HomeMy WebLinkAbout2012-23 Mgt & Confidential Emp Salary Repealing 2011-21 RESOLUTION NO. 2012-
A RESOLUTION OF THE CITY OF ASHLAND CLARIFYING
CERTAIN CONDITIONS OF EMPLOYMENT FOR MANAGEMENT AND
CONFIDENTIAL EMPLOYEES AND REPEALING
RESOLUTION 2011-21.
RECITALSs:
A. The City of Ashland has negotiated collective bargaining agreements with all
employees who are members of labor unions;
B. The management and confidential employees of the city are not an organized group
for the purpose of collectively negotiating the terms and conditions of their
employment; and
C. It is in the best interest of the city and efficient and effective government to clearly set
forth the city's expectations for the performance of its management and confidential
employees;
THE MAYOR AND COUNCIL RESOLVE AS FOLLOWS:
1. Scope of Resolution. This 2012 resolution shall apply to all management and
confidential employees of the City of Ashland as set forth in Appendix "A", dated July
2012. Where the term "employee" is used, it shall mean regular full-time employees,
regular part-time employees, and probationary employees as defined in section 2.7. This
resolution does not apply to any employee who is a member of any collective bargaining
unit.
2. Definitions.
2.1. Confidential employee. As defined in ORS 243.650(6), a confidential employee is
one who assists and acts in a confidential capacity to a person who formulates,
determines, and effectuates management policies in the area of collective
bargaining. Confidential employees are paid hourly for work performed and they
are subject to payment for overtime according to the Fair Labor Standards Act.
Confidential employee includes those classifications in Appendix "A" under
"Confidential."
2.2. Department head. A person directly responsible to the city administrator, mayor
or city council for the administration of a department. Department heads are
exempt from overtime payment. Department heads include those Management
classifications in Appendix "A" under "Department heads."
2.3 Division Supervisor. A person directly responsible to a department head or the
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City Administrator for the operational functions of a city department or division.
Division supervisors are exempt from overtime payment. Division supervisors
include those Management classifications in Appendix "A" under "division
supervisors."
2.4 Mid-Level Supervisor. A person reporting to a division supervisor or department
head who may receive overtime payment for work outside their normal scope and
duties. Mid-level supervisory positions require autonomy, independent decision
making, planning, and may provide supervision to other personnel.
2.5 Employee. A person in any of the classifications listed in Appendix "A" who has
completed the probationary period.
2.6 Management or Manager. Those classifications included in Appendix "A" under
the title "Management" including Department Heads, Division Managers and
Mid-Level Managers.
2.7 Probationary Employee. A person appointed to a regular position but who has not
completed a probationary period during which the employee is required to
demonstrate fitness for the position by actual performance of the duties of the
position.
2.8 Supervisor. Any person responsible to a higher divisional or departmental level
authority who directs the work of others and who is not in a collective bargaining
unit.
3. Purpose. The purpose of this resolution is set forth generally in the preamble. More
specifically, the resolution has three fundamental purposes:
3.1. To clearly establish which classifications in the city service are
management or confidential.
3.2. To clearly set forth the functions of management and to establish criteria
for the evaluation of managerial performance.
3.3. To establish the personnel policies governing the conditions of
employment of management and confidential employees.
4. Managerial Performance.
4.1. Goal Setting. Basic goals for the City of Ashland are set by the mayor and city
council. Resources for achieving those goals are provided via the annual budget.
Operational goals and short- range objectives are set by the city administrator
working with department heads. The single most important factor in achieving the
goals of the City of Ashland is the performance of the city's managers.
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4.2. Managerial Responsibilities. Each of the city's managers at a minimum have the
following responsibilities:
4.2.1. Getting the job done properly and on time,
4.2.2. Keeping the workplace safe and healthy,
4.2.3. Encouraging team work and cooperation among employees and
departments,
4.2.4. Developing employee skills,
4.2.5. Keeping records and making reports, and
4.2.6. Actively promoting affirmative action at all levels.
4.3. General Expectations Regarding Management Employees. In addition to the
specific performance standards mentioned above, there are also general city
expectations of its managers.
