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HomeMy WebLinkAbout1979-55 Management EmploymentResolution 79-~' A RESOLUTION OF THE CITY OF ASHLAND 'SETTING FORTH CONDITIONS OF EMPLOYMENT FOR MANAGEMENT, AND CONFIDENTIAL EMPLOYEES WHEREAS, the City of Ashland has negotiated collective bargaining agreements with all employees who are members of labor unions and has adopted a resolution of hours and working conditions for all non- confidential, non-union, non-management employees, WHEREAS, the management, and confidential employees of the City are not an organJ_zed group for the purpose of collectively negotiating the terms and conditions of their employment, WHEREAS, it is in the best interests of the and effective government to clearly set forth the for the perfo£mance ~f i~s management employees, City and efficient, City's expectations WHEREAS, the City desires to clearly set forth the terms and conditions of employment for its management, and confidential employees, THE PEOPLE OF THE CITY OF ASHLAND DO RESOLVE AS FOLLOWS: ARTICLE I Scope of Resolution This resolution shall apply to all management, supervisory and confidential employees of the City of Ashland as set forth in Appendix "A". Where the term "employee" is used, it shall mean regular full-time employees, and probationary employees as the same are defined in Article II and Article XII hereof. A'RTICLE II Definitions Confidential Employee As defined in ORS 243.650(6) one who assists and acts in a confidential capacity to a person who formulates, determines, and effectuates management polices in · the area of collective bargaining. Department Head A person directly responsible to the City Administrator or City Council for %he administration of a department. Employee A person in any of the classifications listed in Appendix "A". Management Those classifications included in Appendix "A" under the title "Management". Probationary Emplcyee A person appointed to a regulaz position but who has not completed . a probationary period during which the employees is required to demonstrate fitness for the position by actual performance of the duties of the position. supervisor Any person responsible to a higher divisional or departmental level authority who directs the work of others. ARTICLE III P__~rpose The purpose ~f tbS= P~o]utJon is set forth ~eneral].v in the preamble. More specifically, the Resolution has three fundamental purposes: 1. To clearly estsblished which classifications in the City service are management and which are confidential. To clearly set forth the functions of management; and establish criteria for the evaluation of managerial performance. TO establish the personnel policies governing the conditions Of employment of management and confidential employees. ARTICLE IV Managerial Performance Section 1: Goal Setting Basic goals for the ~ty of Ashland are §%'t by the Mayor and ~uncil, and resources for achieving those goals are provided via the annual budget. Operational goals and short range objectives are set by the City Adminis- trator working with his department heads. The single most important factor in achieving the goals of the City of Ashland is the performance of the City's managers. The managers are r~spo~s~ble for "gett!ng' the job done~'. Section 2: Managerial Responsibilities Each of the City's managers at a minimum have the following responsibilities: a. Getting the job done properly and on time, b. Keeping the work place safe and healthy, c. Encouraging team work and cooperation among employees and departments, d. Developing employee skills, and e. Keeping records and making reports. -2- Section 3: Genera]. Expectations Regarding Management Employees In addition to the aforementioned specific performance standards, there are also general City expectations of its managers. 3.1 Job Commitment - Each management employee is expected to have a high degree of commitment to the City of Ashland and to his or her own job. When a new manager is hired the City expects a co~nitment of continued service of at least three years unless unferseen circumstances warrant resignation or termination sooner. 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 Article XIV Management employees may take compensatory time off at their discretion as long as they exercise judgment so that their absence does not reasonably interfere with the CJ_ty's operations. In the event of voluntary termination, management employees are expected to 9ive a minimum of 30 calendar days notice in order to give the City adequate time to recruit a qualified replacement. 3.2 Pzofessionalism - Management employees are expected to maintain the standards of their individual profession. This includes remaining cnrrent 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. 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~ resignation. In most cases, reasonable time will be given to the employee to find other suitable employment. The City does not provide severance pay in the event of resignation or involuntary termination. 