelve (12) City Council designated holidays for employees
covered under these rules shall typically include a combination of the following:
• New Year's Day
• Martin Luther King, Jr. Day
• Presidents' Day
• Memorial Day
• Independence Day
• Labor Day
:• Veterans Day
■ Thanksgiving Day
• The Day after Thanksgiving Day Christmas Eve
'• Christmas Day
t■ As well as two (2) floating holidays.
Unless otherwise determined by the City, the actual dates for each of the foregoing holidays shall be
the dates adopted by the State of California for its employees. NOTE: The specific holidays and
(Revised Sept. 2008) Page 13
dates those holidays are observed by the city varies from year -to -year. The City Council designates
the specific holidays and dates of observance annually by resolution in the winter or spring prior to
each new fiscal year.
B. While the City is on an open X80 4/10 work schedule, all permanent full -time employees will be
allotted the same number of holiday leave hours, i.e. holidays that fall on a Friday will be allotted as
eight ten -hour holidays, those 'falling on Monday through Thursday will also be allotted as nine ten -
hour holidays.
C. If a holiday observed by the City of Temple City falls on an employee's normal Fri day off, that
employee will be allotted an eight-(8) ten (10) hour floating holiday which may be taken at any time
during the same fiscal year.
ether-employees-
D. The number of paid holiday leave hours of any particular designated city holiday credited to
an employee will be determined by the normal number of regular work hours the employee
would have worked on that day if it had not been designated a holiday.
SEC. 4 "Floating Holidays:"
A. If a holiday observed by the City of Temple City falls on an employee's normal Friday off, that
employee will be allotted an eight (8) ten (10) hour floating holiday which may be taken at any time
during the same fiscal year.
B. Permanent full -time employees that are entitled to holiday leave but work an alternative schedule
that doesn't allow them to
use their allotted holiday leave on the designated holiday will be allotted an extra. eight (8) hour
holiday or nine (9) hour floating holiday leave in an amount equivalent to {depending -en the number
of hours of their normal work day on the designated holiday, which may be taken at any time during
the same fiscal year with the approval of their supervisor. (In other words, employees working on
a city designated holiday will be credited with a floating holiday in addition to being paid for
the hours worked during the holiday.)
- .- • ---' - --
C. Council designated floating holidays may be used at any time during the fiscal year. Floating
holidays may be taken by each employee as they choose, in compliance with the City's Personnel
Rules and Regulations pertaining to use of vacation. Floating holidays have to be used within the
'fiscal year accrued, and cannot be used or carried over into the following fiscal year.
D. Floating holiday leave may not be used in less than four et) two (2) hour increments.
E. Floating holiday leave in lieu of designated holidays falling on an employee's normal day off can not
be used until after or including the pay period of that holiday.
F. Long -term employees•or new employees who have been on the payroll for thirty calendar days or
more are eligible to take the Council designated floating holidays at any time within the fiscal year
with the approval of their supervisor.
G. Floating Holiday Leave has no cash value at termination, unless specifically stated as having cash
(Revised Sept. 2008) Page 14
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value in an employment agreement with the City.
SEC. 5 "Sick Leave:" Sick leave with pay shall not be considered as a privilege which an employee may
use at his /her discretion, but shall be allowed for any full -time employee who is incapacitated from the
performance of his or her duties by non-service illness or injury, by pregnancy, or by public health
requirements.
A. Each full time employee shall earn sick leave at the following rate: eight (8) hours per month (96
hours per year). Sick leave is earned on a prorated basis per hour. Of the 96 hours, up to 40 may
be used for the illness of family members. "Family members" are defined in Section 5,
"Bereavement Leave."
B. Sick leave shall begin to accumulate as of the first day of employment and may be taken once an
initial .nine ten (10) hours has been accrued. Unused sick leave may be accumulated without
limit and additional sick leave beyond that earned may be authorized by the City Council in unusual
circumstances.
C. The employee may be required to file a physician's, dentists or psychiatrists statement. In all cases,
absences of sick leave for five (5) or more days shall require a doctor's release.
D. Holidays occurring during sick leave shall not be counted as a day of sick leave.
E. Full -time employees, who have accrued at least 13 months of sick leave (104 hours), may convert 8
ten (10) hours of sick leave to vacation time on an hour -to -hour basis, subject to the provisions of
Administrative Policy 4.02. No more than one eight ten hour day of sick leave time may be
converted to vacation each fiscal year. (Note: Administrative Policy No. 4.02 is hereby amended and
conformed to read ten (10) hours instead of eight (8) with the formal adoption of these Personnel
Rules and Regulations).
F. Notwithstanding any other resolution, order, rule, regulation, guideline, or policy to the contrary, upon
separation from service with the City, for any reason, including but not limited to death, resignation,
termination, retirement, or retirement for disability, no employee shall be entitled to compensation in
any manner whatsoever for any unused sick leave.