4.3.1. Job Commitment. All management employees are expected to
have a high degree of commitment to the City of Ashland and to their
jobs. When a new manager is hired, the city expects a commitment of
continued service of at least three years unless unforeseen circumstances
warrant earlier resignation or termination.
Management employees are expected to devote whatever hours are
necessary for the accomplishment of their duties as part of their normal
work week. Overtime will only be paid as set forth in section 14.3.
Consistent with administrative policy, Exempt management employees
may flex their schedules at their discretion as long as they exercise
judgment so their absence does not unreasonably interfere with the city's
operations.
In the event of voluntary termination, management employees are
expected to give a minimum of 30 calendar days notice in order to give the
city adequate time to recruit a qualified replacement.
4.3.2. Professionalism. Management employees are expected to maintain the
standards of their individual profession. This includes remaining current
with new developments, maintaining memberships in professional
societies, and attending meetings with professionals in their field. Where
professionals have codes of ethics or standards of performance, these
should also be followed in the manager's work for the City of Ashland.
4.3.3. Termination. If at any time a manager's performance is deemed
unacceptable, the city administrator or appropriate department head may
ask for the employee's resignation. In most cases, reasonable time will be
given to the employee to find other suitable employment. The city may
provide severance pay in the event of resignation or involuntary
termination.
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4.3.4. Residency. Residency within the Urban Growth Boundary is strongly
encouraged for the city administrator and for department heads. Existing
City employees promoted into the position of Department Head will not
be required to move as a result of a promotion, but are strongly
encouraged to move within the Urban Growth Boundary once appointed
as a Department Head.
The following job classifications shall establish their residence to enable
them to report for emergency duty within 40 minutes of notification
including "get ready" and travel time:
Public Works Superintendent
Street Supervisor
Wastewater and Reuse Supervisor
Water Quality and Distribution Supervisor
Water Treatment Plant Supervisor
Electric Operations Superintendent
Fire Division Chief(EMS, Fire and Life Safety and Operations Divisions)
Deputy Police Chief/Lieutenant
Police Sergeant
Computer Services Manager
AFN Operations Manager
Network Administrator
Senior Information Systems Analyst
Information Systems Analyst/Programmer
User Support Coordinator
Maintenance and Safety Supervisor
Telecommunications Technician
Residence shall be established by new employees in these classifications
within these boundaries or limitations within a period of twelve months of
hire or promotion. Department Heads may identify other positions which
require emergency response within 40 minutes to meet operational
requirements.
4.4. Essential Management Functions. The following are the essential
functions of all city management positions and the expected standards for their
performance:
4.4.1. Planning. Anticipates future needs and makes plans for meeting them;
recognizes potential problems and develops strategies for averting them;
makes long and short range plans to accomplish city and/or departmental
goals.
4.4.2. Or anizing. Efficiently and economically organizes and carries out
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assigned operations; carves out responsibilities in a sound and logical
manner; operates the unit smoothly and in a well organized manner;
effectively delegates authority and establishes appropriate work rules.
4.4.3. Coordinating. Coordinates all activities related to work objectives;
maintains coordination and cooperation with other departments and
divisions; maintains good communication with employees, and allows
employees to make significant contributions to the accomplishment of
objectives.
4.4.4. Leadership Motivation. Creates a climate providing challenge and
motivation to employees.
4.4.5. Decision Making/Problem Solving. Analyzes situations and problems,
weighs the pros and cons of alternative solutions, exercises logical
thinking and good judgment, is creative, and is able to make decisions.
4.4.6. Employee Relations. Equitably adjusts grievances among subordinate
employees, properly administers union agreements, and administers
discipline in a fair and progressive manner; trains and develops
subordinate employees.
4.4.7. Public Relations. Maintains a high level of contact with the public,
maintains a sensitivity to the public's needs, and meets the needs of the
public within available resources.
4.4.8. Budgeting. Prepares operational and capital budgets to meet the public's
needs, and expends funds within adopted budgeted limits.
