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RPVCCA_CC_SR_2011_07_19_07_Recruiting_For_Position_VacanciesCrrvOF MEMORANDUM TO:HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL DATE: FROM:ERIC MAUSSER,HUMAN RESOURCES M ",--l~ JULY 19,2011 SUBJECT:RECRUITING FOR POSITION VACANCIES REVIEWED:CAROLYN LEHR,CITY MANAGER G9- RECOMMENDATION: ~ Provide direction to staff regarding whether to proceed with the recruitments for the vacant positions of Director of Public Works,Assistant Engineer,Senior Financial Analyst,and Senior IT Analyst.Recruitment for the Public Works Director position is the most critical need as explained later in this report. EXECUTIVE SUMMARY: The City is presently conducting recruitments for positions in the Public Works and Finance &IT departments.Recruitment has concluded for the position of Public Works Director and the screening of applicants is now underway.The positions of Assistant Engineer and Senior Financial Analyst close July 5,2011.The Senior IT Analyst will begin recruitment shortly.All positions have been budgeted for 2011-2012. Council has made inquiry as to whether these positions should be held vacant for an unspecified duration pending resolution on pension revision and possible implementation of a second tier to the City's retirement program.Aside from the salary savings that would be realized in delayed recruitment for the positions,it is estimated that cost savings generated by waiting for implementation of a possible 2 nd tier retirement level are approximately $16,140 for the 4 positions for the first half of fiscal year 2011-2012. Discussions with management in both departments indicate that there will be significant delays in their ability to complete existing project workloads in established time frames . and assume new project assignments.Based on cost savings assumptions balanced against completion delay of critical projects,it is recommended to continue with the recruitment and filling of the positions as soon as possible. 7-1 Recruiting for Position Vacancies July 19,2011 Page 2 Councilmember Follow-Up Beginning June 30,2011,Councilman Campbell initiated a series of requests from staff for additional information pertaining to employee compensation,which he subsequently indicated was necessary for his report in conjunction with the agenda item that considers whether the recruitment of four staff positions should be deferred until after the employee pension matter is decided by the Council.The series of Councilman's Campbell's requests and exchanges of information are attached to this report and focus on detailed breakdowns of salaries,leave time and reimbursements for the top ten highest paid employees of the City.Staff has thus far expended approximately 15 hours of time towards the research and compilation,and Councilman Campbell indicates it is not yet complete. Due to time constraints,staff is asking Council to provide further direction ----- 1)To resume work to fulfill Councilman Campbell's specifications on the research topic and bring back the results together with the continued item on whether to fill the four staff positions; 2)To make the decision on this agenda item and determine that the background information provided to date is adequate; 3)And/or direct staff to prepare reference materials for public education pertaining to staffing levels,employee pay and benefits,comparative data with other cities,etc. to be available to residents,Council Members and City council candidates that addresses many of the questions and issues that have arisen lately. If the Council should decide to defer hiring these positions,the City Manager will meet with Council to discuss adjustments in departmental project priorities and work completion timetables. BACKGROUND: The positions of Public Works Director,Assistant Engineer,Senior Financial Analyst and Senior IT Analyst are not new positions and have been integral parts of the City's staffing plan for the past several years.Strategic and Tactical Goals for the departments have been established on the premise of such manpower availability. Also,workload factors for each department have been formulated on the basis of access to the higher level of professional expertise inherently found in these positions. Management in both departments analyzed impacts associated with deferment in hiring the positions.They have also supplied breakdowns of current workload and projects which are attached for your review. C:\Documents and Settings\ericm\My Documents\2nd draft staff report position vacancies (cp comments).doc 7-2 Recruiting for Position Vacancies July 19,2011 Page 3 Public Works Department The Public Works Department presently operates with a part-time Public Works Director who is limited to 980 of a possible 2080 hours per year due to CALPERS restrictions on post-retirement work.He replaced the previous full-time Public Works Director on assignment from the City Manager to implement necessary organizational changes in the department.Due to the increasing level of work projects and his work hour limitations this arrangement is not sustainable.The Deputy Director also functions as the Parks &Recreation Director.With the dramatic increase in projects and programs in that department,along with the lack of availability of the Public Works Director for over half the work year,this arrangement is also not sustainable and deteriorates the quality of management oversight for both departments.Furthermore, attracting qualified candidates for this position is a challenge due to the City's geographic location and the area's high housing costs.Delay in the hiring of the Public Works Director would also increase the likelihood that actual on-boarding of the person eventually selected would not occur until well-after December 2011 if such candidate must disengage from another position. The Assistant Engineer position is essential in relieving Senior Engineers from the backlog of field inspections and basic design work so that they might address the more complex engineering issues in high-profile/high impact assignments now scheduled. The following program areas are impacted: •Public Works Administration -City engineering,permits,inspections,grant administration and transit coordination. •Traffic Management -maintenance and improvements of the City's traffic facilities and traffic programs. •Storm Water Quality -NPDES administration,monitoring and reporting storm water runoff,and maintenance of catch basins. •Maintenance of parks,trails and open space. •Street and Right-of-Way Maintenance - roadside,roadways,medians,trees, sidewalks,street sweeping and street signs. •Sewer Maintenance -investigating,filming and cleaning the sewer system. •Waste Reduction -administration of the City's Source Reduction and Recycling Element of the City's General Plan,recycling programs and managing the City's residential and commercial waste haulers. •Abalone Cove Sewer System Maintenance -maintenance of the sewer system and reviewing the annual Abalone Cove Sewer Maintenance Fee. •Community Development block Grant Program -manage the Home Improvement Program and ADA Accessibility projects. •Portuguese Bend and Abalone Cove Improvement Authorities -maintenance activities for landslide abatement improvements. •Water Quality flood Protection -storm drain maintenance and review of the annual Water Quality flood Protection fee. C:\Documents and Setlings\ericm\My Documents\2nd draft staff report position vacancies (cp comments).doc 7-3 Recruiting for Position Vacancies July 19,2011 Page 4 In addition to these annual programs and current FY 2010-2011 improvement projects that will be completed next fiscal year,approximately 20 new improvement projects have been budgeted,for a total of approximately 75 Public Works projects in FY 2011- 2012.The new capital improvements include street,median,building,parks,trails, open space,and storm drain projects. Some projects are time-sensitive because they are funded by grants that have deadlines for completion.For example,the California Coastal Trail Plan and Eastview Park Playground Improvements must be completed by November 2012.These projects must go through an extensive process of public research,design and construction. Other projects require extensive field work to meet state or federal compliance deadlines.As an example,the federal government has mandated that the city establish a plan for replacing non-reflective signs by January 2012.Staff is required to measure the reflectivity of all signs and create a data base for the plan. Finance and Information Technology Department In terms of the Senior Financial Analyst and Senior IT Analyst in the Finance &IT Department,the potential future impacts of delay in filling these positions will be significant.There will likely be no staffing available to improve departmental performance measures,support special projects,support additional advisory board assignments,prepare additional financial analysis,or develop scheduled enhancements to the City's current financial systems.Projects/tasks that have been impacted to date include the following. •Completion of the 2010 Tactical Goal milestone:"By August 2010,staff will submit to the City Council a preliminary report regarding feasibility of a sales tax sharing incentive program." •An update to the City's Building &Safety cost-based fees has been delayed. •The City's implementation of new purchasing cards was delayed by at least one year. •Audits of local imposed tax revenue (e.g.golf tax,utility user's tax,transient occupancy tax,etc)have either been put on hold or delayed. •Desired improvements of departmental performance indicators have been placed on hold. •Full implementation of the City's Human Resources software has been put on hold. •Federal and state legislative analysis has been minimized,and staff is relying on outside entities to provide this information. •Budgeting,monitoring and financial analysis are all currently prepared by the Deputy Director of Finance,resulting in a delay of other projects (e.g.financial system acquisition). •Desired improvements to the delivery of financial information to the public have been delayed. C:\Documents and Settings\ericm\My Documents\2nd draft staff report position vacancies (cp comments).doc 7-4 Recruiting for Position Vacancies July 19,2011 PageS •Desired enhancements to the City's ability to maintain business continuity (financial functions)in the event of a disaster have been delayed. The potential future impacts to delay in on-boarding the Senior IT Analyst are that the City's only staffing available to manage the information technology function has been and will continue to be the Director of Finance &IT.The Dtrector's other duties continue to prevent the time dedication required for IT projects.This will continue to affect users of the City's information technology systems,which include both staff and the public. Projects/tasks impacted to date include the following:I •Desired improvements to the organization of the City's website have been delayed. •Daily responses to information technology needs throughout the City have been managed by the Director. •An upgrade of all City workstations for Windows 7 and Office 2010 has been delayed.. •User training has been scaled down. •Additional professional services from the City's information technology vendors have become necessary. Further delay in staffing this position will place the City in a position of inability to leverage advances in technology which can enha'1ce the efficiellcy and effectiveness of organizational work product.This impacts service ~elivery to intelrnal and external customers.1.1 Attachments C:\Documents and Settings\ericm\My Documents\2nd draft staff report position vacancies (cp comments).doc ----_._------7-5 Carolyn Lehr .~-----~~-_.__.~-_."-~_._,,._--_. From:B Campbell [b.camp@cox.net] Sent:Friday,June 03,2011 4:36 PM To:'Carolyn Lehr' Cc:'Brian Campbell' Subject:Agenda items Carolyn, -----,,-----._. Page 1 of 1 IT I would like to have placed on an upcoming agenda the following items: Engineering report for city hall status and/or results. Consideration of a freeze on new CalPERS eligible employee hiring until a new policy is in place. Please feel free to call me if you would like to discuss these items. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbeliforRPV NOTICE:The information contaired in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. 7/14/2011 7-6 Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Monday,June 06,2011 11 :51 AM To:'Carolyn Lehr' Cc:'Brian Campbell' Subject:Pension discussions Carolyn, Page 1 of 1 6 With the upcoming pension discussions coming up,I'd like to see the following be provided to council for background and review ASAP: What were the RPV city employee CalPERS pension benefits in 1998,and what years were they adjusted since then and how so for each adjustment? What currently in RPV can be added onto the base year salary,under current city policy or practice that will boost that last years pay for pension calculation purposes? o I'm referring to items such as deferred compensation,accrued sick leave,unused vacation,etc.Anything whatsoever that could be used to increase the last years base salary. Are there any retired employees that worked at RPV that currently receive a CalPERS pension greater than $99,OOO? Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV NOTICE:The information contaired in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notify the sender by return e-mail,and delete the orifinal message and all copies from your system.Thank }Uu. 7114/2011 7-7 Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Thursday,June 09,2011 4:58 PM To:'Brian.Campbell@rpv.com' Subject:FW:Agenda items Attachments:Oce_202_2011 0609_163226.pdf Hi Brian, Page 1 of3 Q.-. Below are my brief written response to the subjects you raised in two emails.ldid leave you a voice message several days ago suggesting we get together to discuss several areas of concern,possibly during the Leadership Academy last night,but I didn't hear back on whether that would work for you.After reading my brief responses below,let me know if you want to discuss further, or if you still want to place these items on an upcoming agenda.If so,I would offer the July 5 Council meeting. Thank you, CCt¥~VlI Lihr City Manager ..,City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Friday,June 03,2011 4:36 PM To:'Carolyn Lehr' Cc:'Brian Campbell' Subject:Agenda items Carolyn, I would like to have placed on an upcoming agenda the folloWing items: Engineering report for city hall status and/or results. Provided by Carolynn Petru at the last Council meeting during CM Report. Consideration of a freeze on new CalPERS eligible employee hiring until a new policy is in place. 7/14/2011 7-8 Page 2 of3 At this time,we are in active recruitment for:Public Works Director,Sr.Financial Analyst and Assistant Public Works Engineer. The job announcement does list our current retirement plan.We are preparing to recruit also for IT Manager,and have not yet distributed the announcement. If the Council wishes to place these on hold until a second tier pension is created,for example,it would entail cancelling the recruitments and starting again in order to bring people on after about 5 months-which is about how long it would take to decide on,and for CalPERS to implement a change in the City's contract.The Council would of course need to consider the potential cost savings versus lost work from these four positions during the delay.The most critical would be the PW Director. Review of the "Every Other Friday Off'policy o How is this policy in the continuing best interests of the residents? o How is it monitored? The 9/80 work schedule gives the public access to City services for 44 hours in a week,rather than the typical 40.The office is open for the extended hours of 7:30 am through 5:30 pm Monday through Thursday,and until 4:30 pm on Fridays.This schedule was put in place with approval of the Council prior to my joining the City,but I understand that the Council viewed the longer business days to be a benefit to the public,and I understand the City also got some Congestion Management Points for the reduced employee trips on Fridays. All of our services are still covered on Fridays,and that is monitored by each Department Director.None of us are aware of any complaints from the public regarding coverage. City policy for hot weather at city hall? o How much time off was taken last fiscal year? Due to unusually hot temperatures last November,I allowed employees to leave City Hall for about a half day one day,when the temperature reached 86 degrees inside.A few employees remained at their own choosing due to their work load.So you can assume approximately 4 hours off for about 45 employees that day,for a total of about 180 hours in the last 12 months due to extreme temperatures. o What is the current policy? OSHA recommendations (see the attachment)reference providing workers with proper environmental conditions such as air that is safe to breathe and of a moderate--not extremely hot or cold--temperature,in the range of 68 -76 degrees.Several years ago, the Malibu fires together with hot temperatures caused a particularly bad combination of smoke,ash and hot air (93 degrees outside).I recall that resulting in two partial days of shut down.In these instances,I noticed employees experiencing headaches, irritated eyes,listlessness,etc.These extreme conditions made it impossible to provide a safe and healthy work environment,and exceeded the OSHA guidelines. Contingency plan for city hall minor disaster relocation status? o How much time off was taken last year from events such as the water leak at city hall or any other events that resulted in city employees given time off? The leak at the water main was the only such event last year,and caused temporary unavailability of toilets and running water. The break occurred in the afternoon,and was repaired in time for regular starting time the next morning.Here again,I recall less than a half day and some employees chose to work longer.If a longer breakdown had been anticipated,we would call for other provisions in order to avoid a disruption of services,such as ordering the delivery of some portable toilets with hand washing stations. o What is your current plan If there is a minor disaster or event that extends beyond what is described above (such as fire or earthquake or major malfunction),we would consider moving essential services to Hesse,or PVIC (or even Terranea for a few days if we need to set up an EOC).The alternative all depends of course on the nature and extent of the damage or conditions at City Hall whether it can be partially occupied,and whether we can move office equipment to a temporary location.These factors would be assessed by staff and qualified contractors,and then I would make a decision in conjunction with the Council.Occupying other facilities has significant implications and would necessitate interruption of activities at those alternative locations. I hope this helps!Again,let me know if you still want these agendized. Please feel free to call me if you would like to discuss these items. 7/14/2011 7-9 Page 3 of3 Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any acoompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notify the sender by return e-mail,anq delete the orifinal message and all copies from your system.Thank you. 7/14/2011 7-10 02/24/2003 -Reiteration of Existing OSHA Policy on Indoor Air Quality:Office Temperature/H...Page 1 of2 i iiiIiii A to Z Index I En EspllIl'loll Contact Us I About OSHA Newsletter IIRSS Feeds I!Print This Page II a Text Size • ',.Lt ',~n:~I~)~rtifTI!$ ,.ItJl;:J~[~rrrV',~~n ©l::;'I.J~'I~©~I"~ OSHA ")SHA QuickTakes o All DOL @OSHA Advanced Search Occupational safety &.Health Administration We can Help What's New I Offices [:~~~,_i ["~?!..~~"J [~!~i~~~CJ [~~,r.:':~~~_J L..~~..~~,~~~~~J L,..~!.~~i][~~~~~~~~~~][:N.:~~~~_~..J I~~;~ess l,0SHtt ! ..Standard Interpretations·Table of Contents •Standard Number:121J2.1QQQ OSHA requirements are set by statute,standards and regulations.Our Interpretation letters explain these requirements and how they apply to partlcularclrcumltances,but they cannot create additional employer obligations.This letter constitutes OSHA's Interpretation ofthe requirements discussed.Note that our enforcement guidance may be affected by changes to OSHA rules.Also,from time to time we update our guidance In response to new Information.To keep apprised of such developments,you can consult OSHA's website at httD:llwww.osha.aov. February 24,2003 MEMORANDUM FOR: THROUGH: FROM: SUBJECT: REGIONAl ADMINISTRATORS STATE PLAN DESIGNEES R.DAVIS LAYNE DEPUlY ASSISTANT SECRETARY RICHARD E.FAIRFAX,DIRECTOR DIRECTORATE OF ENFORCEMENT PROGRAMS OSHA Policy on Indoor Air Quality:Office Temperature/H umldlty and Environmental Tobacco smoke On December 17,2001 OSHA withdrew its Indoor Air Quality (IAQ)proposal and terminated the rulemaklng proceeding (66 FR 64946). However,the Agency still receives public inqulrfes about lAQ,prfmarfly office temperature/hum Idlty and smoking In the workplace.For that reason,we have summarfzed the Agency'S position and guidance on these topiCS.We are Including language In the form of letters you can utilize when responding to complainants on these topics. j9trlce Temperature/HumIdity 4:-,.""._...__--. As a general ruie,office temperature and humidity are matters of human comfort.OSHA has no regulations specifically addressing temperature and humidity In an office setting.However,Section lU,Chapter 2.Sybsectlon Vof the OSHA Technical Manual, "Recommend4t1ons for the Employer,"proVides englneerfng and adml nlstratlve guidance to prevent or alleviate Indoor air quality problems. Air treatment Is defined under the englneerfng recommendations as,"the removal of air contaminants and/or th e control of room temperature and humidity."OSHA recommends temperature control In the range of ~and humidity control In the range of 20%-60%. As a second source of guidance,Amerfcan Society of Heating,Refrigerating,and Air-COnditioning Engineers (ASHRAE)Standard 55,7hennal environmental Conditions for Human OCCupancy,addresses "thermal comfort"In an office environment,which means that an employee wearing a norma I amount of clothing feels neither too cold nor too warm.This standard discusses thermal comfort within the context of air temperature,humidity,and air movement and provides recommended ranges for temperature and hum Idlty that are Intended to satisfy the majority of building occupants.These ranges vary for cold and hot weather.ASHRAE addresses ventilation and the removal of air contaminants in a separate standard,ASH RAE Standard 62,Ventilation for Acceptable Indoor Air Quality. As you know,hazards for which OSHA does not have a specific standard are govemed by sedlon 5(a)(1)of the Occupational safety and Health Act (the Act;General Duty Clause)which requires that employers provide employment and a pia ce of employment that are free from recognized hazards that are causing or are likely to cause death or serious physical harm.Citations for violations of the General Duty Clause are Issued when the fOur components of this provision are present,and when no specific OSHA standard has been promulgated to address the recognized hazard.These four components are:1)the employer failed to keep hlS/her workplace free of a "hazard";2)the hazard was "recognized"either by the cited employer individually or by the employer'S Industry generally;3)the recognized hazard was caUSing or was likely to cause death or serfous physical harm;and 4)there was a feasible means available that would eliminate or materfally reduce the haiard. Office temperature and humidity conditions are generally a matter of human comfort rather than hazards that could cause death or serious physical harm.OSHA cannot cite the General Duty Clause for personal discomfort. Envlmnmental Tobact:D $moke (ETS) Because the organic material In tobacco doesn't bum completely,cigarette smoke contains more than 4,700 chemical compounds.Although http://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=INTERPRETATIONS&p_id...6/9/2011 7-11 02/24/2003 -Reiteration of Existing OSHA Policy on Indoor Air Quality:Office TemperaturelH...Page 2 of2 OSHA has no regulation that addresses tobacco smoke as a whole,29 CFR 1910.1000 AircontBmlnants,limits employee exposure to several of the main chemical components found In tobacco smoke.In normal situations,expoSUr1!S would not exceed these permissible exposure limits (pas),and,as a matter of prosecutorlal discretion,OSHA will not apply the General Duty Clause to ETS. For further In formation to offer to employers/employees as guidance,you may wish to review a document published by the U.S. Environmental Protection Agency (EPA)about the health effects from environmental tobacco smoke,A Fact Sheet:Respiratory Health Effects ofPBSSlve smoking.Additional Information on Indoor air quality In general can be found on the Indoor Air Ouallty Technical Wnks page on the OSHA website. We hope you find this Information helpful.If you have any questions,please feel free to contact the Office of Health Enforcement at (202) 693-2190 Attach ments •Standard InterPretations·Table of Contents Freedom of Information Act I Privacy It security Statement I Disclaimers I Customer Survey I Important Web Site Notices I Intematk>llal I Contact Us U.s.DePllrtmentol'Labor I Occupational Sal'lty &Health AdmlnlS1ratlon I 200 QlnstitulIon Ave.,NW,WashlnglDn,DC 2OZ10 Telephore:1IOO-3ZHlSHA (5742)I nY:877-889-5527 www.OSHA.gov http://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=INTERPRETATIONS&p_id...6/9/2011 7-12 Carolyn Lehr ~~~'--"""'~-~~~--'~~~~~-' From:B Campbell [b.camp@cox.net] Sent:Friday,June 10,20112:19 PM To:'Carolyn Lehr' Cc:'Brian Campbell' SUbject:RE:Agenda items Carolyn, ---~,,.~~-,~-~-~~, Page 1 of4 f:) Thanks for the input.I think if you check you will find that there were two days for heat and two for the water breaks that were work-days partly or for the most part taken off. Agenda Items that I'd like to see: Freeze on new CalPERS eligible employee hiring until a new policy is in place. Review of the "Every Other Friday Off'policy Contingency plan for hot weather,or other unforeseen circumstances at city hall to insure uninterrupted city operations Review of the city-paid portion of the 8%Employee contribution to CaIPERS. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/Ca mpbellforRPV NOTICE:The information contained in this electronic e-mail and any acrompanying attachment(s)is intended only for the use oftk intended recipient and may be confidential and/or privileged Ifany reader ofthis communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawfUl,Ifyou have received this communication in error,please immediately notifY the sender by return e-mail,and delete the original message and all copies from your system,Thank you. ~'"--~-'-"-',-~~- From:Carolyn Lehr [mailto:c1ehr@rpv.com] Sent:Thursday,June 09,2011 4:58 PM To:Brian.campbell@rpv.com Subject:FW:Agenda items Hi Brian, 7/14/2011 7-13 Page 2 of4 ;0, Below are my brief written response to the subjects you raised in two emails.ldid leave you a voice message several days ago suggesting we get together to discuss several areas of concern,possibly during the Leadership Academy last night,but I didn't hear back on whether that would work for you.After reading my brief responses below,let me know if you want to discuss further, or if you still want to place these items on an upcoming agenda.If so,I would offer the July 5 Council meeting. Thank you, caro-l:Yvv Lih¥' City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com •(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] Sent:Friday,June 03,2011 4:36 PM To:'Carolyn Lehr' Cc:'Brian campbell' Subject:Agenda items Carolyn, I would like to have placed on an upcoming agenda the following items: Engineering report for city hall status and/or results. Provided by Carolynn Petru at the last Council meeting during CM Report. Consideration of a freeze on new CalPERS eligible employee hiring until a new policy is in place. At this time,we are in active recruitment for:Public Works Director,Sr.Financial Analyst and Assistant Public Works Engineer. The job announcement does list our current retirement plan.We are preparing to recruit also for IT Manager,and have not yet distributed the announcement. If the Council wishes to place these on hold until a second tier pension is created,for example,it would entail cancelling the recruitments and starting again in order to bring people on after about 5 months-which is about how long it would take to decide on,and for CalPERS to implement a change in the City's contract.The Council would of course need to consider the potential cost savings versus lost work from these four positions during the delay.The most critical would be the PW Director. Review of the "Every Other Friday Off'policy o How is this policy in the continuing best interests of the residents? o How is it monitored? 7/14/2011 7-14 Page 3 of4 The 9/80 work schedule gives the public access to City services for 44 hours in a week,rather than the typical 40.The office is open for the extended hours of 7:30 am through 5:30 pm Monday through Thursday,and until 4:30 pm on Fridays.This schedule was put in place with approval of the Council prior to my joining the City,but I understand that the Council viewed the longer business days to be a benefit to the public,and I understand the City also got some Congestion Management Points for the reduced employee trips on Fridays. All of our services are still covered on Fridays,and that is monitored by each Department Director.None of us are aware of any complaints from the pUblic regarding coverage. City policy for hot weather at city hall? o How much time off was taken last fiscal year? Due to unusually hot temperatures last November,I allowed employees to leave City Hall for about a half day one day,when the temperature reached 86 degrees inside.A few employees remained at their own choosing due to their work load.So you can assume approximately 4 hours off for about 45 employees that day,for a total of about 180 hours in the last 12 months due to extreme temperatures. o What is the current policy? OSHA recommendations (see the attachment)reference providing workers with proper environmental conditions such as air that is safe to breathe and of a moderate--not extremely hot or cold--temperature,in the range of 68 -76 degrees.Several years ago, the Malibu fires together with hot temperatures caused a particularly bad combination of smoke,ash and hot air (93 degrees outside).I recall that resulting in two partial days of shut down.In these instances,I noticed employees experiencing headaches, irritated eyes,listlessness,etc.These extreme conditions made it impossible to provide a safe and healthy work environment,and exceeded the OSHA guidelines. Contingency plan for city hall minor disaster relocation status? o How much time off was taken last year from events such as the water leak at city hall or any other events that resulted in city employees given time off? The leak at the water main was the only such event last year,and caused temporary unavailability of toilets and running water. The break occurred in the afternoon,and was repaired in time for regular starting time the next morning.Here again,I recall less than a half day and some employees chose to work longer.If a longer breakdown had been anticipated,we would call for other provisions in order to avoid a disruption of services,such as ordering the delivery of some portable toilets with hand washing stations. o What is your current plan If there is a minor disaster or event that extends beyond what is described above (such as fire or earthquake or major malfunction),we would consider moving essential services to Hesse,or PVIC (or even Terranea for a few days if we need to set up an EOC).The alternative all depends of course on the nature and extent of the damage or conditions at City Hall whether it can be partially occupied,and whether we can move office equipment to a temporary location.These factors would be assessed by staff and qualified contractors,and then I would make a li:lecision in conjunction with the Council.Occupying other facilities has significant implications and would necessitate interruption of activities at those alternative locations. I hope this helps!Again,let me know if you still want these agendized. Please feel free to call me if you would like to discuss these items. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 7/14/2011 7-15 Page 4 of4 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. 7/14/2011 7-16 Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Tuesday,June 14,2011 8:21 AM To:'Brian.Campbell@rpv.com' Subject:Agenda Items Good Morning Brian, Page 1 of 1 E I have prepared a brief (cover)report to bring the agenda items you requested forward for this next meeting,June 21.I will attach the responses I sent you last week so that Council members have some background to consider.I did enhance the font on my responses to you so that they are easier to read,and also I will attach to the report the excerpt from OSHA on indoor . temperatures.The recommendation will be for Council to consider assigning any or all of the agenda topics for a future Council meeting. Thank you, caro0tvv Lih.v City Manager II City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com •(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination, distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. 7/14/2011 7-17 Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Monday,June 20,2011 10:11 AM To:'Carolyn Lehr';Carol Lynch Subject:Employee info details Page 1 of 1 F Carolyn, Is there a document online whereby I can get the full details of employee benefits like vacation time accrual?I had a copy but left it behind with the rest of my no longer needed docs after a council meeting. Also,for tomorrow nights meeting,I'd like to see the CM salary ranges for the most recent 6-8 CM's hired in CA compared to the salary range for the CM that was replaced.Most recent means strictly time-wise.I don't want the examples selected in such a fashion that shows a salary trend one way or another. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbeliforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notiJY the sender by return e-mail,and delete the orignal message and al/copies from your system.Thank you. _7/14/2011 7-18 Carolyn Lehr ~-,,~'''~~" From:Carolyn Lehr [clehr@rpv.com] Sent:Monday,June 20,2011 10:18 AM To:'B Campbell' Subject:RE:Employee info details Brian, ---""------,,-----,---_. Page 1 of2 c, Sure.The first document you requested I'll work on finding the existing document,and will try to find out the answer to the second question. Thank you, Ccuro0'vv LehY' City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com •(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination, distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B campbell [mailto:b.camp@cox.net] sent:Monday,June 20,2011 10:11 AM To:'carolyn Lehr';Carol Lynch Subject:Employee info details Carolyn, Is there a document online whereby I can get the full details of employee benefits like vacation time accrual?I had a copy but left it behind with the rest of my no longer needed docs after a council meeting. Also,for tomorrow nights meeting,I'd like to see the CM salary ranges for the most recent 6-8 CM's hired in CA compared to the salary range for the CM that was replaced.Most recent means strictly time-wise.I don't want the examples selected in such a fashion that shows a salary trend one way or another. Thanks, Brian 7/14/2011 7-19 Page 2 of2 Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notifY the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. 7/14/2011 7-20 Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Tuesday,June 21,2011 2:29 PM To:'Brian.Campbell@rpv.com' Cc:'Carol W.Lynch';'cc@rpv.com' Attachments:Oce_202_20110621_140759.pdf Hi Brian, ---------"---" Page 1 of 1 H I'm back at the office now,and so am providing you with a copy of the leave policy.You can see from the verbiage that vacation may be accumulated up to a maximum of two year's worth of accrued vacation leave,and after that,it ceases to accrue. For example:employee with up to two years of service with our city,accrues 80 hours (two weeks)per year of vacation.The maximum he/she can accrue is 160 hours,or 4 weeks. Staff agrees that we can make the language more clear when referring to "two year's worth".As HR Manager Eric Mausser discussed with you,we are still going through the process of reviewing,updating and clarifying language in our Personnel Rules. Council has already seen and approved Part 1 recently,and we will bring Part 2 to the Council in August. I hope this is helpful. Thank you, Caro0'V\I Lihv City Manager If City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. 7/14/2011 7-21 RULE VII LEAVES (ADOPTED 01/31/02) (a)Time spent by an employee on an approved paid leave shall not be construed as a break in service or employment,and rights accrued at the time the leave is granted shall be retained by the employee.Additionally,a leave of absence,with pay or without pay,granted to any employee shall not create a vacancy in the position.For the duration of any such leave of absence,the duties of the position may be performed by another employee from the classified service on an acting assignment,an independent consultant or a temporary employee,provided that any person so assigned shall possess the minimum qualifications for such position. (b)Except as otherwise permitted by law,all requests for leave shall be in writing, and shall be sent to the City Manager or his/her designee.The request shall include the expected start and ends dates of the leave,and any medical certifications required by the provisions of this Rule.An employee shall provide as much advance notice of the need for leave as practicable.Generally,when the need for the leave is foreseeable,the employee shall try to provide at least ten (10)days'notice prior to the commencement of the leave.Failure to provide advance notice of the need for leave may be grounds for delaying the start of the leave. SECTION 1-VACATION LEAVE: (a)Employees are entitled to accrue paid vacation leave under the follOWing schedule: Length of Employment Beginning of 1st month through 2 years Beginning of 3rd year through 5 years Beginning of 6th year through 15 years Beginning of 16th year and more Vacation Accrual Rates 6.67 hours per month 8 hours per month 10 hours per month 8 additional hours per year for each year of service up to a maximum of 160 hours per year (b)After completion of the initial-hire probationary period,the employee will be credited with vacation leave earned during the probationary period.The employee shall be entitled to take such leave upon the completion of the initial-hire probationary period or extension thereof.However,an initial-hire probationary employee may utilize 12 Competitive Service Personnel Rules Last Amended on May 1,2007 7-22 accrued vacation leave prior to the completion of the probationary period with the written approval of the City Manager. (c)Vacation leave may be accumulated to a maximum of two year's worth of accrued vacation leave.Once an employee reaches the maximum vacation leave which may be accumulated,the employee shall cease to accrue any further vacation leave until the amount accumulated falls below the maximum. (d)The scheduling of vacation leave must be approved in advance by the employee's Department Head or the City Manager.Employees shall submit a written request to schedule vacation leave to the employee's Department Head or the City Manager within a reasonable amount of time prior to the desired date and may be granted in accordance with the work force needs of the City. (e)Employees will have the option to be paid for vacation leave that exceeds the maximum allowed by these Rules if a requested vacation leave is received and denied by the employee's Department Head and the City Manager due to the work force needs of the City,not less than thirty (30)days prior to exceeding the maximum accrual. (f)Employees shall not be granted,and accordingly are not entitled to take vacation leave in advance of its accrual. (g)Upon termination or dismissal from employment,employees and probationary employees shall be paid for accumulated vacation leave up to a ma~imum amount, which may be accumulated by these Rules. (h)Vacation leave may be used for medical appointments,pregnancy disability leave and I~ave pursuant to the federal and California family and medical leave .statutes. SECTION 2-ADMINISTRATIVE LEAVE: (a)Exempt employees may be granted up to sixty-two (62)hours otadministrative leave per fiscal year at the sole discretion of the City Manager. (b)The scheduling of administrative leave must be approved in advance by the City Manager or his/her designee.Exempt employees shall submit a written request to schedule administrative leave to the City Manager or his/her designee within a reasonable amount of time prior to the desired leave.In the exercise of the City Manager's discretion,he/she shall consider the work force needs of the City. (c)Administrative leave may not be accumulated to the next fiscal year. 13 Competitive Service Personnel Rules Last Amended on May 1,2007 7-23 Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Tuesday,June 21,2011 2:36 PM To:'Carolyn Lehr';Brian.Campbell@rpv.com Cc:'Carol W.Lynch';cc@rpv.com SUbject:RE: Thanks Carolyn,this was exactly the clarification I was looking for. Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV Page 1 of2 I NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notify the sender by return e-mail,and delete the orifinal message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:dehr@rpv.com] Sent:Tuesday,June 21,2011 2:29 PM To:Brian.campbell@rpv.com Cc:'carol W.Lynch';cc@rpv.com Subject: Hi Brian, I'm back at the office now,and so am providing you with a copy of the leave policy.You can see from the verbiage that vacation may be accumulated up to a maximum of two year's worth of accrued vacation leave,and after that,it ceases to accrue. For example:employee with up to two years of service with our city,accrues 80 hours (two weeks)peryear of vacation.The maximum he/she can accrue is 160 hours,or 4 weeks. Staff agrees that we can make the language more clear when referring to "two year's worth".As HR Manager Eric Mausser discussed with you,we are still going through the process of reviewing,updating and clarifying language in our Personnel Rules. Council has already seen and approved Part 1 recently,and we will bring Part 2 to the Council in August. I hope this is helpful. Thank you, 7/14/2011 7-24 Page 2 of2 CCtY~Y\ILeJt,y City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com •(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. 7/14/2011 7-25 Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Tuesday,June 21,2011 2:39 PM To:'B Campbell';'Brian.Campbell@rpv.com' Cc:'Carol W.Lynch';'cc@rpv.com' Subject:RE: Great! Thank you, CCtYo0'vv Lehr City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com -(310)544-5202 Page 1 of2 .T This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] Sent:Tuesday,June 21,2011 2:36 PM To:'Carolyn Lehr';Brian.Campbell@rpv.com Cc:'Carol W.Lynch';cc@rpv.com Subject:RE: Thanks Carolyn,this was exactly the clarification I was looking for. Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV 7/14/2011 7-26 Page 2 of2 NOTICE:The information contained in this electronic e-mail and any acoompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Tuesday,June 21,2011 2:29 PM To:Brian.Campbell@rpv.com Cc:'Carol W.Lynch';cc@rpv.com Subject: Hi Brian, I'm back at the office now,and so am providing you with a copy of the leave policy.You can see from the verbiage that vacation may be accumulated up to a maximum of two year's worth of accrued vacation leave,and after that,it ceases to accrue. For example:employee with up to two years of service with our city,accrues 80 hours (two weeks)per year of vacation.The maximum he/she can accrue is 160 hours,or 4 weeks. Staff agrees that we can make the language more clear when referring to "two year's worth".As HR Manager Eric Mausser discussed with you,we are still going through the process of reviewing,updating and clarifying language in our Personnel Rules. Council has already seen and approved Part 1 recently,and we will bring Part 2 to the Council in August. I hope this is helpful. Thank you, caro0'vv LeJtr City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com •(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. 7/14/2011 7-27 Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Friday,June 24,2011 5:07 PM To:'Carolyn Lehr' Subject:New hires Carolyn, Page 1 of 1 K. Can you send me the details about the job openings you want to fill?I want to prepare for when we have this on the agenda.This would include Title,pay range,experience required,responsibilities and anything else that would be relevant along these lines. I'm also still waiting for the detailed benefits info I asked for. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contaired in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail,and delete the orifinal message and all copies from your system.Thank you. 7/14/2011 7-28 Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Monday,June 27,2011 10:11 AM To:'B Campbell' Cc:'Eric Mausser';'Dennis Mcl.:ean' Subject:RE:New hires Attachments:Oce_202_2011 0627_093948.pdf Hello Brian, Page 1 of2 L... The comp details as presented in the two forms that I sent around to all Council members was all that my staff recalled compiling. I inquired with Finance,HR,City Attorney,C.Petru,etc.and no one could think of a different or more complete document than the ones I distributed.If you can think of the occasion or the policy issue that caused it to be created,perhaps that would help us figure out what you recalled seeing.Could it be the State of California website under State Controller John Chiang that was created following the Bell scandal?http://lgcr.sco.ca.gov/CompensationDetail.aspx?entity=City&id=11981970900 Regarding the policy matter on whether to fill open positions until pension has been addressed,I have attached the four job descriptions we would recruit for.However,I understand from Dennis that he is still mulling over the IT position and how to structure it,since we have not been successful in our past recruitments in finding the right candidate.So,for all practical purposes I believe the pension policy will be revised by the time that one gets recruited anyway. So that leaves three for practical purposes:the Public Works Director,Senior Administrative Analyst (Finance),and Assistant Engineer.You will find the salary ranges on each job description,and they are currently posted on our website as jobs available. Thank you, CCU'"o0Jvv Lihr City Manager L~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B campbell [mailto:b.camp@cox.net] sent:Friday,June 24,2011 5:07 PM To:'Carolyn Lehr' Subject:New hires 7/14/2011 7-29 Page 2 of2 Carolyn, Can you send me the details about the job openings you want to fill?I want to prepare for when we have this on the agenda.This would include Title,pay range,experience required,responsibilities and anything else that would be relevant along these lines. I'm also still waiting for the detailed benefits info I asked for. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com!rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying aUachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. 7/14/2011 7-30 SENIOR ADMINISTRATIVE ANALYST Finance &Information Technology The City of Rancho Palos Verdes is now accepting applications for the position of Senior Administrative Analyst (Finance &Information Technology).The salary range is $70,238 -- $91,209 000.Benefits include CalPERS pension formula of 2.5%at 55;9/80 work schedule and excellent health insurance.Employees have the holiday period between Christmas and New Years off. The position will work in the Finance &Information Technology Department.The City is seeking an experienced professional with a solid municipal finance background.The ideal candidate will have experience preparing multi-year financial models,capital improvement programs,cost-based fee studies,financial analysis and grants administration. The position will be opened until filled.The first review of applications will take place JUly 5,2011.THE CITY DOES NOT ACCEPT EMAIL OR FAX RESUMES.Please go to the City of Rancho Palos Verdes website at www.palosverdes.com/rpv.Go to Forms and click Application for Employment.Follow the instructions and complete the Application Form fUlly.Incomplete application forms will not be considered.Download the completed Application Form.Mail it along with your resume to 30940 Hawthorne Blvd.,Rancho Palos Verdes,CA 90275. PEFINITION Positions in this class series provide professional level administrative staff work in a broad range of functions or program areas.Incumbents are responsible for specific analyses or implementation in an assigned program area and may also be responsible for administering a new program or service.The main focus of these positions is on their analytical role;any non-analytical duties performed are incidental. Assignments require senior-level knowledge,expertise,experience and skills in a broad range of professional administration areas,a high level of independence,decision-making and initiative,and the ability to perform complex and difficult analytical tasks related to a broad range of assignments.The work requires creativity and resourcefulness to accomplish goals and objectives.Incumbents are required to exercise jUdgment in interpreting established policies,goals and objectives and in applying concepts,plans and strategies which may deviate from traditional methods and practices. Incumbents work under minimal supervision with only occasional direction. 7-31 STATUS Classified SUPERVISION RECEIVED AND EXERCISED Receives general direction from a department director and deputy director. EXAMPLES OF DUTIES The following duties are normal for this position.These are not to be construed as exclusive or all-inclusive.Other duties may be required and assigned. •Collects and monitors data and information;analyzes and/or implements municipal policies,procedures,organization,finance and/or services and provides input to program and policy decisions;prepares and presents forecasts of effects of pending legislation,policy and procedure changes. •Interprets and applies data,policies and procedures,laws,regulations,and City ordinances and explains them to the public;researches and responds to citizen complaints. •Prepares reports relating to various projects and programs for staff,City Council and citizen committees;prepares complex reports,correspondence,memos and contracts. •Investigates,interprets,analyzes and prepares recommendations on new programs,grants and services. •May assist in budget preparation for the department or have responsibility for preparing the bUdget for specific programs or projects. •Analyzes and monitors expenditures and revenue.May approve accounts payable and/or expense reports. •Provides advice and consultation in area of assignment to City staff and others. •May administer programs;may be responsible for implementing a service or program within a department. •May administer contracts and/or provide oversight for consultants;may develop contract language. •Gathers data and information form a variety of sources;prepares correspondence, reports,charts and graphs,and PowerPoint presentations. •May represent City at community,inter-departmental,inter-agency and professional meetings. MINIMUM TRAINING AND EXPERIENCE REQUIRED TO PERFORM ESSENTIAL JOB FUNCTIONS: Bachelor degree in Public Administration,Finance or related field with three years professional municipal experience at Analyst level,or any combination of education and experience that provides equivalent knowledge,skills and abilities. May require possession of or ability to obtain a valid California driver license. Desirable Qualification:Master Degree in Public Administration or related field. 7-32 .;.;;:.;.::i;~:~.;.>;.:'".::..<.;.;.;::.<.;.::;::,.;.:~'.','",<,~.,_~<,,;.:.~:;••::i:;,;:.;:::",::;;...'.........:;.~:;:..:<;j.;;);;.:~,:~.::...:;.~:;;.;,:;;;:~:;:;;;:;~:;:;;:~~:~;;;;~.~.;:;,:-:~:.;_..,:,:;;..:.:::.;::,~:;:::;;.~..;.<::••"<.....;:.:;:..~.:;,.~;:,:::•.:,w:,,;.:::;....,L..:..::;>.;:..;i;:.,;·..,.;~.::~,:,:;.;.:~·;;;:::~;;~;~::::~;~~~;~.:;,,:L.,;,:;;:.:;:::;:;';'...),;:::;::,;'.':,;.:':",;'.'.,;..''.':::;'.';:::;:;-.:,;:;"-",:;::::':"'.'.:;:.,;..'.,:,~',:;:~:,.;:;'.',..:;':;;..:.-::~....'":~::::';:;:~';:";";;: MENTAL ABILITIES REQUIRED TO PERFORM ESSENTIAL JOB FUNCTIONS: •Ability to evaluate data and information using established criteria in order to determine consequences and to identify and select alternatives.Ability to compare, count differentiate,measure and/or sort,as well as assemble,copy record and transcribe data and information.Ability to classify,compute tabulate and categorize data. •Ability to utilize a variety of advisory and design data and information as budgets, staff reports,various agreements,tax reports,database information,meeting agendas and minutes,computer software operating manuals,ordinances,non- routine correspondence,legal documents,professional journals and bulletins. •Ability to persuade and/or train others,including the ability to act in a team leader capacity.Ability to advise and interpret how to apply policies,procedures and standards to specific situations. •Ability to communicate effectively,orally and in writing,with City personnel,county, state and federal agency personnel,consultants,attorney,engineers,independent auditors,and the general public. •Ability to accurately interpret data,policies and procedures,laws and regulations, and to explain them to City staff and to the public. •Ability to develop specialized knowledge,including knowledge of City ordinances and regulations related to area of assignment. •Knowledge of research techniques and information sources. •Knowledge of public administration,organization and management principles and practices,municipal fiscal policy,financing and procedures,applicable laws and regulations;and the ability to expand knowledge in these areas. •Knowledge of,and ability to apply,applicable software programs necessary for the job such as Excel,PowerPoint,and other Microsoft Office programs. •Specialized knowledge may be required for some assignments. MATHEMATICAL ABILITIES Ability to apply general mathematical principles,including decimals and percentages; ability to interpret statistical reports and/or formulation and equation data. PHYSICAL REQUIREMENTS •Ability to operate,maneuver,and/or control the actions of office equipment and/or materials used in performing essential functions such as computer keyboards, calculators,copiers and other equipment. •Ability to coordinate eyes,hands,feet .and limbs in performing slightly-skilled movements such as rapid keyboard use. 7-33 'Bumnd pUB BU!4Snd 'BU!AJJBO 'Bum!l BU!I\IOI\U!AIIBo!dA~'>tJOM ~4B!I o~AJB~U9pas U!lJOJ.l.9 IBO!SA4d ~4B!I lJ9X9 O~Al!l!qV • 7 - 3 4 ASSISTANT ENGINEER The City of Rancho Palos Verdes is now accepting applications for the position of Assistant Engineer.The salary range is $68,049 ••$88,372 000.PERS 2.5%at 55; 9/80 work schedule and excellent health insurance benefits.Employees have the holiday period between Christmas and New Years off. The position is located in the Public Works Department and will perform entry level professional engineering tasks in the design and construction of public improvement projects involving streets,sidewalks,traffic signals,storm drains,sewers and city facilities inclUding parks and buildings. The position will be open until filled.The first review of applications will take place July 5,2011.THE CITY DOES NOT ACCEPT EMAIL OR FAX RESUMES.Please go to the City of Rancho Palos Verdes website at www.palosverdes.com/rpv.Go to Forms and click Application for Employment.Follow the instructions and complete the Application Form fully.Incomplete application forms will not be considered.Download and complete the Application Form.Mail it along with your resume to 30940 Hawthorne Blvd.,Rancho Palos Verdes,CA 90275. DEFINITION The purpose of positions in this classification is to perform entry level professional engineering tasks involving the design and construction of public improvement projects involVing streets,sidewalks,traffic signals,storm drains,sanitary sewers,street lights,and City facilities including parks,buildings and parking lots.Assist in the review of engineering plans and prepare technical written reports of average to high difficulty. STATUS:Classified SUPERVISION RECEIVED AND EXERCISED Receives general supervision from the Director of Public Works,Deputy Director of Public Works,Senior Engineers or other designated staff.The level of supervision received is directly related to the complexity of the assignment.More complex assignments will be reviewed periodically and less difficult assignments will be subject to administrative direction.May provide functional or technical supervision to Engineer Techs or support staff. 7-35 EXAMPLES OF DUTIES The following duties are normal for this classification.They are not to be construed as exclusive of all inclusive.Other duties may be required and assigned. •Assist in monitoring construction activities to ensure compliance with contract documents.. •Assist in reviewing and preparing plans and specifications in connection with the construction and maintenance of engineering projects including those for capital improvement projects,grading,landscaping and irrigation. •Make moderately complex professional level calculations and apply standard engineering concepts to determine appropriate capacities,stresses and construction materials. •Assist in preparing quantity and cost estimates for construction projects;prepare and check legal descriptions;and participate in the review of changes or modifications to proposed public facilities within subdivision developments. •Research and prepare reports of average to high difficulty and make recommendations when appropriate on engineering related SUbjects;gather information from various sources;apply standard engineering principles and procedures to work assignments. •Attend meetings;make field visits to verify conditions;exchange information with other City personnel related to engineering projects and assist in studies with other City departments or outside agencies. •Collect data and provide information for reports associated with project status,cost analysis and contract compliance. •Provide support services related to the inspection of construction sites;discuss problems and seek resolution of difficulties with contractors,inspectors,consultants and representatives of other public agencies. •Assist in investigating contractor claims for extra work;prepare contract change orders as directed by senior management staff.Participate in the coordination of the bidding process and preconstruction bid conferences. •Review construction plans.Input database information.Assist in the preparation of requests for proposals. •Review quantities and costs for public facility projects;Investigate standard project engineering problems and recommend solutions. •Participate in department goal setting and performance evaluations. •Perform such additional tasks and duties as assigned by the Director of Public Works and Deputy Director of Public Works or designee. EXPERIENCE AND EDUCATION The experience and education described below are used by the City as general guidelines to evaluate compliance with the qualifications described above.Comparable experience and education is acceptable for meeting the position's minimum qualifications.Specified 7-36 licenses,certificates and registrations must be held and maintained unless otherwise specified. Experience:One year of professional level civil engineering experience. Education:Bachelor's degree in civil engineering,architecture,construction management or a closely related field from an accredited college or university. Licenses,Certificates and Registrations:Valid Class C California Drivers License is required.Possession of a certificate of Engineer-In-Training is required.. PHYSICAL AND MENTAL ABILITIES REQUIRED TO PERFORM ESSENTIAL JOB FUNCTIONS: Language Ability and Interpersonal Communication •Ability to evaluate data and information using established criteria,in order to determine consequences and to identify and select alternatives.Ability to classify, compute,tabulate and categorize data. •Ability to understand and apply policies,procedures and standards to specific situations. •Ability to utilize a variety of advisory and design data and information such as blueprints/building plans,technical studies,drafts of correspondence,change order requests,invoices,billing statements,consulting studies,staff reports"City council reports,budgets,construction codes,construction method books,computer software operating manuals,policy manuals,license guidelines,computer languages,and engineering manuals. •Ability to communicate verbally and in writing with City staff, consultants, contractors,building and construction inspectors,user groups and other public and private organizations. Mathematical Ability •Ability to perform full range of engineering calculations.Ability to interpret inferential statistical reports and/or formulation and equation data.Ability to calculate spatial relationships. Judgment and Situational Reasoning Ability •Ability to use functional reasoning using professional engineering knowledge in performing synthesis functions. •Ability to exercise the judgment,decisiveness and creativity required in situations involving the evaluation of information against sensory and/or judgmental criteria. Physical Requirements •Ability to operate equipment and machinery with some requiring complex and rapid adjustments such as computer keyboard/terminal,photocopier,fax machine, telephone,survey level,blueprint machine,drafting instruments,measuring tape, lettering machine and lettering set. 7-37 ::~~,..,:.;;::::::.;:::;-.;..,'.-;,:,~.";';'.'::;.;.;:,.,.'''.';'.,..>:..;,;,:;;:;;::.;'.:;.;.:..;.';,:;;;::;;:~~;;~;:;:;.;,:;.;~;;.;.;;;:;;;;;;;;;;:;~~:;;;;~~;".,;;~;.;..';'..;.:;.:;.;::.;.:'.;..::;'.';;::~,:,:..J:;;:::.;.,..;:•..:..:.:.:.:.',,;:,~,,:;::,;:;:;:;-;::;'.""':;'.,.::;;~:;.;;~;;:~;:.::~;;~::~;;;-::;;~~;;;:.;;~.::.::;;;:;:;.::.:::::~;:,.;.:;'.;.,..:.;'.,:;.~.;.',.;:.:':.,:..:..::_.:;:;.:.;"_'..:.,:::..'-.,..''::;'.•......;;.;,;;.:.;,',.'.-,:,;.;.,•.~:. •Ability to coordinate eyes,hands,feet and limbs in performing semi-skilled movements such as drawing and data entry. •Ability to exert very moderate physical effort in sedentary to light work,typically involving some combination of stooping,kneeling,crouching,lifting carrying,pushing and pulling. Environmental Adaptability Ability to work under generally safe and comfortable conditions where exposure to environmental factors poses some risk of injUry. The City of Rancho Palos Verdes is an Equal Opportunity Employer.In compliance with the Americans with Disabilities Act,the City will provide reasonable accommodation to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. Adopted: Department Director 7-38 :~;::'::~"':;:;""-''''''':';:;';';';::;:;:'~::;:~;~:;;;;;;:;~.:.:;.,.;.\;,",;,,:;:::;.;:;:.:.:....:...\.....:.,':;.::.;"::':'"~'"'':''':.:..;::;::;;~j:::;:::,~..~;::....,.:::.<:..,....',:.:,:;-:.;...;.,.•........,.~...,,:•.:.;;;:~::;;,~;~.;..;.;:;:,....:.,:,:;,;.,.:::::<;:;:;::.",..,;:.;~.:'.-,:,:..'.;,~.,.:.., DIRECTOR OF PUBLIC WORKS The City of Rancho Palos Verdes is now accepting applications for the position of Director of Public Works.The salary range is $95,403 --$162,082 000.PERS 2.5%at 55;9180 work schedule and excellent health insurance benefits.Employees have the holiday period between Christmas and New Years off. The position is exempt status and reports directly to the City Manager.It will exercise overall executive responsibility for program planning,management and operations of the Public Works Department.The City is seeking an experienced executive in comprehensive municipal pUblic works management,with a demonstrated background in leadership and supervision. This position will be open until filled.The first review of applications will take place June 20,2011.THE CITY DOES NOT ACCEPT EMAIL OR FAX RESUMES.Please go to the City of Rancho Palos Verdes website at www.palosverdes.com/rpv .Go to Forms and click Application For Employment.Follow the instructions and complete the Application Form fully.Incomplete application forms will not be considered.Download the completed Application Form.Mail it along with your resume to 30940 Hawthorne Blvd.,Rancho Palos Verdes,CA 90275. DEFINITION This is an exempt status position which serves at the discretion of,and reports directly to, the City Manager.The position exercises overall responsibility for the program planning, management and operations of the Public Works Department.Incumbents receive general administrative direction from the City Manager,exercising discretion in applying strategic and tactical goals and resolving organizational and service delivery problems.Incumbents typically possess a very high level of technical knowledge in pUblic works systems,funding, design and project management,as well as the ability to integrate a high level of experience with a wide variety of public works areas. STATUS Management SUPERVISION RECEIVED AND EXERCISED Receives administrative direction from the City Manager.Provides direct and indirect supervision and guidance to staff of the department. EXAMPLES OF DUTIES Formulate policy options,prepare reports and studies,make recommendations and serve as staff to the City Manager,City Council,Traffic Commission,Water Quality and Flood Protection Oversight Committee and other advisory commissions or committees as 7-39 required.Manage the planning,development and implementation of the City's program of public works and capital improvements.Manage the planning,development, implementation,and maintenance of landslide mitigation projects within the Abalone Cove and Portuguese Bend landslide areas.Supervise and direct the provision of engineering services (design,traffic,inspection,private project reView);maintenance services for City owned facilities,bUildings,parks,trails and other publicly owned rights-of-way;and implement capital improvement programs for the city,the redevelopment agency, assessment and other special districts.Administer the City's Refuse/Recycling programs; NPDESlWater Quality programs;and,CDBG program.Direct,supervise,monitor,evaluate and recommend the selection,retention,or termination of contracted for services assigned to the department of Public Works.In accord with city personnel policies select and appoint department personnel.Organize and allocate staff;assign work activities,projects and programs;review,monitor and evaluate departmental processes and procedures,and work products;and,supervise,train,evaluate and discipline department personnel.Prepare, present and administer the annual departmental budget and assist the City Manager in the preparation of a comprehensive capital improvement program bUdget.Meet with City officials,representatives of public agencies,joint power authorities,private organizations and the pUblic to explain,promote,gain cooperation with,negotiate agreements to achieve, and cqordinate responses to attain the policy goals of the City and the objectives of the department.Direct the preparation of,monitor,and review reports,studies,and correspondence prepared by departmental or contracted-for-service personnel.Respond to complaints or requests for information.Serve as the City's liaison to the Transit District Joint Powers Authority.Administer the City's Refuse/Recycling grants.. Perform other related duties as reqUired. QUALIFICATIONS Knowledge of:The theories,principles,and practices of public administration and civil engineering.Municipal public works administration including planning,design, contract management,inspection,and maintenance.State law and local ordinances governing grading,project design,subdivisions,environmental reviews,and recordation of maps and other official records.Principles and practices of municipal bUdgeting and bUdget administration.Principles and practices of human resources management including awareness of non-discriminatory employment and supervisory practices.Principles and practices of risk management including awareness of municipal liability exposures particularly as it affects municipally owned facilities,property and public right-of-way and the consequences of negligence in processing governmental transactions or the execution of documents. Ability to: •Decide the time,place and sequence of operations within an organizational framework, as well as the ability to oversee their execution.Ability to analyze an categorize data and information using established criteria,in order to determine consequences and to identify and select alternatives. •Manage and direct a group of professional staff,including the ability to provide counseling,conflict resolution and team building.Ability to persuade,convince and train others.Ability to advise and interpret regarding the application of policies,procedures and standards to specific situations. 