G. Abuse of sick leave may be grounds for discipline. Abuse will be determined on a case -by -case
basis. Although, pursuant to Paragraph C above, an employee may be required to file a physician's
or dentist's statement, if it is determined that sick leave was abused; i.e., used in an unreasonable
way, the employee may be subject to discipline. Sick leave abuse may include, but is not limited to,
an unusual amount of Monday and Friday absences, and use of sick leave for non - illness reasons.
H. Employees, who suffer from an illness and feel they cannot come to work, should contact their
immediate supervisor or the person designated in their department to be notified. When calling in
sick to work, it's necessary to do so no later than one hour after the beginning of the work shift on
each day of illness. When possible, employees should make these contacts directly in person. In
addition to direct personal calls, it is also suggested employees leave a voice mail message to
their immediate supervisor prior to the beginning of the work shift. An employee's failure to
properly notify their department of illness or absence may be cause for disciplinary action.
SEC. 6 "Bereavement Leave:"
A. Bereavement leave: In the event of the death of a spouse, child, step - child, grandchild, step -
grandchild, .brother, sister, parent, legal guardian, step parent, grandparent, step- brother /sister,
parent -in -law, each employee is entitled to bereavement leave with pay. Authorized bereavement
leave shall be a maximum of twenty four (24) thirty (30) working hours per incident per year but
(Revised Sept. 2008) Page 15
shall not accrue from year to year. It must be authorized by the department manager and approved
by the Personnel Officer. The Personnel Officer shall be authorized to grant extraordinary
bereavement leave beyond ter thirty hours annually. Such extraordinary bereavement
leave with pay shall be deducted from sick leave.
B. Use with Other Leaves: Bereavement Leave may be used in conjunction or during other leaves (i.e.
vacation, sick leave, administrative, etc.). Bereavement Leave may also be used with in conjunction
or during Medical Leaves of Absence, such as Pregnancy Leave, Family Care Leave, etc.
Bereavement Leave may not be used during Leaves of Absence without pay without the expressed
written permission of the City Manager.
SEC.*7 "Disability:" A City employee who is entitled to temporary disability indemnity under the Labor Code
may elect to take as much of his /her accumulated sick leave, or accumulated vacation (after accumulated
sick leave becomes exhausted) as when added to his /her disability indemnity will result in a payment of full
salary or wage. Under the terms of this paragraph, the City will apply only that portion of the sick leave or
vacation time that is necessary that when added to the disability will equal the full pay rate. A City employee
is not permitted to use any accumulated sick leave for a disability, which is determined to be permanent.
At the option of the employee, as an alternative to the above procedure, a City employee who is entitled to
temporary disability indemnity under the Labor Code may elect to receive the above - mentioned sick leave
and /or vacation leave in full, upon the execution of an agreement that he will assign all disability indemnity
payments to the City upon receipt for deposit in the City treasury.
SEC. 8 "Medical Leaves of Absence:"
A. Statement of Rule: Disabilities caused or contributed to by pregnancy, childbirth or related medical
conditions, for all job - related purposes, shall be treated the same as non - service related disabilities
caused or contributed to by other medical conditions, under any disability insurance or sick leave
plan available in connection with employment. Written or unwritten employment policies and
practices involving matters such as the commencement and duration of leave, the availability of
extensions, the accrual of seniority and other benefits and privileges, reinstatement and payment
under any disability insurance or sick leave plan, formal or informal, shall be applied to disability due
to pregnancy, childbirth or related medical conditions on the same terms and conditions as they are
applied to other such disabilities. The basic principle is that female employees affected by
pregnancy and related conditions be treated the same as other job applicants and employees on the
basis of their ability or inability to work.
B. Pregnancy Leave: An employee whose attending physician has certified that she is physically
incapacitated from performing her duties due to pregnancy or childbirth is eligible to take leave
without pay for a reasonable period of time; provided, such period shall not exceed four months (120
calendar days). Such leave need not be taken consecutively.
1. An employee requesting pregnancy leave shall submit, in writing, her intent to take leave.
The leave request shall indicate whether the employee intends to return to work.
2. The request for pregnancy leave shall be submitted to the department manager and the
Personnel Officer and be accompanied by a statement from the attending physician. A
Personnel Action Notice shall be issued which indicates the probable length of time of the
leave.
3. Such employee shall be entitled to utilize any accrued vacation, compensatory time or sick
leave during the four month period of leave time.
4. Leave under this article is granted according to the health of the female employee. Leave
(Revised Sept. 2008) Page 16
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for purposes of child care after the employee is medically able to return to work (except in
cases as defined in Section 8 below) shall be granted to the employee on the same basis as
leave for other non - medical reasons.
5. Failure on the part of an employee on leave to report promptly at its expiration or within a
reasonable time after notice to return to duty, shall be just cause for discharge.
SEC. 9 "Family Care Leave:"
A. Definition: Family care leave is defined as the use of accumulated paid leave, i.e., sick leave,
vacation or compensatory time, or leave of absence without pay for absences necessitated by the
birth of a child of an employee, placement of a child with an employee in connection with the
adoption of a child by an employee, or to care for a child, parent, or spouse who has a serious health
condition.