3.4 Residency - Residency within the Urban Service Boundary shall be a job requirement for the following managerial positions: City Administrator Department Heads Street Supervisor Water Superintendent Electric Line Foreman Police Sergeant Police Investigator Fire Battalion Chief New employees in these classifications shall have six months from the date of employment to establish residency within the Urban Service Boundary of the City of Ashland. Section 4: Essential Management Functions The following are the essential func{ions of all City management positions, and the expected standards for their performance: 4.1 Planning The Manager 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. -3- 4.2 O__rganizlng - The manager efficieul:ly and economically orga~lizes'. ,' and carries out assigned operations; carries out responsibilities in a sound logical manner; operat~es the unit smoothly and in a well organized manner; effectively delegates authority, establishes appropriate work rules. 4.3 Coordinating - The manager coo~dinates all activities related to work objectives; maintains coordination and cooperation with other depart- ments and divisions; maintains good com~mnication with employees, and allows employees to make significant contributions to the accomplishment of objectives. 4.4 Leadership Motivation - Manager creates a climate providing challenge and motivation to employees. 4.5 Decision Making/Problem Solving - Manager is able to analyze situations and problems, weigh the pros and cons of alternative solutions, exercise logical thinking and good judgment, is creative, and is able to make decisions. 4.6 Employee Relations - Manager equitably adjusts grievances among subordinate employees, properly administers union contracts and non-union agreements, and administers discipline in a fair and progressive manner; trains and develops subordinate employees. 4.7 Public Relations - Manager maintains a high level of contact with the ' ¢~ publz~, maintains a sensitivity ho the public's needs, and meets the needs of the public within available red_ounces. 4.8 Budgeting - Manager prepares operational and capital budgets to meet the public'sneeds, and expends f~mds within adopted budc~eted limits. 4.9 Safety'- Manager maintains a safe, clean, pleasant work environ- ment, and supports the City's overall safety program. 4 10 S~-!]~f- _~e~e.l_o_~]}[el~ - Manager stays cnrrent wkth new ideas and proc~ures in his or her ~i~±d of responsibil&t~;. ~,~ Section 5: Assessment of Managerial Performance The foregoing standards and expectahions of pen'formance :flor ~_~?~c_i_[~_c_ managerial positions w~_ll be established as par~ of the City's ~.lam~sgement Pe~ (or~ance Evaluation i~ttogram. Standards w~ I ..... 'o~ m,~+-u.,~]%.. .... .e~c~p=d by ~.~ ~ ..11_~_~o~[~ t~f~ department bee'!s, and 'th~ Mayor and Council. ARTICLE V HOLIDAYS Section 1: Recognlzed Holidays The following shall be recognized as Holidays: New Years Day (January 1) Washington's Birthday {3rd tonday in February) Memoria.t. Day (last ~4onday in May) Independence Day (Jul~ Labor Day {lst Menial; J.n September) VeteYanl~ Day (November Thanksgivi. ng Da}, (4kb Th~nrsday in Neve~er) Day a?er Than]{sgiving (in lieu of Lincoln's Birthday) Christmas Day (December 25) Any day declared by the President of the United States or the Governor of the State of Oregon to be a Holiday. Section 2: Holidays on Weekends or Leave Whenever a Holiday shall fall on Sunday, the succeeding Monday shall be observed as a Holiday. Whenever a Holiday shall fall on a Saturday, the preceding Friday shall be observed as a Holiday. 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. Section 3: Holiday Pay Employees shall receive eight (8) hours pay for each of the Holidays listed above on which they perform no work. In order to be eligible for Holiday pay when no work is performed~ an employee must work on the last scheduled day immediately prior to a Holiday and on the first scheduled work day immediately fo]lowing the Holiday, unless prior approval is granted, as in the case of illness, if the Holiday falls during a vacation period, or a period of compensatory time off Section 4: Holiday Work Confidential employees required to work on a Holiday as part of their regularly scheduled work week shall receive, in addition to their regular pay, compensation for all Holiday hours worked at their straight time rate of pay, or given equivalent time off at the option of the City. ARTICLE VI Vacations for Management Employees Section 1: Eligibility Management employees shall be eligible for vacation with pay in accordance with the following sections: Section 1.1 Employees with less than five (5) full years of continuous service shall accrue 8 hours cf vacation for each calendar month of service worked. (12 working days maximum). Upon completion of the fifth full year of continuous service, an employee will in addition be awarded 3 longevity days off (for a maximum total of 15 working days). Section 1.2 Employees with more than five (5) but less than ten (10) full years of continuous service shall accrue 10 hours of vacation credit for each calendar month of service. (15 working days maximum). Upon completion of the tenth full year of continuous service, an employee will in addition be awarded 3 longevity days off (for a maximum total of 18 working days). Section 1.3 Employees with more than ten (10) but less than fifteen (15) full years of continuous service shall accrue 12.hours of vacation credit for each calendar month of service. (18 working days maximum). Upon completion 'of the 15th full year of continuous service, an employe~ will in addition be awarded 2 longevity days off (for a maximum total of 20 working