7-40 •Utilize a variety of descriptive and advisory data and information such as budgets/financial statements,time sheets,staff reports,employee evaluations,maps, computer models,requests for proposals,legal opinions,State and local regulations, contracts,schedules,billing statements and architectural drawings.Ability to analyze data and information and develop recommendations for courses of action. •Communicate effectively orally and in writing with City staff,contractors,consultants, elected and appointed officials,business and citizen groups,developers,vendors and the general public. •Apply relevant mathematical principles and formulas.Ability to interpret inferential statistical reports and/or formulation and equation data. •Use functional reasoning in performing influence functions such as supervising, managing,leading,teaching,directing and controlling,analyzing policy implications and projecting political reaction. •Exercise the jUdgment,decisiveness and creativity required in situations involving the direction,control and planning of an entire program or multiple programs. •Recognize organizational behavior and analyze systematic problems,and integrate them with opportunities,options and solutions. EXPERIENCE AND EDUCATION The experience and education described below are used by the City as general gUidelines to evaluate compliance with the qualifications described above.Comparable experience and education is acceptable for meeting the position's minimum qualifications.Specified licenses,certificates and registrations must be held at the time of appointment and maintained unless otherwise specified. Experience:Five years Increasingly responsible executive-level experience in managing a broad range of public works programs and capital improvements in a public entity. Demonstrated experience in supervisory management in a comparable municipal agency is highly desirable. Education:Bachelor's degree in Civil Engineering,Public Administration or related field from an accredited college or university.Masters degree is highly desirable. Licenses,Certificates and Registrations:Possession of,or ability to obtain,a valid California driver's license.Registered Civil Engineer State of California;or,Registered Civil Engineer in another state and the ability to obtain registration in the State of California within one (1)year from the date of employment. 7-41 ...-;:..'..'-,-.'''',.'..:,.,:,..'.......::,:,;:..;;.•.;.;.;,:.;,:.;;:,:.:,;.;.:;;.;.;.•.;~..:.:.;..~,:..,':',',;,-".:".;.;';.-,",;.:.;';..-:-:'..;..,:':,:.,:..'.-,;':,:.:,:.:::,:,:.:.;,:;;;';;;:;',';::':.:;',:;:;,;...,,;..,-,;.-.'.;..,.'. SENIOR INFORMATION SYSTEMS COORDINATOR DEFINITION Under supervision,maintain personal computer,phone and voice messaging systems, network and related equipment;perform technical and administrative tasks in maintaining the City's network infrastructure and information systems,install and maintain City software applications;perform related duties as required. STATUS Classified SUPERVISION RECEIVED AND EXERCISED Receives direction from the Director and Deputy Director of Finance and Information Technology.Provides guidance regarding the Information Technology function to all staff,and to independent contractors providing Information Technology services to the City. EXAMPLES OF DUTIES The Senior Information Systems Coordinator provides professional and technical support to the Director and Deputy Director of Finance and Information Technology and assists in coordinating computer services with all City departments.Participate in the management of the City's information technology function,including:the City Hall local area network, phone and voice messaging,as well as the support for the users thereof and the City's website.Participate in the preparation and administration of the annual bUdget of the City's information technology programs.Direct the preparation of,monitor,and review reports, studies,and correspondence prepared by department or contracted-for-service personnel. Prepare staff reports to City Council.Install,upgrade,troubleshoot and maintain City-wide computer hardware,operating systems and application programs,trains staff in the use of computers and software;assists users in solving problems with date on the computers; suggests alternative methods of operation. Participates in 'the operation of various computers,copiers,printers and related equipment.Performs routine maintenance of computers and related equipment;backs up servers,maintains off-site tape storage.Maintains and updates files and system documentation,maintains inventory or related supplies. Perform other related duties as required. QUALIFICATIONS Knowledge of:The operation of a municipal information technology system,including a working knowledge of system design and operations.Principles and practices of municipal budgeting and budget administration.Microsoft desktop operating system and the Microsoft Office software suite. Ability to:Formulate policies and policy alternatives independently or in cooperation with others.Establish, articulate and achieve policies,goals,and objectives in a timely manner.Prepare logical,objective,comprehensive and concise memoranda,staff reports,studies,and correspondence on all matters within the scope of the knowledge 7-42 :;.::;;).:;;:;.~:::;~;.;:.:::,.;,;.~.;.:;:.:'';'.';'.';'.~.;:::::;;~:.....;.::,,;.;:~;;~~.;;;:1:;:~~jt;\;~)::,:.{.;..:::;.:;;;);;~;:;::;{';~':':';";;.:::;:,.,:::;::.:;::;i:;;;;;;;:~~;;;,:;;(~:;:;.~.;;;.;.)::;;;{:::;:~:.:~:.;~~::;;:;:;;~:;,:;~;;~;~~.i~~;~i~;;~:~;;;;;.::;~.j;;;.;.:.~::;.i:;~;:;:i:;U::::·.~.·•.•~:~::::,::;;:;:::,;;:~:;j.:;;:;~:;;;:;:::;.::;;;:~;;::i:~:::i:;·;:;:;:rL:.;.:;:;·,:;;;;;;;;.;)~::~.};~<:;:~:,:;;;;,.::);::::.;;::;;,,::~:::::::.:....~..::';';:'":';:;''':;;';;;'':.;;:;';';';:;";:;';" required for the position.Establish and maintain effective,flexible,and professional relationships with the public,elected officials,city staff,and other governmental agencies and private organizations.Prepare and administers the budget of the operations assigned to the department.Understand and follow equipment and program instructions,format,and documentation.Read,understand and apply technical manuals and documentation.Understand and apply Information Technology concepts. Troubleshoot equipment and/or program problems/malfunctions.Respond to emergency customer service calls regarding computer problems,as necessary.Schedule work and complete work within time limits and deadlines.Communicate effectively both orally and in writing.Keep accurate logs,records and reports.Independently analyze data and develop· logical solutions. EXPERIENCE AND EDUCATION The experience and education described below are used by the City as general guidelines to evaluate compliance with qualifications described above.Comparable experience and education is acceptable for meeting the position's minimum qualifications.Specified licenses,certificates and registrations must be held and maintained unless otherwise specified. Experience:Considerable knowledge of industry standard computer systems and applications;basic networking concepts;basic programming concepts;computer documentation procedures;use,capability,characteristics and limitations of computers and related equipment;general Information Technology concepts;ability to analyze problems and offer recommendations;communicate effectively orally and in writing; and work cooperatively with others.At least two years experience working within the environment of an information technology system is preferred,·but not required or one year of experience may be substituted by a Bachelors degree. Education:Equivalent to graduation from high school.College education and/or degree in related field,.is preferred,but not required. Licenses,Certificates and Registration:Valid Class C California Driver's License 7-43 Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Thursday,June 30,2011 11 :06 AM To:'Carolyn Lehr';'Carol Lynch' Attachments:Compensation-Study-of-Orange-County-Cities.pdf Carolyn, Page 1 of 1 M For future agenda:Consider adopting the recommendations that the OC Grand Jury has submitted regarding transparency of employee compensation. Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com!rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail,and delete the orifinal message and all copies from your system.Thank you. 711412011 7-44 Sd!l!J Aluno J d~U13J:O JO ApnlS UO!lBSUddUIO J 7 - 4 5 Compensation Study of Orange County Cities SUMMARY The 2010 -2011 Orange County Grand Jury has examined several aspects of compensation in Orange County cities.The scope of this report covers the following items: •Individuals Covered - o All elected officials. o All employees who are being paid at a base salary rate in excess of $100,000 per year. •Salary and Total Compensation -Overall levels of salary and benefit costs are reported along with multiple levels of comparisons among cities. •Organization -Upper level positions are reviewed and compared. •Contracts -Provisions of employment contracts and the extent of their use are examined. •Transparency -Disclosure of compensation information to the public is examined,evaluated and compared. Based on this comprehensive review of information submitted by the cities,the Grand Jury has concluded that there are no individual instances of abusive compensation in Orange County cities. There is,however,a disturbing level of inconsistency in the degree of transparency pertaining to compensation information which is currently provided to the public.For this reason,the Grand Jury has developed a suggested model for use in reporting municipal compensation information to the public and recommends that such information be made readily accessible on the Internet websites of all Orange County cities as soon as practicable. REASON FOR STUDY While compensation of public officials and employees has long been a subject of citizen concern,recent allegations of gross abuses have created a fire storm of media,governmental and even prosecutorial attention.Recent revelations from cities outside of Orange County have led to charges that city officials were paying themselves lavish salaries and benefits at taxpayer expense. ______....,.........-=-==.........,.-:::::-:-=-.........."...~:_:_:_:__-----1 ORANGE COUNTY GRAND JURY 2010/2011 7-46 In Orange County,these allegations have spawned a number of articles in the media concerning compensation of individual municipal officials and employees.In addition to answering the question,"Are there any similar cases in Orange County?"this report will present Orange County citizens with an objective and thorough report,analyses,and findings covering multiple facets of compensation and recommendations for accessible and consistent transparency for all Orange County cities. It is not the primary purpose of this report to question the compensation of any individual official or employee.Neither is it the purpose to simply list all of the salaries and benefits of city officials and employees.Rather, this report is focused on determining whether there are any abuses in Orange County relating to elected officials and upper level positions and examining the degree and quality of compensation disclosure. METHODOLOGY In order to accumulate the raw data which provides the basis for this report,the Grand Jury developed a spreadsheet questionnaire (Appendix 1),covering total compensation elements for individuals covered by the study.The questionnaire was sent to all cities in Orange County,and included further requests for copies of employment contracts and organization charts for the city.Interviews also were conducted to confirm certain facts and findings contained in this report. Employees with base salaries below $100,000 were excluded from this study because: •The primary focus of this study is compensation abuse.If the upper level and management positions are found to be within normal parameters,it is expected that there will be no abuses in the lower level positions. •With the above limitation,a total of 1,847 positions were submitted in response to the Grand Jury's request. This study does not include any analysis of benefits paid after retirement or pension plans.This report does,however,include pension related costs which are incurred by cities during active employment,such as The California Public Employees'Retirement System (CalPERS) contributions. The compensation analyses contained in this report are based on calendar year 2009 data,and exclude police,fire,electric utility and Great Park employees.Several cities do not have any police and/or fire positions because they contract with the County for such services. 2 ----'-----=O-=RA:-::-::N:"::O-=E=-C=-O::-U=N=T=Y=-=O-=RAN:-::-::=n-J=u=R=Y=-=-20=-17 0=-':"':2:"::0-=-1-=-1----- 7-47 Electric utility and Great Park positions are unique to two cities. All population statistics used in this report are from the State of California,Department of Finance,E-1 Population Estimate for Cities, Counties and the State with Annual Percent Change -January 1,2008 and 2009,Sacramento,California,May,2009. FACTS Fact:There are 34 incorporated cities in Orange County. Fact:There are ten Charter cities,where compensation levels for elected officials and employees are governed by the City Councils.These cities are Anaheim,Buena Park,Cypress,Huntington Beach,Irvine,Los Alamitos,Newport Beach,Placentia,Santa Ana,and Seal Beach. Fact:There are 24 General Law cities,where compensation levels for elected officials are governed by state laws and regulations and compensation levels for employees are governed by the City Councils. These cities are Aliso Viejo,Brea,Costa Mesa,Dana Point,Fountain Valley,Fullerton,Garden Grove,Laguna Beach,Laguna Hills,Laguna Niguel,Laguna Woods,La Habra,Lake Forest,La Palma,Mission Viejo, Orange,Rancho Santa Margarita,San Clemente,San Juan Capistrano, Stanton,Tustin,Villa Park,Westminster and Yorba Linda. Fact:Each city has an elected City Council and Mayor and appointed City Manager/Administrator.Beyond these functions,city organizations and management positions vary widely. Fact:All Orange County cities,except for Seal Beach,have posted varying types and amounts of compensation information on their Internet web sites. Fact:The California State Controller required all local governments to submit a Local Government Compensation Report for calendar year 2009 by a deadline of October 1,2010.That report was intended to collect salary,compensation,and benefit information for all elected,appointed, and employed personnel.The Controller's website may be accessed at: http://www.sco.ca.gov/compensation_search.html. ___________________---___,_--,--------3 ORANGE COUNTY GRAND JURY 2010/2011 7-48 ANALYSIS Compensation Comparisons: For consistent analyses,the following eleven municipal management positions were selected to be reported: •City Council Member •City Manager •City Clerk •City Engineer •Finance •Public Works •Parks &Recreation •Community Development •Human Resources •Information Technology •Building Official The following eleven charts for these selected positions display and compare: •Base Salary, •Total Benefits and Other Pay,which include, o Fees, o Deferred Compensation, o Bonus Pay, o Insurance Premiums, o Auto Allowance, o Pension Contributions,and o Pay in Lieu of Time Off. For the purpose of clarity,the charts display the highest five and lowest five cities for each of eleven common positions.The average for each reported position is included to provide a benchmark.All city data for these positions is reflected in Appendices 2 (a)through (k).The population ranking for each city is shown in parentheses to illustrate any correlation between population and total compensation. ______________--=---------4 ORANGE COUNTY GRAND JURY 2010/2011 7-49 Chart 1:City Council ITotal Compensation I Irvine (3) Anaheim (2) L.Hills (28) Tustin (14) NP Beach (11) AVERAGE L.Alamitos (33) San Clemente .. La Palma (32) L.Woods (31) Villa Park (34) o 10,000 20,000 30,000 40,000 I!lI Base Salary IZl Benefits I 50,000 •This chart reflects compensation for the highest paid member of the city council. •Total compensation does not appear to have any consistent correlation to the population of the city. •The City of Villa Park,the smallest city in Orange County,has opted to not pay either a base salary or benefits to its council members. ___________________-:-5 ORANGE COUNTY GRAND JURY 2010/2011 7-50 Chart 2:City Manager ITotal Compensation I L.Hills (28) Buena Park (12) Lake Forest (13) Anaheim (2) Santa Ana (1) AVERAGE Stanton (25) Y.Linda (15) La Habra (18) L.Alamitos (33) Villa Park (34) $0 $100,000 $200,000 $300,000 1111 Base Salary J:I Be nefits I $400,000 •The city manager total compensation spread is $193,382. •The spread of base salaries is $142,272. •21 city managers have a base salary over $200,000. •The total benefits for the Laguna Hills City Manager reflects a one- time payout of $30,097 for unused paid time off. ORANGE COUNTY GRAND JURY 2010/2011 ___________________-:--------6 7-51 Chart 3:City Clerk (Total Compensation I Irvine (3) Buena Park (12) Yorba Linda (15) Brea (24) NP Beach (11) AVERAGE Cypress (22) Aliso Viejo (23) Tustin (14) SJ Capristrano (27) L.Alamitos (33) $0 $50,000 $100,000 $150,000 $200,000 $250,000 III Base Salary Ili'l Benefits I •25 cities reported a city clerk position with a base salary over $100,000. •The base salary spread is $55,396. •Total compensation does not correlate with city population. •The total benefits for the Yorba Linda City Clerk reflects a one-time payout of $41,124 for unused paid time off. ____________________---=--__--:-::-:-:--:--:-_,__-----7 ORANGE COUNTY GRAND JURY 2010/2011 7-52 Chart 4:City Engineer ITotal Compa nsation I Cypress (22) Anaheim (2) Westminster (10) Santa Ana (1) Orange (6) AVERAGE Lake Forest (13) La Habra (18) Brea (24) Hunt Beach (4) F.Valley (19) $0 $50,000 $100,000 $150,000 $200,000 $250,000 III Base Salary l:J Benefits I •25 cities reported a city engineer with a base salary over $100,000. •Total compensation does not correlate with city population. ______-==...,.......-==-=-=-==:=-:--:::::-:-=-===:::-::-..,..-:-:~_=_:__:__-----8 ORANGE COUNTY GRAND JURY 2010/2011 7-53 Chart 5:Finance ITotal compensationl L.Hills (28) Irvine (3) M.Viejo (9) Anaheim (2) F.Valley (19) AVERAGE Brea (24) La Palma (32) Stanton (25) Aliso Viejo (23) SJ Capistrano (27) $0 $50,000 $100,000 $150,000 $200,000 $250,000 $300,000 $350,000 1111 Base Salary 1::1 Benefits I •In some instances,the finance function reports to an Assistant City Manager and that position also includes other functional responsibilities. •31 cities report a finance position exceeding $100,000 base salary •Total compensation does not correlate with city population. •Anaheim,the 2 nd largest city,has the highest base salary,while Fullerton,the 7 th largest has one of the lowest base salaries. •The total benefits for the Yorba Linda Finance Director reflects a one-time payout of $62,265 for unused paid time off. ____________~------:_::___------9 ORANGE COUNTY GRAND JURY 2010/2011 7-54 Chart 6:Public Works IT otal Compensation I L.Beach (30) Irvine (3) Tustin (14) L.Hills (28) Hunt Beach (4) AVERAGE RSM (21) La Habra (18) La Palma (32) Cypress (22) Westminster (10) $0 $50,000 $100,000 $150,000 $200,000 $250,000 $300,000 [III Base Salary Ci.l1 Benefits I •29 cities reported a public works position with a base salary above $100,000. •Total compensation does not correlate with city population. _________-----:-~---...,....,..------lO ORANGE COUNTY GRAND JURY 2010/2011 7-55 Chart 7:Parks &Recreation Irotal compensationl Buena Park (12) Orange (6) NP Beach (11) S.Clemente (16) Irvine (3) AVERAGE La Palma (32) Costa Mesa (8) S.Beach (29) L Alamitos (33) Placentia (20) $0 $50,000 $100,000 $150,000 $200,000 1111 Base Salary l:I Benefits I $250,000 •21 cities reported a parks &recreation position with a base salary exceeding $100,000. •Total compensation does not correlate with city population. •The base salary spread is $55,465. ______-=-::-:-::::-=--:-=====-==-=-==:--::==:-::-:-:--=-:-::-:-:-:-11 ORANGE COUNTY GRAND JURY 2010/2011 7-56 Chart 8:Community Development ITotal Compa nsation I Anaheim (2) Irvine (3) L.Hills (28) L.Niguel (17) s.Clemente (16) AVERAGE Placentia (20) Y.Linda (15) L.Alamitos (33) Hunt Beach (4) Aliso Viejo (23) $0 $50,000 $100,000 $150,000 $200,000 $250,000 $300,000 III Base Salary 1:1 Benefits I •30 cities reported a community development position with a base salary in excess of $100,000. •Total compensation does not correlate with city population. --------::-...,.........==---::0-:-:--:------:--:-:------12 ORANGE COUNTY GRAND JURY 2010/2011 7-57 Chart 9:Human Resources IrotaI compensationl Anaheim (2) Orange (6) G.Grove (5) Hunt Beach (4) NP Beach (11) AVERAGE SJ Capistrano (27) M.Viejo (9) Costa Mesa (8) Buena Park (12) Cypress (22) $0 $50,000 $100,000 $150,000 $200,000 $250,000 III Base Salary l:l Benefits I •19 cities reported a human resources position with a base salary above $100,000. •There does appear to be some correlation to city size. ___________________--:-__------13 ORANGE COUNTY GRAND JURY 2010/2011 7-58 Chart 10:Information Technology ITotal Compe nsation I G.Grove (5) M.Viejo (9) Santa Ana (1) Irvine (3) S.Clemente (16) AVERAGE Brea (24) Hunt Beach (4) Tustin (14) Fullerton (7) La Habra (18) $0 $50,000 $100,000 $150,000 $200,000 $250,000 1111 Base Salary E:':l Benefits 1 •19 cities reported an information technology position with a base salary in excess of $100,000. •Total compensation does not correlate with city population. •The total benefits spread is $50,249. ___________________________14 ORANGE COUNTY GRAND JURY 2010/2011 7-59 Chart 11:Building Official ITotal Compe nsation I NP Beach (11) Costa Mesa (8) Santa Ana (1) S.Clemente (16) Orange (6) AVERAGE Buena Park (12) Anaheim (2) Y.Linda (15) Fullerton (7) La Habra (18) $0 $50,000 $100,000 $150,000 $200,000 $250,000 1111 Base Salary l:I Benefits I •19 cities reported a building official position with a base salary above $100,000. •Total compensation does not correlate with city population. Comparisons Outside Orange County: For another perspective on compensation levels,comparisons were made for the heads of selected functional positions in Orange County cities with California cities of similar size outside of Orange County.This comparison is based on total compensation,which includes salary and certain benefit amounts.Since the Grand Jury did not collect compensation information from cities outside of Orange County,it was necessary to use the data reported on the California State Controller's Internet website for this comparison.For this reason,the compensation amounts shown on the following tables may be at variance with the totals reflected in the preceding section and on the Appendices to this report. ORANGE COUNTY GRAND JURY 2010/2011--------n;;:;a;;;;;;-;;;~:;;;;;;~~=-==:-::=:===-=-=-=-=-=-=-:-::-:------15 7-60 Large Cities: Cityl City Community Public Finance Human Population Manager Development Works Resources Santa Ana $316,798 $233,189 $170,532 $197,084 $192,437 355,662 Anaheim $327,486 $221,415 $226,150 $225,596 $220,982 348,467 Bakersfield $294,551 $175,433 $188,443 $170,708 $136,278 333,719 Riverside $440,147 $212,174 $226,425 $194,830 $194,599 300,430 Stockton $310,374 $187,799 $186,825 $180,913 $184,530 290,409 In this comparison,the city managers are relatively consistent with the exception of Riverside,which is considerably higher.For public works, finance and human resources,Anaheim appears to be on the high side. Medium Cities: Cityl City Community Public Finance Human Population Manager Development Works Resources Escondido $304,747 $166,281 $156,907 $168,666 $157,323 144,831 Orange $265,886 $210,062 $198,896 $203,879 $208,751 141,634 Elk Grove $274,088 $217,339 $185,171 $179,106 $95,945 141,430 Sunnyvale $357,155 $250,627 $268,419 $252,448 $245,154 138,826 Fullerton $236,028 $182,269 $201,353 $174,733 $154,894 137,624 For this group,Orange and Fullerton are on the low side for City Managers.For the finance and human resources positions,Sunnyvale is clearly on the high side,with Orange not far behind. ______-..,.---=~==_:=_=_:_:::::__==-__::_:__=_=_=_=_~-----16 ORANGE COUNTY GRAND JURY 2010/2011 7-61 Small Cities: Cityl City Community Public Finance Human Population Manager Development Works Resources Laguna Hills $380,054 $231,015 $217,381 $296,769 No Position33,434 Burlingame $239,629 $163,644 $199,059 $193,249 $172,96329,060 Desert Hot $151,653Springs$263,246 $156,972 $141,275 $149,274 26,552 Belmont $229,632 $162,258 $164,039 $199,060 $164,00626,250 Seal Beach $274,790 $215,117 $216,453 $214,734 No Position 25,913 In this comparison,Laguna Hills is far higher for the City Manager and Finance positions and,while the differences are not as great,is also on the high side for the other positions compared. Compensation Abuses: As explained earlier,one of the principal reasons for this study and report is to determine whether there are any compensation abuses in Orange County cities similar to that which was discovered outside of Orange County last year.Before going further,it should be recognized that the term "abuse"is highly subjective in nature.A salary that would seem abusive to one individual might represent a competitive level of pay to another. In an effort to determine a more objective standard for this term,two recent sources are useful: •The California Attorney General announced that he would look into any city official's salary that exceeds $300,000. •The California Public Employees'Retirement System (CalPERS) launched a comprehensive review of any of its members who earn more than $400,000 annually in salary. Based on the data submitted to the Grand Jury by all 34 Orange County cities,the highest paid city employee or official of the 1,847 positions so reported is the Laguna Hills City Manager,with a base salary of $233,592 and total compensation of $378,427.It is clear that thjs is a ______-=-::-:-:-=-=~~=,.....__--_:_:_..,..._------17 ORANGE COUNTY GRAND JURY 2010/2011 7-62 substantial compensation level.As a point of reference in that regard, the Chief Executive Officer for the County of Orange received total compensation of $324,535,according to the State Controller website. However,with due consideration to the benchmark compensation levels noted above,the Grand Jury has concluded that there is no individual compensation in any Orange County city which would rise to the level of being considered as abusive. Upper Level Positions: While there is no finding of any individual abusive compensation level in this report,the analysis did reveal a substantial number of positions in municipal organizations with base salaries in excess of $100,000.A summary of these results follows and the detailed listing of these positions is included as Appendix 3a,3b and 3c. Number of $100K+Positions per 10,000 Population Laguna Beach (22)0";,)1 Newport Beach (60)IMIV I Irvine (106). Anaheim (173) San Juan Capistrano (18).===== IAverage Placentia (8) Lake Forest (12) Aliso Viejo (6)JZi Laguna Woods (2) Rancho Santa Margarita (4) o 2 4 6 8 10 No.100K Positions The total number of $100K positions included in this analysis is in~icated in parentheses.. ___________________________18 ORANGE COUNTY GRAND JURY 2010/2011 7-63 All of the cities in this analysis appear to have a fairly consistent number of such upper level positions based on their population,with the exception of Laguna Beach and Newport Beach,which have a considerably higher number.If these two cities had the average number of positions over $100,000 based on their populations,Laguna Beach would have eight such positions instead of 22,and Newport Beach would have 27 instead of 62. Also,from a review of Appendix 3a,it is worthy of note that,with fairly similar populations,Santa Ana,Orange County's largest city,has 85 such positions,where Anaheim has more than double that number at 173.If Anaheim had the average number of over $100,000 positions based on its population,they would have 106 such positions instead of 173. Employment Contracts: For the purpose of this report,the term "employment contract"is defined as a written agreement between an individual employee and the city setting forth the detailed terms,conditions and mutual obligations of the employment. The Grand Jury requested each city to provide contracts of employment between the city and its employees,including but not limited to City Manager/Administrator.Although the contract provisions are distinct for each city,it was found that the 114 employment contracts submitted and reviewed appear to be well-reasoned with salary and benefit provisions falling within the parameters of other cities. The City of Huntington Beach has a contract with unique provisions for the City Manager,providing a one-time $20,000 moving allowance and a $200,000 real estate loan,either as a first or lower secured trust deed. The real estate loan is to be forgiven at the rate of $28,571 per employment year. All contracts have provisions for both voluntary and involuntary termination.None have a lifetime commitment or terms over three years or automatic renewal for numerous years.An exception to this standard is the City Manager of Laguna Woods,whose contract is for five years, and unless notice of non-renewal is provided prior to the end of any calendar year,an additional year is added to the remaining term and a new five-year termination date is established. No distinction was found between charter cities and general law cities as it relates to paying salary or benefits earned by contract employees. ______--:-----=:-=-:::==---=:::-:....,.