B. Policy: Eligible employees may take up to four months leave in a 24 -month period. In order to be
eligible to take family care leave, an employee must have one year of continuous service with the
City and must be eligible for other benefits. An employee is not eligible to take family care leave in
connection with the birth, adoption or serious illness of the employee's child if 1) the child's other
parent is unemployed; 2) the child's other parent will be taking family care leave during the same
period of time; or 3) the total amount of family care leave taken by both parents of the child will
exceed four months in a 24 -month period. The provisions relating to family care leave are described
in Administrative Policy 4.05.
SEC. 10 "Military Leave:" Military leave shall be granted in accordance with applicable state and federal
law. All employees covered herein entitled to military leaves shall give the department manager adequate
notice of requirement to report for duty and shall. afford the City an opportunity within the limits of military
regulations to determine when such leave shall be taken.
SEC. 11 "Jury Leave:" Every employee who is called or required to serve as a juror shall be entitled to be
absent from his or her duties with pay for up to two weeks as provided by Administrative Policy 4.13, .Jury
Duty Pay Policy, effective August 1, 2000, which allows paid jury duty service for up to two weeks (or 80
hours). Jury duty service extending over two weeks (or 80 hours) may be without jury duty leave pay unless
such paid leave is extended by the City Manager per Administrative Policy 4.13.
An employee who is subpoenaed to appear in court in an official capacity shall be allowed to do so without
loss of compensation. An employee subpoenaed to appear in court in a matter unrelated to his or her official
capacity as an employee shall be permitted time off without pay, or if the employee chooses, he/she may use
accrued vacation, accrued compensatory time or administrative leave for this purpose.
SEC. 12 "Leave of Absence. Without Pay:" Leaves of absence without pay or loss of seniority may be
granted for a period not to exceed 180 days only when the City Manager finds that such leave will be in the
best interest of the City. No such leave shall be granted except upon written request of the employee. The
City Council, upon request of the City Manager, may grant additional periods of leave.
Upon expiration of a regularly approved leave or within a reasonable period of time after notice to return to
.duty, the employee shall be reinstated in the position held at the time the leave was granted if city needs
allow. Failure on the part of an employee on leave to report promptly at its expiration or within a reasonable
time after notice to return to duty, shall be just cause for discharge.
Employees on leave without pay of 30 days or more, but less than 180 days, may elect to pay the cost of
continuing medical coverage or discontinuing coverage for the leave period.
(Revised Sept. 2008) Page 17
RULE14 - GRIEVANCE PROCEDURES
This grievance procedure shall be the sole and exclusive procedure within the framework of the municipal
government for resolving grievance disputes.
SEC. 1 "Purpose of Grievance Procedures:" The grievance procedure, as outlined herein, is designed to
afford permanent employees the means of obtaining further consideration of problems after every reasonable
effort has failed to solve them through discussion. The grievance procedure shall be as informal as is
practical.
SEC. 2 "Matters subject to Grievance:" A grievance shall be considered as any matter (for which appeal
is not otherwise provided for or prohibited) concerning a dispute regarding the violation, interpretation or
application of written City or departmental policies, rules or regulations, the results of which affects an
employee's terms and conditions of employment. The grievance procedure is not intended to be used:
• for the purpose of resolving complaints, changes in wages, hours or working conditions
• to challenge the content of employee evaluations or performance reviews
• to challenge a reclassification, layoff, transfer or denial of reinstatement.
SEC. 3 "Grievance Procedure:"
A. Informal Grievance Procedure: An employee shall attempt to resolve a grievance through
discussion with his immediate supervisor on an informal basis. If after such discussion the
employee does not believe the problem has been satisfactorily resolved, he /she shall discuss it with
his /her supervisor's immediate superior, if any. Every effort shall be made to find an acceptable
solution by informal means at the lowest possible level of supervision. If the employee is not
satisfied with the decision reached by the informal process, he /she may then file a formal grievance
in writing.
B. Formal Grievance Procedure:
1. First Level of Review: The employee shall present the formal grievance in writing to his /her
department manager. Within 10 calendar days of receipt of the grievance, the department
manager shall respond in writing. If the employee does not agree with the decision reached
he may appeal the formal grievance within five calendar days of receipt of the response, in
writing, to the City Manager.
2. City Manager Review: The City Manager or designated representative may discuss the
grievance with the employee, and with other appropriate persons. The City Manager or
designated representative may select the methods considered appropriate for the study of
the issues and he /she shall render a written decision to the employee within 10 calendar
days after receipt of the grievance appeal. The decision of the City Manager shall be final
and binding within the framework of the municipal government.
SEC. 4 "Conduct of Grievance Procedure:" The written information to be provided by the grievant shall
include a clear, concise statement of the nature of the grievance; the circumstances involved, including the
date or dates on which the alleged violation, misinterpretation or misapplication occurred; any documents,
witnesses or other relevant evidence; and-the specific remedy sought.