days). -5- Section 1.4 Employees with more than fifteen (15) but less thaD twenty--~20) full years of continuous service shall accrue 13.33 hours of vacation credit for each calendar month of service. (20 working days maximum). UpoD completion of the 20th full year of continuous service, an employee will ~n addition be awarded 2 longevity days off (for a maximum total of 22 working days). section 1.5 Employees with more than twenty (20) full years of continuous service shall accrue 14.67 hours of vacation credit for each calendar month of service. ' (22 working days maximum). Section 2: Utilization I Vacation leave taken shall not be in excess of!that actually accrued at the time it is taken. However, the City Administrator has the discretion to allow management employees to take vacation in advance of accrual when warranted by special circumstance. Section 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. Section 4: Accrual Limitation Management employees are required to take not less than 75% of accrued annual vacation as time o~each year. The balance of accrued vacation maybe taken either as time off or paid in cash on June 30 of each year. ~Section 5: Scheduli~3 ~ ~ Vacation times shall be scheduled based on the City Administrator's or department's judgment as to the needs of efficient operations. Vacation leave should be requested on forms provided by the C~ty not less than thirty (30) calendar days prior to the time requested. ~ection 6: Payment on Termination In the event of death or termination of an employee during the initial six (6) months of employment, no payment in lieu of vacation shall be made. In the event of death or termination of employment after an employee has served for six (6) continuous months, and is otherwise eligible for vacation credits, the employee 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 shall be paid in the same manDer as salary due the deceased employee is paid. A~ICLE VI ~, Vacations for Confidential Employees Section 1: Eligibility An employee shall be eligible for vacation with pay in with the following sections: accordance Section 1.1 Employees with less than five (5) full years of continuous service shall accrue 6.67 hours of vacation for each calendar month of service worked. (10 workihg days maximum). Upon completion of the fifth full year of continuous service, an employee will in addition be awarded 2 longevity days off (for a maximum total of 12 working days). Section 1.2 Employees with more than five (5) but less than ten (10) full years of continuous service shall accrue 8 hours of vacation credit for each calendar month of service. (12 working days maximum). Upon completion of the tenth full year of continuous service, an employee will in addition be awarded 3 longevity days off (for a maximum total of 15 working days). Section 1.3 Employees with more than ten (10) but less than fifteen (15) full years of continuous service shall accrue 10 hours of vacation credit for each calendar month of service. (15 working days maximum). Upon completion of the 15th full year of continuous service, an employee will in addition be awa£ded 3 longevity days off (for a maximum total of 18 working days). Section 1.4 Employees with more than fifteen (15) but less than twenty (20) full years of continuous service shall accrue 12 hours of vacation credit for each calendar month of service. (18 working days maximum). Upon completion of the 20th full year of continuous service, an employee will in addition be awarded 2 longevity days off (for a maximum total of 20 working days). Section 1.5 Employees with more than twenty (20) full years of Continuous service shall accrue 13.33 hours of vacation credit for each calendar month of service. (20 working days maximum). Section 2: Utilization Vacation leave taken shall not be in e~cess of that actually accrued at the time it is taken, and in no case may it be taken by a new employee prior to the completion of six (6) months satisfactory performance. Section 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 and employees on layoff status shall be entitled to credit for service prior to the leave or layoff. Section 4: Accrual Limitations Vacation time must be taken by an employee within twelve (12) months following their eligibility date, or such vacation shall be deemed forfeited. An employee who is about to lose vacation credit because of accrual limita- tions may, by notifying the supervisor fifteen (15) days in advance, absent himself or herself to prevent loss of this vacation time. The City shall establish a procedure to notify an employee thirty (30) days in advance of impending loss of accrued vacation time. Employees who absent themselves under the provisions of this section shall not be subject to disciplinary action or loss of pay. Vacation leave shall not accrue during a leave of absence without pay, or educational leave with pay in excess of fifteen (15) -7- calendar days. No payment shall be made for vacation time.lost by an employee because of accrual limitations, unless failure-to take vacation is caused by the City's insistence that the employee be at work du~ing a scheduled vacation period. Section 5: Scheduling vacation times s~all be scheduled by the City based on the head of the department's judgment as to the needs of efficient operations and the availability of vacation relief. Vacation