-:--=-=-=-=-:-:------19 ORANGE COUNTY GRAND JURY 2010/2011 7-64 While there is currently no disclosure of employment contract information on most of the cities'websites,the Grand Jury is of the opinion that employment contracts are important public information and should be disclosed in the interest of public trust and confidence. Transparency: The best way to guard against abuse on the subject of governmental employee compensation is to provide the public with effective transparency.The most effective means of publishing compensation information is on the Internet.Since all Orange County cities currently have websites,the addition or enhancement of compensation information on those websites should not impose any undue burden.Not only will that publication serve the citizens,but should also pre-empt numerous information requests from media and other interested parties. In order to achieve effective transparency on the subject of compensation,salary and benefit information for senior level officials and upper level employees of each city should be posted in a clear,concise and consistent manner that is also easy for the public to access.In evaluating the current state of municipal compensation transparency, the Internet websites of all cities were graded on the following three criteria: •Content -Does the city present both actual salary and benefit costs?Are the items detailed separately and extensively? •Clarity -Is the compensation information presented in a clear, concise format that may be easily read and understood by the average viewer?Are the salaries and benefits totaled,or is the viewer required to do the math? •Accessibility -Is the compensation content readily identifiable and accessible without complex website search and navigation?Note- most websites include a search function with varying degrees of effectiveness.For the purposes of this study,search functions were not used. Prior to discussing the grading,it should be noted that the Grand Jury reviewed and evaluated the city website postings from the perspective of the general public accessing the information for their personal use and enlightenment.In contrast to this perspective,the current city salary and benefit postings appear to be intended for either job applicants or existing city employees.This difference in perspective may explain some of the low grades. ______-=---:--:-:-=-:::-:-=::--==--:'-:-:":_:_:-------20 ORANGE COUNTY GRAND JURY 2010/2011 7-65 For rating purposes,each website was assigned a letter grade (A - Excellent,B -Good,C -Average,D -Poor,F -Non Existent)for each of the three criteria noted above.This rating was done on February 1,2011 and reveals a very wide disparity in the extent and quality of compensation disclosure on city websites in Orange County. _________---:---------:-__------21 ORANGE COUNTY GRAND JURY 2010/2011 7-66 City/Website Content Clarity Accessibility Aliso Viejo C C A Anaheim C C B Brea C C B Buena Park C C A Costa Mesa B C C Cypress C C A Dana Point D D D Fountain Valley D C A Fullerton B B B Garden Grove C C A Huntington Beach D D D Irvine C C A La Habra C B A La Palma C C A Laguna Beach D D C Laguna Hills C D B Laguna Niguel D C C Laguna Woods B B C Lake Forest D D C Los Alamitos D D C Mission Viejo C C A Newport Beach D D C Orange D D A Placentia D D C Rancho Santa Margarita D D A San Clemente D D D San Juan Capistrano D D C Santa Ana D D C Seal Beach*F F F Stanton D D C Tustin D C B Villa Park C C A Westminster D D C Yorba Linda D D A *The Seal Beach website was still under construction on the date when this review was conducted. _______________--:--,---=--------:--------22 ORANGE COUNTY GRAND JURY 2010/2011 7-67 State Controller Website: Effective November 1,2010,the California State Controller posted on his official website certain salary and benefit information pertaining to all California local governments.Based upon a thorough review,it was found that the content of the State Controller's posting has a narrower focus than this report.The principal differences are: •For each position,actual salaries are not posted.Instead,only minimums and maximums of established salary ranges (if in existence)are shown,which is somewhat imprecise. •For actual total cash compensation,the Box 5 amount from the employee's W-2 form is posted.Certain state and local government employees hired prior to April 1,1986 are exempt from mandatory enrollment for Medicare coverage.Since Box 5 shows compensation which is subject to Medicare tax,if the individual did not enroll in Medicare,there is no amount reported in this box. In Orange County,for positions covered by this study,there were 49 such individuals in calendar year 2009.Also,for partial year employees,Box 5 presents an artificially low amount for annual cash compensation. •The State Controller posting reflects any deferred compensation for which the employee may be eligible,but no separate item for: o Management,incentive or improvement bonuses, o Automobile allowance,or o Pay in lieu of paid time off that may be paid.Of course,those amounts would be included in Box 5 of the W-2 form,if the employee were subject to Medicare tax. •The posting covers all positions for each city.For the larger cities, this results in a very lengthy list which may not be of any interest to a reader who is interested only in upper level or elected positions. •The posting includes several major benefit amounts,but they are not combined with cash compensation to reflect an overall total compensation. ___________________________23 ORANGE COUNTY GRAND JURY 2010/2011 7-68 The differences in the method of calculating total compensation between the State Controller and the model presented in this report does in fact result in some fairly substantial variance in the bottom line amount reported.These variances for the City Manager position in the nine largest Orange County cities are shown below: Total Total PercentCityCompensation-Compensation -DifferenceStateController*Grand Jury** Santa Ana $316,798 $337,351 6.5% Anaheim $327,486 $338,428 3.3% Irvine $282,186 $335,765 19.0% Huntington Beach $299,802 $317,234 5.8% Garden Grove $288,219 $328,525 14.0% Orange $265,886 $302,810 13.9% Fullerton $236,028 $255,518 8.3% Costa Mesa $255,757 $291,611 14.0% Mission Viejo $276,854 $308,786 11.5% *Includes W-2 Box 5,Pension,Deferred Compensation and Insurance Premiums. **Includes Base Salary,Fees,Incentives,Deferred Compensation,Pension Costs, Pay in lieu of Time Off,Medicare Taxes and Insurance Premiums. Compensation Disclosure Model: In the interest of consistency and clarity in the disclosure of compensation data for city officials and employees,the Grand Jury has developed a model (Appendix 4)which could be posted onto the Internet websites of all Orange County cities.The fundamental elements of the model on the websites would provide that: •Accessibility -The link from the home page to the compensation webpage be a permanent feature,which is prominently displayed and requires only one keystroke for access. •Positions Reported -All employees earning a base salary rate in excess of $100,000 per year and all elected officials be reported.Elected officials be listed first,followed by employees in descending order of salary amount.The posting of lower level positions is not recommended in the interest of clarity.In the event that all positions are listed,this same order of listing be applied. Note:The listing of names is not recommended. •Salary Reporting -The actual annual base rate of salary be shown,rather than range minimums and maximums or the Box 5 amount from the employee's W-2 form. ______--=-=::-:-::--=----=::-===-:-:::-:-:=-:=--===_---=--=-=-=-=-:-:------24 ORANGE COUNTY GRAND JURY 2010/2011 7-69 •Other Pay o Fees -Any fees earned from city-sponsored boards, committees or commissions o Deferred Compensation o Bonus -Any form of management,incentive or performance improvement bonuses. o Pay in Lieu of Time Off o Automobile Allowance •Insurance Premiums -Annualized amounts that the city pays on the employee's behalf for medical,dental,vision,disability and life insurance. •Pension Costs -Annualized amounts that the city pays for contributions to a pension plan (such as PERS)and Social Security. •Total Compensation -Salary and benefit amounts be totaled for a representation of the total compensation received for the calendar year. •Example -An illustration of this model as it would appear on a webpage is shown on Appendix 4. FINDINGS In accordance with California Penal Code Sections 933 and 933.05,the 2010-2011 Grand Jury requires responses from each city affected by the findings presented in this section.The responses are to be submitted to the Presiding Judge of Superior Court. Based on its investigation of the 34 cities of Orange County,the 2010- 2011 Orange County Grand Jury has seven principal findings,as follows: F.l:Based on the data submitted,no position was found where the compensation or employment contract was considered to be abusive. F.2:There is no discernable correlation between compensation levels in charter vs.general law cities. F.3:Compensation of individual high-level positions bears no significant relationship to city population. F.4:Public disclosure of municipal compensation levels is widely inconsistent,ranging from good to non-existent. _____________---:-~--------__,_-------25 ORANGE COUNTY GRAND JURY 2010/2011 7-70 F.5:With the exceptions of Laguna Beach and Newport Beach,the number of high-level positions in each city is generally commensurate with its population. F.6:The compensation of the City Manager and Assistant City ManagerjFinance Director in the City of Laguna Hills exceeds levels in other comparably sized cities both inside and outside of Orange County. F.7:There is currently no disclosure of written employment contracts on the majority of cities'websites. RECOMMENDATIONS: The 2010/2011 Orange County Grand Jury makes the following recommendations: In accordance with California Penal Code Sections 933 and 933.05,the 2010-2011 Grand Jury requires responses from each city affected by the recommendations presented in this section.The responses are to be submitted to the Presiding Judge of the Superior Court. Based on its investigation of the 34 cities in Orange County,the 2010- 2011 Orange County Grand Jury makes the following four recommendations: R.l:Transparency -All cities in Orange County report their compensation information to the public on the Internet in an easily accessible manner.The Compensation Disclosure Model (Appendix 4)provides a sample as to the items that should be included in determining total compensation. R.2:Employment Contracts -Each city reveal any individual employment contracts in an easily accessible manner. R.3:Upper level Employees -The cities of Newport Beach and Laguna Beach conduct a review of their organizations to reconcile the necessity of maintaining a relatively large number of upper level positions in relation to their populations. R.4:Compensation Levels -The City of Laguna Hills conduct a compensation review of top officials. ______-:::----=---=-=-===-:::-::-:---""=--:--:-::-~:_:__-----26 ORANGE COUNTY GRAND JURY 2010/2011 7-71 REQUIREMENTS AND INSTRUCTIONS: The California Penal Code Section 933(c)requires any public agency which the Grand Jury has reviewed,and about which it has issued a final report,to comment to the Presiding Judge of the Superior Court on the findings and recommendations pertaining to matters under the control of the agency.Such comment shall be made no later than 90 days after the_Grand Jury publishes its report (filed with the Clerk of the Court);except that in the case of a report containing findings and recommendations pertaining to a department or agency headed by an elected County official (e.g.District Attorney,Sheriff,etc.),such comment shall be made within 60 days to the Presiding Judge with an information copy sent to the Board of Supervisors. Furthermore,California Penal Code Section 933.05(a),(b),(c),details,as follows,the manner in which such comment(s)are to be made: (a)As to each grand jury finding,the responding person or entity shall indicate one of the following: (1)The respondent agrees with the finding (2)The respondent disagrees wholly or partially with the finding,in which case the response shall specify the portion of the finding that is disputed and shall include an explanation of the reasons therefore. (b)As to each grand jury recommendation,the responding person or entity shall report one of the following actions:. (1)The recommendation has been implemented,with a summary regarding the implemented action. (2)The recommendation has not yet been implemented,but will be implemented in the future,with a time frame for implementation. (3)The recommendation requires further analysis,with an explanation and the scope and parameters of an analysis or study,and a time frame for the matter to be prepared for discussion by the officer or head of the agency or department being investigated or reviewed,including the governing body of the public agency when applicable.This time frame shall not exceed six months from the date of publication of the grand jury report. (4)The recommendation will not be implemented because it is not warranted or is not reasonable,with an explanation therefore. (c)If a finding or recommendation of the grand jury addresses budgetary or personnel matters of a county agency or department headed by an elected officer,both the agency or department head and the Board of Supervisors shall respond if requested by the grand jury,but the response of the Board of Supervisors shall address only those budgetary or personnel matters over which it has some decision making authority.The response of the elected agency or department 7-72 head shall address all aspects of the findings or recommendations affecting his or her agency or department.. Comments to the Presiding Judge of the Superior Court in compliance with the Penal Code Section 933.05 are required from the city council of each of the following Orange County cities: Responding Agency Findings Recommendations All Orange County Cities F.4,F.7 R.l,R.2 Laguna Beach and Newport Beach F.5 R.3 Laguna Hills F.6 R.4 ___________________--:-28 ORANGE COUNTY GRAND JURY 2010/2011 7-73 Appendix 1 a.c.Grand Jury Request for Municipal Compensation Data Annual Compensation Amounts (Dollars)For the Calendar Year Ended December 31,2009 City of _ Compensation Component (as described below): Position Position Position Position Position Component 1. Component 2. Component 3. Component 4. Component 5. Component 6. Component 7. Component 8. Component 9. Component 10. Component 11. Component:Description: 1.Base Salarv (Primary Position)Per payroll records 2.Base Salarv (Second Position -if applicable)Per oayroll records 3.Board I Commission fees 4.Management Incentives Bonuses,Awards,Performance Improvement Pavments 5.Deferred Compensation City contribution to a deferred comoensation account 6.Retirement City cost of retirement plans such as Plan PERS,(include Social Security -if apPlicable) 7.Automobile Expenditures City cost of auto allowance paid for the position 8.Medical, Dental,Vision,Disability &Life Insurance City cost for these benefitspremiums 9.Unused Paid Time off Payouts Include unused sick leave and vacation leave pavments 10.Employer's Medicare Costs City cost for Medicare contributions 11.Total perW-2 Box 5 per W-2 report ______---=-::::-:-:::-=-----=-=-===-==-=-:-::=::-::=::::-:--::-:--=-=-=-=-=-=-29 ORANGE COUNTY GRAND JURY 2010/2011 7-74 Appendeix 2(a)City Council COlJ1lensation $0 $10,000 $20,000 $30,000 $40,000 $50,000 $60,000 h>Ane I_H'''i·*j_li'M';,Ul.::::::::::;:;::::;::::'i):::=;;:::::::J I I LHiIIS-:::;~;;;~~~~~Tustin i Anah~m .1111••111111=::===::==11:===;==:= NPBeach .11111.111111.::::=I~:::::J Buena Park .11111••••:::=::12IC::::::1 Cypress .IIII••:=::=:.E:::::~ santaAn"~i:~;;a~~ Orang•• Costa Mesa .1.111.1:::::~I:::::~1 ..=~~ ~ '"c: Q) 0- Eo U G.GroI<l._=;::m==:=Brea_-=:::;m:$ RSM 1I••I:::::;:==C::::;:1 ;;; (;L Nigu~ I- .f;'Y.Unda ~:::~~~i3:~~5't:l ~, Q) """:ii F.Valley 0::~Placentia .11::=:===:::= u SJca~strano ~:~;;~~~i~r M.Viejo ~ Dana P~nt .IIIIIC=I::1 Hunt Beach fiij' Lake FOlllSt Stanton .11111111 S.Beach 'IIII~ L Beech 1111111 La Habra >~:k~;.2. L A1amoos III. lID Base Salary lID Beneflls S.Clemente ~o LaP~ma L Woods Viiia Park ---------=:-=-:::=-:=-::-::::-c=-=---==::::-:....,--:--=-=-=-=-:-:-------30 ORANGE COUNTY GRAND JURY 2010/2011 7-75 Appendix 2(b)City Manager Compensation l~••• ·",iBq'JI $400,000$350,000 \~ $300,000 1,,;~ ,,;!!~r~~1f: $250,000 .13'" $200,000 %~dr:g~; $150,000$100,000$50.000$0 1 L.Hils Buena Park Lake Forest Anaheim Santa Ana INne L IIIguel G.Grove Hunt Beach ~ M.Viejo S.Clemente orange-JDanaPoint~g ii '"Breac: 0> C.~E 0 Cypress ()j:iii 0 Costa Mesa I-,., .Cl ."0>'"c:NP Beachm l:l: '"0>s.Beach6 F.Valley RSM Westminster Fullerton SJ Capistrano Placentia La Palma ~ LWoods Aliso Viejo Stanton Y.Unda laHam L Alamitos Villa Pari< ______-==-:-::==-=~===_:=_=_:_::=::__::==__:_:_::_=_:_=_=_::_:_-----31 ORANGE COUNTY GRAND JURY 2010/2011 7-76 For cities shovJng $0,the position I'oaS not covered in the study $50,000 $100,000 $150,000 $200,000$0 i lnine Buena Pari< '~lBrea?0 NP Beach ~ Hunt Beach Anaheim Orange { Santa Ana M,Viejo L.Hills L.Beach Costa Mesa -t c:Dana Point,II 1ii Ul 5,Beachc: i!l.. §Stanton U ~La Habra ~Westminster i Cypress-'"c: ~Aliso Viejo.;1 ""U Tustin -t SJ capistrano Fullerton -t L.Alamitos 5,Clemente Lake Forest L.Woods G,Grol.e L.Niguel F,Valley RSM Placentia La Palma Vilia Pari< ~ ,~l Appendix 2(c)City Clerk Compensation "S4:5'll':1" 51;193 ':2'6'2' "42;335' 29,064' $250,000 Ie Base Salary leBenefilS ___________________________32 ORANGE COUNTY GRAND JURY 2010/2011 7-77 Appendix 2(d)City Engineer Compensation For cities shoWng $0,the position IIBS not covered in the study $50,000 $100,000 $150,000 $200,000$0 t Cypress Anaheim' Westminster ~ Santa Ana Orange Fuilerton -E SJ Capistrano lnine { Stanton L.Beach G·~i Tustin M.Viejo { ~S.Oemente Ulc:DanaPoiniCD Co E Costa Mesa() ]i ~Placentia >.-r .J:J NP Beach"C11c:Buena Pari<III 0:: Ul S.BeachCD ""U Lake Forest La Habra -L Brea Hunt Beach F.Vailey Y.Unda L.Niguel RSM Aliso Viejo L.Hils L.Woods La Palrra L.Alanitos ViilaParI< 27,336 40,060 47,161 55l~:J 32;tfS" ';1'~ 50,029 39;653 47,744 $250,000 1 -I!l Base Salary I!l Benefits 33-------:o:-:RAN::-:-:=-G::-:E~C:-=O-=U=N:::T:::::Y-:G:-:RAN::-:-::::::D=-=J=U=R=Y:-:2:-:0:-::1-=0-:-/2=-0=-1=-=1:------ 7-78 Appendix 2(e}Finance Compensation For cities shov.{ng $0,the position \\as not ~overedin the study $100,000 $150,000 $200,000 $250,000$0 i L.Hills INne M.Viejo Anaheim F.Valley Y.Linda G.GrOl.e Orange La Habra Westminster L.Beach Buena Park S.Beach e:Santa Ana ~en Placentiae:Q)c. E Lake Forest0 U ]j Tustin {? ~Hunt Beach 't:lQ)Costa Mesa"'"e:'"0::RSMen.ill.. U NP Beach L.Alamitos S.Clemente Dana Point Cypress L.NigUel Fullerton Brea La Palma Stanton Aliso VieJo SJ Capistrano L.Woods Villa Park $50,000 ,J§ :~c"{tl r $300,000 $350,00' III Base Salary CBenefits 34-------:o:-::RA:-:-:N:=-:G::-::E~C-=O-=U=N=T::-::Y-:G:-::RAN:-:-:::::D::--=JU=RY=-=2:-::0-=1-=-O-;-/2=-:O=-=1:-:1:------ 7-79 Appendix 2(f)Public Works Compensation $300,000 I!ll Base Salary CJ Benefits i$" For cities sfKN..ing $0,the position \illS not covered in the study $50,000 $100,000 $150,000 $200,000 $250,000$0 1;;; L.Beach INne Tustin L.Hiils Hunt Beach Anaheim Orange G.<?ro\e SJ Capistrano Coota Mesa Buena Park S.Oemente Dana Point K1 ""S.Beach01 III C NP BeachQ)c. E 0 F.Vaileyt.l S Lake Forest0I- >..0 L.Niguel "'0Q) -'"M.Viejoc 01 0:: III BreaQ) ""C3 Fuilerton Placentia Santa Ana RSM La Habra La Palma Cyp-ess Westminster Aliso Viejo Y.Unda Stanton L.Woods L.AlalTitos Viila Park ___________________--:-35 ORANGE COUNTY GRAND JURY 2010/2011 7-80 AppendiX 2(g)Parks and Recreation Compensation For cities shoWng $0,the position IIBS not covered in the study $50,000 $100,000 $150,000 $200,000$0 Buena Park Orange NP Beach S.Oemente INne M.Viejo Santa Ana Stanton Lake Forest Tustin Cypress Anaheim -e Fullerton ""Hunt BeachIII Inc:Y.UndaQl 0- E 0 Dana Poin!C,) ]i La Palma(;? >..c Costa Mesa "C Ql-"S.Beachc: IIIa:: In L.AlamitosQl ""C3 Placentia Aliso Viejo G.GroI.e Westminster L.Niguel La Habra F.Valley RSM Brea SJ Capistrano L.Hills L.Beach L.Woods Villa Park I l~~ I I '\jIJ1~~t 55;696' $250,000 rIilJ Base Salary I 0 Benefits ___________________________36 ORANGE COUNTY GRAND JURY 2010/2011 7-81 Appendix 2(h)Community Development Compensation $0 For cities shOVting $0,the position lIaS not covered in the study $50,000 $100,000 $150,000 $200,000 $250,000 $300,000 L.Hills ••••••••R'••••_Il:::::~!!:::::J Anaheim-::====:=~TlIrvioo-. to III Base Salary Cl Benefits s.Beach jI•••'•••_••C::;::lIJC:;:::J Lake Forest ~:::::::::::=i;~:5;Orange ) L.Niguel s,c,ementee=Ea==~~L.Beach G.Grove Danapoint-======~gBuenaPark)I 8.Cypress E8 SJ Capistrano ~Brea >-i Tustin ffi NPBeach , c::::c SantaAna ""i:3 La PalmaLaHabra Westminster Fullerton RSM Stanton Placentia Y.Unda ,;. L.Alamitos Aliso VIejo 1I••••••••••:m Hunt Beach _4ii.~__~J3 F.Valley L.Woods Villa Park ______-:-:::-:-:=-:-:=--:"-====-=-==-~~=::::-::::-::-::-=-:-=_=_::_:_-----37 ORANGE COUNTY GRAND JURY 2010/2011 7-82 Appendix 2(i)Human Resources Compensation $0 For cities shoWng $0,the position IIElS not covered in the study $50,000 $100,000 $150,000 $200,000 $250,000 AnaheimEi5E:iSflOrange G.Gro-e ~ Hunt Beach NPBeach~ Santa Ana Tustin ~ L.Beach S.Clemente Cypress ......1111...=-11 tlJ Base Salary III BenefIts • M.Viejo Y.Uncia L.Niguel F.Valley Fullerton Westminster ~ Lake Forest mcl'i SJ capistrano Eou ~Costa Mesa 1;'Buena Park .IlIlIlIlIlIJfllIllllll.lll:l1ll:~c til 0:: m [3 La Habra RSM Placentia Aliso Viejo Brea Stanton Dana Poin! L Hills S.Beach L.Woods La Palma L.Alamitos Villa Park ______________________-----------38 ORANGE COUNTY GRAND JURY 2010/2011 7-83 Appendix 20)Infonnation Technology Compensation III Base Salary III Benefits $250.000 For cities showng $0,the position ~not covered in the study $50,000 $100,000 $150,000 $200,000$0 G.Grow M.Viejo Santa Ana INne S.Clemente Costa Mesa Y.Unda NP Beach Westminster F.Valley ~'~ Anaheim Cypress Brea ~ til Hunt Beachc: Q)a.TustinE 0 U Fullertonm 15 La Habra I- >-.0 Dana Point "C Q) Buena Pari<"""c:m ~Orange til ~Lake Forest U L.Niguel RSM Placentia Aliso Viejo Stanton SJ Capistrano L.Hills S.Beach L.Beach L.Woods La Palma L.Alamitos Villa Pari< ___________________---,,-39 ORANGE COUNTY GRAND JURY 2010/2011 7-84 $0 NP Beach "Costa Mesa Santa Ana "S.Clemente Orange "'nine L Beach :J- Oana Point Cypress "Brea SJ Capistrano Westminster :J- Tustin "Hunt Beach~ R Buena Park 8 Anaheim ~Y.Uncla "~Fullerton ~La Habra .~L.WoodsaG.G""", M.Viejo Lake Forest L.Niguel F.Valley RSM Placentia Aliso Viejo Stanton L Hills S.Beach La Palma L Alamitos Villa Park Appendix 2(k)Building Official Compensation For cities showng $0,the position I1.ElS not covered in the study $50,000 $100,000 $150,000 $200,000 ,;'~ $250,000 III Base Salary l:I Benefits ______--=--::::-:-=-:=-===--==-:-:.......-.-==-:-::-:-:::-:-::-=-:--:--40 ORANGE COUNTY GRAND JURY 2010/2011 7-85 Appendix 3a Number of City Positions Paying over $100 K No.Positions No.Positions City Population over$100K*per 10,000 population Anaheim 348,467 173 4.96 Irvine 212,793 106 4.98 Huntington Beach 202,480 90 4.44 Santa Ana 355,662 85 2.39 Newport Beach 86,252 60 6.96 Orange 141,634 39 2.75 Costa Mesa 116,479 33 2.83 Garden Grove 174,715 33 1.89 Fullerton 137,624 31 2.25 Tustin 74,825 28 3.74 San Clemente 68,316 25 3.66 Mission Viejo 100242 23 2.29 Laguna Beach 25,208 22 8.73 Buena Park 83,385 21 2.52 San Juan Capistrano 36,870 18 4.88 Brea 40,176 17 4.23 Westminster 93,284 16 1.72 Cypress 49,647 15 3.02 Fountain Valley 58309 15 2.57 Dana Point 37,082 14 3.78 La Habra 62,822 14 2.23 Yorba Linda 68,399 14 2.05 Lake Forest 78,344 12 1.53 Laguna Niguel 67,201 11 1.64 Seal Beach 25,913 9 3.47 Stanton 39,480 8 2.03 Placentia 51,932 8 1.54 Laguna Hills 33,434 7 2.09 Aliso Vieio 45,683 6 1.31 La Palma 16,205 5 3.09 Los Alamitos 12,217 4 3.27 Rancho Santa Margarita 49,704 4 0.80 Laguna Woods 18,477 2 1.08 Villa Park 6,276 1 1.59 Averae:e 3.21 *Excludes Police,Fire,Great Park and Electric Utility positions ______--=-=-=--===-===-=-=::-:-:==--===-:-:::-:-::-:-=~_=__-----41 ORANGE COUNTY GRAND JURY 2010/2011 7-86 Appendix 3b Laguna Beach Salaries over $100K * POSITION SALARY City Manager 238,453 Asst City Manager 179,064 Dir of Public Works 179,064 Dir Community Development 163,002 Dir of Finance and IT 157,506 Asst City Engineer 134,628 Finance Officer 133,120 Personnel Services Mgr 129,252 Planning Mgr 129,252 Building Official 129,252 Zoning Admin 129,252 Dpty Dir of Public Works 129,252 Building Official 129,252 Proiect Dir 129,252 City Clerk 115,656 Senior Plan Checker 114,053 CAD/RMS PrQiect Mgr 110,676 Dir of Community Services 108,765 Computer Network Admin 108,623 Principal Planner 102,817 Principal Planner 102,817 Principal Planner 102,817 *Excludes Pollee,FIre,Great Park and Electnc Utility Positions ______________----------------42 ORANGE COUNTY GRAND JURY 2010/2011 7-87 Appendix 3c Newport Beach Salaries over $100K * POSITION SALARY City Attorney 220,000 City Mgr 190,747 Asst City Mgr 179,424 Public Works Dir 170,768 Gen Services Dir 166,433 Asst City Attorney 159,805 Dpty PW Dir/City Eng 159,224 Building Dir 154,665 Planning Dir 154,665 Rec &SR Service Dir 154,658 Human Resources Dir 153,785 Dpty Admin Services Dir 145,964 Library Services Dir 145,195 Dpty Bldg Official 142,272 Dpty Gen Svcs Dir 138923 City Traffic Eng:138,778 Asst City Eng 138,778 Asst City Eng 138,778. Revenue Mgr 135,481 Finance Officer 135481 Civil Eng:,Principal 132,132 Risk Mgr 128,991 Human Resources Mgr 128,991 Public Infor Mgr 123,446 IT Apps Supv 121,274 PW Finance /Admin Mg:r 120,910 Civil Eng:,Sr 118,851 Civil Eng Sr -Plan Check 118,851 Civil Eng,Sr 118,851 Civil Eng Sr -Plan Check 118,851 POSITION SALARY Civil Eng,Sr 118,851 Civil Eng Sr -Plan Check 118,837 Civil Eng,Sr 117,149 Civil Eng:,Sr 117,149 Park &Tree Supt 116,875 Civil Eng Sr -Plan Check 115,181 Planning Mg:r 115,138 GIS Supv 113,318 IT Opers Supv 113,318 Human Resources Supv 112,060 Civil Eng:Sr -Plan Check 111,821 Recreation Supt 111,738 Dpty City Attorney P /T 110,628 Civil Eng,Principal 110,201 Lifeguard Battalion Chief 108493 Apps Coord P.D.108,056 Telecom/Network Coord 107,588 EMS Mgr 106,756 PIO-Video 106,142 Pers Comp/Network Coord 106.072 Accountant,Principal 104,166 Planner,Principal 104,125 Sr Services Mgr 103,303 Civil Eng Assoc 5%102,835 Construction Inspec Supt 102,835 Civil Eng:Assoc 5%102,106 Human Resources Analvst,Sr 101,650 Civil Eng Assoc 5%101,376 Field Maint Supt 100,581 Opers Support Supt 100,581 *Excludes Police,Fire,Great Park and Electric Utility Positions ____________----------.,..--------43 ORANGE COUNTY GRAND JURY 2010/2011 7-88 Appendix 4 Compensation Disclosure Model OTHER INSUR PENSION TOTAL POSITION SALARY PAY*PREMS COSTS COMP *Includes Fees,Deferred Compensation,Incentive Bonus,Auto Allowance and Pay in Lieu of Time Off. ______--=-=:-:-:-:-=---=-=-===--::-==--:-:--:-:-__------44 ORANGE COUNTY GRAND JURY 2010/2011 7-89 Page 1 of1 . Carolyn Lehr From:BC Urban [b.campbell@bcurban.com] Sent:Thursday,June 30,2011 11 :13 AM To:'Carolyn Lehr' Subject:Questions Carolyn, I need the following info: New Base Salary (based on what cc just authorized for next year)breakdown and total compensation breakdown from previous year of top 10 highest paid city employees.Including CM. This includes any sick time cashed in,unused vacation,attendance bonuses,anything that that resulted in reportable compensation to the employee. I would like this info prior to our next council meeting. Thanks, Brian Brian Campbell BC Urban LLC 904 Silver Spur Road #282 Rolling Hills Estates,CA 90274 www.bcurban.com 31 0-544-7400 office 310-702-8009 cell 888-855-9619 fax 310-365-8800 for Pat McKinsey SB/DVBE Certified www.linkedin.com/in/brianthomascampbell NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use of the intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notify the sender by return e-mail,and delete the original message and all copies from your system.Thank you. 7/14/2011 7-90 Page 1 of 1 . Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Thursday,June 30,2011 11 :26 AM To:'Carolyn Lehr' Cc:'Carol Lynch' Subject:FW:Municipal Pension reductions Allowable.pdf -Adobe Acrobat Standard Attachments:Municipal Pension Suts Allowable.pdf City Attorney said that you can share this info with Pension sub committee.Please do so. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV NOTICE:The information contaired in this electronic e-mail and any acoompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. From:BC Urban [mailto:b.campbell@bcurban.com] Sent:Thursday,June 30,201111:15 AM To:'Carol Lynch (c1ynch@rwglaw.com)' Subject:Municipal Pension reductions Allowable.pdf -Adobe Acrobat Standard How do I share this with the Pension subcommittee? 7/14/2011 7-91 Chang Ruthenberg &Long I Articles I Can California Local Government Employers Reduce Benefits Plan Costs?.,.Page I of 5 CHANG RUTH!ENiBERG &LON'G,pc EMPLOYe,E BENEFITS LAWYERS CAN CALIFORNIA LOCAL GOVERNMENT EMPLOYERS REDUCE BENEFITS PLAN COSTS?THERE MAY BE MORE LATITUDE THAN YOU THINK••• The boom days of the millennium decade's early years are over,but the now unsustainable benefits packages negotiated by California state and local governments and their employees remain -some representing as much as 40 percent of overall budget costs.Our discussions with local government managers and their advisors suggest a tremendous amount of confusion and misinformation about their ability to align employee benefits costs with their fiscal realities.This article discusses one source of much of the confusion - interpretations by California courts of the Constitutional prohibition against impairment of contracts -and why local governments have more latitude than they think. The Problem And The Obstacles Perceived Much of the confusion over the rights of public employees to retirement benefits stems from the way California courts have described these rights.In San Bernardino Public Employees Association v.City of Fontana,the Court of Appeal quoted Kern v.City of Long Beach:"[w]hile payment of these benefits is deferred,and is subject to the condition that the employee continue to serve for the period required by the statute,the mere fact that performance is in whole or in part dependent upon certain contingencies does not prevent a contract from arising,and the employing governmental body may not deny or impair the contingent liability any more than it can refuse to make the salary payments which are immediately due." The common understanding of this language is that a governmental body cannot modify or reduce a promised pension or retirement benefit without running afoul of the Constitutional prohibition against impairment of contracts.However,we believe that local governments actually have considerably more latitude to change retirement benefits. For the uninitiated,the principal constraint upon California governmental agencies against making changes to pension and retiree medical benefits stems from language in both the U.S Constitution and the California State Constitution that generally prohibits California from impairing any contract it has entered into.A number of public employee organizations and individual public employees have aggressively,and understandably so,litigated the impairment issue so as to create a general impression that pension and post- employment benefits of practically every sort cannot be changed,reduced or eliminated.In a number of important cases,such as Kern,the facts of the case practically cried out for a resolution in favor of the employee.However, a close reading of the pertinent cases suggests that a public employee's right to a pension benefit is not inviolate,but may be changed or even eliminated under appropriate circumstances. http://www.seethebenefits.com/showarticle.aspx?Show=4462 1/24/20117-92 Chang Ruthenberg &Long I Articles I Can California Local Government Employers Reduce Benefits Plan Costs?.,.Page 2 of 5 Lessons From The Kern Case Kern is one of the leading and most oft-cited cases.Let's take a closer look at the background of the case and what the court said. Kern was a 1947 California Supreme Court decision and involved an action by a retiring firefighter (Kern)against the City of Long Beach.In essence, the City rejected Kern's application for retirement benefits following his attainment of eligibility for retirement benefits on the grounds that the pension benefits pertaining to his years of service for the City and set forth in the City's charter had been eliminated by charter amendment some 32 days before he completed the required 20 years of service.The question before the California Supreme Court was "whether petitioner acquired a vested right to a pension which the City could not abrogate by repealing the charter provisions without impairing its obligation of contract."All of you are familiar with the legal adage "bad facts make for bad law"and these were not very good facts for the City. In concluding that Kern had a vested pension right and that the City,by completely repealing all pension provisions,had attempted to impair its contractual obligations,the court found: In California,pensions for public employees are more than a mere gratuity. Pension rights acquired by public employees under statutes similar to the Long Beach Charter become vested as to each employee at least on the happening of the contingency upon which the pension becomes payable. An employee has actually earned some pension rights as soon as he has performed substantial services for his employer. The payment of pension benefits,while contingent upon the performance of services required to earn the benefits,could not be rejected once all contingencies were satisfied. A city cannot deny or impair the contingent liability (to provide a pension)after the contractual duty to make salary payments has arisen. Despite the various pro-employee determinations that can be found in Kern, there are several important pro-employer aspects of the case as well: Kern involved an attempt by a city to deprive an employee of all benefits under a pension program. The court recognized that "the rule permitting modifications of pensions is a necessary one since pension systems must be kept flexible to permit adjustments in accord with changing conditions and at the same time maintain the integrity of the system and carry out its beneficent policy." Overall,an employee may acquire a vested contractual right to a pension although that right is not rigidly fixed by the terms of the legislation (Le., charter)at any particular time.Instead,it is subject to the implied qualification that the governing body may make modifications and changes in the system. The employee does not have a right to any fixed or definite benefits,but only to a substantial or reasonable pension. http://www.seethebenefits.comishowarticle.aspx?Show--4462 1/24/20117-93 Chang Ruthenberg &Long I Articles I Can California Local Government Employers Reduce Benefits Plan Costs?."Page 3 of 5 There is nothing inconsistent about conferring a vested right to a pension,but at the same time holding that the amount,terms and conditions of the benefits may be altered. Taken as a whole,we do not believe that Kern stands for the proposition that pension benefits become vested upon commencement of employment and cannot be changed or reduced.Rather,we believe that Kern should be read for the following more moderate propositions: Upon commencement of employment,a public employee may,according to the terms of a local government charter,ordinance or plan,earn a vested right to participate in a retirement plan.This includes an expectation of receiving a substantial or reasonable pension in accordance with the terms of the program. Although a public employee may have a right to participate in a public pension program,the governing body has the right to make modifications and changes to the system -particularly if the changes are necessary to address changing conditions facing the agency (such as a budget crisis)and the changes do not deprive employees of pension or retirement benefits to the extent they have been "earned"under the system. The Progeny Of Kern Of course the law in this area has not remained static.In a few instances, language has crept into judicial decisions suggesting further restrictions on the ability of government to make pension benefit changes.For example,the post-Kern cases of Allen v.City of Long Beach,Wallace v.City of Fresno and Packer v.Board of Retirement introduce the notion that any pension change that disadvantages employees should be accompanied by a comparable new advantage.At first blush,it is easy to think that the "comparable new advantage"language would effectively preclude any "real"pension system changes with significant cost savings.Not so.We believe the intent of the courts in these cases was to prevent local governments from completely taking away already accrued benefits without providing comparable benefits in exchange.We do