In the presentation of grievances at any supervisory or appeal level, employees are assured of freedom from
discrimination or reprisal.
(Revised Sept. 2008) Page 18
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RULE 15 - DISCIPLINARY ACTIONS
SEC. '1 "Definition:" Actions taken by the appointing authority cause to reprimand in writing, demote,
reduce in pay, suspend without pay or discharge a permanent employee or to otherwise reduce the
employee's compensation or benefits for cause shall be considered as disciplinary action and subject to the
provisions contained in this article.
Grounds for discipline shall include, but not be limited to:
°■ fraud in securing employment or making false statement on an application for employment.
• incompetence, i.e., inability to comply with the minimum standard of an employee's position for a
significant period of time.
• inefficiency or inexcusable neglect of duty, i.e., failure to perform duties required of an employee
within his /her position.
■ willful disobedience and insubordination, a willful failure to submit to duly appointed and acting
supervision or to conform to duly established orders or directions of persons in a supervisory
position.
■ dishonesty, involving employment.
• being under the influence of alcohol or dangerous drugs or narcotics while on duty.
■ excessive absenteeism.
• inexcusable absence without leave.
°• abuse of sick leave, i.e., taking sick leave without a doctor's certificate when one is required, or
misuse of sick leave.
• discourteous treatment of the public or other employees.
■ improper or unauthorized use of City property.
• refusal to subscribe to any oath or affirmation which is required by law in connection with City
employment.
■ inattention to duty, tardiness, indolence, carelessness or negligence in the care and handling of City
property.
■ any willful act of conduct undertaken in bad faith, either during or outside of duty hours which is of
such a nature that it causes discredit to the City, the employee's department or division.
• violation of the rules and regulations published by any department, or willful violation of any of the
provisions of the ordinances, resolutions or policies which may be prescribed by the City.
■ outside employment not specifically authorized by the appointing authority.
■ acceptance from any source of a reward, gift, or other form of remuneration in addition to regular
compensation to an employee for the performance of his or her official duties.
(Revised Sept. 2008) Page 19
improper political activity.
The provisions of this article shall not apply to reductions in pay or benefits which are a part of a general plan
to reduce salaries, wages or benefits, or to a general plan to eliminate positions or reduce services as
determined by the City Council.
SEC. 2 "Notice of Intent to Discipline:" Whenever the appropriate authority intends to suspend an
employee for three days or more, demote the employee, reduce the employee in pay or dismiss the
employee, the employee shall receive a written notice of intent to discipline from his /her department
manager, including the disciplinary action intended, the effective date of the disciplinary action and the
reasons therefore. Past disciplinary actions which may have a bearing on the disciplinary action or which
support the severity of the penalty, shall also be included.
SEC. 3 — Response to Charges :" Upon receipt of the notice of intent to discipline, the employee shall have
the opportunity, within five calendar days, to respond in writing to the department manager or to the individual
who enacts the discipline.
Nothing contained herein shall limit the City of relieving an employee from duties if the employee is
incapacitated so as to be unable to perform.
SEC. -4 "Final Notice:" After the response or the expiration of the employee's time to respond to the notice
of intent, the appropriate authority shall: 1) dismiss the notice of intent and take no disciplinary action against
the employee; or 2) modify the .intended disciplinary action; or 3) prepare and serve upon the employee a
final notice of disciplinary action. The final notice of discipline shall include the disciplinary action taken, the
specific charges upon which the action is based, a factual summary of the grounds upon which the charges
are based, any written materials, reports and documents upon which the disciplinary action is based, the
employee's right to appeal.
SEC. 5 "Appeal Procedures:"
A. Purpose: To provide an opportunity to permanent employees to appeal directly to the City Manager
or his /her authorized representative relative to matters subject to appeal. Any permanent employee
who is demoted, suspended or discharged as a result of disciplinary action for cause or whose
benefits are reduced as a result of disciplinary action for cause shall have the right to appeal such
action directly to the City Manager or his /her authorized representative.
Appeal of disciplinary action shall be presented in writing to the City Manager or his /her authorized
representative within ten calendar days after final notice to the employee of the disciplinary action to
be imposed. Failure of the employee to file an appeal within ten calendar days shall constitute a
waiver and shall bar the employee from further processing of the appeal.
B. City Manager Review: The City Manager or designated representative shall review appeals. The
following guidelines shall be used:
1. In the case of an appeal of a disciplinary action of five days suspension or less, the review
shall be limited to the record presented at the departmental hearing.
2. In the case of an appeal involving more than five days suspension, the City Manager or
his /her designee shall provide a full evidentiary hearing, if requested by the employee.
These provisions shall not limit any constitutional right of the employee to a full evidentiary hearing.
The City Manager shall render a written decision to the parties within 30 days after the receipt of the
appeal. The decision of the City manager shall be final and binding within the framework of the city
(Revised Sept. 2008) Page.20
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government.