leave should be requested on forms provided by the City not less than thirty (30) calendar days prior to the time requested. Vacations shall be approved by the department head, and where conflicts arise, seniority shall prevail. The splitting of vacations into more thsn two increments of less than one (1) full. week is discouraged, and the seniority rule shall prevail only in the case of the employee's first choice for a split vacation. Section 6: Payment on Termination In the event of death or termination of an employee during the initial six (6) months of employment, no payment in lieu of vacation shall be made. In the event of death or termination of employment after an employee has served for six (6) continuous months, and is otherwise eligible for vacation credits, the employee 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 shall be paid in the same manner as salary due the deceased employee is paid. ARTICLE VIII Hours of Work for Confidential Employees Section 1: Workweek The wOrkWeek, to the extent consistent with operating requirements, shall consist of five (5) consecutive days as scheduled by the department head or other responsible authority. Section 2: Hours The regular hours of an empl(~yee shall1 be 8 1/2 consecutive hours, including 1/2 hour for a meal period which shall not be paid. Section 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 resp0ns~bility of the Head of the Department to notify employees of their scheduled shifts, workdays, and hours. Section 4: Rest Periods A rest period of fifteen (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. -8- Section 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 shift. ARTICLE VIII Sick Leave Section 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. Section 2: Accumulation Sick leave shall be earned for the purpose stated herein by each employee at the rate of 8 hours for each full calendar month of service. Sick leave may be accumulated to a total of seven hundred twenty (720) hours and must be taken for the purposes specified in Article VIII, Section 3 as a condition precedent to any sick leave payment. Sick leave shall continue to accrue only during leaves of absence with pay. Section 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 thereof, as soon as possible prior to the beginning of 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. Employees may be granted sick leave for doctor or dental appointments at the discretion of the department head,. Such t~me off shall be charged against sick leave time on an kourly basis. Confidential employees may be grante~ the use of sick leave for illness in the immediate family. Probationary employees shall not be eligible for sick leave prior to completion of one calendar month's service with the City. Section 4: I~tegration with Workers Compensation When an injury occurs in the course of employment, the City's obligation to pay under this sick leave article is limited to the difference between any payment received under Worker's Compensation laws and the employee's regular pay. In such instances, prorata charges will be made against accrued sick leave for the first ninety (90) calendar days. There- after, full charges will be made against accrued sick leave until sick leave is exhausted. Thereafter, the only compensation will be Workers Compensation benefits, if any. -9- Section 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 acc~mulated sick leave will be applied as provided in O.R.S. 237.153. Sick leave shall not accrue during any leave of absence without pay. ARTICLE IX Funeral Leave An employee may be granted three (3) calendar days funeral leave with regular pay in the event of death in the irmmediate family of the employee. An employee's i~nediate family shall include spouse, parent, children, broth~r~ ~is~e£, ii~oihcz-~in-law~ f~ther-,~i~-!~ e~ ,~ther re!a~Jves living in the same household. Leave with pa~ forup to four (4) hours may be granted when an employee serves as a pallbearer. ARTICLE X Other Leaves of Absence Section 1: Criteria and Procedure Leaves of absence without pay not to exceed ninety (90) calendar days may be granted upon establishment of reasonable justification therefor in instances where the work of the department will not be seriously handi- capped by the 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. Section 2: Jury Duty Employees shall be granted leave with pay for service upon a jury; provided, however, that the regular pay of such an employee for the period of absence shall be reduced by the amount of money received for such jury service, and upon being excused from j~ry service for apy shall immcdiate!y conhact hie s~pervisor for assignment for the remainder of their regular workday. Section 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. Section 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 head- quarters. -10- Section 5: Election Da_~ Employees shall be granted two (2) day only if, due to scheduling of work, to vote. hours to vote on any election they would not otherwise be able Section 6: Military Leave Military leave shall be granted in accordance with ORS 408.290. Section 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 o~ 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 t~e expiration of the leav~ of abscnce~ has furnisk~d evidence of being unable to work by reason of sickness, physical