4.4.9. Safety. Maintains a safe, clean, pleasant work environment, and supports
the city's overall safety program.
4.4.10. Self Development. Stays current with new ideas and procedures in
the manager's field of responsibility.
4.4.11. Affirmative Action. Actively supports and implements Affirmative Action
within the manager's area of responsibility, including the hiring and
promotion of women, minorities, and the disabled. Is sensitive to sexual
harassment in the workplace and enforces the City's Harassment and
Non-discrimination policy in their area of responsibility.
4.4.12.Adherence to City Policies. Ensures that work activities are performed in
conformance with requirements of the Ashland Municipal Code and
adopted administrative policies.
5. Holidays. Recognized holidays are set forth in AMC §3.08.080. For convenience they
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are listed here:
New Years Day(January 1)
Martin Luther King Day (3rd Monday in January)
Washington's Birthday (3rd Monday in February)
Memorial Day (last Monday in May)
Independence Day(July 4)
Labor Day (lst Monday in September)
Veteran's Day(November 1 1)
Thanksgiving Day(4th Thursday in November)
Day after Thanksgiving (in lieu of Lincoln's birthday)
Christmas Day (December 25)
5.1. Police Sergeants shall receive paid compensation in addition to regular salary for
each of the holidays listed above, in lieu of time off consistent with what is
afforded other law enforcement officers of the City of Ashland. This shall be paid
on the first payday in December of each year. Newly-hired Police Sergeants shall
receive this paid compensation pro-rated from the date of hire. In the event that a
Sergeant terminates employment for any reason, they will receive pay only for the
holidays which have elapsed that calendar year. If more holidays have been taken
as time off than have actually occurred at the time of termination, those hours
overpaid will be deducted from the employee's final paycheck unless other
arrangements are made to repay the City.
5.2. If an employee is on authorized vacation, or other leave with pay when a holiday
occurs, such holiday shall not be charged against such leave.
5.3 Employees working an alternate work schedule will receive compensation for 8
hours. Employees working four 10-hour days will receive(8) hours compensation
for any holiday that falls in their regular work day. Employees may use accrued
vacation or compensatory time (if applicable) to make up the extra two hours, or
they may be permitted to flex their schedule during a week which contains a
holiday to ensure they receive full pay. In no event shall an exempt employee
receive pay for more than 40 hours/week due to a holiday or alternate work
schedule arrangement.
6. Vacations for Management and Confidential Employees.
6.1. Eligibility. Management employees shall be eligible for vacation with pay in
accordance with the following sections:
6.1.1. Employees with less than four full years of continuous service shall accrue
8.67 hours of vacation for each calendar month of service worked.
6.1.2. Employees with more than four but less than nine full years of continuous
service shall accrue 10.67 hours of vacation credit for each calendar month
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of service.
6.1.3. Employees with more than nine but less than 14 full years of continuous
service shall accrue 12.67 hours of vacation credit for each calendar month
of service.
6.1.4. Employees with more than 14 but less than 19 full years of continuous
service shall accrue 14 hours of vacation credit for each calendar month of
service.
6.1.5. Employees with more than 19 but less than 24 full years of continuous
service shall accrue 15.34 hours of vacation credit for each calendar month
of service
6.1.6. Employees with more than 24 full years of continuous service shall accrue
17.34 hours of vacation credit for each calendar month of service
(NOTE: The above schedule includes one day of leave which was previously designated
as "birthday holiday".)
6.2. Utilization. Vacation leave shall not be taken in excess of that actually accrued.
However, the city administrator has the discretion to authorize all management
employees to take vacation in advance of accrual when warranted by special
circumstances.
6.3. Continuous Service. Continuous service, for the purpose of accumulating vacation
leave credit, shall be based on the regular paid hours worked by the employee.
Time spent by the employee on city-authorized, city-paid absences shall be
included as continuous service. Time spent on unpaid absences shall not be
counted as service, provided that employees returning from such absences shall be
entitled to credit for service prior to the leave.