not think these court decisions would prevent a local government from reducing or modifying pension benefits to the extent they have not yet been earned. Lessons From Other Decisions Because the purpose of this article is to make California governmental employers aware of,their options to modify or reduce pension and other post-employment benefits,we have summarized below a number of cost- saving actions that local government employers may wish to consider: California's courts have found on several occasions that there is no prohibited impairment where the terms of the legislation (or plan) providing for the benefit expressly reserves the right to modify or reduce such benefits.Furthermore,the decision from Walsh v.Board of Administration clearly implies that there was nothing wrong with the subsequent addition of a reservation of rights to a pension scheme for legislators.Therefore,it is critically important for local government employers to review the various charter,ordinance and administrative code sections authorizing their plans to make sure that they have expressly reserved the right to modify and change benefits. http://www.seethebenefits.com/showarticle.aspx?Show=4462 1/24/20117-94 Chang Ruthenberg &Long I Articles I Can California Local Government Employers Reduce Benefits Plan Costs?.,.Page 4 of 5 Most city-provided pension and post-retirement benefits are directly or indirectly the subject of collective bargaining in accordance with the Meyers-Milias-Brown Act (California Government Code Section 3500 et seq.).Although there is surprisingly little case law on the subject,it appears that benefits that are properly the subject of the collective bargaining can be bargained away in exchange for other consideration. (See,e.g.,California League of City Employee Associations v.Palos Verdes Library Dist.and San Bernardino Public Employees Association v. City of Fontana). Because it is well settled that public employees have no vested right in anY particular measure of compensation or benefits (that is pay and pay- related benefits),and that these may be modified or reduced by proper statutory authority,governments should be able to reduce items of compensation,including the employer's payment for the following types of costs: The employee's share of a contribution to a Social Security replacement plan (i.e.,a "retirement system"); An annual cafeteria plan benefit,or flexible spending account benefit; and The employee's mandatory contribution to a pension plan,such as CaIPERS. In California Association Of Professional Scientists v.Schwarzenegger, the Court of Appeal determined that "future employees do not have a vested right in any particular pension plan"(citing Claypool v.Wilson) and that it generally would not interpret a collective bargaining agreement to prohibit changes in pension benefits as to new employees. Therefore,so long as the government employer's pension system can accommodate multiple classifications or tiers of benefits,the employer should be able to control future benefit costs by placing new hires in a less expensive benefit structure. One of the more significant public relations problems that governmental pension systems have is the adverse publicity associated with pension and benefits "spiking"(e.g.,increasing final compensation upon which a pension is based by getting paid for unused vacation time).There are ways to design and administer plans to avoid and discourage pension spiking,including abandoning plan formulas and compensation definitions that make it possible in the first place. Hope For The Best But Plan For The Worst In an ideal world,a local government would be able to discuss with its employees and their bargaining representatives the critical and real need to reduce various compensation and benefit costs,and reach some reasonable compromise through the collective bargaining process.Fortunately,there are now a number of judicial precedents for making reductions in the terms and conditions of employment even when the reductions cannot be agreed upon as part of the collective bargaining process (see San Bernardino Public Employees Association and San Diego Police Officers'Association).This should be a back-up option in the event a government employer is unable to negotiate sufficient concessions directly.Along these lines,it would make sense to include language in any new MOUs,if possible,that clarify that such benefits last only as long as the MOU and that any pension or benefits http://www.seethebenefits.com/showarticle.aspx?Show=4462 1/24/20117-95 Chang Ruthenberg &Long I Articles I Can California Local Government Employers Reduce Benefits Plan Costs?...Page 5 of 5 commitments in the MOU do not necessarily prevent the employer from making changes that would apply to new hires. http://www.seethebenefits.com/showarticle.aspx?Show=4462 1/24/20117-96 Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Thursday,June 30,2011 11 :29 AM To:'Carolyn Lehr' Cc:'Carol Lynch' Subject:Statewide Pension Survey Results Released by League of California Cities Attachments:Statewide Pension Survey Results Released by League of California Cities.doc Please share this League report on pensions with the committee. Thanks, Brian 7/14/2011 Page 1 of 1 . o 7-97 Statewide Pension Survey Results Released by League of California Cities; A remarkable 66 percent of cities that contract with CalPERS responded to the League's recent comprehensive pension survey.This is the first in what will be an annual survey conducted by the League.Designed to help ascertain how cities are managing employee pensions,the survey focused on those cities that contract with CaIPERS.Of California's 481 cities,the majority,449 use CaIPERS,as does Rancho Palos Verdes. The survey was sent to city managers in late January with all data collected by late February. The survey results are posted on the League's new Pension Information Center.The page also includes a comparison of the Governor's 12-point plan and Senate Republican proposal,as well as resources on best practices,reform efforts,links to research papers, conference presentations,articles and recent news reports. The pension survey queried city managers of cities contracting with CalPERS with responses from cities in all of the League's 16 regional divisions.The survey focused on three major areas:tiering,cost sharing and final compensation calculation.The results indicate that substantial changes are happening at the local bargaining table.There is movement among cities to adopt new tier systems and cities are asking employees to shoulder more of the costs of their defined benefits.In addition,many cities are addressing final compensation calculation formulas.The survey also found that cities that have not yet adopted changes to their pension systems are interested in making adjustments. Here are a few highlights from the 2011 survey: - A new tier system has been adopted by 22 percent of responding cities -Most new tiers were adopted since 2008 -The most common new offered plan is 2 percent at 60. -NOTE:RPV currently provides a rich 2.5%at 55 Pension Plan through CaIPERS. -Changes in cost sharing was a major trend with 38 percent of responding cities indicating that they have adopted new employee contribution requirements in the past two years. -Among responding cities,12 percent say they have changed final compensation calculation formulas with the most common formula being an average of the last three years instead of the pervious highest one year. -62 percent of responding cities indicated that they are considering negotiating changes to their pension benefits. 7-98 Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Thursday,June 30,2011 12:29 PM To:'Brian.Campbell@rpv.com' Cc:'Kathryn Downs' Subject:FW:Questions Yes,Brian I think we can provide the info in the following way: Base salaries for the top 10 for this fiscal year and next (with the new adjustments) W2 earnings for these same employees for 2010. Page 1 of2 . p I don't think we can do a direct comparison of reportable compensation between the two years because next years'various payouts could not be predicted.But I assume the above will give you relative comparisons. Kathryn will prepare these tables and send them to the Council members before Tuesday's meeting. Thank you, CCLV~V\I Le:hr City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com •(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:Be Urban [mailto:b.campbell@bcurban.com] sent:Thursday,June 30,201111:13 AM To:'carolyn Lehr' Subject:Questions Carolyn, I need the following info: New Base Salary (based on what cc just authorized for next year)breakdown and total compensation breakdown from previous year of top 10 highest paid city employees.Including CM. 7/14/2011 7-99 Page 2 of2 _ This includes any sick time cashed in,unused vacation,attendance bonuses,anything that that resulted in reportable compensation to the employee.. I would like this info prior to our next council meeting. Thanks, Brian Brian Campbell BC Urban LLC 904 Silver Spur Road #282 Rolling Hills Estates,CA 90274 www.bcurban.com 31 0-544-7400 office 310-702-8009 cell 888-855-9619 fax 310-365-8800 for Pat McKinsey SB/DVBE Certified www.linkedin.com/in/brianthomascampbell NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use of the intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notify the sender by return e-mail,and delete the original message and all copies from your system.Thank you. 7/14/2011 7-100 Page 1 of2 - Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Thursday,June 30,2011 12:38 PM To:'Carolyn Lehr';Brian.Campbell@rpv.com Cc:'Kathryn Downs' Subject:RE:Questions That's good.I just need the new bases going forward and no other info,and then looking backwards at the full W-2 info. Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbeliforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use oftm intended recipient and may be confidential and/or privileged.Ifany reader ofthis communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawfiJ.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail,and delete the original message and all copies from your system.Thank you. From:carolyn Lehr [mailto:c1ehr@rpv.com] sent:Thursday,June 30,2011 12:29 PM To:Brian.campbell@rpv.com Cc:'Kathryn Downs' Subject:FW:Questions Yes,Brian I think we can provide the info in the following way: Base salaries for the top 10 for this fiscal year and next (with the new adjustments) W2 earnings for these same employees for 2010. I don't think we can do a direct comparison of reportable compensation between the two years because next years'various payouts could not be predicted.But I assume the above will give you relative comparisons. Kathryn will prepare these tables and send them to the Council members before Tuesday's meeting. Thank you, CCfA/'o0Jvv LihY 'City Manager 7/14/2011 7-101 Page 2 of2 . ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:Be Urban [mailto:b.campbell@bcurban.com] sent:Thursday,June 30,201111:13 AM To:'carolyn Lehr' Subject:Questions Carolyn, I need the following info: New Base Salary (based on what cc just authorized for next year)breakdown and total compensation breakdown from previous year of top 10 highest paid city employees.Including CM. This includes any sick time cashed in,unused vacation,attendance bonuses,anything that that resulted in reportable compensation to the employee. I would like this info prior to our next council meeting. Thanks, Brian Brian Campbell BC Urban LLC 904 Silver Spur Road #282 Rolling Hills Estates,CA 90274 www.bcurban.com 310-544-7400 office 310-702-8009 cell 888-855-9619 fax 310-365-8800 for Pat McKinsey SB/DVBE Certified www.linkedin.com/in/brianthomascampbell NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use of the intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notify the sender by return e-mail,and delete the original message and a/l copies from your system.Thank you. 7/14/2011 7-102 Page 1 of 1 . Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Friday,July 01,2011 1:42 PM To:'Carolyn Lehr';tom.long@rpv.com;'Carol Lynch' Subject:Item #6 on JUly 5th agenda. Tom and Carolyn, Can we continue this to the next meeting on the 19th ?I've got a short presentation to make that will take about 15-20 mins and there is no way to get it completed with the holiday and on this short notice.I just got the book last night,opened it now and just saw that it was scheduled for the 5th • Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter,com/CampbeliforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. 7/14/2011 7-103 Page 1 of2 _ Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Friday,July 01,2011 2:32 PM To:'B Campbell';'tom.long@rpv.com';'Carol Lynch' Subject:RE:Item #6 on July 5th agenda. Brian,since the item is already posted,you can just request at the meeting that it be continued to July 19. Thank you, CCf.¥'olyvv Lehr City Manager .,City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Friday,July 01,2011 1:42 PM To:'carolyn Lehr';tom.long@rpv.com;'carol Lynch' Subject:Item #6 on July 5th agenda. Tom and Carolyn, Can we continue this to the next meeting on the 19th ?I've got a short presentation to make that will take about 15-20 mins and there is no way to get it completed with the holiday and on this short notice.I just got the book last night,opened it now and just saw that it was scheduled for the 5th . Thanks, Brian Brian CamplJell Councilman City of Rancho Palos Verdes 7/14/2011 7-104 Page 2 of2 . 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notify the sender by return e-mail,and delete the orifinal message and all copies from your system.Thank you. 7/14/2011 7-105 Page 1 of2- Carolyn Lehr From:8 Campbell [b.camp@cox.net] Sent:Friday,July 01,2011 2:41 PM To:'Carolyn Lehr' Subject:RE:Item #6 on july 5th agenda. Are you Ok with that? Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com!rpv Twitter:http://twitter.com/CampbeliforRPV NOTICE:The infOrmation contained in this electronic e-mail and any acrompanying attachment(s)is intended only for the use oftk intended recipient and may be confidential and/or privileged.Ifany reader ofthis communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the original message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 2:32 PM To:'8 Campbell';tom.long@rpv.com;'carol Lynch' Subject:RE:Item #6 on July 5th agenda. Brian,since the item is already posted,you can just request at the meeting that it be continued to July 19. Thank you, CCt¥'~V\I Lihr City Manager If City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized 7/14/2011 7-106 Page 2 of2 - dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation.' From:B campbell [mailto:b.camp@cox.net] sent:Friday,July 01,2011 1:42 PM To:'carolyn Lehr';tom.long@rpv.com;'Carol Lynch' Subject:Item #6 on July 5th agenda. Tom and Carolyn, Can we continue this to the next meeting on the 19th ?I've got a short presentation to make that will take about 15-20 mins and there is no way to get it completed with the holiday and on this short notice.I just got the book last night,opened it now and just saw that it was scheduled for the 5th . Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office .888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. 7/14/2011 7-107 Page 1 of3 - Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Friday,July 01,2011 3:28 PM To:'Carolyn Lehr' Subject:RE:Item #6 on July 5th agenda. Nothing needed from staff as you already gave me the job details I asked for.I just need 15-20 mins for a presentation on the 19th to make the argument to wait or outsource the positions until the pension issue is determined. Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com!rpv Twitter:http:Utwitter.com!CampbellforRPV NOTICE:The infOrmation contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.Ifany reader ofthis communication is not the intended redpien~unauthorized use,disclosure or copying is strictly prohibited,and may be unlawfUl.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail,and delete the original message and all copies from your system.Thank you. From:carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 3:25 PM To:'B campbell' Subject:RE:Item #6 on July 5th agenda. Sure,the two week delay would just mean some slight changes in some calculations;and I assume to continue with our recruitments as planned,unless the council directs me otherwise on Tuesday night. Did you have any questions or comments (other information needed)on the staff report? Thank you, CCU-o{yV\l Lihr City Manager .,City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 7/14/2011 7-108 Page 2 of3 . clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B campbell [mailto:b.camp@cox.net] sent:Friday,July 01,2011 2:41 PM To:'Carolyn Lehr' Subject:RE:Item #6 on July 5th agenda. Are you Ok with that? Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any acrompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.Ifany reader ofthis communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawfUl.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail,and delete the original message and all copies from your system.Thank you. From:carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 2:32 PM To:'B campbell';tom.long@rpv.com;'Carol Lynch' Subject:RE:Item #6 on July 5th agenda. Brian,since the item is already posted,you can just request at the meeting that it be continued to July 19. Thank you, Cav~V\I Lihv City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. 7/14/2011 7-109 Page 3 of3 . Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Friday,July 01,20111:42 PM To:'Carolyn Lehr';tom.long@rpv.com;'Carol Lynch' Subject:Item #6 on July 5th agenda. Tom and Carolyn, Can we continue this to the next meeting on the 19th ?I've got a short presentation to make that will take about 15-20 mins and there is no way to get it completed with the holiday and on this short notice.I just got the book last night,opened it now and just saw that it was scheduled for the 5th . Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV NOTICE:The information contaired in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. 7/14/2011 7-110 Page 1 of4 . Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Friday,July 01,2011 3:56 PM To:'Carolyn Lehr' SUbject:RE:Item #6 on July 5th agenda. I saw it this afternoon.I was going to prepare something myself to present on the 19th ,separate from the staff report. Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbeliforRPV NOTICE:The information contained in this electronic e-mail and any acwmpanying attachment(s)is intended only for the use oftk intended recipient and may be confidential and/or privileged.Ifany reader ofthis communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawfid.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail,and delete the original message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] Sent:Friday,July 01,2011 3:53 PM To:'s campbell' Subject:RE:Item #6 on July 5th agenda. Brian,did you see that staff prepared a report under item #6 in your binder from yesterday?I wasn't sure from your comments that you had the impression that you had to prepare the written report.If you have seen it and still want a delay,that's fine. Thank you, Ca-v~V\I Le:hY City Manager I'City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 7/14/2011 7-111 Page 2 of4 - This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Friday,July 01,2011 3:28 PM To:'carolyn Lehr' Subject:RE:Item #6 on July 5th agenda. Nothing needed from staff as you already gave me the job details I asked for.I just need 15-20 mins for a presentation on the 19th to make the argument to wait or outsource the positions until the pension issue is determined. Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com!rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any acrompanying attachment(s)is intended only for the use oftm intended recipient and may be confidential and/or privileged.Ifany reader ofthis communication is not the intended redpien~unauthorized use,disclosure or copying is strictly prohibited,and may be unlawfUl.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail.and delete the original message and all copies from your system.Thank you. From:carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 3:25 PM To:'B Campbell' Subject:RE:Item #6 on July 5th agenda. Sure,the two week delay would just mean some slight changes in some calculations;and I assume to continue with our recruitments as planned,unless the council directs me otherwise on Tuesday night. Did you have any questions or comments (other information needed)on the staff report? Thank you, Carol::Yvv Lihv City Manager 7/14/2011 7-112 Page 3 of4 . I'City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com •(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] Sent:Friday,July 01,2011 2:41 PM To:'Carolyn Lehr' Subject:RE:Item #6 on July 5th agenda. Are you Ok with that? Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any acrompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.Ifany reader ofthis communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawfid.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail and delete the original message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] Sent:Friday,July 01,2011 2:32 PM To:'B Campbell';tom.long@rpv.com;'Carol Lynch' Subject:RE:Item #6 on July 5th agenda. Brian,since the item is already posted,you can just request at the meeting that it be continued to July 19. Thank you, 7/14/2011 7-113 Page 4 of4 . City Manager II City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Friday,July 01,20111:42 PM To:'Carolyn Lehr';tom.long@rpv.com;'Carol Lynch' Subject:Item #6 on July 5th agenda. Tom and Carolyn, Can we continue this to the next meeting on the 19th ?I've got a short presentation to make that will take about 15-20 mins and there is no way to get it completed with the holiday and on this short notice.I just got the book last night,opened it now and just saw that it was scheduled for the 5th . Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV NOTICE:The information contairod in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orifinal message and all copies from your system.Thank JA?u. 7/14/2011 7-114 Page 1 of5 ' Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Friday,July 01,2011 3:58 PM To:'B Campbell' Subject:RE:Item #6 on July 5th agenda. OK. Thank you, CCW~V\I Le:hY City Manager .,City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. -~"~--."-".•"-~-,..,,,,,,~~,,,._"""..~~"~~.."",,",,"•.._--._"."."._.~.--""_•........._~.._•.........",,",,,.,,,,,-,,~,,,,.•,,-.~---~-.•...,..•,,,,,,.--~"_-"..~~"".......•...."•......""""""."~.. From:B Campbell [mailto:b.camp@cox.net] sent:Friday,July 01,2011 3:56 PM To:'Carolyn Lehr' Subject:RE:Item #6 on July 5th agenda. I saw it th is afternoon.I was going to prepare someth ing myself to present on the 19th ,separate from the staff report. Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV 7/14/2011 7-115 Page 2 of5 . NOTICE:The infOrmation contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use oftm intended recipient and may be confidential and/or privileged.Ifany reader ofthis communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail and delete the original message and all copies from your system.Thank you. From:carolyn Lehr [mailto:c1ehr@rpv.com] sent:.Friday,July 01,2011 3:53 PM To:'B campbell' Subject:RE:Item #6 on July 5th agenda. Brian,did you see that staff prepared a report under item #6 in your binder from yesterday?I wasn't sure from your comments that you had the impression that you had to prepare the written report.If you have seen it and still want a delay,that's fine. Thank you, CCLY~V\I Lih¥ City Manager I.'City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B campbell [mailto:b.camp@cox.net] sent:Friday,July 01,2011 3:28 PM To:'Carolyn Lehr' Subject:RE:Item #6 on July 5th agenda. Nothing needed from staff as you already gave me the job details I asked for.I just need 15-20 mins for a presentation on the 19th to make the argument to wait or outsource the positions until the pension issue is determined. Brian Brian Campbell Councilman 7/14/2011 7-116 Page 3 of5 - City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com!rpv Twitter:http:Utwitter.com!CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use oftm intended recipient and may be confidential and/or privileged.Ifany reader ofthis communication is not the intended redpien~unauthorized use,disclosure or copying is strictly prohibited,and may be unlawfUl.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail,and delete the original message and all copies from your system.Thank you. From:carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 3:25 PM To:'B Campbell' Subject:RE:Item #6 on July 5th agenda. Sure,the two week delay would just mean some slight changes in some calculations;and I assume to continue with our recruitments as planned,unless the council directs me otherwise on Tuesday night. Did you have any questions or comments (other information needed)on the staff report? Thank you, Cetro-o/vv Lihr City Manager I'City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com •(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B campbell [mailto:b.camp@cox.net] sent:Friday,July 01,2011 2:41 PM To:'Carolyn Lehr' Subject:RE:Item #6 on July 5th agenda. Are you Ok with that? 7/14/2011 7-117 Page 4 of5. Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The infOrmation contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use oftl¥!intended recipient and may be confidential and/or privileged.Ifany reader ofthis communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawfUl.Ifyou have received this communication in error,please immediately notify the sender by return e-mail and delete the original message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 2:32 PM To:'B Campbell';tom.long@rpv.com;'Carol Lynch' Subject:RE:Item #6 on July 5th agenda. Brian,since the item is already posted,you can just request at the meeting that it be continued to July 19. Thank you, Caro{yvv Lehr City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com •(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B campbell [mailto:b.camp@cox.net] sent:Friday,July 01,2011 1:42 PM To:'Carolyn Lehr';tom.long@rpv.com;'carol Lynch' Subject:Item #6 on July 5th agenda. 7/14/2011 7-118 Page 5 of5 - Tom and Carolyn, Can we continue this to the next meeting on the 19th ?I've got a short presentation to make that will take about 15-20 mins and there is no way to get it completed with the holiday and on this short notice.I just got the book last night,opened it now and just saw that it was scheduled for the 5th . Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbeliforRPV NOTICE:The information contaired in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or priVileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. 7/14/2011 7-119 Page 1 of3 - Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Friday,July 01,2011 3:25 PM To:'8 Campbell' Subject:RE:Item #6 on July 5th agenda. Sure,the two week delay would just mean some slight changes in some calculations;and I assume to continue with our recruitments as planned,unless the council directs me otherwise on Tuesday night. Did you have any questions or comments (other information needed)on the staff report? Thank you, CCLYdl:Yvv Lihr City Manager ..,City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Friday,July 01,2011 2:41 PM To:'carolyn Lehr' Subject:RE:Item #6 on July 5th agenda. Are you Ok with that? Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV 7/14/2011 7-120 Page 2 of3 . NOTICE:The infOrmation contained in this electronic e-mail and any acrompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.Ifany reader ofthis communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawfUl.Ifyou have received this communication in error,please immediately notiJY the sender by return e-mail and delete the original message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 2:32 PM To:'B campbell';tom.long@rpv.com;'carol Lynch' Subject:RE:Item #6 on July 5th agenda. Brian,since the item is already posted,you can just request at the meeting that it be continued to July 19. Thank you, ca.vo0Jyv Le:hr City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Friday,July 01,20111:42 PM To:'carolyn Lehr';tom.long@rpv.com;'Carol Lynch' Subject:Item #6 on July 5th agenda. Tom and Carolyn, Can we continue this to the next meeting on the 19th ?I've got a short presentation to make that will take about 15-20 mins and there is no way to get it completed with the holiday and on this short notice.I just got the book last night,opened it now and just saw that it was scheduled for the 5th . Thanks, Brian 7/14/2011 7-121 Page 3 of3 _ Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank }'Qu. 7/14/2011 7-122 Page 1 of4 _ Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Friday,July 01,2011 3:53 PM To:'B Campbell' Subject:RE:Item #6 on July 5th agenda. Brian,did you see that staff prepared a report under item #6 in your binder from yesterday?I wasn't sure from your comments that you had the impression that you had to prepare the written report.If you have seen it and still want a delay,that's fine. Thank you, Carol;yY\l Le:hr City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Friday,July 01,2011 3:28 PM To:'Carolyn Lehr' Subject:RE:Item #6 on July 5th agenda. Nothing needed from staff as you already gave me the job details I asked for.I just need 15-20 mins for a presentation on the 19th to make the argument to wait or outsource the positions until the pension issue is determined. Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax 7/14/2011 7-123 Page 2 of4 - RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any acrompanying attachment(s)is intended only for the use oftm intended recipient and may be confidential and/or privileged.Ifany reader ofthis communication is not the intended redpien~unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail,and delete the original message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 3:25 PM To:'B campbell' Subject:RE:Item #6 on July 5th agenda. Sure,the two week delay would just mean some slight changes in some calculations;and I assume to continue with our recruitments as planned,unless the council directs me otherwise on Tuesday night. Did you have any questions or comments (other information needed)on the staff report? Thank you, CCLY'~V\I Lehr City Manager II'City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Friday,July 01,2011 2:41 PM To:'carolyn Lehr' Subject:RE:Item #6 on July 5th agenda. Are you Ok with that? Brian Campbell Councilman 7/14/2011 7-124 Page 3 of4 _ City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbeliforRPV NOTICE:The information contained in this electronic e-mail and any acrompanying attachment(s)is intended only for the use oftm intended recipient and may be confidential and/or privileged.Ifany reader ofthis communication is not the intended redpien~unauthorized use,disclosure or copying is strictly prohibited,and may be unlawfUl.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the original message and all copies from your system.Thank you. From:carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 2:32 PM To:'B Campbell';tom.long@rpv.com;'carol Lynch' Subject:RE:Item #6 on July 5th agenda. Brian,since the item is already posted,you can just request at the meeting that it be continued to July 19. Thank you, CaYo-0'vv LeJtr City Manager II City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B campbell [mailto:b.camp@cox.net] sent:Friday,July 01,2011 1:42 PM To:'Carolyn Lehr';tom.long@rpv.com;'Carol Lynch' Subject:Item #6 on July 5th agenda. Tom and Carolyn, Can we continue this to the next meeting on the 19th ?I've got a short presentation to make that will take about 15-20 mins and there is no way to get it completed with the holiday and on this short notice.I just got the book last night,opened it now and just 7114/2011 7-125 Page 4 of4 . saw that it was scheduled for the 5th . Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. 7/14/2011 7-126 Page 1 of3 _ Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Thursday,June 30,2011 2:40 PM To:'8 Campbell' Subject:RE:Questions OK Thank you, CCLV~V\I Lihr City Manager If City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com •(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Thursday,June 30,201112:38 PM To:'carolyn Lehr';Brian.Campbell@rpv.com Cc:'Kathryn Downs' Subject:RE:Questions That's good.I just need the new bases going forward and no other info,and then looking backwards at the full W-2 info. Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any acrompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.Ifany reader ofthis communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawfUl.Ifyou have received this 7/14/2011 7-127 Page 2 of3 . communication in error,please immediately notifY the sender by return e-mail,and delete the original message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Thursday,June 30,201112:29 PM To:Brian.Campbell@rpv.com Cc:'Kathryn Downs' Subject:FW:Questions Yes,Brian I think we can provide the info in the following way: Base salaries for the top 10 for this fiscal year and next (with the new adjustments) W2 earnings for these same employees for 2010. I don't think we can do a direct comparison of reportable compensation between the two years because next years'various payouts could not be predicted.But I assume the above will give you relative comparisons. Kathryn will prepare these tables and send them to the Council members before Tuesday's meeting. Thank you, Cetro0'vv Lehr City Manager ..,City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com·(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:BC Urban [mailto:b.campbell@bcurban.com] sent:Thursday,June 30,201111:13 AM To:'Carolyn Lehr' Subject:Questions Carolyn, I need the following info: 7/14/2011 7-128 Page 3 of3 _ New Base Salary (based on what cc just authorized for next year)breakdown and total compensation breakdown from previous year of top 10 highest paid city employees.Including CM. This includes any sick time cashed in,unused vacation,attendance bonuses,anything that that resulted in reportable compensation to the employee. I would like this info prior to our next council meeting. Thanks, Brian Brian Campbell BC Urban LLC 904 Silver Spur Road #282 Rolling Hills Estates,CA 90274 www.bcurban.com 310-544-7400 office 310-702-8009 cell 888-855-9619 fax 310-365-8800 for Pat McKinsey SB/DVBE Certified www.linkedin.com/in/brianthomascampbell NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use of the intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notify the sender by return e-mail,and delete the original message and all copies from your system.Thank you. 7/14/2011 7-129 Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Friday,July 01,2011 4:39 PM To:cc@rpv.com Subject:Salary Info Requested Attachments:20110701_Top 10 RPV Salary Info for CC.xls Page 1 of1 - AA Mr.Mayor and Council Members, The attached top ten employee salary comparison is provided to you at the request of Councilman Campbell. The chart shows:W2 income from 2010,current base salaries,and projected base salaries of the top ten wage earners-assuming the City Manager contract is approved as proposed and with the new fiscal year COLA and merit adjustments applied. Thank you, CCtYo0Jvv Lehr City Manager If City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. 7/14/2011 7-130 2010W-2 Current Salary with Box 1 Salary 3%COLA &1.6%Merit Note Carolyn Lehr City Manager 171,456 182,076 190,539 Dennis McLean Director Finance &IT 153,820 156,906 164,199 Carolynn Petru Deputy City Manager 149,962 156,906 164,199 Joel Rojas Director Community Development 146,750 156,906 164,199 Tom Odom Deputy Director Public Works 138,315 156,906 164,199 Ray Holland Director Public Works 109,555 124,800 124,800 1 Greg Pfost Deputy Director Community Development 109,782 122,042 127,715 Kathryn Downs Deputy Director Finance &IT 113,686 121,400 127,043 Ara Mihranian Deputy Director Community Development 108,679 111,169 116,336 Paul Christman Building Official 100,599 110,510 115,647 Note: 1.Employee is retired from the PERS system,and is only eligible to work 960 hours per year.Salary is based on contracted amount. 7 - 1 3 1 Page 1 of2 _ Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Friday,July 01,2011 4:53 PM To:'Carolyn Lehr' Subject:RE:Salary Info Requested Thanks Carolyn, What I needed is the entire income.Car allowances,deferred comp,cashed in time for sick days,unused vacations,anything that resulted in money flowing to the employee that would have been reportable for income tax purposes. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contaired in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 4:39 PM To:cc@rpv.com Subject:Salary Info Requested Mr.Mayor and Council Members, The attached top ten employee salary comparison is provided to you at the request of Councilman Campbell. The chart shows:W2 income from 2010,current base salaries,and projected base salaries of the top ten wage earners-assuming the City Manager contract is approved as proposed and with the new fiscal year COLA and merit adjustments applied. Thank you, 7/14/2011 7-132 Page 2 of2 City Manager If City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com •(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. 7/14/2011 7-133 Page 1 of2 _ Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Friday,July 01,2011 5:37 PM To:'B Campbell' Cc:'Kathryn Downs';'Dennis McLean' Subject:RE:Salary Info Requested Brian, That is what you got;that is the W2 income for those positions for 2010.I'm copying Kat on this in case I'm wrong or missing anything. Kat,please jump in if you can help. Thank you, CCl¥o0'Y\I Lihr City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Friday,July 01,2011 4:53 PM To:'Carolyn Lehr' Subject:RE:Salary Info Requested Thanks Carolyn, What I needed is the entire income.Car allowances,deferred comp,cashed in time for sick days,unused vacations,anything that resulted in money flowing to the employee that would have been reportable for income tax purposes. Thanks, Brian Brian Campbell Councilman 7/14/2011 7-134 Page 2 of2 _ City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com!rpv Twitter:http://twitter.com/CampbeliforRPV NOTICE:The information contained in this electronic e-mail and any acoompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orifinal message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 4:39 PM To:cc@rpv.com Subject:Salary Info Requested Mr.Mayor and Council Members, The attached top ten employee salary comparison is provided to you at the request of Councilman Campbell. The chart shows:W2 income from 2010,current base salaries,and projected base salaries of the top ten wage earners-assuming the City Manager contract is approved as proposed and with the new fiscal year .COLA and merit adjustments applied. Thank you, Cavo0JV\I Lih.r City Manager ..,City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. 7/14/2011 7-135 Page 1 of3 _ Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Tuesday,July 05,2011 9:28 AM To:'Carolyn Lehr' Cc:'Kathryn Downs';'Dennis McLean' Subject:RE:Salary Info Requested Status of this please? Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. ----,.,------- From:Carolyn Lehr [mailto:c1ehr@rpv.com] Sent:Friday,July 01,2011 5:37 PM To:'8 Campbell' Cc:'Kathryn Downs';'Dennis McLean' Subject:RE:Salary Info Requested Brian, That is what you got;that is the W2 income for those positions for 2010.I'm copying Kat on this in case I'm wrong or missing anything. Kat,please jump in if you can help. Thank you, Caro{yvv Leh.v City Manager 7/14/2011 7-136 Page 2 of3 _ ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com •(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Friday,July 01,2011 4:53 PM To:'Carolyn Lehr' Subject:RE:Salary Info Requested Thanks Carolyn, What I needed is the entire income.Car allowances,deferred comp,cashed in time for sick days,unused vacations,anything that resulted in money flowing to the employee that would have been reportable for income tax purposes. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and a/1 copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 4:39 PM To:cc@rpv.com Subject:Salary Info Requested Mr.Mayor and Council Members, 7/14/2011 7-137 Page 3 of3 _ The attached top ten employee salary comparison is provided to you at the request of Councilman Campbell. The chart shows:W2 income from 2010,current base salaries,and projected base salaries of the top ten wage earners-assuming the City Manager contract is approved as proposed and with the new fiscal year COLA and merit adjustments applied. Thank you, CCM'"O"l:Yvv Lihr City Manager ..,City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com •(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination.distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient. please notify the sender immediately.Thank you for your assistance and cooperation. 7/14/2011 7-138 Page 1 of4 . Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Tuesday,July 05,2011 12:23 PM To:'B Campbell' Cc:'Kathryn Downs';'Dennis McLean' Subject:RE:Salary Info Requested Brian,both Dennis and Kat have confirmed my response to you on Friday evening that what we sent is in fact the taxable income from 2010 for the top 10 wage earners. I also gave Dennis the heads up that we will review the DC standards for compensation posting on our website,and look at our implementing that model.I think we can review within a week and then we'll let you know.It may not be difficult to adopt. Thank you, CCU'"ol:Y V\I LeJut- City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Tuesday,July 05,2011 9:28 AM To:'carolyn Lehr' Cc:'Kathryn Downs';'Dennis McLean' Subject:RE:Salary Info Requested Status of this please? Thanks, Brian 7/14/2011 7-139 Page 2 of4 _ Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 5:37 PM To:'6 Campbell' Cc:'Kathryn Downs';'Dennis McLean' Subject:RE:Salary Info Requested Brian, That is what you got;that is the W2 income for those positions for 2010.I'm copying Kat on this in case I'm wrong or missing anything. Kat,please jump in if you can help. Thank you, C~o1.:YVlI Lih¥ City Manager .,City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which maybe privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:6 campbell [mailto:b.camp@cox.net] sent:Friday,July 01,2011 4:53 PM To:'carolyn Lehr' 7/14/2011 7-140 Page 3 of4 _ Subject:RE:Salary Info Requested Thanks Carolyn, What I needed is the entire income.Car allowances,deferred comp,cashed in time for sick days,unused vacations,anything that resulted in money flowing to the employee that would have been reportable for income tax purposes. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV NOTICE:The information contaired in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank }IOu. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 4:39 PM To:cc@rpv.com Subject:Salary Info Requested Mr.Mayor and Council Members, The attached top ten employee salary comparison is provided to you at the request of Councilman Campbell. The chart shows:W2 income from 2010,current base salaries,and projected base salaries of the top ten wage earners-assuming the City Manager contract is approved as proposed and with the new fiscal year COLA and merit adjustments applied. Thank you, caro-0Jvv Lehr City Manager I'City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 7/14/2011 7-141 Page 4 of4 _ c1ehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. 7/14/2011 7-142 Page 1 of4 _ Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Tuesday,July 05,2011 1:15 PM To:'Carolyn Lehr' Cc:'Kathryn Downs';'Dennis McLean' Subject:RE:Salary Info Requested Please get me the information I originally requested.This is not it. Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbeliforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notifY the sender by return e-mail,and delete the orifinal message and a/l copies from your system.Thank }'Qu. From:Carolyn Lehr [mailto:c1ehr@rpv.com] Sent:Tuesday,July 05,201112:23 PM To:'B Campbell' Cc:'Kathryn Downs';'Dennis McLean' Subject:RE:Salary Info Requested Brian,both Dennis and Kat have confirmed my response to you on Friday evening that what we sent is in fact the taxable income from 2010 for the top 10 wage earners. I also gave Dennis the heads up that we will review the OC standards for compensation posting on our website,and look at our implementing that model.I think we can review within a week and then we'll let you know.It may not be difficult to adopt. Thank you, CCLV~V\I Le:h¥ City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. 7/14/2011 7-143 Page 2 of4 _ Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Tuesday,July 05,2011 9:28 AM To:'Carolyn Lehr' Cc:'Kathryn Downs';'Dennis McLean' Subject:RE:Salary Info Requested Status of this please? Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 5:37 PM To:'B Campbell' Cc:'Kathryn Downs';'Dennis McLean' Subject:RE:Salary Info Requested Brian, That is what you got;that is the W2 income for those positions for 2010.I'm copying Kat on this in case I'm 7/14/2011 7-144 Page 3 of4 _ wrong or missing anything. Kat,please jump in if you can help. Thank you, Ca¥'~V\I Lihv City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] Sent:Friday,July 01,2011 4:53 PM To:'carolyn Lehr' Subject:RE:Salary Info Requested Thanks Carolyn, What I needed is the entire income.Car allowances,deferred comp,cashed in time for sick days,unused vacations,anything that resulted in money flowing to the employee that would have been reportable for income tax purposes. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail,and delete the orifinal message and all copies from your system.Thank you. 7/14/2011 7-145 Page 4 of4 . From:carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 4:39 PM To:cc@rpv.com Subject:Salary Info Requested Mr.Mayor and Council Members, The attached top ten employee salary comparison is provided to you at the request of Councilman Campbell. The chart shows:W2 income from 2010,current base salaries,and projected base salaries of the top ten wage earners-assuming the City Manager contract is approved as proposed and with the new fiscal year COLA and merit adjustments applied. Thank you, CCt¥~Y\I Le:hr City Manager I!'l City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com •(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. 7/14/2011 7-146 Page 1 ofS- Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Tuesday,July OS,2011 5:02 PM To:'8 Campbell' SUbject:RE:Salary Info Requested Brian,I asked Dennis to discuss this with you tonight.He'll bring a copy of the chart we prepared and see how you'd like us to revise it. Thank you, Cetro0Jvv Le:hr City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Tuesday,July 05,20111:15 PM To:'Carolyn Lehr' Cc:'Kathryn Downs';'Dennis McLean' Subject:RE:Salary Info Requested Please get me the information I originally requested.This is not it. Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV 7/14/2011 7-147 Page 2 of5 _ NOTICE:The information contaired in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and mj¥,be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,~n'd may be unlawful.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Tuesday,July 05,201112:23 PM To:'B Campbell' Cc:'Kathryn Downs';'Dennis McLean' Subject:RE:Salary Info Requested Brian,both Dennis and Kat have confirmed my response to you on Friday evening that what we sent is in fact the taxable income from 2010 for the top 10 wage earners. I also gave Dennis the heads up that we will review the OC standards for compensation posting on our website,and look at our implementing that model.I think we can review within a week and then we'll let you know.It may not be difficult to adopt. Thank you, CCtYo{yY\l Le:h.v City Manager If City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com •(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Tuesday,July 05,2011 9:28 AM To:'Carolyn Lehr' Cc:'Kathryn Downs';'Dennis McLean' Subject:RE:Salary Info Requested Status of this please? Thanks, 7/14/2011 7-148 Page 3 of5 - Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 5:37 PM To:'B Campbell' Cc:'Kathryn Downs';'Dennis McLean' Subject:RE:Salary Info Requested Brian, That is what you got;that is the W2 income for those positions for 2010.I'm copying Kat on this in case I'm wrong or missing anything. Kat,please jump in if you can help. Thank you, CCLVo0'vv Le:hr City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. 7/14/2011 7-149 Page 4 of5 - From:B campbell [mailto:b.camp@cox.net] sent:Friday,July 01,2011 4:53 PM To:'Carolyn Lehr' Subject:RE:Salary Info Requested Thanks Carolyn, What I needed is the entire income.Car allowances,deferred comp,cashed in time for sick days,unused vacations,anything that resulted in money flowing to the employee that would have been reportable for income tax purposes. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Friday,July 01,2011 4:39 PM To:cc@rpv.com Subject:Salary Info Requested Mr.Mayor and Council Members, The attached top ten employee salary comparison is provided to you at the request of Councilman Campbell. The chart shows:W2 income from 2010,current base salaries,and projected base salaries of the top ten wage earners-assuming the City Manager contract is approved as proposed and with the new fiscal year COLA and merit adjustments applied. Thank you, ca-vo{yvv Lihr City Manager 7/14/2011 7-150 Page 5 of5 _ I'City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com •(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure,The information is intended only for use of the individual or entity named,Unauthorized dissemination,distribution,or copying is strictly prohibited,If you received this email in error,or are not an intended recipient, please notify the sender immediately,Thank you for your assistance and cooperation. 7/14/2011 7-151 Page 1 of 1 - Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Friday,July 08,2011 11 :30 AM To:'Carolyn Lehr' Cc:'Carol Lynch' Subject:Employee pay,benefit and pension questions Carolyn, I have still not gotten a reply to my questions.For clarification,this is what I am looking for: Who are the top 10 highest paid RPV employees by Base Salary? Who has Deferred Compensation of these 10 and how much for each of them? Who has car allowances and how much? Who has any other benefits such as Rotary memberships,cell phone allowances,anything of benefit and how much? How many of these 10 cashed in unused Sick Days,and how much,over the past three years? How many of them cashed in unused Vacation days,and how much,over the past three years? How many unused Vacation Days have each of these 10 RPV employees "banked"since originally employed? How many of these 10 employees have received "Perfect Attendance"bonuses for the past three years? Of these 10 highest paid employees,how many years of service under CalPERS have each of them accumulated? Thanks, Brian 7/14/2011 7-152 Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Friday,July 08,2011 2:44 PM To:'Carolyn Lehr' SUbject:July 19th council meeting Carolyn, Page 1 of 1 - II I need a detailed org chart for the city.No names necessary,just the job titles and who they report to.I need this for my presentation on the 19th . Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail,and delete the orifinal message and all copies from your system.Thank you. 7/14/2011 7-153 Page 1 of2 - Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Friday,July 08,2011 2:50 PM To:'B Campbell' Subject:RE:July 19th council meeting OK Brian,I got both requests.I'm discussing both with staff now. Thank you, CCLVolyvv Le:h.r City Manager II City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B campbell [mailto:b.camp@cox.net] sent:Friday,July 08,2011 2:44 PM To:'Carolyn Lehr' Subject:July 19th council meeting Carolyn, I need a detailed org chart for the city.No names necessary,just the job titles and who they report to.I need this for my presentation on the 19th . Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 7/14/2011 7-154 Page 2 of2 . 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV NOTICE:The information contaired in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. 7/14/2011 7-155 Page 1 of2 _ Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Friday,July 08,2011 3:34 PM To:'Carolyn Lehr';'Carolyn Lehr' Subject:RE:July 19th council meeting Carolyn,both of these requests pertain to my agenda item on July 19th so are exempt from the "1 hour rule". Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com!rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.Ifany reader ofthis communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail and delete the original message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:dehr@rpv.com] sent:Friday,July 08,2011 2:50 PM To:'B Campbell' Subject:RE:July 19th council meeting OK Brian,I got both requests.I'm discussing both with staff now. Thank you, caro-l:Yvv Lihr City Manager .,City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 7/14/2011 7-156 Page 2 of2 - This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B campbell [mailto:b.camp@cox.net] sent:Friday,July 08,2011 2:44 PM To:'Carolyn Lehr' Subject:July 19th council meeting Carolyn, I need a detailed org chart for the city.No names necessary,just the job titles and who they report to.I need this for my presentation on the 19th . Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV NOTICE:The information contaired in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. 7/14/2011 7-157 Carolynn Petru Page 1 of3 LL From:Dennis McLean [dennism@rpv.com] Sent:Friday,July 08,2011 6:01 PM To:'Brian Campbell' Cc:cc@rpv.com;'Carolyn Lehr';'Carolynn Petru';'Eric Mausser';'Kathryn Downs' Subject:FW:Employee pay,benefit and pension questions Attachments:20110708_Current Salary Information_FY11-12 COL_1.6 MeriCTop 10 Salary Info Requested by CC Campbell.pdf;20110708_Top 10 Salary Info Requested by CC Campbell.pdf Brian Carolyn forwarded your email that she received today.We have attached 2010 Salary Information -State Controller's Office format for the 10 highest paid employees using the "Hermosa Beach"format as you requested during our conversation after the Council meeting on Tuesday.We have added a column that includes "banked" vacation hours to answer one of your questions emailed today.We have attempted to answer your questions sent today (below).At Carolyn's request,I've copied the other members of the City Council with this reply.As always,feel free to call or email if you would like clarification. Thanks, Dennis McLean Director of Finance and Information Technology D City of Rancho Palos Verdes Finance and Information Technology 30940 Hawthorne Blvd. Rc;lncho Palos Verdes,CA 90275 www.palosverdes.com/rpv dennism@rpv.com -(310)544-5212 P -(310)544-5291 f rIi Do you really need to print this e-mail? This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for Lise of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient,please notify the sender immediately.Thank yOLi for YOLir assistance and cooperation. From:carolyn.lehr@att.blackberry.net [mailto:carolyn.lehr@att.blackberry.net] Sent:Friday,July 08,2011 11:49 AM To:Dennis McClean Subject:Fw:Employee pay,benefit and pension questions Sent via BlackBerry by AT&T From:"B Campbell"<b.camp@cox.net> Date:Fri,8 Jul 2011 11 :30:13 -0700 To:'Carolyn Lehr'<clehr@rpv.com> 7/14/2011 7-158 Page 2 of3 Cc:'Carol Lynch'<clynch@rwglaw.com> Subject:Employee pay,benefit and pension questions Carolyn, I have still not gotten a reply to my questions.For clarification,this is what I am looking for: Who are the top 10 highest paid RPV employees by Base Salary? Staff reply: This was provided via an email to you,dated July 1,2011.We have the attached update and titled Current Salary Information with FY11-12 COL Possible 1.6%Merit for your convenience. Who has Deferred Compensation of these 10 and how much for each of them? Staff reply: Effective March 2010,the City Manager is provided an employer-paid deferred compensation benefit by the City in the amount of $1,250 each month.The deferred compensation benefit was provided in lieu of an additional salary increase as a part of the City Manager's 2010 annual performance review.The employer- paid deferred compensation benefit is not "PERSable".No other employees are provided an employer-paid deferred compensation benefit. Who has car allowances and how much? Staff reply: All Department Directors and the Deputy City Manager are provided a car allowance of $150 each month. The City Manager is provided a $400 car allowance each month.The car allowance is paid in lieu of mileage reimbursement for local travel within 50 miles. Who has any other benefits such as Rotary memberships,cell phone allowances,anything of benefit and how much? Staff reply: No cell phone allowances are paid any employees.Most every professional employee is reimbursed (or the City directly pays)for the cost of professional memberships and licenses. We need clarification as to what is included in "anything of benefit."Once the scope is defined,interviews with staff members and a review of accounting records would be necessary to provide cost information. How many of these 10 cashed in unused Sick Days,and how much,over the past three years? Staff reply: None,in accordance with Rule VII Section 3 (h)of the Competitive Service Personnel Rules and Rule V Section 3 (e)of the Management Personnel Rules. How many of them cashed in unused Vacation days,and how much,over the past three years? Staff reply: Four of the ten employees cashed in unused vacation days totaling about $89,000 during the three years 2008-2010. How many unused Vacation Days have each of these 10 RPV employees "banked"since originally employed? 7/14/2011 7-159 Page 3 of3 Staff reply: The balance of banked vacation days for the 10 highest employees as of July 1,2011 is included in the attached schedule,2010 Salary Information -State Controller's Office format. How many of these 10 employees have received "Perfect Attendance"bonuses for the past three years? Staff reply: None.However,employees may earn Wellness Leave time for perfect attendance in accordance with Rule VII Section 4 of the Competitive Service Personnel Rules and Rule V Section 4 of the Management Personnel Rules.Wellness Leave cannot be accumulated beyond the 9 hours maximum and must be used or it's lost. Of these 10 highest paid employees,how many years of service under CalPERS have each of them accumulated? Staff reply: Service information is mailed directly by CalPERS to employees at their home address.The City is not provided with employee service and vesting information. Thanks, Brian 7/14/2011 7-160 Current Salary Information with FY11-12 COL Possible 1.6%Merit 2010 W-2 Current Salary with Box 1 Salary 3%COLA &1.6%Merit Note Carolyn Lehr City Manager 171,456 190,536 2 Dennis McLean Director Finance &IT 153,820 156,906 164,199 Carolynn Petru Deputy City Manager 149,962 156,906 164,199 Joel Rojas Director Community Development 146,750 156,906 164,199 Tom Odom Deputy Director Public Works 138,315 156,906 164,199 Ray Holland Director Public Works 109,555 124,800 124,800 1 Greg Pfost Deputy Director Community Development 109,782 122,042 127,715 Kathryn Downs Deputy Director Finance &IT 113,686 121,400 127,043 Ara Mihranian Deputy Director Community Development 108,679 111,169 116,336 Paul Christman Building Official 100,599 110,510 115,647 Note: 1.Employee is retired from the PERS system,and is only eligible to work 960 hours per year.Salary is based on contracted amount. 2.Effective 7/5/2011 7 - 1 6 1 2010 Employee Salary Information -State Controller's Office format *******************************2010 Employer Contribution*************************** Employees'Employer Employer Employer Unused Share of Pays for Pays for Pays for Health,Vacation Pension Deferred Employee Employee Employee Dental,Balance Name Position Title 2010 W2JBox 5 2010 W2JBox 1 Benefits Compensation Health Dental Vison Vision 7/1/2011 Wages,Tips, Medicare Other Wages and Tips Compensation 1 Carolyn lehr City Manager 183,305 171,456 11,785.63 11,895.00 8,996.26 463.32 300.30 9,759.88 140.5 2 Carolynn Petru Deputy City Manager 167,896 149,962 9,693.13 -5,718.44 463.32 300.30 6,482.06 183 3 Joel Rojas Director Community Development 164,682 146,750 9,678.54 -5,718.44 463.32 300.30 6,482.06 297.35 4 Dennis Mclean Director Finance &IT 164,098 153,820 9,715.93 - - 202.02 383.50 585.52 206.78 5 TomOdom Deputy Director Public Works 139,164 138,315 9,248.45 -9,630.66 941.72 300.30 10,872.68 121.28 6 Ara Mihranian Deputy Director Community Development 121,380 108,679 6,761.15 -5,718.44 463.32 300.30 6,482.06 240 7 Nicole Jules Senior Engineer 120,003 119,036 6,531.99 - - 463.32 300.30 763.62 47.36 8 Kathryn Downs Deputy Director Finance &IT 114,793 113,686 7,473.68 -10,293.40 349.44 549.12 11,191.96 208.52 9 Ronald Dragoo Senior Engineer 114,470 112,926 6,919.66 -10,293.40 941.72 549.12 11,784.24 206.62 10 Greg Pfost Deputy Director Community Develooment 112,843 109,782 7,503.36 -10,293.40 941.72 549.12 11,784.24 92.56 7 - 1 6 2 Page 1 of4 - Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Monday,July 11,2011 4:27 PM To:'Carolyn Lehr' Cc:'Carol W.Lynch';Anthony.Misetich@rpv.com Subject:RE:Employee pay,benefit and pension questions Attachments:Hermosa Beach City Pay.pdf;2011 0708_Current Salary Information_FY11-12 COL_1 6 Merit_Top 10 Salary Info Requested by CC Campbell.pdf;20110708_Top 10 Salary Info Requested by CC Campbell.pdf Carolyn, This below email and the attachments (attached to this email)from Dennis McLean on Friday are incomplete.I have waited weeks for some of this.This is public information regarding municipal employee compensation and it needs to be disclosed in a timely manner so I can do my work on council;particularly in this climate of more municipal transparency expectations.I attached the Hermosa Beach pdf I referred to when speaking with Dennis McLean as an example of the type of detail I needed,but tailored to the questions I have asked. These delays are holding up my ability to prepare for my council agenda presentation on the 19th and I may now need it to be continued to the next meeting.As I emailedyoulastweek.this is exempt from the "1 Hour Rule"as it is an upcoming agenda item. For example: I am still waiting for the full employee benefit description/guide that I asked for weeks ago. I am still waiting for the list of the most recent newly hired CM's salary vs.their predecessors that I asked for weeks ago. I am waiting for the city org chart with all departments and employees listed. Deferred comp,as I have stated before,should be listed on the employee compensation chart. On the list:How much vacation time each year for each of these employees,other holidays off (besides the recognized Federal holidays),comp time,Wellness leave,Unused Sick Days that were converted somehow into any other payor benefit whatsoever,etc.This needs to be comprehensive. "Benefit"should be interpreted as any money that was paid to the employee,besides reimbursement for allowable professional travel expenses,from any city source and for any reason.This should also include any "comp time"or any other time off (or however you internally describe it)and the value of anything,like memberships,in any organization that is not directly connected to the professional education of the employee,like Rotary Club.When in doubt,please list it. I have asked for,and have still not seen a column to be included to show,just as you did do with unused vacation hours, all other areas such as Well ness,Unused Sick time etc whereby one of these employees receives any money from any source from the city or is able to substitute it in any way into some other benefit or pay. Under each of these top 10 employees,I need to have it all detailed for each employee in chart form (similar to what you have provided but in more detail),including the cashing in (or however you might possibly describe it)of unused,not taken (or however you might possibly describe it),Vacation days,Comp time,Well ness Leave,Sick leave,anything.Who participated in it,how much and what year? Per your email,I am surprised that you do not know how long each of these 10 senior employees have been part of CaIPERS.How do you plan for retirements and management continuity? Also,there are obvious inaccuracies and omissions in the info provided to me in the Friday email from Dennis McLean.I expect 100%accuracy and full disclosure. 7/14/2011 7-163 Page 2 of4 - This is not what I would expect quality-wise by multiple highly compensated RPV municipal employees making well over $200K per year in total compensation.It is time consuming and expensive for the taxpayers to pay you and senior staff to have to repeatedly redo it and a waste of my own time (and the residents I represent)to have to try and decipher it. Please let me know when I can expect this information in the detail,format and accuracy that I have asked for. Thanks, Bri8li Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbeliforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you., From:Dennis McLean [mailto:dennism@rpv.com] sent:Friday,July 08,2011 6:01 PM To:'Brian Campbell' Cc:cc@rpv.com;'Carolyn Lehr';'Carolynn Petru';'Eric Mausser';'Kathryn Downs' Subject:FW:Employee pay,benefit and pension questions Brian Carolyn forwarded your email that she received today.We have attached 2010 Salary Information -State Controller's Office format for the 10 highest paid employees using the "Hermosa Beach"format as you requested during our conversation after the Council meeting on Tuesday.We have added a column that includes "banked"vacation hours to answer one of your questions emailed today.We have attempted to answer your questions sent today (below).At Carolyn's request,I've copied the other mempers of the City Council with this reply.As always,feel free to call or email if you would like clarification. Thanks, Dennis McLean Director of Finance and Information Technology ~City of Rancho Palos Verdes Finance and Information Technology 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 www.palosverdes.com/rpv dennism@rpv.com -(310)544-5212 P -(310)544-5291 f 7/14/2011 7-164 Page 3 of4 - -Ji Do you really need to print this e-mail? This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient,please notify the sender immediately.Thank you for your assistance and cooperation. From:carolyn.lehr@att.blackberry.net [mailto:carolyn.lehr@att.blackberry.net] sent:Friday,July 08,201111:49 AM To:Dennis McClean Subject:Fw:Employee pay,benefit and pension questions Sent via BlackBerry by AT&T From:"B Campbell"<b.camp@cox.net> Date:Fri,8 Jul2011 11 :30:13 -0700 To:'Carolyn Lehr'<clehr@rpv.com> Cc:'Carol Lynch'<clynch@rwglaw.com> Subject:Employee pay,benefit and pension questions Carolyn, I have still not gotten a reply to my questions.For clarification,this is what I am looking for: Who are the top 10 highest paid RPV employees by Base Salary? Staff reply: This was provided via an email to you,dated July 1,2011.We have the attached update and titled Current Salary Information with FY11-12 COL Possible 1.6%Merit for your convenience. Who has Deferred Compensation of these 10 and how much for each of them? Staff reply: Effective March 2010,the City Manager is provided an employer-paid deferred compensation benefit by the City in the amount of $1,250 each month.The deferred compensation benefit was provided in lieu of an additional salary increase as a part of the City Manager's 2010 annual performance review.The employer-paid deferred compensation benefit is not "PERSable".No other employees are provided an employer-paid deferred compensation benefit. Who has car allowances and how much? Staff reply: All Department Directors and the Deputy City Manager are provided a car allowance of $150 each month.The City Manager is provided a $400 car allowance each month.The car allowance is paid in lieu of mileage reimbursement for local travel within 50 miles.. Who has any other benefits such as Rotary memberships,cell phone allowances,anything of benefit and how much? Staff reply: No cell phone allowances are paid any employees.Most every professional employee is reimbursed (or the City directly pays)for the cost of professional memberships and licenses. 