disability or other legitimate reason beyond the employee's control. ARTICLE XI Discipline and D~scharge Section 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) Withholding of schedule pay increase (d) Suspension (e) Demotion (f) Discharge Disciplinary action may be imposed upon any employee for failing to fulfill their 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 discip- linary action. Such cause may also include misconduct, inefficiency, incompetence, insubordination, misfeasance, malfeasance, the wilful giving of false or confidental information, the withholding of information with intent to deceive when making application for employment, wilful violation of departmental rules or for political activities forbidden by State Law. Section 2: Discharge of Confidential Employees An employee having less than six (6) months of continuous service shall serve at the pleasure of the City. An employee having continuous service in excess of six (6) months shall be discharged only for cause. If the department head or City Administrator determines that there is cause for discharge, that person shall suspend the employee without pay for five (5) calendar days and shall deliver to the employee a written notice of such suspension and pending dismissal. Such notice shall specify the principal grounds for such action. Unless otherwise resolved, the dis- missal shall become effective at the end of the five-day suspension. -11- ARTICLE XII Probatio_~nary. Period Section 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 department 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. New confidential employees shall serve a minimum probationary period of six (6) full months after which upon ~ecommendation of the head of the department, they shall be considered a regular employee. New management employees hired into department head positions shall serve a probationary period of twelve (12) full months. Ail other management employees ska~i serve ~ ~x (6) month probationary period. Section 2: Promotion & Probationary Period An employee promoted into a department head position will be required to serve a twelve (12) month promotional probationary period. Employees promoted into all other management positions and any confidential position will be required to serve a six (6) month promotional probationary period. The City may at any time demote an employee on promotional probations~y status to their previous position. ARTICLE XIII General Provisions Section 1: Non Discrimination The provisions of this Resolution shall be applied equally to all employees without discrimination as to race, color,'religion, sex, age, marital status, national origin or mental or physical disability. All references to employees in this Resolution designate both sexes. Section 2: Other Employment Outside em)~loyment shsll be permitted only with the express pzior written approval of the City Administrator. The City may at any time revoke permission to hold outside employment. Section 3: Workers Co~pensation Ail employees will be insured under the provisions of the Oregon State Workmen's 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 Workmen's Compensation shall be equal to the difference between the Workmen's Compensation pay for lost time and the employee's regular pay rate. -12- S~ec_tj. on 4: Lia__bilitY Insurance The City shall purchase liability insurance in the maximum amounts set forth in ORS 30.270 for tile protection of all employees against claims against them incurred in or arising out of the performance of their official duties. The premiums for such insurance shall be paid by the City. ARTICLE XIV Compensation Section 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 last preceding workday shall be the regular pay date in lieu thereof. Except Lha~ 56-hour fica personnel shall be paid in accordance with the current firefighter union contract~ Section 2: Compensation - Pay Schedule Employees shall be compensated in accordance with the pay schedule attached to this resolution and marked "Appendix B" which is hereby incorporated into and made a part of this resolution. When any position not listed on the pay schedule is established, the City shall designate a job classification and pay rate for the position. Section 3: Overtime Management employees are expected to devote whatever time is necessary to accomplish their job. For all. employees, the City has the right to assign overtime work as required in a manner most advantageous to the City and coneistent with the requirements of ml~nicipal service and the public interest. Section 4: Form of Compensation The City Administrator, department heads, Electrical Superintendent, Street Superintendent, and Water and Sewer Superintendent are not eligible for paid overtime. These employees are allowed compensatory time off at their own discretion depending on the operating requirements of the City. The Electric line foreman, water quality foreman and water quality control plant foreman shall compensated in the form of pay at the rate of twice the regular rate for overtime work or given equivalent time off at the option of the City. All other management personnel 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. Section 5: Administration of Pay Plan Employees shall be entitled to pay in accordance with Appendix "B':. However, in the event of a management vacancy, the