6.4. Accrual Limitation. Management and Confidential employees are required to take
at least 75% of their annual vacation accrual as time off each year. All
Management and Confidential employees may elect to receive up to 40 hours as
cash on the first paycheck in April each year. The balance not elected for cash
payment will be added to their cumulative vacation accrual. In no event shall the
employee's total vacation accrual exceed twice the amount of the employee's
annual accrual without written approval from their Department Head.
6.5. Scheduline. Vacation times shall be scheduled based on the city administrator's or
department head's judgement as to the needs of efficient operations.
6.6. Payment on Termination. An employee terminated after six-months employment
shall be entitled to prorated payment for accrued vacation leave at the rate as of
the date of termination. In the event of death, earned but unused vacation leave
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shall be paid in the same manner as salary due the deceased employee is paid.
6.7. Administrative Leave. Exempt management employees may be granted W to one
week of Administrative Leave each July at the discretion of their department head
or the City Administrator. The purpose of Administrative Leave is to recognize
the extra hours required of exempt managers for which no overtime compensation
is afforded. No cash payment will be made for Administrative Leave, and it can
only be taken as time off during the year in which it is granted. Administrative
Leave must be used by June 30`h each year or it will be deemed forfeited. In the
event of termination or retirement, no cash payment will be made for
Administrative Leave. In the event of a termination, the City may require pro-
rated repayment of Administrative leave at the rate of 3.3333 hours for each
calendar month remaining in the year after the date of termination.
7. Hours of Work for Confidential Employees.
7.1. Workweek. The workweek, to the extent consistent with operating requirements,
shall normally consist of five consecutive days as scheduled by the department
heads or other responsible authority.
7.2. Hours. The regular hours of an employee shall be 8 1/2 consecutive hours,
including 1/2 hour for a meal period, which shall not be paid.
7.3. Work Schedules. All employees, to the extent consistent with operating
requirements, shall be scheduled to work on a regular work shift, and each shift
shall have regular starting and quitting times. It shall be the responsibility of the
department head to notify employees of their scheduled shifts, workdays, and
hours.
7.4. Rest Periods. A rest period of 15 minutes shall be permitted for all employees
during each half shift, which shall be scheduled by the city in accordance with its
determination as to the operating requirements and each employee's duties.
7.5. Meal Periods. To the extent consistent with operating requirements of the
respective department, meal periods shall be scheduled in the middle of the work
shi ft.
8. Sick Leave.
8.1. Purpose. Sick leave is provided for the sole purpose of providing financial
security to employees and their families. Under no circumstances shall the city
grant an employee sick leave with pay for time off from city employment caused
by sickness or injury resulting from employment other than with the City of
Ashland.
8.2. Accumulation. Sick leave shall be earned for the purpose stated by each employee
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at the rate of eight hours for each full calendar month of service. Sick leave must
be taken for the purposes specified in section 8.3 as condition precedent to any
sick leave payment. The maximum accrual cannot exceed 960 hours. Sick leave
shall continue to accrue only during leaves of absence with pay.
8.3. Utilization. Employees may utilize their allowance for sick leave when unable to
perform their work duties by reason of illness or injury. In such event, the
employee shall notify the department head or city administrator of absence due to
illness or injury, the nature and expected length of the absence, as soon as
possible prior to the beginning of the next scheduled regular work shift, unless
unable to do so because of the serious nature of injury or illness. For absences
longer than 24 hours, employees shall notify their department head on a daily
basis. At the option of the department head or city administrator, a doctor's
certificate of illness may be required as a pre-requisite for the payment of sick
leave.
Non-exempt employees may be granted sick leave for doctor or dental
appointments at the discretion of the department head. Such time off shall be
charged against sick leave time on an hourly basis. All employees covered by this
resolution may be granted the use of sick leave for the illness or injury of a family
member in accordance with Oregon Family & Medical Leave Act (OFMLA),
and/or the Federal Family & Medical Leave Act (FMLA), and/or anyone residing
at their place of residence. Use of sick leave to care for ill and injured family
members is subject to department head review and applicable City policy. The
City may request medical documentation before granting paid sick leave for this
purpose.