If and to the extent that the final decision in any such appeal is favorable to the employee, he /she shall suffer
no loss of pay or other privilege.
Refer to Appendix A for a sample Notice of Intent to Terminate (Suspend or Demote)
SEC. 6 "At -will Provisions:" "At- will" employment is defined in the Labor Code as employment, having no
specified term, which may be terminated at the will of either party without reason or cause. Department
managers hired after July 1, 1994, are considered "at- will" and will not enjoy the benefits of challenging
disciplinary actions as described in Rule 15, Section 5 "Appeal Procedures." For purposes of this section,
department managers include:
Deputy City Manager * **
Director of Parks and Recreation*
City Clerk **
* "at- will," effective July 1, 1999
** "at- will," effective for employees hired after January 19, 2000.
* ** "at- will, " effective August 21, 2007
RULE 16 - SEPARATION FROM SERVICE
SEC. '1 "Layoff:" Whenever in the judgment of the Council it becomes necessary in the interest of
economy or because the necessity for the position or employment involved no longer exists, the City
Manager may abolish any position or employment in the City service and layoff, demote (non - disciplinary) or
transfer any employee holding such position or employment without filing written charges and without the
right of appeal.
Competency shall be observed in effecting such reduction in personnel and the order of layoff shall be made
by the City Manager. Layoff shall be made within classes of positions, and all provisional employees in the
affected class or classes shall be laid off prior to the layoff of any probationary or permanent employee. The
appointing power shall notify the Personnel Officer of the intended action with reasons therefore, and a copy
of such notice shall be given the employees affected.
The names of probationary and permanent employees laid off shall be placed upon re- employment lists for
classes which, in the opinion of the Personnel Officer, require basically the same qualifications and duties
and responsibilities of those of the class or positions from which layoff was made.
SEC. 2 "Resignation :" An employee wishing to leave the City service in good standing shall notify the
appointing power at least two weeks before leaving the service, unless such time limit is waived by such
official. Failure to give notice as required by this Rule may be cause for denying future employment by the
City.
SEC. 3 "Separation:" Whenever an employee has been given a permanent and stationary rating by the
Industrial Accident Commission of the State of California, return to the job must be based on the same
medical information which the employee used in order to obtain the award. Unless these medical facts are
very carefully considered, subsequent injuries or aggravations of the original injury can occur. It is the policy
of the City that an employee can only return to duties he /she can perform safely without undue risk or further
injury to himself /herself or other employees.
It is, likewise, the policy of the. City that if he /she cannot do so or if he /she is unable or unwilling to accept
(Revised Sept. 2008) Page 21
some other position which he /she is physically and otherwise qualified to perform, his /her employment will be
terminated.
The medical criteria presented to the Industrial Accident Commission by the employee and -his /her doctor
shall be obtained and utilized by the City and interpreted in terms of specific job restrictions and limitations.
The department manager shall then interpret and apply such job restrictions and limitations to the specific
physical requirements of the employee's position and make a recommendation to the City Manager. A
determination shall be made by the City Manager as to whether or not the employee shall:
•
•
Return to the job.
Transfer to some other position for which he is qualified based upon physical ability and experience.
Separate from the City's employment.
SEC. 4 "Use of Leaves at Termination: "; Provided the termination of employment with the city is voluntary
or otherwise included in a formal separation agreement and reasonable notice of termination is given, an
employee who is leaving employment with the city may use administrative leave, the City Council designated
floating holidays, or any substitute floating holiday (if the regular holiday for that floater has passed during the
fiscal year) to extend their workdays to receive compensation beyond the actual final day worked in the same
way vacation days may used.
RULE 17 - UNIFORMS
For those positions for which a uniform is required, the City Council may provide for the replacement or
reimbursement of the whole or partial cost of repair and replacement of such uniforms.
RULE 18 - OFFICIAL TRAVEL
SEC. 1 "Policy:" The City will reimburse employees for all reasonable, ordinary and necessary expenses
incurred while conducting City business subject to the policies and procedures outlined in Administrative
Policy 3.00.
SEC. 2 "Automobile Allowance:" When transportation is not furnished by the City, a fixed monthly
compensation may be allowed an employee for extraordinary use of his privately owned car in the
performance of his regular duties within the City, provided an appropriation has been made therefore in the
current budget.
The City Manager may, from time to time in his /her discretion, authorize a monthly Automobile Allowance to
individual employees as he deems necessary. Likewise, the City Manager may discontinue such Automobile
Allowance. Such discontinuance shall not provide a basis for filing a grievance.
RULE 19 - OUTSIDE EMPLOYMENT
No employee shall engage in any employment, activity or enterprise which is inconsistent, incompatible or in
conflict with his /her duties as a City employee. Prior to accepting outside employment, the employee shall
notify the department manager of the nature and extent of such employment. The department manager shall
then notify the Personnel Officer. The Personnel Officer shall determine whether the employment is
inconsistent, incompatible, or in conflict with the employee's duties as a City.employee.