City Administrator may hire a new employee at the-beginning of t~e ~ay range. -13- ARTICLE XV Health, Welfare and Retirement The City agrees to provide health, welfare and retirement benefits in accordance with Appendix "C", as they apply to regular employees in the management and Confidential employee group. The foregoing Resolution was ADOPTED at a regular meeting of the City ~day Council of the City of Ashland on the / of Dec'ember, 1979. klin City Recorder SIGNED and APPROVED this _~Z~day of Decembezr, 1979 Gary L. />rickett Mayor 14 APPENDIX "A" Classifications in the Management, and Confidential Employee Group MANAGEmeNT q~ty Administrator/Department Heads City Administrator Director of Public Works/City Engineer Director of Electric Utilities Director of Finance and Administrative Services Chief of Police Fire Chief Director of Planning Senior Program Director Divis~p!~.Supervisors Cemetery Supervisor Street Supervisor Water Quality Superintendent Chief Building Inspector Engineering Technician III Police Lieutenant General Services Supervisor Supervising Accountant Mid-level Supervisors Water Quality Foreman Water Quality Control Plant Foreman Electric Line Foreman Police Sergeant Fire Battalion Chief S_~upport..Staff Personnel Assistant CONFIDENTIAL Executive Secretary (to the City Administrator) Executive Secretary (to the Police Chief) APPENDIX "B" S~ LAiRY S CtlEDULE Effective ' '.7. l _17 1~l/SO Electric Director of Electric Utilities Electric Line Foreman 2450-2695 2235-2450 2325 2450 2217 223~ Public Works · Director of Public Works/C.E. Water Quality Superintendent Water Quality Foreman !~ater Quality Plant Foreman street Superintendence Chief Building Inspector (1) Engineering Technician '2150-2580 2352 1825-2150 2035 1450-1725 1642 -- 1~50-1725 1642 -- 1650-3.950 (vac.) -- 1650-1950 1650 1650-1950 1728 Finance & Utility Services Director of Finance/A.S. 'General Services Supervisor Supervising Accountant Cemetery Superintendent 2050-2450 2279 1350-1600 1404 1350-!600 1300 1250-1500 1250 1450 1350 1300 PolSce Chief of Police Lieutenant (to 5-1-80) Sergeant 2) Fire F~re Chief (3) Battalion Chief 2000-2400 2052 ~- 1700 1600-1900 1600 1950-2350 (vac.) 1560-1850 156Q 2109 1632' O~er Director of Planning Senior Program Director Personnel Assistant C~ty Recorder/Treasurer Municipal Judge (?/t) City Attorney (p/t) Confidential Executive Secretary First 6 months Next 12 months Next 12 months Next 12 months Thereafter 1850-2275 1782 1850 950-1140 972 1350-1600 3296 1350 -- 3.655 907 924 960 980 1018 1039 1081 1101 1145 1168 (1) Includes $50 for Certification as Building Official (2) Plus additional $50 for acting in absence of Chief of Police upon retirement of Lieutenant. (3) Plus additional $25 for EMT Certification, plus $50 for 8cting in absence of Fire Chief. · ' ~ · APPENDIX C Health, Welfare, and Retirement Benefits The City agrees to provide the following benefits to the fulltime employee's in the classifications listed in "Appendix Section 1. Heslth Insurance The City agrees to pay the premiums for Blue Cross high Option III health insurance for employees and their dependents. Coverage will con~ence for new employees the first of the month following 90 calendar days from date of employment. Section 2. Life Insurance The C~-~y agrees to pay the premiums for the League of Oregon Cities $5,000 life insurance policy for each confidenhia! employee'and a policy for one times annual salary for each management employee, to become effective con- currently with Section 1 hereof. Section J. Depemd~n~s Life Insurance The Citl' agrees to pay the premiums for the League of Oregon Cities $1~000 life insurance policy for each dependent of an employee to become effective concurrently with Section 1 hereof. Section 4. Salary Continuation Plan The City shall pay the premiums for the League of Oregon Cities Salary Continuation Plan to become effective concurrently with Section 1 hereof. (Provides 50% of salary up to $1,000 per month for up to five years for sickness or to age 65 for accidents beginning 90 days after illness or accident). Section 5. ~4ercy Flight Insurance The City agrees to pay the premiums for providing Mercy Flight Insurance for confidential employees only. Foz new employees, enrollment begins July 1st after date of hire. Section 6. Retirement As required by law, the City will contribute to the Oregon State Public Employees Retirement System for each employee. Enrollment will commence 6 months from date of employment foz' new employees. Section 7. Social Security As required by law the City wil] contribute to employee. Social Security for each Section 8. Mileage Employees required to use their private automobile on City business will be reimbursed at the rate of nineteen ~19~ cents per mile. Section 9. Utility Discount Ail employees who are residents of the City of Ashland shall receive a twenty-five (25) percent discount on City domestic water, sewer, and electric utility bills (excluding connect and disconnect fees). New employees will be eligible for this benefit upon completion of 6 months continuous service with the City. Section 10. Dental Insurance The City agrees to pay the premiums for Blue Cross option IV Dental plan fcr management employees and their families. The City agrees to pay a maximum premium of $9.95 per month for dental insurance for confidential employees.