8.4. Integration with Worker's compensation. When injury occurs in the course of
employment, the city's obligation to pay is limited to the difference between any
payment received under workers' compensation laws and the employee's regular
pay. In such instances, prorata charges will be made against accrued sick leave
until sick leave is exhausted. Thereafter, the only compensation will be workers'
compensation benefits, if any.
8.5. Sick Leave - Without Pay. Sick leave is provided by the city in the nature of
insurance against loss of income due to the illness or injury. No compensation for
accrued sick leave shall be provided for any employee upon death or termination
of employment, except that upon retirement accumulated sick leave will be
applied as provided in ORS 238.350. Sick leave shall not accrue during any leave
of absence without pay.
8.6. Pay for Unused Sick Leave. All Management and Confidential employees may
elect to receive 1/3 of their unused annual sick leave accrual (maximum of 32
hours) as cash on their first paycheck in December. If cash payment is not
elected, the unused portion of sick leave will be added to cumulative sick leave
balance or converted to accrued vacation at the option of the employee.
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9. Funeral Leave. An employee may be granted five calendar days funeral leave with
regular pay in the event of death in the immediate family of the employee. An employee's
immediate family shall include spouse, parent, children, brother, sister, mother-in-law,
father-in-law, brother-in-law, sister-in-law, grandparent, grandparent-in-law or other
relatives living in the same household. Leave with pay, for.up to four hours may be
granted when an employee serves as a pallbearer.
10. Other Leaves of Absence
10.1. Criteria and Procedure. Leaves of absence without pay not to exceed 90 calendar
days may be granted upon establishment of reasonable justification in instances
where the work of the department will not be seriously handicapped by temporary
absence of the employee. Requests for such leaves must be in writing. Normally,
such leave will not be approved for an employee for the purpose of accepting
employment outside the service of the city.
10.2. Jury Duty. Employees shall be granted leave with pay for service upon a jury.
Employees may keep any payment for mileage, but all other stipends for service
must be paid to the City. Upon being excused from jury service for any day an
employee shall immediately contact the supervisor for assignment for the
remainder of their regular workday.
10.3. Appearances. Leave with pay shall be granted for an appearance before a court,
legislative committee,judicial or quasi-judicial body as a witness in response to a
subpoena or other direction by proper authority; provided, however, that the
regular pay of such employee shall be reduced by an amount equal to any
compensation received as witness fees.
10.4. Required Court Appearances. Leaves of absence with pay shall be granted for
attendance in court in connection with an employee's officially assigned duties,
including the time required for travel to the court and return to the employee's
headquarters.
10.5. Family Medical Leave. Leave in accordance with the Federal Family and Medical
Leave Act and the Oregon Family Medical Leave Act shall be granted to
employees eligible under those acts and for the purposes described in those acts.
Leave may be unpaid or paid as provided in these acts.
10.6. Military Leave. Military leave shall be granted in accordance with ORS 408.290.
10.7. Failure to Return from Leave. Any employee who is granted a leave of absence
and who, for any reason, fails to return to work at the expiration of said leave of
absence, shall be considered as having resigned their position with the city, and
the position shall be declared vacated; except and unless the employee, prior to
the expiration of the leave of absence, has furnished evidence of not being able to
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work by reason of sickness, physical disability or other legitimate reason beyond
the employee's control.
11. Discipline and Discharge. The following section applies only to those employees subject
to this resolution who do not have a written individual employment agreement with the
city.
11.1. Discipline. The city shall abide by the legal requirements of due process prior to
taking disciplinary action. Disciplinary action may include the following:
(a) Oral reprimand
(b) Written reprimand
(c) Demotion
(d) Suspension
(e) Discharge
Disciplinary action may be imposed upon any employee for failing to fulfill
responsibilities as an employee. Conduct reflecting discredit upon the city or department,
or which is a direct hindrance to the effective performance of city functions, shall be
considered good cause for disciplinary action. Such cause may also include misconduct,
inefficiency, incompetence, insubordination, misfeasance, the willful giving of false or
confidential information, the withholding of information with intent to deceive when
making application for employment, willful violation of departmental rules or this
management resolution, commission of any matter listed in AMC §3.08.030.B or for
political activities forbidden by state law.
