CC RES 1976-066 RESOLUTION NO. 76-66
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF RANCHO PALOS VERDES ESTABLISHING POSITION
CLASSIFICATIONS AND SALARY RANGES FOR CITY
EMPLOYEES, ADOPTING A SICK LEAVE/LONG TERM
DISABILITY POLICY FOR REGULAR, FULL-TIME CITY
EMPLOYEES AND ADOPTING CERTAIN SALARY INCREASES
FOR REGULAR, FULL-TIME CITY EMPLOYEES
WHEREAS, The City of Rancho Palos Verdes desires to
implement certain salary increases for regular, full-time City
personnel; and
WHEREAS, The City of Rancho Palos Verdes desires to
establish position classifications and salary ranges for all
regular full-time City personnel; and
WHEREAS, The City of Rancho Palos Verdes desires to
establish a City Sick Leave/Long Term Disability Policy for all
authorized regular full-time City personnel;
NOW, THEREFORE, The City Council of the City of Rancho
Palos Verdes does resolve and order as follows:
Section 1. The sum of sixteen thousand dollars
($16,000) has been provided in the City' s 1976-77 budget for
salary increases for regular, full-time City employees , excluding
the City Manager, to be awarded during the salary year September 1,
1976 through August 31, 1977.
Section 2. The City Manager is authorized to award an
increase of five percent (5%) of the regular monthly salary of
regular full-time City employees appearing on the payroll on
August 31, 1976, and who were employed as regular full-time' employees
prior to July 1, 1976, excluding the City Manager. These increases
are designated to reflect the increased cost of products, services,
and housing experienced by the employees over the past year. The
increases shall become effective on September 1, 1976, and .shall be
awarded only to those eligible employees who have been certified by
the City Manager as having continually discharged the responsibilities
of their positions in a satisfactory manner.
Section 3. The City Manager is authorized to award a
subsequent increase of not more than six and one-half percent (611%)
of the regular monthly salary of regular full-time City employees
appearing on the payroll on August 31, 1976 , excluding the City
Manager. Such increase , if at all, shall become effective on:
. February 1, 1977 for the management group.
. The employment anniversary date for other regular
full-time employees.
Said salary increases shall be awarded only to City employees who
have been certified by the City Manager as meriting the increase,
based upon appraisal of department goals , achievement records and
periodic merit review of individual performance.
Section 4 . The aggregate of all monthly salary in-
creases awarded to any individual regular, full-time City employee
during the year September 1, 1976, through August 31, 1977, shall
not exceed eleven and one-half percent (11k%) of the individual' s
regular monthly salary as of August 31, 1976 . No individual em-
ployee' s regular monthly salary, including increases authorized by
this Resolution, shall exceed the upper limit of the salary range for
the employee' s job description specified in Section 6 of this
Resolution.
Section 5. The City Manager' s monthly salary shall
be increased by five percent (5%) per month, to a total of
two thousand, five hundred and forty-one dollars ($2, 541) per
month, such salary increase to become effective September 1, 1976.
Section 6 . The authorized position classifications
and salary ranges for all regular, full-time City personnel are
hereby established as set forth in Exhibit "A" (attached) .
Section 7. The City' s Sick Leave/Long Term Disability
policy for all authorized full-time positions shall be in accor-
dance with Exhibit "B" (attached) .
Section 8. Resolution No. 75-72 of the City Council
of the City of Rancho Palos Verdes is hereby repealed.
PASSED, APPROVED AND ADOPTED this 7th day of
September, 1976.
AYES: R. Ryan, M. Ryan, Dyda, Ruth and Buerk
NOES: None
ABSENT: None
42 /07g'd'''`f
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ATTEST:
IJiJ4gAF/L/ .. 1, Ora
I(T� Vi_CLEI'
I HEREBY CERTIFY that the foregoing is a true and
correct copy of a resolution passed and adopted by the City Council
of the City of Rancho Palos Ver es at a regular meeting thereof
held on 761:: day of , 1976 .
AlF
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-2- Resolution 76-66
EXHIBIT A
CITY OF RANCHO PALOS VERDES
POSITION CLASSIFICATION AND SALARY RANGE SCHEDULE (Per Month)
Eff. 9/1/75 Eff. 9/1/76 Current
Per Month Per Month Per Month
City Manager $ 2 ,420 Flat $2, 541 (Flat) $2,420
Administrative Services Officer $1,324-1, 853 $1,479-2,071 $1,833
Community Services Officer $1, 200-1, 680 $1, 200-1,680 $1,284
Environmental Services Officer $1, 522-2,131 $1, 701-2, 382 $2 ,108
Public Works Director $1, 500-2,100 $1, 579-2,210 $1,956
Administrative Assistant/Treasurer $ 954-1,336 $ 954-1 ,336
Associate Planner $1,150-1, 610 $1,150-1 ,610
Assistant Planner $ 954-1, 336 $ 954-1, 336
Accounting Technician $ 749-1 ,048 $ 749-1,048
Code Investigator $ 860-1, 204 $ 860-1, 204
Secretary to City Manager $ 876-1,226 $ 876-1,226
Secretary $ 713- 998 $ 767-1, 074
Clerk II NEW POSITION $ 638- $93
Clerk Typist
$ 563- 770 $ 563- 770
I
Resolution No. 76-66
EXHIBIT B
Occasional Sick/Bereavement Leave
1. 0 Compensated sick/bereavement leave shall not be considered
as a right which an employee may use at his/her discretion,
but shall be allowed only in cases of necessity. Compensa-
ted sick/bereavement leave shall only be granted for the fol-
lowing reasons.