(Revised Sept. 2008) Page 22
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RULE 20 - COMPENSATION
SEC. '1 "Rates of Compensation:" The rates of compensation to be provided for positions shall be as set
forth in the appendix; Table I, Full -time Salaries and Table II, Part-time Salaries as attached hereto and made
a part hereof. Unless otherwise provided, all rates of compensation shall be on a monthly basis.
SEC. 2 "Basis for Compensation:" The salaries or rates of compensation prescribed in Table I are fixed
on the basis of full -time service in full -time positions unless otherwise designated. The salaries or rates of
compensation prescribed in Table II are fixed on the basis of hourly service in part-time positions unless
otherwise designated.
SEC. 3 "Rates of Pay Inclusive:" The rates of pay prescribed shall be deemed to include pay in every
form, except for necessary expenses authorized and incurred incident to employment or except as herein
provided.
SEC. 4 "Applicability of Salary Ranges:" Subject to the provisions of these rules, the salary ranges set
-forth in the appendix shall be applicable to all positions allocated to the classifications provided in the
appendix. From and after the adoption and effective date of these rules each employee in the City service
shall be paid the salary or compensation for services rendered on behalf of the City in accordance with the
salary range prescribed for the class of positions to which each employee's position is allocated.
SEC. "5 "Periodic Salary Review:" Salaries of employees are typically be reviewed annually by the Council.
The City Manager may collect such salary data and related information as may be necessary to assist the
Council in said salary reviews.
SEC. 6 "Pay Rates Upon Appointment:" Appointment is normally made at Step One of the appropriate -
range. A higher step may be used upon the approval of the City Manager, dependent on the qualifications of
the candidate and recruitment issues.
'RULE 21 - SALARIES AND BENEFITS
SEC. 1 "General Provisions :" Listed in the most recently approved table of classifications and salary
ranges for full -time employees and part-time employees (attached) are the schedules of classifications, pay
ranges and steps that constitute the compensation plan(s) applicable to all'full -time and part-time employees.
These compensation plans are effective for the fiscal year or time period as indicated on the tables identified
as "City of Temple City Full -Time Employee Classes and Salary Ranges and "City of Temple City Part-Time
Employee Classes and Pay Ranges (Hourly). Classes and salary range tables are typically approved each
year by the City Council along with the adoption of the new budget, and are usually effective with the
beginning of the new fiscal year on July 1.
SEC. 2 "Overtime:" Overtime shall not be authorized without prior approval by the City Manager or
designee. All compensation for overtime, whether payment or compensatory time off, must have the
approval of the City Manager or designee.
A. For employees subject to the provisions of the Fair Labor Standards Act, the City Council
specifically authorized on May 13, 2004, payment of overtime in excess of the standard set by the
Fair Labor Standards Act in that hours worked shall include any and all types of paid leave,
including but not limited to: vacation, sick leave, compensatory time, jury duty, and bereavement
leave. Any disputes in what constitutes paid leaves shall be subject to the discretion of the City
Manager and such determination shall be final.
B. Employees shall be compensated by overtime or compensatory time off at the rate of 1 -1/2 times
their regular hourly rate for hours worked in excess of their regular eight (8), er nine (9), or ten
(10) hour shift or forty (40) hours in any one pay period week.
(Revised Sept. 2008) Page 23
C. Employees who work overtime may take compensatory time off in lieu of overtime compensation.
Compensatory time off, like overtime, is earned at time and one half for each hour worked in excess
of an employee's regular eight (8), of nine (9), or ten (10) hour or nine (9) hour shift or over 40
hours in a work period. The time when compensatory time off may be taken shall be at the
discretion of the department manager giving due consideration to the needs of the department and
the wishes of the employee. Only employees eligible for overtime compensation shall be eligible for
compensatory time off.
D. Accumulation of compensatory time shall be limited to a maximum accumulation of 240 hours.
E. Eligible employees required to staff a Commission or Council meeting, will receive overtime based
on actual time worked, or a minimum of one hour, whichever is greater.
F. Employees who are ordered to return to duty between the hours of midnight and six o'clock a.m.
shall receive overtime based on actual time worked, or a minimum of two hours, whichever is
greater. Employees who are ordered to return to duty at other times not during their regularly
scheduled shift will receive overtime based on actual time worked, or a minimum of one hour,
whichever is greater.
SEC. 3 "Retirement:"
A. Basic Retirement:
The City shall provide employees covered by these rules with the retirement program commonly
known as "The 2.5% at Age 55 Formula ", which is based on the retirement formula as set forth in the
California Government. Code.
B. Additional Retirement Benefits:
1. The City shall provide employees covered by these rules with the retirement option program
commonly referred to as "Retirement Credit in Unused Sick leave" which is based on the
conversion formula as set forth in the California Government Code.