11.2. Discharge. An employee having less than twelve months of continuous service
shall serve at the pleasure of the city. An employee having continuous service in
excess of twelve months shall be discharged only for cause.
11.3. Due Process. Due process procedures shall be followed before a suspension
without pay, demotion or discharge is imposed upon an employee.
Employees, other than those appointed by mayor and city council, may appeal a
suspension without pay, demotion or discharge to the city administrator. The city
administrator's decision shall be final.
12. Probationary Period.
12.1. New Employee Probationary Period. The probationary period is an integral part of
the employee selection process and provides the city with the opportunity to
upgrade and improve the departments by observing a new employee's work,
training, aiding new employees in adjustment to their positions, and by providing
an opportunity to reject any employee whose work performance fails to meet
required work standards. Every new employee shall serve a minimum
probationary period of 12 months after which, upon recommendation of the
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department head, the employee shall be considered a regular employee. The
probationary period may be extended upon request of the department head if an
adequate determination cannot be made at the end of the probationary period.
12.2. Promotional Probationary Period. An employee promoted into a management or
confidential position will be required to serve a six-month promotional
probationary period. The city may at any time demote an employee on
promotional probationary status to their previous position with or without cause.
13. General Provisions.
13.1. Non Discrimination. The provisions of this resolution shall be applied equally to
all employees without discrimination as to race, color, religion, marital status,
age, national origin, sex, sexual orientation or disability.
13.2. Other/Outside Employment. Outside employment shall be permitted only with
the express prior written approval of the department head or City Administrator.
Such written approval shall be documented in the employee's Personnel File. The
general principles to be followed by the City in permitting or restricting such
outside employment shall be:
1. The need for mentally and physically alert City employees;
2. Insulating employees from potential conflict of interest situations;
3. Maintaining efficiency unimpaired by other employment, particularly for
those city positions requiring employees to be available for duty 24 hours
a day. In the event that the above principles are violated, the department
head or City Administrator may revoke previously granted permission to
hold outside employment.
13.3. Worker's compensation. All employees will be insured under the provisions of the
Oregon State Workers' Compensation Act for injuries received while at work for
the city. Compensation paid by the city for a period of sick leave also covered by
workers' compensation shall be equal to the difference between the Workers'
compensation pay for lost time and the employee's regular pay rate.
13.4. Liability Insurance. The city shall purchase liability insurance in the maximum
amounts set forth in ORS 30.271 for the protection of employees against claims
against them incurred in or arising out of the performance of their official duties.
14. Compensation
14.1. Pay Periods. Employees shall be paid on a bi-weekly basis, on every other Friday.
In the event a regularly scheduled pay date falls on a holiday, the preceding
workday shall be the pay date.
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14.2. Compensation - Pay Schedule. Employees shall be compensated in accordance
with the pay schedule adopted by resolution of the City Council. When any
position not listed on the pay schedule is established, the City Administrator shall
designate a job classification and pay rate for the position in accordance with
sections 3.08.050 and 3.08.070 of the Ashland Municipal Code.
14.3. Overtime. Exempt management employees are expected to devote whatever time
is necessary to accomplish their job. For all non-exempt employees, the city has
the right to assign overtime work as required in a manner most advantageous to
the city and consistent with the requirements of municipal service and the public
interest.
14.4. Form of Compensation. The City Administrator, City Attorney, department heads
and division supervisors are not eligible for paid overtime but are allowed
compensatory time off at their own discretion depending on the operating
requirements of the city. Mid-Level supervisors and confidential personnel shall
be compensated in the form of pay at the rate of time and one-half the regular rate
for overtime work or given equivalent time off at the option of the city. No
employee shall have more than 40 hours of compensatory time on the records at
any time.
14.5. Administration of Pay Plan. Employees shall be entitled to pay in accordance with
the current salary resolution. In the event of a vacancy, the City Administrator
may appoint a new employee at any appropriate step within the pay range.
