HomeMy WebLinkAbout2006-16 Clarifying Employment Conditions
RESOLUTION NO. 2006-16
A RESOLUTION OF THE CITY OF ASHLAND CLARIFYING CERTAIN CONDITIONS
OF EMPLOYMENT FOR MANAGEMENT AND CONFIDENTIAL EMPLOYEES BY
REPEALING RESOLUTION NO. 2004-23, WHICH REPEALED RESOLUTION 2002-
23.
Recitals:
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. Resolution No. 2004-23 is repealed. This 2006 resolution shall
apply to all management and confidential employees of the City of Ashland as set forth
in Appendix "A", dated June 2006. Where the term "employee" is used, it shall mean
regular full-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 emplovee. 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
PAGE i-RESOLUTION
City Administrator for the operational functions of a city department or division.
Division supervisors are exempt fr9m 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 Emplovee. A person in any of the classifications listed in Appendix "A" who has
completed the probationary peri-od.
2.6 Manaoement or Manaoer. Those classifications included in Appendix "A" under
the title "Management" including Department Heads, Division Managers and Mid-
Level Managers.
2.7 Probationary Emplovee. 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. Manaaerial Performance.
4.1. Goal Settino. 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.
4.2. Manaoerial Responsibilities. Each of the city's managers at a minimum have the
following responsibilities:
PAGE 2-RESOLUTION
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 Reqardinq Manaqement 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.
Management employees may take compensatory time off at their
discretion as long as they exercise judgement so that 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.
4.3.4. Residency. Residency within the Urban Growth Boundary shall be a job
requirement of the city administrator and strongly encouraged for
department heads.
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The following job classifications shall establish their residence to enable
them to report for emergency duty within 30 minutes of notification
including "get ready" and travel time:
Public Works Superintendent
Street Supervisor
Wastewater & Reuse Supervisor
Water Quality Supervisor (Distribution)
Water Plant Supervisor
Electric Operations Superintendent
Fire Division Chief
Deputy Police Chief
Police Sergeant
Telecommunications Engineer
Network Administrator
Database Administrator
User Support Administrator
Maintenance Safety Supervisor
T elecommunications/Computer 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 30 minutes to meet operational
requirements.
4.4. Essential ManaQement Functions. The following are the essential functions of all
city management positions and the expected standards for their performance:
4.4.1. PlanninQ. 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. OrQanizinQ. Efficiently and economically organizes and carries out
assigned operations; carries 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. CoordinatinQ. 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.
PAGE 4-RESOLUTION
4.4.5. Decision Makino/Problem Solvino. 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. Emplovee 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. Budoetino. 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.
5. Holidavs. Recognized holidays are set forth in AMC 93.08.080. For convenience they
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 (1st Monday in September)
Veteran's Day (November 11)
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
PAGE 5-RESOLUTION
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 in the
amount that constitutes their normal work day. (Le. employees working four 10-
hour days will receive (10) hours compensation for any holiday that falls in their
regular work day. Employees 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 Manaaement and Confidential Emplovees.
6.1. EliQibilitv. 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 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".)
PAGE 6-RESOLUTION
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. SchedulinQ. 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
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 UP to
one week of Administrative Leave each July at the discretion of their department
head. 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 durin~ 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.
7. Hours of Work for Confidential Emplovees.
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.
PAGE 7-RESOLUTION
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 shift.
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 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
PAGE 8-RESOLUTION
policy. The City may request medical documentation before granting paid sick
leave for this purpose.
8.4. Intearation 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.
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, grandparent, grandparent-in-Iaw 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 therefore 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 jury duty. 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.
PAGE 9-RESOLUTION
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. Familv 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 work by reason of sickness, physical disability or other legitimate reason
beyond the employee's control.
11. Discipline and Discharae. 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, t
PAGE 10-RESOLUTION
willful violation of departmental rules or this management resolution, commission
of any matter listed in AMC 93.08.030.8 or for political activities forbidden by
state law.
11.2. DischarQe. 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 Emplovee 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
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 Emplovment. 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;
PAGE 11-RESOLUTION
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 30.270 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.
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. The City
Administrator shall have the authority to amend the salary schedule as
necessary within budgetary constraints to meet the recruitment and operational
goals of the City. Such changes will be included in the official salary schedule
which is published and maintained by the Human Resource Department.
Additional pay that is specific to individual performance such as longevity,
Acting-in-capacity, certification, or meritorious service pay is not included in the
base salary and will not be reflected in the published salary schedule.
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.
PAGE 12-RESOLUTION
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, 2006.
This resolution was read by title only in accordance with Ashland Municipal Code 92.04.090
duly PASSED and ADOPTED this ?-g day of June 2006.
Barbara Christensen, City Recorder
SIGNED and APPROVED this J.-9
,
Reviewed as to form:
PAGE 13-RESOLUTION
APPENDIX "A" Classifications in the Management and Confidential Employee Groups
June 2006
City Administrator
Exempt
City Attorney
Police Chief
Exempt
Exempt
Electric Utility Director
Exempt
Administrative Services/Finance Director
Exempt
Fire Chief
Exempt
Public Works Director/City Engineer
Exempt
Information Technology Director
Exempt
Community Development Director
Exempt
Electric Operations Superintendent Exempt
Deputy Police Chief Exempt
Fire Division Chief Exempt
Human Resource Director Exempt
Public Works Superintendent Exempt
Telecommunications Engineer Exempt
Planning Manager Exempt
Engineering Services Manager Exempt
Water Plant Supervisor Exempt
AFN Operations Manager Exempt
Network Administrator Exempt
Database Administrator Exempt
Management Analyst Exempt
Senior Planner Exempt
Building Official Exempt
Finance Division Manager Exempt
PAGE 14-RESOLUTION
User Support Administrator
Assistant City Attorney
Project/Courts Manager
Fire Inspector
Exempt
Exempt
Exempt
Exempt
Police Sergeant
Water Plant Supervisor
Water Quality Supervisor (Distribution)
Wastewater & Water Reuse Supervisor (Collection Plant)
Associate Engineer
GIS Analyst
Forest Resource Specialist
Maintenance Safety Supervisor
Street Supervisor
Police Administrative Services Manager
Police Accreditation & Training Manager
Telecommunications/Computer Technician
Legal Assistant/Claims Manager
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
CONFIDENTIAL
Executive Secretary
Human Resource Assistant
Legal Secretary
Administrative Assistant/Secretary
Administrative Secretary
Secretary
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
PAGE 15-RESOLUTION
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. Blue Cross/Blue Shield medical Plan V-A, UCR Vision and dental plan III for
employees and their eligible dependents. New employees will begin coverage
on the first day of the month after they are hired.
As of January 1, 2003, the City will pay 95% of the total monthly health premium,
with the employee paying the remaining 5% on a pre-tax basis.
B. Reimbursement for preventative/wellness medical costs as provided in the city's
Wellness Program.
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. Salary Continuation Plan. Premiums for the League of Oregon Cities Long Term
Disability Insurance.
5. 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 238.200 for
employees at a uniform rate of six percent.
PAGE 16-RESOLUTION
APPENDIX "B"
Health. Welfare & Retirement Benefits
Paae: Two
6. Social Security. Contributions to Social Security as required by law.
7. 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 covera~e. 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.
8. Deferred Compensation. Deferred compensation in the amount of $30.00 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 17-RESOLUTION