2. The City shall provide employees covered by these rules with the retirement option program
commonly referred to as "59 Survivors Benefit (level 4)" which is based on the schedule of
benefits as set forth in the California Government Code.
3. The City shall provide employees covered by these rules with the retirement option program
commonly referred to as "Post Retirement/Survivor's Benefit Option" which is based on the
schedule of benefits as provided in the California Government Code.
4. The City shall provide employees covered by these rules with the retirement option program
commonly referred to as "Single Highest Year" which is based on the schedule of benefits
as set forth in the California Government Code.
5. The City shall provide employees covered by these rules with the retirement option program
commonly referred to as "Military Service Credit Option" which is based on the conversion
formula as set forth in the California Government Code.
6. The City shall pay to each full time employee an amount equivalent to the employee's
regular percentage contribution to the Public Employees' Retirement System for those .
retirement benefits provided. Said contribution as a percentage shall be applied to each
employee's base salary, excluding overtime, and shall be paid to the Public Employees'
(Revised Sept. 2008) Page 24
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Retirement System on behalf of each respective participating employee to effect such
employee's required contribution. Said contributions shall be in accordance with all pertinent
laws and regulations.
SEC. =4 "Management and Supervisory Employees:" The salary and benefit levels provided herein, in
addition to the preceding, recognize that the supervisor is compensated for the successful performance and
completion of goals and objectives to meet community needs regardless of the length of the work day.
The following positions shall be considered management or supervisory and subject to the compensation
and supplemental benefit levels provided herein:
1) City Manager
2) Deputy City Manager
3) Director of Parks and Recreation
4) Public Services Manager
5) Community Development Manager
6) City Clerk
7) Financial Services Manager
8) Assistant to the City Manager
9) Senior Planner
10) Public Safety Officer
A. Administrative Leave:
Management and supervisory employees are considered exempt from overtime provisions of the
Fair Labor Standards Act (FLSA) by virtue of their duties and that the City satisfies those aspects of
the salary basis test required by the Department of Labor regulations implementing the FLSA. In lieu
of overtime compensation, employees covered herein shall receive the following:
1. Positions number 1 through 7 above covered hereunder shall be credited on July 1 of each
fiscal year with 40 hours of administrative leave. Positions number 8 through 10 above
covered hereunder shall be credited on July 1 of each fiscal year with 24 hours of
administrative leave. In addition, those employees the City Manager designates as
"required to attend City Council or Commission meetings" shall also be entitled to 24 hours
of administrative leave per fiscal year, which may be prorated as needed. Credited leave
hours may be used at any time during the year with approval of the City Manager and given
due consideration to the needs of the department. Administrative leave that is not used by
the end of the fiscal year will be forfeited and not accumulated to the next fiscal year.
.2. Management and supervisory employees hired or terminated during the fiscal year shall be
credited with a prorated of administrative leave hours based on the number of months of the
fiscal year for which the individual is employed. One day worked in a particular month shall
be considered as qualifying for that month.
3. Administrative Leave has no cash value at termination, unless specifically stated as having
cash value in an employment agreement with the City.
B. Vacation:
Positions number 1 through 7 above covered hereunder shall earn vacation-at the rate of'120 hours
per year beginning the first year of employment.
SEC. 5 "Temporary/Provisional Appointments:" The City Council recognizes that on occasion the City
has temporarily or provisionally appointed individuals to full -time positions. Under such appointments,
(Revised Sept. 2008) Page 25
temporary or provisional - employees are granted all privileges of regular full -time employees including full
medical benefits and are obligated to abide by such rules set forth in the City's Personnel Rules and
Regulations.
SEC. 6 "Part-time Employees :" The City Council recognizes that part-time employees play an integral role
in the efficient operation of Temple City.
A. Compensation Plan:
The schedule of classifications, pay ranges and steps listed in Table It constitutes the compensation
plan applicable to all part-time employees.
B. Salaries:
For part-time and temporary positions, the salaries or rates of compensation prescribed are fixed on
the basis of an hourly rate.
All part-time and temporary employees are eligible for a merit increase as are full -time employees on
the basis of exemplary performance. Increases in salary within a range shall neither be automatic
nor a matter of right and shall be effective only upon the recommendation of the department
manager with approval of the City Manager after completion of a thorough annual Employee
Performance Evaluation.
The City Manager may further improve the step advancement of any employee upon the written
recommendation of a department manager provided the department manager certifies that the
employee has performed his /her work in an outstanding and exceptionally meritorious manner.
C. Performance Evaluations:
The Personnel Officer or designee shall provide departments with an annual employee performance
evaluation to be used to evaluate part-time employee performance relates to quantity and quality of
work, ability, reliability, discipline, attendance, and other factors. An employee must demonstrate an
exemplary performance in order to be eligible for a merit increase or promotion. Deficiencies in
performance by an employee may result in a decrease in salary, suspension, demotion, or dismissal.
Department managers or supervisors shall annually, or once each season, rate the performance of
each part-time employee, with an initial evaluation six months from the date of hire.