15. Health. Welfare and Retirement.
The city agrees to provide health, welfare and retirement benefits in accordance
with Appendix "B" for employees subject to this resolution.
16. Compliance with FLSA.
This resolution shall be interpreted in a manner to preserve the exempt status of
the city's bona fide administrative, executive, and professional employees, as
those terms are used in the Federal Fair Labor Standards Act (FLSA). Such
exempt employees shall not have their pay docked or reduced in any manner that
would be inconsistent with the salary test set forth in the FLSA and they are not
subject to disciplinary suspensions of less than a week except for major safety
violations.
17. Effective Date. This resolution shall become effective as of July 01, 2012.
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This resolution was read by title only in accordance with Ashland Municipal Code §2.04.090
duly PASSED and ADOPTED this __jL day ofJeme, 2012.
j"�"1 p
Barbara Christensen, City Recorder
SIGNED and APPROVED this A—day of June, 2012.
Jo n Stromberg, Mayor
Reviewed as to form:
.tom �
avid Lo an, City Attorney
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APPENDIX "A" Classifications in the Management and Confidential Employee Groups
MANAGEMENT
EXECUTIVE MANAGEMENT
City Administrator Exempt
Assistant City Administrator Exempt
City Attorney Exempt
Police Chief Exempt
IT/Electric Utility Director Exempt
Administrative Services/Finance Director Exempt
Fire Chief Exempt
Public Works Director Exempt
Community Development Director Exempt
DIVISION SUPERVISORS
Electric Operations Superintendent Exempt
Deputy Police Chief Exempt
Fire Division Chief(EMS, Fire & Life Safety and Operations Divisions) Exempt
Human Resource Manager Exempt
Planning Manager Exempt
Building Official Exempt
Public Works Superintendent Exempt
Engineering Services Manager Exempt
Computer Services Manager Exempt
AFN Operations Manager Exempt
Accounting Manager Exempt
Municipal Court Supervisor Exempt
MID-LEVEL SUPERV_ISO_RS
Assistant City Attorney Exempt
Senior Information Systems Analyst Exempt
Information Systems Analyst/Programmer Exempt
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Network Administrator Exempt
Senior Planner Exempt
Senior Engineer Exempt
Management Analyst Exempt
Police Sergeant Non-Exempt
Water Treatment Plant Supervisor Non-Exempt
Water Quality and Distribution Supervisor Non-Exempt
Wastewater & Water Reuse Supervisor Non-Exempt
Street Supervisor Non-Exempt
G1S Manager Non-Exempt
Forest Resource Specialist Non-Exempt
Maintenance Safety Supervisor Non-Exempt
Customer Service Supervisor Non-Exempt
Financial Analyst Non-Exempt
Accounting Analyst Non-Exempt
Risk Management Specialist Non-Exempt
User Support Coordinator Non-Exempt
Telecommunications Technician Non-Exempt
Administrative Supervisor Non-Exempt
CERT Program Coordinator Non-Exempt
CONFIDENTIAL
Paralegal Non-Exempt
Executive Secretary Non-Exempt
Human Resource Assistant Non-Exempt
Legal Secretary Non-Exempt
Administrative Assistant Non-Exempt
Receptionist Non-Exempt
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APPENDIX "B"
Health, Welfare, and Retirement Benefits
The city agrees to provide health, welfare and retirement benefits in accordance with this
appendix for employees subject to this resolution.
1. Health Insurance.
A. Effective August 1, 2008, the City implemented a Preferred Provider option of the
existing health plan, Blue Cross/Blue Shield medical Plan V-A.
Effective January 1, 2009, the City implemented a change to Blue Cross/Blue
Shield medical Plan V-B Preferred Provider Option with a 5200 Deductible. The
City established an HRA VEBA for each employee covered by this resolution and
began contributing I% of salary for the employee to coincide with the January 1,
2009 medical plan change.