1. 01 Physical incapacity of the employee due to illness or
injury.
1. 02 Enforced quarantine of the employee in accordance with
community health regulations.
1. 03 Critical illness of the employee' s mother, father,
brother, sister, spouse, child or parent of a spouse,
which requires his/her attendance. This may be granted
at the discretion of the Department Head, as part of
the eight (8) days basic sick leave.
1. 04 By reason of death of an employee' s mother, father,
brother, sister, spouse, child or parent of spouse.
This may be granted at the discretion of the Department
Head, with the approval of the City Manager, and is
limited to three (3) days for each bereavement.
Bereavement leave shall not be considered as part of
the compensated sick leave allowance.
2 . 0 In order to receive compensation while absent on sick/bereave-
ment leave, the employee shall notify his/her immediate super-
visor within two (2) hours after the start of the normal
work day.
3. 0 In the event that any compensated holiday occurs during the
period when an employee is on compensated sick/bereavement
leave, the holiday shall not be considered as a day charged
to such leave. Only regularly scheduled days of work shall
be charged to sick/bereavement leave.
4. 0 In the event that an employee is absent on compensated sick
leave in excess of two (2) normal work days, the employee
may be required, at the discretion of his/her supervisor,
to provide a written statement by a physician certifying
Page 1 of 6 Resolution No. 76-66
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Long-Term Sick/Injury Leave
1. 0 Compensated long-term sick/injury leave may be granted in
the event of severe sickness or injury which incapacitates
an employee continuously in excess of twelve (12) regularly
scheduled work days.
1. 01 Continuing absence past the twelve (12) days shall
require:
o A written statement by the attending physician de-
fining the nature of the sickness/injury and esti-
mated date on which the employee may be expected
to return to work.
o Each such case shall be reviewed by the City Manager
and the Department Head. At his discretion the
City Manager may request a physical examination
by a City appointed physician.
o The total number of compensated sick days granted
shall be limited to the number of regular work
days encompassed in the period of ninety (90) cal-
endar days, starting with the first day of the
severe sickness/injury.
2. 0 In cases where an employee has been on long-term sick/injury
leave, returns to his/her position and then requires occa--
sional sick leave, the following policy shall govern:
o The first eight (8) days of occasional sick leave
shall be considered as used.
o If the complete period of eight (8) to twelve (12)
days was not used prior to the long-term sick/injury
leave, the employee may be granted any days re-
maining within that period (8 to 12 days) with the
written approval of his/her Department Head.
3. 0 Any and all days during this period which are recognized
as sick days by I.R.S. regulations will be compensated at
the rate of 80% of the employees regular salary.
4. 0 Employees on probationary status shall not be eligible for
long-term sick/injury leave. The normal probationary period
shall be six (6) months but may be extended to up to one
Page 3 of 6 Resolution No. 76-66
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Long-Term Disability Leave
1. 0 All regular full-time employees shall be covered by a long-
term disability insurance policy.
1. 01 Subject policy shall provide compensation for a sick or
injured employee who is unable to perform the duties of
his/her position and shall start with the 91st day of
continuous disability due to such sickness or injury.
2. 0 Compensation to the employee shall be in accordance with the
terms of the purchased disability policy.
3. 0 Cost of premiums for the purchased long-term disability policy
shall be covered in the following manner:
3. 01 The estimated annual cost of premiums shall be included
in the City' s budget.
3. 02 The employees, as a group, shall be responsible for
off-setting the cost of the annual premium in the fol-
lowing manner:
o An accurate record shall be maintained of the compen-
sated occasional sick/bereavement leave used by each
regular full-time employee.
o All unused days of the normal eight (8) days allowed
for occasional sick leave shall be computed at the
end of the fiscal year and will be considered to be
"banked" for the payment of the disability insurance
premiums.
o Calculation of the value of the premium "bank" shall
be made on the basis of the average hourly rate of
the regular full-time employees as of January 1 of
each year.
Example: 300 premium "banked" hours 7. 44/hr. average hourly rate
premium bank = 300 hours x $7 . 44/hr.
premium bank = $2, 232
o In the case that the value of the "banked" hours do
not cover the premium cost, all full-time employees
shall be assessed for the deficiency. The assess-
ment shall be equated to hours and shall be paid by
each regular full-time employee at his/her current
hourly rate. Such deductions shall be made within
60 days following the close of the fiscal year.
Page 5 of 6 Resolution No. 76- 66
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