D. Retirement:
In accordance with the Social Security Act, Section 11332, part-time and temporary employees will
be eligible to participate in a qualified retirement plan of the City's choice.
E. Benefits:
Employees holding part-time or temporary positions shall not be provided any benefits other than
those required by state or federal law.
SEC. 7 "Optional Benefits:" (The following section(s) is valid for only the fiscal years the City Council
authorizes optional benefit money for employees, of which the availability and amount may vary from year to
year.)
A. . In administering the distribution of optional benefit money for new, terminated, or employees with
unpaid leave(s): Employees working any paid work hours and /or paid leave(s) during the first half of
(Revised Sept. 2008) Page 26
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a month (1st to 15th) are entitled to one -half of the monthly optional benefit money. Employees
working any paid work hours during the second half of the month (16th to the end of the month) are
entitled to one -half of the monthly optional benefit money. Employees working any paid work hours
and /or paid leave(s) during both the first and second half of a month are entitled to the full monthly
optional benefit amount.
SEC. 8 "Unique Skill Bonus:" Certain skills either present or obtainable by City employees but not a
minimum requirement of an existing classification may be desired by the City. Possession of or
encouragement to obtain such unique skills allows the City to more efficiently and effectively deliver City
services without having to recruit new employees or hire outside contractors. The City Council may, from
time to time, adopt a list of unique skills which are desired on the part of the City to further this goal and
set the amount of the Unique Skill Bonus. Further, the City Council may, at any time, revoke the Unique
Skill Bonus at the sole discretion of the City Council. The payment of the Unique Skill Bonus is also
subject to annual appropriation of funds by the City Council.
A. Possession of Unique Skill. If an existing employee in an existing classification eligible for a Unique
Skill Bonus is in possession of a qualifying unique skill as of the effective date of this Section (but no
earlier than July 1, 2001), the employee shall provide proof to the satisfaction of the City Manager of
possession of such skill. Upon approval by the City Manager, such employee shall be eligible for a
Unique Skill Bonus. This bonus shall be in addition to the employee's regular salary or wages and
be paid on the same schedule as the City's regular payroll cycle. As a bonus, the Unique Skill Bonus
shall not be factored in to the employee's rate of pay for purposes of determining overtime or other
premium rates of pay.
B. Obtaining a Unique Skill. If an employee classification is eligible for a Unique Skill Bonus but does
not currently possess the required Unique Skill, the employee shall submit a proposed education
program request -to the City Manager, prior to undertaking any class work or other effort to obtain
such Unique Skill, for approval. Upon satisfactory completion of the work plan and presentation of
proof of obtaining the Unique Skill, the employee shall become eligible for payment of a Unique Skill
Bonus as delineated in Section 8A. Upon completion of the work plan, the provisions of Section 8A
shall apply. Employees pursuing such a work plan may be eligible for reimbursement under the
City's education reimbursement program.
Maintaining a Unique Skill. For those Unique Skills that require renewal of a certification and /or
continuing education, in order to remain eligible for the Unique Skill Bonus, employees shall be
required to make such renewal and /or complete such continuing education to the satisfaction of the
City Manager. It shall be the responsibility of the employee to ensure such renewal or continuing
education is completed prior to the expiration of any certification qualifying the employee for a Unique
Skill Bonus. Lapse of a qualifying certification shall subject the employee to loss of the Unique Skill
Bonus, subject to the determination of the City Manager.
D. Limitation on Unique Skill Bonuses. While employees may desire to pursue work plans which result
in more the obtaining of more than one Unique Skill (and such plans may be eligible for the
education reimbursement program, employees shall only be eligible for the payment of one Unique
Skill Bonus at any one time.
SEC. 9 "LONGEVITY PAY:" All full -time employees with a minimum of five years continuous service with
the City of Temple City AND a•minimum of one year at the top regular step of their classification's salary
range, (not including bonus skill pay or other premiums), AND a "satisfactory" or better evaluation at their
most recent evaluation are eligible for longevity pay. Commencing with the start of the second (2nd) year of
service at the top step of their classification's regular salary range, an employee may be eligible for an
additional four (4) percent step above the regular top step for that employee's classification. Commencing
with the start of the third (3rd) year of service at the top step of their classification's regular salary range, an
employee may be eligible for an eight (8) percent step above the regular top step for that employee's
(Revised Sept. 2008) Page 27
classification.
Longevity pay may be lost if an employee is promoted to another classification and started at a step higher
than what the employee was receiving with longevity pay. Longevity pay shall not be taken into account when
conducting salary surveys.
(Revised Sept. 2008) Page 28
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APPENDIX
(NOTE: Schedules previously adopted under separate resolutions)
TABLE I: City of Temple City
Full -Time Employee Classes &
Salary Ranges
TABLE II: City of Temple City
Part -Time Employee Classes .&
Salary Ranges
(Revised Sept. 2008) Page 29