Effective April 1, 2011, the City implemented a change in health benefit providers
to Pacific Source Health Care. The Plan was underwritten to provide the same
benefit levels as our previous health plan (Blue Cross/Blue Shield medical Plan
V-B Preferred Provider Option with a $200 Deductible).
The City implemented a change to Pacific Source Vision coverage and employees
will be offered the choice of two dental plans—Pacific Source incentive dental
which matches the previous ODS Dental Plan, and Willamette Dental Plan.
Effective July 1, 2012, the City increased the contribution to HRA VEBA to an
amount equal to 2%of salary for each employee covered by this resolution.
The City provides medical, dental and vision coverage for employees and their
eligible dependents. New employees will begin coverage on the first day of the
month after they are hired.
The City will pay 95% of the total monthly health premium (Medical, dental and
vision), with the employee paying the remaining 5% on a pre-tax basis.
The City reserves the right to make funding decisions regarding our health benefit
program which may include self-insurance. We will strive to retain equivalent
benefit offerings wherever feasible. If the decision is made to self-insure health
benefits, management & confidential employees will have a voice regarding
changes made to the program through designated representatives on the Benefits
Advisory Committee.
B. Reimbursement for preventative/wellness medical costs as provided in the city's
Wellness Program.
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APPENDIX "B"
Health, Welfare & Retirement Benefits
Pape: Two
2. Life Insurance. Premiums for the League of Oregon Cities life insurance policy for each
employee at one times annual salary.
3. Dependent's Life Insurance. Premiums for the League of Oregon Cities $1,000 life insurance
policy for each qualified dependent of an employee.
4. Retirement. As required by law, the city will contribute to the Oregon State Public
Employees Retirement System for each employee. Enrollment will commence six months
from the date of employment for new employees, unless that person was in PERS
immediately before coming to work for the city. Upon retirement, one-half of unused sick
leave earned will be applied to retirement as provided in statute. The city will also assume or
pay the employees' contributions required by ORS 237.071 for employees at a uniform rate
of six percent.
5. Social Security. Contributions to Social Security as required by law.
6. Medical Insurance for Retirees. All employees retiring from city employment and their
eligible dependents will have the option of continued participation in the city's medical
insurance program at the same monthly group premium as active employees. The retiree
must be actively covered under the city's group plan at the time of retirement to be eligible
for continued retiree coverage. Retirees must make their health insurance payment to the city
on or before the 15'h of the month prior to the covered month to continue health coverage.
The right to participate and medical coverage ceases when the retiree or their eligible
dependent(s) become Medicare-eligible at age 65.
Any employee retiring in a position covered by this resolution who has 15 or more years of
service and who is Medicare-eligible at the time of retirement, shall be provided with Blue
Cross Preferred Choice 65/ Plan C, or equivalent plan selected by the city. The city will pay
the premium for the retiree. The retiree must have been participating in the city's group plan
at the time of retirement to be eligible for this benefit.
Early retirees who retire in a position covered by this resolution, and have 15 or more years
of service, and are at least age 60 at retirement shall receive a monthly check equal to the
amount paid for Blue Cross Preferred Choice 65/Plan C, or equivalent plan selected by the
city, until they become eligible for Medicare at age 65. The retiree must elected continued
retiree coverage under the city's group plan to be eligible for this benefit. Once the retiree
turns 65 and establishes Medicare eligibility, the city will pay the premium directly to Blue
Cross Preferred Choice 65/Plan C or the equivalent plan selected by the city, on the retiree's
behalf.
Page 18 of 19
APPENDIX "B"
Health, Welfare& Retirement Benefits
Page: Three
Any employee hired on or after July 1, 2008, or hired into management on or after July 1,
2008 will not be eligible to receive retiree benefits under this provision. Employees hired on
or before June 30, 2008 will continue to be eligible as long as the criteria for benefit
eligibility are met.,
7. Deferred Compensation. Deferred compensation in the amount of$40.00 per month in
matching funds per employee enrolled in a city deferred compensation program. This
program is at the option of the employee and contingent upon a minimum $15.00 per month
contribution paid by the employee.
Page 19 of 19