7/14/2011 7-165 Page 4 of4 - We need clarification as to what is included in "anything of benefit."Once the scope is defined,interviews with staff members and a review of accounting records would be necessary to provide cost information. How many of these 10 cashed in unused Sick Days,and how much,over the past three years? Staff reply: None,in accordance with Rule VII Section 3 (h)of the Competitive Service Personnel Rules and Rule V Section 3 (e)of the Management Personnel Rules. How many of them cashed in unused Vacation days,and how much,over the past three years? Staff reply: Four of the ten employees cashed in unused vacation days totaling about $89,000 during the three years 2008-2010. How many unused Vacation Days have each of these 10 RPV employees "banked"since originally employed? Staff reply: The balance of banked vacation days for the 1o highest employees as of July 1,2011 is included in the attached schedule, 2010 Salary Information -State Controller's Office format. How many of these 10 employees have received "Perfect Attendance"bonuses for the past three years? Staff reply: None.However,employees may earn Wellness Leave time for perfect attendance in accordance with Rule VII Section 4 of the Competitive Service Personnel Rules and Rule V Section 4 of the Management Personnel Rules.Wellness Leave cannot be accumulated beyond the 9 hours maximum and must be used or it's lost. Of these 10 highest paid employees,how many years of service under CalPERS have each of them accumulated? Staff reply: Service information is mailed directly by CalPERS to employees at their home address.The City is not provided with employee service and vesting information. Thanks, Brian 7/14/2011 7-166 FOR IMMEDIATE RELEASE August 12,2010 For more information,contact: City Manager Steve Burrell (310)318-0216 sburrell@hermosabch.org City Council's and Staffs Salaries Posted on Hermosa Beach Website Online Listings Make Information More Accessible to the Public HERMOSA BEACH -To ensure transparency and make the information more accessible to the public,the City of Hermosa Beach posted the City Council's and the top city officials'salaries on its website today. "We are proud of our record as a city that protects the public's funds while fairly compensating its staff and elected leaders,"said Mayor Michael DiVirgilio."In the past,we have consistently provided compensation ~nformation,and it has been distributed to local media outlets.Providing it online puts the information just a mouse-click away for the public and further demonstrates the transparency and accountability of the City of Hermosa Beach." Cities have begun to post their salary information online in the wake of media reports about excessive compensation for officials in the City of Bell in South Los Angeles County.As can be seen from the City of Hermosa Beach's posting today,each of the City Council members is paid $530 per month for his service to the city.The salaries of the city's staff also are listed on the website. Because of budget constraints,the city's staff has not had an across-the-board salary increase in the past two years.The City Council had no increase in compensation from 1986,when its compensation was first established,to 2007.In 2007,the Council's compensation was increased from $300 per month to $530 per month -about $70 less than it could have received under state laws governing compensation based upon the city's population. "These salary records demonstrate the commitment of the City Council and the City of Hermosa Beach to protect the public's trust and ensure the city's staff is adequately compensated for the outstanding service it provides to our residents,"said Mayor DiVirgilio. To access the information,please visit the City of Hermosa Beach's website,www.hermosabch.org and click the "W2 Earnings for All Employees Calendar Year 2009"link. About Hermosa Beach Founded in 1907,Hermosa Beach is known as lithe best little beach city."It is a thriving community of some 20,000 residents located on the southern end of Santa Monica Bay in Los Angeles County,and its beaches have been ranked among the best in the world.To learn more,please visit www.hertnosabch.org. #### 7-167 TOWNSEND,PAMELA WEST,KIMBERLEE HUNTER,DONNA LACROIX,MEGAN LYNN,LISA CITY OF HERMOSA BEACH W2 Earnings for All Employees Calendar Year 2009 7 - 1 6 8 CITY OF HERMOSA BEACH W2 Earnings for All Employees Calendar Year 2009 2 7 - 1 6 9 GARKOW,DEAN HIGGINS,ROBERT JMKOLA,LANCE CITY OF HERMOSA BEACH W2 Earnings for All Employees Calendar Year 2009 3 7 - 1 7 0 CITY OF HERMOSA BEACH W2 Earnings for All Employees Calendar Year 2009 4 7 - 1 7 1 CITY OF HERMOSA BEACH W2 Earnings for All Employees Calendar Year 2009 5 7 - 1 7 2 CITY OF HERMOSA BEACH W2 Earnings for All Employees Calendar Year 2009 6 7 - 1 7 3 MCKOVICH,RYAN R. NELSON,FRANK L. PEEL,TIMOTHY M. PINPIN JR.,IRENEO C. RAE,LLOYD REGAN,BRIAN J. REID,RYAN RILEY,JEFFREY D. ROBERTS,SEAN R.---- CITY OF HERMOSA BEACH W2 Earnings for All Employees Calendar Year 2009 7 7 - 1 7 4 CITY OF HERMOSA BEACH W2 Earnings for All Employees Calendar Year 2009 8 7 - 1 7 5 Current Salary Information with FY11-12 COL Possible 1.6%Merit 2010 W-2 Current Salary with Box 1 Salary 3%COLA &1.6%Merit Note Carolyn Lehr City Manager 171,456 190,536 2 Dennis McLean Director Finance &IT 153,820 156,906 164,199 Carolynn Petru Deputy City Manager 149,962 156,906 164,199 Joel Rojas Director Community Development 146,750 156,906 164,199 TomOdom Deputy Director Public Works 138,315 156,906 164,199 Ray Holland Director Public Works 109,555 124,800 124,800 1 Greg Pfost Deputy Director Community Development 109,782 122,042 127,715 Kathryn Downs Deputy Director Finance &IT 113,686 121,400 127,043 Ara Mihranian Deputy Director Community Development 108,679 111,169 116,336 Paul Christman Building Official 100,599 110,510 115,647 Note: 1.Employee is retired from the PERS system,and is only eligible to work 960 hours per year.Salary is based on contracted amount. 2.Effective 7/5/2011 7 - 1 7 6 2010 Employee Salary Information -State Controller's Office format *******************************2010 Employer Contribution*****-····**··**·"****** Employees'Employer Employer Employer Unused Share of Pays for Pays for Pays for Health,Vacation Pension Deferred Employee Employee Employee Dental,Balance Name Position Title 2010 W2IBox 5 2010 W2IBox 1 Benefits Compensation Health Dental Vison Vision 7/1/2011 Wages,Tips, Medicare Other Wages and Tips Compensation 1 Carolyn Lehr City ManaQer 183,305 171,456 11,785.63 11,895:00 8,996.26 463.32 300.30 9,759.88 140.5 2 Carolynn Petru Deputy City Manager 167,896 149,962 9,693.13 -5,718.44 463.32 300.30 6,482.06 183 3 Joel Rojas Director Community Development 164,682 146,750 9,678.54 -5,718.44 463.32 300.30 6,482.06 297.35 4 Dennis McLean Director Finance &IT 164,098 153,820 9,715.93 - - 202.02 383.50 585.52 206.78 5 TomOdom Deputy Director Public Works 139,164 138,315 9,248.45 -9,630.66 941.72 300.30 10,872.68 121.28 6 Ara Mihranian Deputy Director Community Development 121,380 108,679 6,761.15 -5,718.44 463.32 300.30 6,482.06 240 7 Nicole Jules Senior Engineer 120,003 119,036 6,531.99 --463.32 300.30 763.62 47.36 8 Kathryn Downs Deputy Director Finance &IT 114,793 113,686 7,473.68 -10,293.40 349.44 549.12 11,191.96 208.52 9 Ronald Dragoo Senior Engineer 114,470 112,926 6,919.66 -10,293.40 941.72 549.12 11,784.24 206.62 10 GreQ Pfost Deputy Director Community Development 112,843 109,782 7,503.36 -10,293.40 941.72 549.12 11,784.24 92.56 7 - 1 7 7 Page 1 of5 . Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Monday,July 11,2011 5:28 PM To:'8 Campbell' Cc:'Carol W.Lynch';'Anthony.Misetich@rpv.com';'Dennis McLean';'Carolynn Petru';'Eric Mausser' Subject:RE:Employee pay,benefit and pension questions Brian, I'm surprised by your comments below,where you indicate that staff and I provided incomplete or inaccurate information to your various requests,and that it was not timely.Our city has a reputation for high quality staff work,and it is most important to me that our Council members are consistently pleased with our professional staff work. Dennis,Carolynn Petru,Eric and I would like the opportunity to meet with you ASAP to review the charts and narratives that we have produced for you to date,and to get clarification on the requests you feel are related to the upcoming agenda item on delaying the recruitment of the four positions.If you can meet as soon as tomorrow,I will try to coordinate a time convenient for you. I noticed that MPT Misetich was copied on your communication to me,and so I would invite Anthony to join us to resolve this matter to your satisfaction. Thank you, Ca-votyvv Lihv City Manager at City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B campbell [mailto:b.camp@cox.net] sent:Monday,July 11,2011 4:27 PM To:'Carolyn Lehr' Cc:'Carol W.Lynch';Anthony.Misetich@rpv.com Subject:RE:Employee pay,benefit and pension questions 7/14/2011 7-178 Page 2 of5 . Carolyn, This below email and the attachments (attached to this email)from Dennis McLean on Friday are incomplete.I have waited weeks for some of this.This is public information regarding municipal employee compensation and it needs to be disclosed in a timely manner so I can do my work on council;particularly in this climate of more municipal transparency expectations.I attached the Hermosa Beach pdf I referred to when speaking with Dennis McLean as an example of the type of detail I needed,but tailored to the questions I have asked. These delays are holding up my ability to prepare for my council agenda presentation on the 19th and I may now need it to be continued to the next meeting.As I emailedyoulastweek.this is exempt from the "1 Hour Rule"as it is an upcoming agenda item. For example: I am still waiting for the full employee benefit description/guide that I asked for weeks ago. I am still waiting for the list of the most recent newly hired CM's salary vs.their predecessors that I asked for weeks ago. I am waiting for the city org chart with all departments and employees listed. Deferred comp,as I have stated before,should be listed on the employee compensation chart. On the list:How much vacation time each year for each of these employees,other holidays off (besides the recognized Federal holidays),comp time,Wellness leave,Unused Sick Days that were converted somehow into any other payor benefit whatsoever,etc.This needs to be comprehensive. "Benefit"should be interpreted as any money that was paid to the employee,besides reimbursement for allowable professional travel expenses,from any city source and for any reason.This should also include any "comp time"or any other time off (or however you internally describe it)and the value of anything,like memberships,in any organization that is not directly connected to the professional education of the employee,like Rotary Club.When in doubt,please list it. I have asked for,and have still not seen a column to be included to show,just as you did do with unused vacation hours, all other areas such as Well ness,Unused Sick time etc whereby one of these employees receives any money from any source from the city or is able to substitute it in any way into some other benefit or pay. Under each of these top 10 employees,I need to have it all detailed for each employee in chart form (similar to what you have provided but in more detail),including the cashing in (or however you might possibly describe it)of unused,not taken (or however you might possibly describe it),Vacation days,Comp time,Wellness Leave,Sick leave,anything.Who participated in it,how much and what year? Per your email,I am surprised that you do not know how long each of these 10 senior employees have been part of CaIPERS.How do you plan for retirements and management continuity? Also,there are obvious inaccuracies and omissions in the info provided to me in the Friday email from Dennis McLean.I expect 100%accuracy and full disclosure. This is not what I would expect quality-wise by multiple highly compensated RPV municipal employees making well over $200K per year in total compensation.It is time consuming and expensive for the taxpayers to pay you and senior staff to have to repeatedly redo it and a waste of my own time (and the residents I represent)to have to try and decipher it. Please let me know when I can expect this information in the detail,format and accuracy that I have asked for. Thanks, Brian Brian Campbell Councilman 7/14/2011 7-179 Page 3 of5 . City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. From:Dennis McLean [mailto:dennism@rpv.com] sent:Friday,July 08,2011 6:01 PM To:'Brian Campbell' Cc:cc@rpv.com;'Carolyn Lehr';'Carolynn Petru';'Eric Mausser';'Kathryn Downs' Subject:FW:Employee pay,benefit and pension questions Brian Carolyn forwarded your email that she received today.We have attached 2010 Salary Information -State Controller's Office format for the 10 highest paid employees using the "Hermosa Beach"format as you requested during our conversation after the Council meeting on Tuesday.We have added a column that includes "banked"vacation hours to answer one of your questions emailed today.We have attempted to answer your questions sent today (below).At Carolyn's request,I've copied the other members of the City Council with this reply.As always,feel free to call or email if you would like clarification. Thanks, Dennis McLean Director of Finance and Information Technology ..,City of Rancho Palos Verdes Finance and Information Technology 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 www.palosverdes.com/rpv dennism@rpv.com -(310)544-5212 P-(310)544-5291 f Do you really need to print this e-mail? This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient,please notify the sender immediately.Thank yOLi for your assistance and cooperation. From:carolyn .Iehr@att.blackberry.net [mailto:carolyn.lehr@att.blackberry.net] sent:Friday,July 08,201111:49 AM To:Dennis McClean Subject:Fw:Employee pay,benefit and pension questions 7114/2011 7-180 Page 4 of5 _ Sent via BlackBerry by AT&T From:"B Campbell"<b.camp@cox.net> Date:Fri,8 Jul2011 11:30:13 -0700 To:'Carolyn Lehr'<c1ehr@rpv.com> Cc:'Carol Lynch'<c1ynch@rwglaw.com> Subject:Employee pay,benefit and pension questions Carolyn, I have still not gotten a reply to my questions.For clarification,this is what I am looking for: Who are the top 10 highest paid RPV employees by Base Salary? Staff reply: This was provided via an email to you,dated July 1,2011.We have the attached update and titled Current Salary Information with FY11-12 COL Possible 1.6%Merit for your convenience. Who has Deferred Compensation of these 10 and how much for each of them? Staff reply: Effective March 2010,the City Manager is provided an employer-paid deferred compensation benefit by the City in the amount of $1,250 each month.The deferred compensation benefit was provided in lieu of an additional salary increase as a part of the City Manager's 2010 annual performance review.The employer-paid deferred compensation benefit is not "PERSable".No other employees are provided an employer-paid deferred compensation benefit. Who has car allowances and how much? Staff reply: All Department Directors and the Deputy City Manager are provided a car allowance of $150 each month.The City Manager is provided a $400 car allowance each month.The car allowance is paid in lieu of mileage reimbursement for local travel within 50 miles. Who has any other benefits such as Rotary memberships,cell phone allowances,anything of benefit and how much? Staff reply: No cell phone allowances are paid any employees.Most every professional employee is reimbursed (or the City directly pays)for the cost of professional memberships and licenses. We need clarification as to what is included in "anything of benefit."Once the scope is defined,interviews with staff members and a review of accounting records would be necessary to provide cost information. How many of these 10 cashed in unused Sick Days,and how much,over the past three years? Staff reply: None,in accordance with Rule VII Section 3 (h)of the Competitive Service Personnel Rules and Rule V Section 3 (e)of the Management Personnel Rules. How many of them cashed in unused Vacation days,and how much,over the past three years? Staff reply: 7/14/2011 7-181 Page 5 of5 . Four of the ten employees cashed in unused vacation days totaling about $89,000 during the three years 2008-2010. How many unused Vacation Days have each of these 10 RPV employees "banked"since originally employed? Staff reply: The balance of banked vacation days for the 10 highest employees as of July 1,2011 is included in the attached schedule, 2010 Salary Information -State Controller's Office format. How many of these 10 employees have received "Perfect Attendance"bonuses for the past three years? Staff reply: None.However,employees may earn Wellness Leave time for perfect attendance in accordance with Rule VII Section 4 of the Competitive Service Personnel Rules and Rule V Section 4 of the Management Personnel Rules.Wellness Leave cannot be accumulated beyond the 9 hours maximum and must be used or it's lost. Of these 10 highest paid employees,how many years of service under CalPERS have each of them accumulated? Staff reply: Service information is mailed directly by CalPERS to employees at their home address.The City is not provided with employee service and vesting information. Thanks, Brian 7/14/2011 7-182 Page 1 of6· Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Tuesday,July 12,2011 12:25 PM To:'Carolyn Lehr' Cc:Anthony.Misetich@rpv.com;'Carol W.Lynch' Subject:RE:Employee pay,benefit and pension questions Carolyn, We already met last week and spoke about employee compensation and other items.Same with Dennis McLean and I after the last council meeting.I think my questions are straightforward and self-explanatory.Please answer those,now,and then we can address the remaining ones that you don't understand,if any. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contaired in this electronic e-mail and any acoompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or priVileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notifY the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] Sent:Monday,July 11,2011 5:28 PM To:'B Campbell' Cc:'Carol W.Lynch';Anthony.Misetich@rpv.com;'Dennis McLean';'Carolynn Petru';'Eric Mausser' Subject:RE:Employee pay,benefit and pension questions Brian, I'm surprised by your comments below,where you indicate that staff and I provided incomplete or inaccurate information to your various requests,and that it was not timely.Our city has a reputation for high quality staff work,and it is most important to me that our Council members are consistently pleased with our professional staff work. Dennis,Carolynn Petru,Eric and I would like the opportunity to meet with you ASAP to review the charts 7/14/2011 7-183 Page 2 of6 . and narratives that we have produced for you to date,and to get clarification on the requests you feel are related to the upcoming agenda item on delaying the recruitment of the four positions.If you can meet as soon as tomorrow,I will try to coordinate a time convenient for you. I noticed that MPT Misetich was copied on your communication to me,and so I would invite Anthony to join us to resolve this matter to your satisfaction. Thank you, CCtY~V\I LihY City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b,camp@cox.net] sent:Monday,July 11,2011 4:27 PM To:'Carolyn Lehr' Cc:'Carol W.Lynch';Anthony.Misetich@rpv.com Subject:RE:Employee pay,benefit and pension questions Carolyn, This below email and the attachments (attached to this email)from Dennis McLean on Friday are incomplete.I have waited weeks for some of this.This is public information regarding municipal employee compensation and it needs to be disclosed in a timely manner so I can do my work on council;particularly in this climate of more municipal transparency expectations.I attached the Hermosa Beach pdf I referred to when speaking with Dennis McLean as an example of the type of detail I needed,but tailored to the questions I have asked. These delays are holding up my ability to prepare for my council agenda presentation on the 19th and I may now need it to be continued to the next meeting. As I emailedyoulastweek.this is exempt from the "1 Hour Rule"as it is an upcoming agenda item. For example: I am still waiting for the full employee benefit description/guide that I asked for weeks ago. I am still waiting for the list of the most recent newly hired CM's salary vs.their predecessors that I asked for weeks ago. I am waiting for the city org chart with all departments and employees listed. Deferred comp,as I have stated before,should be listed on the employee compensation chart. 7/14/2011 7-184 Page 3 of6 . On the list:How much vacation time each year for each of these employees,other holidays off (besides the recognized Federal holidays),comp time,Wellness leave,Unused Sick Days that were converted somehow into any other payor benefit whatsoever,etc.This needs to be comprehensive. "Benefit"should be interpreted as any money that was paid to the employee,besides reimbursement for allowable professional travel expenses,from any city source and for any reason.This should also include any "comp time"or any other time off (or however you internally describe it)and the value of anything,like memberships,in any organization that is not directly connected to the professional education of the employee,like Rotary Club.When in doubt,please list it. I have asked for,and have still not seen a column to be included to show,just as you did do with unused vacation hours, all other areas such as Wellness,Unused Sick time etc whereby one of these employees receives any money from any source from the city or is able to substitute it in any way into some other benefit or pay. Under each of these top 10 employees,I need to have it all detailed for each employee in chart form (similar to what you have provided bLit in more detail),including the cashing in (or however you might possibly describe it)of unused,not taken (or however you might possibly describe it),Vacation days,Comp time,Wellness Leave,Sick leave,anything.Who participated in it,how much and what year? Per your email,I am surprised that you do not know how long each of these 10 senior employees have been part of CaIPERS.How do you plan for retirements and management continuity? Also,there are obvious inaccuracies and omissions in the info provided to me in the Friday email from Dennis McLean.I expect 100%accuracy and full disclosure. This is not what I would expect quality-wise by multiple highly compensated RPV municipal employees making well over $200K per year in total compensation.It is time consuming and expensive for the taxpayers to pay you and senior staff to have to repeatedly redo it and a waste of my own time (and the residents I represent)to have to try and decipher it. Please let me know when I can expect this information in the detail,format and accuracy that I have asked for. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbeflforRPV NOTICE:The information contaired in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notifY the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. From:Dennis McLean [mailto:dennism@rpv.com] Sent:Friday,July 08,2011 6:01 PM To:'Brian campbell' 7/14/2011 7-185 Page 4 of6 . Cc:cc@rpv.com;'carolyn Lehr';'Carolynn Petru';'Eric Mausser';'Kathryn Downs' Subject:FW:Employee pay,benefit and pension questions Brian Carolyn forwarded your email that she received today.We have attached 2010 Salary Information -State Controller's Office format for the 10 highest paid employees using the "Hermosa Beach"format as you requested during our conversation after the Council meeting on Tuesday.We have added a column that includes "banked"vacation hours to answer one of your questions emailed today.We have attempted to answer your questions sent today (below).At Carolyn's request,I've copied the other members of the City Council with this reply.As always,feel free to call or email if you would like clarification. Thanks, Dennis McLean Director of Finance and Information Technology ~City of Rancho Palos Verdes Finance and Information Technology 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 www.palosverdes.com/rpv dennism@rpv.com -(310)544-5212 P -(310)544-5291 f Ji Do you really need to print this e-mail? This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If yOLi received this email in error,or are not an intended recipient,please notify the sender immediately.Thank you for your assistance and cooperation. From:carolyn .Iehr@att.blackberry.net [mailto:carolyn.lehr@att.blackberry.net] sent:Friday,July 08,201111:49 AM To:Dennis McClean Subject:Fw:Employee pay,benefit and pension questions Sent via BlackBerry by AT&T From:"B Campbell"<b.camp@cox.net> Date:Fri,8 Ju12011 11:30:13 -0700 To:'Carolyn Lehr'<c1ehr@rpv.com> Cc:'Carol Lynch'<c1ynch@rwglaw.com> Subject:Employee pay,benefit and pension questions Carolyn, I have still not gotten a reply to my questions.For clarification,this is what I am looking for: Who are the top 10 highest paid RPV employees by Base Salary? Staff reply: 7/14/2011 7-186 Page 5 of6 . This was provided via an email to you,dated July 1,2011.We have the attached update and titled Current Salary Information with FY11-12 COL Possible 1.6%Merit for your convenience. Who has Deferred Compensation of these 10 and how much for each of them? Staff reply: Effective March 2010,the City Manager is provided an employer-paid deferred compensation benefit by the City in the amount of $1,250 each month.The deferred compensation benefit was provided in lieu of an additional salary increase as a part of the City Manager's 2010 annual performance review.The employer-paid deferred compensation benefit is not "PERSable".No other employees are provided an employer-paid deferred compensation benefit. Who has car allowances and how much? Staff reply: All Department Directors and the Deputy City Manager are provided a car allowance of $150 each month.The City Manager is provided a $400 car allowance each month.The car allowance is paid in lieu of mileage reimbursement for local travel within 50 miles. Who has any other benefits such as Rotary memberships,cell phone allowances,anything of benefit and how much? Staff reply: No cell phone allowances are paid any employees.Most every professional employee is reimbursed (or the City directly pays)for the cost of professional memberships and licenses. We need clarification as to what is included in "anything of benefit."Once the scope is defined,interviews with staff members and a review of accounting records would be necessary to provide cost information. How many of these 10 cashed in unused Sick Days,and how much,over the past three years? Staff reply: None,in accordance with Rule VII Section 3 (h)of the Competitive Service Personnel Rules and Rule V Section 3 (e)of the Management Personnel Rules. How many of them cashed in unused Vacation days,and how much,over the past three years? Staff reply: Four of the ten employees cashed in unused vacation days totaling about $89,000 during the three years 2008-2010. How many unused Vacation Days have each of these 10 RPV employees "banked"since originally employed? Staff reply: The balance of banked vacation days for the 10 highest employees as of July 1,2011 is included in the attached schedule, 2010 Salary Information -State Controller's Office format. How many of these 10 employees have received "Perfect Attendance"bonuses for the past three years? Staff reply: None.However,employees may earn Wellness Leave time for perfect attendance in accordance with Rule VII Section 4 of the Competitive Service Personnel Rules and Rule V Section 4 of the Management Personnel Rules.Well ness Leave cannot be accumulated beyond the 9 hours maximum and must be used or it's lost. Of these 10 highest paid employees,how many years of service under CalPERS have each of them accumulated? Staff reply: 7/14/2011 7-187 Page 6 of6 . Service information is mailed directly by CalPERS to employees at their home address.The City is not provided with employee service and vesting information. Thanks, Brian 7/14/2011 7-188 Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Wednesday,July 13,2011 11 :39 AM To:'B Campbell' Cc:'Carla Morreale' Subject:RE:Employee pay,benefit and pension questions Hello Brian, Page 1 of6 . pp The staff report on the recruitment of the four positions is due today,so we will add to the previous agenda report the questions you raised,the information we provided to you thus far,and your further requests and comments,and ask the Council to provide further direction to staff,which may include continuation of the item. Carla asked me if you had a written report to include in the packet today.If you do,we're happy to include it. Thank you, CCLV~V\I Le:hr City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Tuesday,July 12,201112:25 PM To:'Carolyn Lehr' Cc:Anthony.Misetich@rpv.com;'Carol W.Lynch' Subject:RE:Employee pay,benefit and pension questions Carolyn, We already met last week and spoke about employee compensation and other items.Same with Dennis McLean and I after the last council meeting.I think my questions are straightforward and self-explanatory.Please answer those,now,and then we can address the remaining ones that you don't understand,if any. 7/14/2011 7-189 Page 2 of6 . Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV NOTICE:The information contaired in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Monday,July 11,2011 5:28 PM To:'6 campbell' Cc:'Carol W.Lynch';Anthony.Misetich@rpv.com;'Dennis McLean';'carolynn Petru';'Eric Mausser' Subject:RE:Employee pay,benefit and pension questions Brian, I'm surprised by your comments below,where you indicate that staff and I provided incomplete or inaccurate information to your various requests,and that it was not timely.Our city has a reputation for high quality staff work,and it is most important to me that our Council members are consistently pleased with our professional staff work. Dennis,Carolynn Petru,Eric and I would like the opportunity to meet with you ASAP to review the charts and narratives that we have produced for you to date,and to get clarification on the requests you feel are related to the upcoming agenda item on delaying the recruitment of the four positions.If you can meet as soon as tomorrow,I will try to coordinate a time convenient for you. I noticed that MPT Misetich was copied on your communication to me,and so I would invite Anthony to join us to resolve this matter to your satisfaction. Thank you, CCf.;Vo{yvv Lihr City Manager ~City of Rancho Palos Verdes 7/14/2011 7-190 Page 3 of6 _ 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B campbell [mailto:b.camp@cox.net] sent:Monday,July 11,2011 4:27 PM To:'Carolyn Lehr' Cc:'carol W.Lynch';Anthony.Misetich@rpv.com Subject:RE:Employee pay,benefit and pension questions Carolyn, This below email and the attachments (attached to this email)from Dennis McLean on Friday are incomplete.I have waited weeks for some of this.This is public information regarding municipal employee compensation and it needs to be disclosed in a timely manner so I can do my work on council;particularly in this climate of more municipal transparency expectations.I attached the Hermosa Beach pdf I referred to when speaking with Dennis McLean as an example of the type of detail I needed,but tailored to the questions I have asked. These delays are holding up my ability to prepare for my council agenda presentation on the 19th and I may now need it to be continued to the next meeting.As I emailedyoulastweek.this is exempt from the "1 Hour Rule"as it is an upcoming agenda item. For example: I am still waiting for the full employee benefit description/guide that I asked for weeks ago. I am still waiting for the list of the most recent newly hired CM's salary vs.their predecessors that I asked for weeks ago. I am waiting for the city org chart with all departments and employees listed. Deferred comp,as I have stated before,should be listed on the employee compensation chart. On the list:How much vacation time each year for each of these employees,other holidays off (besides the recognized Federal holidays),comp time,Wellness leave,Unused Sick Days that were converted somehow into any other payor ben~fit whatsoever,etc.This needs to be comprehensive. "Benefit"should be interpreted as any money that was paid to the employee,besides reimbursement for allowable professional travel expenses,from any city source and for any reason.This should also include any "comp time"or any other time off (or however you internally describe it)and the value of anything,like memberships,in any organization that is not directly connected to the professional education of the employee,like Rotary Club.When in doubt,please list it. I have asked for,and have still not seen a column to be included to show,just as you did do with unused vacation hours, all other areas such as Wellness,Unused Sick time etc whereby one of these employees receives any money from any source from the city or is able to substitute it in any way into some other benefit or pay. Under each of these top 10 employees,I need to have it all detailed for each employee in chart form (similar to what you have provided but in more detail),including the cashing in (or however you might possibly describe it)of unused,not taken (or however you might possibly describe it),Vacation days,Comp time,Wellness Leave,Sick leave,anything.Who 7/14/2011 7-191 Page 4 of6 . participated in it,how much and what year? Per your email,I am surprised that you do not know how long each of these 10 senior employees have been part of CaIPERS.How do you plan for retirements and management continuity? Also,there are obvious inaccuracies and omissions in the info provided to me in the Friday email from Dennis McLean.I expect 100%accuracy and full disclosure. This is not what I would expect quality-wise by multiple highly compensated RPV municipal employees making well over $200K per year in total compensation.It is time consuming and expensive for the taxpayers to pay you and senior staff to have to repeatedly redo it and a waste of my own time (and the residents I represent)to have to try and decipher it. Please let me know when I can expect this information in the detail,format and accuracy that I have asked for. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbeliforRPV NOTICE:The information contaired in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. From:Dennis McLean [mailto:dennism@rpv.com] sent:Friday,July 08,2011 6:01 PM To:'Brian campbell' Cc:cc@rpv.com;'Carolyn Lehr';'Carolynn Petru';'Eric Mausser';'Kathryn Downs' Subject:FW:Employee pay,benefit and pension questions Brian Carolyn forwarded your email that she received today.We have attached 2010 Salary Information -State Controller's Office format for the 10 highest paid employees using the "Hermosa Beach"format as you requested during our conversation after the Council meeting on Tuesday.We have added a column that includes "banked"vacation hours to answer one of your questions emailed today.We have attempted to answer your questions sent today (below).At Carolyn's request,I've copied the other members of the City Council with this reply.As always,feel free to call or email if you would like clarification. Thanks, Dennis McLean Director of Finance and Information Technology 7/14/2011 7-192 Page 5 of6 . t!!City of Rancho Palos Verdes Finance and Information Technology 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 www.palosverdes.com/rpv dennism@rpv.com -(310)544-5212 P-(310)544-5291 f J:i Do you really need to print this e-mail? This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient,please notify the sender immediately.Thank you for your assistance and cooperation. From:carolyn.lehr@att.blackberry.net [mailto:carolyn.lehr@att.blackberry.net] sent:Friday,July 08,201111:49 AM To:Dennis McClean Subject:Fw:Employee pay,benefit and pension questions Sent via BlackBerry by AT&T From:"B Campbell"<b.camp@cox.net> Date:Fri,8 Jul2011 11 :30:13 -0700 To:'Carolyn Lehr'<clehr@rpv.com> Cc:'Carol Lynch'<clynch@rwglaw.com> Subject:Employee pay,benefit and pension questions Carolyn, I have still not gotten a reply to my questions.For clarification,this is what I am looking for: Who are the top 10 highest paid RPV employees by Base Salary? Staff reply: This was provided via an email to you,dated July 1,2011.We have the attached update and titled Current Salary Information with FY11-12 COL Possible 1.6%Merit for your convenience. Who has Deferred Compensation of these 10 and how much for each of them? Staff reply: Effective March 2010,the City Manager is provided an employer-paid deferred compensation benefit by the City in the amount of $1 ,250 each month.The deferred compensation benefit was provided in lieu of an additional salary increase as a part of the City Manager's 2010 annual performance review.The employer-paid deferred compensation benefit is not lPERSable".No other employees are provided an employer-paid deferred compensation benefit. Who has car allowances and how much? Staff reply: All Department Directors and the Deputy City Manager are provided a car allowance of $150 each month.The City Manager 7/14/2011 7-193 Page 6 of6 _ is provided a $400 car allowance each month.The car allowance is paid in lieu of mileage reimbursement for local travel within 50 miles. Who has any other benefits such as Rotary memberships,cell phone allowances,anything of benefit and how much? Staff reply: No cell phone allowances are paid any employees.Most every professional employee is reimbursed (or the City directly pays)for the cost of professional memberships and licenses. We need clarification as to what is included in "anything of benefit."Once the scope is defined,interviews with staff members and a review of accounting records would be necessary to provide cost information. How many of these 10 cashed in unused Sick Days,and how much,over the past three years? Staff reply: None,in accordance with Rule VII Section 3 (h)of the Competitive Service Personnel Rules and Rule V Section 3 (e)of the Management Personnel Rules. How many of them cashed in unused Vacation days,and how much,over the past three years? Staff reply: Four of the ten employees cashed in unused vacation days totaling about $89,000 during the three years 2008-2010. How many unused Vacation Days have each of these 10 RPV employees "banked"since originally employed? Staff reply: The balance of banked vacation days for the 10 highest employees as of July 1,2011 is included in the attached schedule, 2010 Salary Information -State Controller's Office format. How many of these 10 employees have received "Perfect Attendance"bonuses for the past three years? Staff reply: None.However,employees may earn Wellness Leave time for perfect attendance in accordance with Rule VII Section 4 of the Competitive Service Personnel Rules and Rule V Section 4 of the Management Personnel Rules.Well ness Leave cannot be accumulated beyond the 9 hours maximum and must be used or it's lost. Of these 10 highest paid employees,how many years of service under CalPERS have each of them accumulated? Staff reply: Service information is mailed directly by CalPERS to employees at their home address.The City is not provided with employee service and vesting information. Thanks, Brian 7/14/2011 7-194 Page 1 of 1 . Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Wednesday.July 13,2011 3:59 PM To:'Brian.Campbell@rpv.com' Subject:Recently Hired CM's Salaries Attachments:Oce_202_2011 0712_171 019.pdf Brian, I wanted to follow up on one of the points you raised recently.Attached is the document which has the survey data you requested for my performance review,which is a list of several of the most recently hired CM's in California and salary information.I actually handed this document out to each Council member during the Closed Session of my evaluation,but it wasn't discussed. These are the recent hirings I could find based on newspaper articles that included salary information. Thank you, Ccuro-lyV\!Lihr City Manager a City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com •(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. 7/14/2011 7-195 Current Previous Hire ~rJ~CH~..;.."~.. City Managers Salary Ranges ~~~ Last 6-8 Months .City Salary Salary Date Santa Ana $279,786 $290545 Jun-11 Upland $254,544 $460096 Jun-11 Lindsay (CM/Police Chief)$219,570 May-11 San Ramon +Bonus $225,000 $359,699 May-11 Mountain View $240,000 $260,000 May-11 Encinitas $210,000 $225,000 Jul-11 Atwater $134000 $167313 Apr-11 EISeoundo $280,000 $309,000 Mar-11 Inolewood May-11 Pittsburo $203,000 $287272 Jun-11 Manhattan Beach +House Loan $257,000 $213,000 Jan-11 TwentY-nine Palms $171,500 $156 175 MaY-11 Arvin $115,000 Jun-11 Waterford $124,000 $155,344 May-11 San Juan Capistrano $218,000 Jun-11 Left Message @ 11 :59 am Left Message @ 11 :41 am Left Message @ 11 :49 am Left Message @ 12:00 pm 7-196 Page 1 of7 . Carolyn Lehr From:B Campbell [b.camp@cox.net] Sent:Wednesday,July 13,2011 4:28 PM To:'Carolyn Lehr' Cc:Anthony.Misetich@rpv.com;'Carol W.Lynch' SUbject:RE:Employee pay,benefit and pension questions t I have to wait for the staff salary information I have requested of you before I can write a report. Council cannot have a full discussion about the pros and cons of the different employment models available to us in the hiring 4 new senior employees if you will not fully and accurately disclose what the current senior employees are being paid. Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Wednesday,July 13,201111:39 AM To:'B Campbell' Cc:'carla Morreale' Subject:RE:Employee pay,benefit and pension questions Hello Brian, The staff report on the recruitment of the four positions is due today,so we will add to the previous agenda report the questions you raised,the information we provided to you thus far,and your further requests and comments,and ask the Council to provide further direction to staff,which may include continuation of the item. Carla asked me if you had a written report to include in the packet today.If you do,we're happy to include it. Thank you, 7/14/2011 7-197 Page 2 of7 _ Ca¥'o0Jrv LeJtr City Manager L:~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Tuesday,July 12,2011 12:25 PM To:'Carolyn Lehr' Cc:Anthony.Misetich@rpv.com;'Carol W.Lynch' Subject:RE:Employee pay,benefit and pension questions Carolyn, We already met last week and spoke about employee compensation and other items.Same with Dennis McLean and I after the last council meeting.I think my questions are straightforward and self-explanatory.Please answer those,now,and then we can address the remaining ones that you don't understand,if any. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. 7/14/2011 7-198 Page 3 of7 _ From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Monday,July 11,2011 5:28 PM To:'6 Campbell' Cc:'Carol W.Lynch';Anthony.Misetich@rpv.com;'Dennis McLean';'carolynn Petru';'Eric Mausser' Subject:RE:Employee pay,benefit and pension questions Brian, I'm surprised by your comments below,where you indicate that staff and I provided incomplete or inaccurate information to your various requests,and that it was not timely.Our city has a reputation for high quality staff work,and it is most important to me that our Council members are consistently pleased with our professional staff work. Dennis,Carolynn Petru,Eric and I would like the opportunity to meet with you ASAP to review the charts and narratives that we have produced for you to date,and to get clarification on the requests you feel are related to the upcoming agenda item on delaying the recruitment of the four positions.If you can meet as soon as tomorrow,I will try to coordinate a time convenient for you. I noticed that MPT Misetich was copied on your communication to me,and so I would invite Anthony to join us to resolve this matter to your satisfaction. Thank you, C(;{,Yol:Yvv Lehv City Manager l'I City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:6 Campbell [mailto:b.camp@cox.net] sent:Monday,July 11,2011 4:27 PM To:'carolyn Lehr' Cc:'Carol W.Lynch';Anthony.Misetich@rpv.com Subject:RE:Employee pay,benefit and pension questions 7/14/2011 7-199 Page 4 of7 _ Carolyn, This below email and the attachments (attached to this email)from Dennis McLean on Friday are incomplete.I have waited weeks for some of this.This is public information regarding municipal employee compensation and it needs to be disclosed in a timely manner so I can do my work on council;particularly in this climate of more municipal transparency expectations.I attached the Hermosa Beach pdf I referred to when speaking with Dennis McLean as an example of the type of detail I needed,but tailored to the questions I have asked. These delays are holding up my ability to prepare for my council agenda presentation on the 19th and I may now need it to be continued to the next meeting.As I emailedyoulastweek.this is exempt from the "1 Hour Rule"as it is an upcoming agenda item. For example: I am still waiting for the full employee benefit description/guide that I asked for weeks ago. I am still waiting for the list of the most recent newly hired CM's salary vs.their predecessors that I asked for weeks ago. I am waiting for the city org chart with all departments and employees listed. Deferred comp,as I have stated before,should be listed on the employee compensation chart. On the list:How much vacation time each year for each of these employees,other holidays off (besides the recognized Federal holidays),comp time,Well ness leave,Unused Sick Days that were converted somehow into any other payor benefit whatsoever,etc.This needs to be comprehensive. "Benefit"should be interpreted as any money that was paid to the employee,besides reimbursement for allowable professional travel expenses,from any city source and for any reason.This should also include any "comp time"or any other time off (or however you internally describe it)and the value of anything,like memberships,in any organization that is not directly connected to the professional education of the employee,like Rotary Club.When in doubt,please list it. I have asked for,and have still not seen a column to be included to show,just as you did do with unused vacation hours, all other areas such as Wellness,Unused Sick time etc whereby one of these employees receives any money from any source from the city or is able to substitute it in any way into some other benefit or pay. Under each of these top 10 employees,I need to have it all detailed for each employee in chart form (similar to what you have provided but in more detail),including the cashing in (or however you might possibly describe it)of unused,not taken (or however you might possibly describe it),Vacation days,Comp time,Well ness Leave,Sick leave,anything.Who participated in it,how much and what year? Per your email,I am surprised that you do not know how long each of these 10 senior employees have been part of CaIPERS.How do you plan for retirements and management continuity? Also,there are obvious inaccuracies and omissions in the info provided to me in the Friday email from Dennis McLean.I expect 100%accuracy and full disclosure. This is not what I would expect quality-wise by multiple highly compensated RPV municipal employees making well over $200K per year in total compensation.It is time consuming and expensive for the taxpayers to pay you and senior staff to have to repeatedly redo it and a waste of my own time (and the residents I represent)to have to try and decipher it. Please let me know when I can expect this information in the detail,format and accuracy that I have asked for. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 7/14/2011 7-200 Page 5 of7 . 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contaired in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.If you have received this communication in error,please immediately notifY the sender by return e-mail,and delete the orifinal message and all copies from your system.Thank you. From:Dennis McLean [mailto:dennism@rpv.com] Sent:Friday,July 08,2011 6:01 PM To:'Brian Campbell' Cc:cc@rpv.com;'Carolyn Lehr';'Carolynn Petru';'Eric Mausser';'Kathryn Downs' Subject:FW:Employee pay,benefit and pension questions Brian Carolyn forwarded your email that she received today.We have attached 2010 Salary Information -State Controller's Office format for the 10 highest paid employees using the"Hermosa Beach"format as you requested during our conversation after the Council meeting on Tuesday.We have added a column that includes "banked"vacation hours to answer one of your questions emailed today.We have attempted to answer your questions sent today (below).At Carolyn's request,I've copied the other members of the City Council with this reply.As always,feel free to call or email if you would like clarification. Thanks, Dennis McLean Director of Finance and Information Technology ~City of Rancho Palos Verdes Finance and Information Technology 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 www.palosverdes.com/rpv dennism@rpv.com -(310)544-5212 P-(310)544-5291 f Do you really need to print this e-mail? This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received tllis email in error,or are not an intended recipient,please notify the sender immediately.Thank you for your assistance and cooperation. From:carolyn .Iehr@att.blackberry.net [mailto:carolyn .Iehr@att.blackberry.net] sent:Friday,july 08,2011 11:49 AM To:Dennis McClean Subject:Fw:Employee pay,benefit and pension questions 7/14/2011 7-201 Page 6 of7 Sent via BlackBerry by AT&T From:"B Campbell"<b.camp@cox.net> Date:Fri,8 Jul 2011 11 :30:13 -0700 To:'Carolyn Lehr'<c1ehr@rpv.com> Cc:'Carol Lynch'<c1ynch@rwglaw.com> Subject:Employee pay,benefit and pension questions Carolyn, I have still not gotten a reply to my questions.For clarification,this is what I am looking for: Who are the top 10 highest paid RPV employees by Base Salary? Staff reply: This was provided via an email to you,dated July 1,2011.We have the attached update and titled Current Salary Information with FY11-12 COL Possible 1.6%Merit for your convenience. Who has Deferred Compensation of these 10 and how much for each of them? Staff reply: Effective March 2010,the City Manager is provided an employer-paid deferred compensation benefit by the City in the amount of $1 ,250 each month.The deferred compensation benefit was provided in lieu of an additional salary increase as a part of the City Manager's 2010 annual performance review.The employer-paid deferred compensation benefit is not "PERSable".No other employees are provided an employer-paid deferred compensation benefit. Who has car allowances and how much? Staff reply: All Department Directors and the Deputy City Manager are provided a car allowance of $150 each month.The City Manager is prOVided a $400 car allowance each month.The car allowance is paid in lieu of mileage reimbursement for local travel within 50 miles. Who has any other benefits such as Rotary memberships,cell phone allowances,anything of benefit and how much? Staff reply: No cell phone allowances are paid any employees.Most every professional employee is reimbursed (or the City directly pays)for the cost of professional memberships and licenses. We need clarification as to what is included in "anything of benefit."Once the scope is defined,interviews with staff members and a review of accounting records would be necessary to provide cost information. How many of these 10 cashed in unused Sick Days,and how much,over the past three years? Staff reply: None,in accordance with Rule VII Section 3 (h)of the Competitive Service Personnel Rules and Rule V Section 3 (e)of the Management Personnel Rules. How many of them cashed in unused Vacation days,and how much,over the past three years? Staff reply: Four of the ten employees cashed in unused vacation days totaling about $89,000 during the three years 2008-2010. 7/14/2011 7-202 Page 7 of7 . How many unused Vacation Days have each of these 10 RPV employees "banked"since originally employed? Staff reply: The balance of banked vacation days for the 10 highest employees as of July 1,2011 is included in the attached schedule, 2010 Salary Information -State Controller's Office format. How many of these 10 employees have received "Perfect Attendance"bonuses for the past three years? Staff reply: None.However,employees may earn Wellness Leave time for perfect attendance in accordance with Rule VII Section 4 of the Competitive Service Personnel Rules and Rule V Section 4 of the Management Personnel Rules.Wellness Leave cannot be accumulated beyond the 9 hours maximum and must be used or it's lost. Of these 10 highest paid employees,how many years of service under CalPERS have each of them accumulated? Staff reply: Service information is mailed directly by CalPERS to employees at their home address.The City is not provided with employee service and vesting information. Thanks, Brian 7/14/2011 7-203 Page 1 of 1 Carolynn Petru From:Carolynn Petru [carolynn@rpv.com] Sent:Wednesday,July 13,20116:02 PM To:brian.campbell@rpv.com Cc:'Carol W.Lynch';'Carolyn Lehr';'Eric Mausser' Subject:Personnel Rules Attachments:RPVCCA_SR_2011_05_17 _16_Amendments_To_Competitive_Service_Employee_Personne'-Rules.pdf; 20070501 personnel_rules_management_adopted.doc Hi Brian- Per your request,attached is agenda item from the May 17,2011 meeting when the Council approved some amendments to the Competitive Service Employee Personnel Rules.The attachment is the most current version of the Competitive Rules.I will provide you with the "clean"version tomorrow.Also attached is the most current version of the Management Employee Personnel Rules,which were last adopted by the City Council on May 1. 2007.As Eric mentioned to you on May 17th ,both sets of personnel rules are scheduled to come back to the Council for further consideration;this date has been tentatively set for August 2,2011.Also,Carolyn would like to know if this is the detailed list of employee benefits that you previously requested. Thanks! Carolynn 7/14/2011 7-204 CITY OF RANCHO PALOS VERDES COMPETITIVE SERVICE EMPLOYEE PERSONNEL RULES ADOPTED: JANUARY 31,2002 AMENDED: MARCH 11,2002 APRIL 5,2005 DECEMBER 20,2005 MAY 1,2007 MAY 17,2011 7-205 TABLE OF CONTENTS RULE I DEFINITION OF TERMS RULE II EXCLUSIONS RULE III CLASSIFICATION PROCEDURES 1 4 5 SECTION 1 -PREPARATION OF CLASSIFICATION PLAN 5 SECTION 2 -ALLOCATION OF POSITIONS 5 SECTION 3 -CLASS SPECIFICATIONS 5 SECTION 4 -RECRUITMENT 5 SECTION 5 -VETERANS'PREFERENCE SYSTEM 5 RULE IV PROBATIONARY PERIOD AND PROCEDURES 6 SECTION 1 -OBJECTIVE OF PROBATIONARY PERIOD 6 SECTION 2 -DURATION OF PROBATIONARY PERIOD 6 SECTION 3 -TERMINATION OF INITIAL HIRE PROBATIONARY 6 EMPLOYEE SECTION 4 -PROCEDURES -REGULAR APPOINTMENT FOLLOWING 6 PROBATIONARY PERIOD SECTION 5 -REJECTION FOLLOWING PROMOTION 7 RULE V REGULAR COMPENSATIONI PERFORMANCE EVALUATIONS 8 SECTION 1 -INITIAL EMPLOYMENT SECTION 2 -PERFORMANCE EVALUATION SECTION 3 -MERIT ADVANCEMENT WITHIN A RANGE SECTION 4 -PROMOTIONAL ADVANCEMENT SECTION 5 -ACTING PAY i Competitive Service Employee Personnel Rules Last Amended on May 17,2011 8 8 8 9 9 7-206 SECTION 6 -TOP OF THE RANGE RULE VI OVERTIME COMPENSATION SECTION 1 -WORK SCHEDULE SECTION 2 -OVERTIME COMPENSATION SECTION 3 -COMPENSATORY TIME RULE VII LEAVES SECTION 1-VACATION LEAVE SECTION 2 -ADMINISTRATIVE LEAVE SECTION 3 -SICK LEAVE SECTION 4 -WELLNESS LEAVE SECTION 5 -BEREAVEMENT LEAVE SECTION 6 -JURY DUTY SECTION 7 -LEAVE OF ABSENCE WITHOUT PAY SECTION 8 -PREGNANCY DISABILITY LEAVE SECTION 9 -MILITARY LEAVE SECTION 10 -PAID HOLIDAY LEAVE SECTION 11 -FAMILY AND MEDICAL LEAVE SECTION 12 -OTHER LEAVE 9 10 10 10 10 12 12 13 14 15 15 15 16 17 17 18 20 23 RULE VIII WORKERS'COMPENSATION AND UNEMPLOYMENT INSURANCE 24 SECTION 1 -WORKERS'COMPENSATION AND UNEMPLOYMENT 24 INSURANCE SECTION 2 -ON-THE-JOB INJURIES 24 ii Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-207 RULE IX EMPLOYEE EXPENSES SECTION 1 -MILEAGE AND PARKING EXPENSES RULE X TERMINATION PROCEDURES SECTION 1 -RESIGNATION SECTION 2 -LAYOFF SECTION 3 -RETIREMENT RULE XI GRIEVANCE PROCEDURES SECTION 1 -PURPOSE OF GRIEVANCE PROCEDURE SECTION 2 -INFORMAL DISCUSSION OF GRIEVANCE SECTION 3 -FORMAL GRIEVANCE PROCEDURE SECTION 4 -GENERAL PROCEDURES RULE XII DISCIPLINE PROCEDURES SECTION 1 -AUTHORITY TO DISCIPLINE SECTION 2 -CAUSE FOR DISCIPLINE SECTION 3 -TYPES OF DISCIPLINARY ACTIONS SECTION 4 -DISCIPLINARY PROCEDURES SECTION 5 -APPEAL OF DISCIPLINARY ACTIONS SECTION 6 -TIME OF HEARING SECTION 7 -HEARING PROCEDURE SECTION 8 -FINALITY OF CITY MANAGER'S DECISION SECTION 9 -JUDICIAL REVIEW 25 25 26 26 26 27 28 28 29 29 29 31 31 31 33 34 35 35 35 36 36 iii Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-208 RULE XIII NON-DISCRIMINATION POLICY 37 SECTION 1-EQUAL EMPLOYMENT OPPORTUNITY STATEMENT 37 SECTION 2 -POLICY AGAINST HARASSMENT 37 RULE XIV VIOLENCE IN THE WORKPLACE 44 SECTION 1-STATEMENT OF POLICY 44 SECTION 2 -DEFINITIONS 44 SECTION 3 -REPORTING PROCEDURES 44 SECTION 4 -INVESTIGATION 45 SECTION 5 -DISCIPLINE OR OTHER ACTION 45 RULE XV MISCELLANEOUS PROCEDURES 46 SECTION 1-TRANSFERS 46 SECTION 2 -RECLASSIFICATION 46 SECTION 3 -RE-EMPLOYMENT LIST 46 SECTION 4 -REINSTATEMENT 46 SECTION 5 -WRITTEN NOTICE 46 SECTION 6 -OUTSIDE EMPLOYMENT 47 SECTION 7 -MANAGEMENT PREROGATIVES 47 SECTION 8 -INCENTIVE PROGRAMS 47 SECTION 9 -SHARED FULL-TIME POSITIONS 48 RULE XVI MEDICAL EXAMINATION PROCEDURES 51 SECTION 1-MEDICAL EXAMINATION 51 SECTION 2 --NEW HIRES OR RE-HIRES 51 iv Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-209 SECTION 3 -PROMOTION OR TRANSFER SECTION 4 -PROCEDURE SECTION 5 -FINDINGS OF MEDICAL EXAMINATION SECTION 6 -ABSENCE DUE TO ILLNESS OR INCAPACITY SECTION 7 -FITNESS FOR DUTY SECTION 8 -QUALIFIED PHYSICIAN SECTION 9 -CITY FINANCIAL RESPONSIBILITY SECTION 10-CONFIDENTIALITY SECTION 11 -PRE-EMPLOYMENT DRUG TESTING SECTION 12 -NONDISCRIMINATION SECTION 13 -NONEXCLUSIVITY v Competitive Service Employee Personnel Rules Last Amended on May 17,2011 51 51 52 52 53 53 53 53 54 54 54 7-210 RULE I DEFINITION OF TERMS (ADOPTED 01/31/02,AMENDED 05/01/07) Whenever used in these Personnel Rules,the following terms shall have the meanings set forth below: SECTION 1 -CONTINUOUS EMPLOYMENT/SENIORITY:Total full-time spent in the employ of the City,including all days of attendance at work,and approved leaves of absence whether paid or non-paid,but shall not include unauthorized absences, time spent between employment with the City,suspensions or layoffs of more than thirty (30)days. SECTION 2 -CITY:The City of Rancho Palos Verdes. SECTION 3 -CITY MANAGER:The duly appointed City Manager of the City of Rancho Palos Verdes or his/her designee. SECTION 4 -CLASSIFICATION:A position or positions assigned to the same job title. SECTION 5 -COMPETITIVE SERVICE:The competitive service established by Section 2.46.040 of the Rancho Palos Verdes Municipal Code. SECTION 6 -DAY:Unless otherwise indicated,day means calendar day. SECTION 7 -EMPLOYEE:A competitive service employee as defined in Municipal Code Section 2.46.040 and compensated through the City payroll who is either:1)regularly scheduled to work forty (40)or more hours per week;or,2)who shares an existing full-time position with another employee so that the combination of hours that each employee works totals forty (40)or more hours per week,and who has successfully completed the probationary period as hereinafter provided in these Rules. Employee also does not include elective officials,members of appointed boards, commissions,and committees,City Council-appointed City officers,independent contractors,part-time employees,temporary employees,emergency employees, management employees or volunteers. SECTION 8 -EVALUATION DATE:The date in which an employee is scheduled to receive his/her performance review. (a)The date on which a probationary employee has completed not less than six (6)months of service within a job classification, (b)The date on which a regular employee has completed one (1)year of service within a job classification and annually thereafter. 1 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-211 (c)The evaluation date shall be adjusted as required for any break in service,or adjusted in accordance with the merit increase schedule outlined in Rule V. SECTION 9 -EXEMPT EMPLOYEE:An employee whose duties and salary exempt him/her from the overtime pay provisions of the federal Fair Labor Standards Act. SECTION 10 -MANAGEMENT EMPLOYEE or MANAGER:The Assistant City Manager,Deputy City Manager and Department Heads as defined in the Management Employee Personnel Rules or so designated either in a class specification or by the City Manager. SECTION 11 -NONEXEMPT EMPLOYEE:An employee who is subject to the overtime pay and compensatory time off provisions of the federal Fair Labor Standards Act. SECTION 12 -PERSONNEL OFFICER:The City Manager shall serve as the Personnel Officer as outlined in Municipal Code Section 2.46.030. SECTION 13 -PROBATIONARY EMPLOYEE:An employee who is employed with the City during his/her initial-hire,transfer or promotional probationary period,or extension thereof. (a)An initial-hire probationary employee is an employee who (1)is serving a probationary period,and (2)has not previously been employed by the City,or (3)has previously been employed by the City but who is re-employed after a break in service. (b)A transfer probationary employee is a City employee who has been transferred to an equivalent job classification in a different department and who is serving a probationary period. (c)A promotional probationary employee is a City employee who has been promoted to a higher job classification requiring different skills and who is serving a probationary period. SECTION 14 -PROBATIONARY PERIOD:A period of time not less than six (6) months as defined in Municipal Code Section 2.46.070,which is an integral part of the examination,recruiting,testing and selection process of employment.During the probationary period,an employee is required to demonstrate his/her fitness for the position to which he/she is tentatively appointed,including promotional or transfer appointments,by actual performance of the duties of the position. SECTION 15 --RULES:The Competitive Service Employee Personnel Rules. 2 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-212 SECTION 16 -TERMINATION:The cessation of employment with the City for non-disciplinary reasons such as,but not limited to,layoff,resignation,or failure to successfully complete the initial-hire probationary period. SECTION 17 -WORK DAY:Any day,Monday through Friday,except holidays, when City Hall administrative offices are open for business. SECTION 18 -WORK WEEK:A regular schedule of forty (40)hours in a seven day period,the scheduling of which may vary from time to time based on the workforce needs of the City as determined by the City Manager. 3 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-213 RULE II APPLICATION AND EXCLUSIONS (ADOPTED 01/31/02,AMENDED 05/01/07) (a)The Competitive Service Employee Personnel Rules apply to all employees in the competitive service as defined in Municipal Code Section 2.46.040. (b)Independent contractors and volunteers are not employees of the City and are not included in the competitive service.Similarly,part-time employees,temporary employees,emergency employees and management employees are not included in the competitive service.Notwithstanding their exclusion from the competitive service,the following rules shall apply as indicated: (i)Rule XIII (NONDISCRIMINATION POLICY)and Rule XIV (VIOLENCE IN THE WORKPLACE),shall apply to independent contractors, volunteers,probationary employees,part-time employees,temporary employees,emergency employees,and to job applicants.These rules shall also apply to the City Manager and to management employees,through the Management Employee Personnel Rules. (ii)Rule VII,Section 8 (PREGNANCY DISABILITY LEAVE), and Rule VII,Section 11 (FAMILY AND MEDICAL LEAVE)shall apply to probationary employees,part-time employees,temporary employees,and emergency employees,to the extent such employees otherwise meet the eligibility requirements for pregnancy disability leave and/or family and medical leave."These provisions shall also apply to the City Manager and to management employees,through the Management Employee Personnel Rules. 4 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-214 RULE III CLASSIFICATION PROCEDURES (ADOPTED 03/11/02) SECTION 1 -PREPARATION OF CLASSIFICATION PLAN:The City Manager shall prepare,maintain and amend the classification plan.The classification plan shall contain job specifications for job classifications for positions covered by these Rules. SECTION 2 -ALLOCATION OF POSITIONS:The City Manager shall allocate every competitive service position to one of the classifications established by the classification plan and shall allocate all positions substantially similar to the same classification. SECTION 3 -CLASS SPECIFICATIONS:The classification plan shall consist of job specifications,which shall set forth a descriptive title,typical duties and responsibilities,essential functions of the position,and the training,experience,and other qualifications necessary or desirable for the effective performance of each position within a classification. SECTION 4 -RECRUITMENT:Recruitment and appointment to positions within the competitive service shall be accomplished according to procedures established by the City Manager,consistent with the requirements of the Municipal Code,these Rules and applicable law. SECTION 5 -VETERANS'PREFERENCE SYSTEM:The recruitment procedures utilized for employment within the competitive service of the City (not including in-house promotions)shall include a Veterans'Preference System giving preference to a veteran who has received an honorable discharge over other identically qualified applicants.Normally,this will involve the awarding of one or more veteran credit points to a qualified veteran who meets the minimum requirements of the position and who passes all portions of the testing or examination process.The procedures may require applicants to request veterans'preference consideration in conjunction with their applications and to timely submit documents or other proof sufficient to determine eligibility.The procedures,requirements and definitions used in the Veterans'Preference System shall be consistent with those provided in any applicable law involving Veterans Preference Systems for California cities. 5 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-215 RULE IV PROBATIONARY PERIOD AND PROCEDURES (ADOPTED 01/31/02) SECTION 1 -OBJECTIVE OF PROBATIONARY PERIOD:The probationary period shall be regarded as part of the selection and evaluation process.The City shall closely observe the probationary employee's work performance during the probationary period. SECTION 2 -DURATION OF PROBATIONARY PERIOD:All initial-hire and promotional appointments shall be tentative and subject to a probationary period of not less than six (6)months actual service.The City Manager may extend a probationary period up to six (6)additional months of actual service.Wherever possible,the City Manager shall give the probationary employee written notice of the extension of the probationary period ten (10)days before its expiration.The written notice shall state the reason for the extension.Failure to give the probationary employee notice of the extension prior to the expiration of the initial probationary period shall automatically extend the period.The length of the automatic extension without a written notice shall not exceed a period over thirty (30)days. SECTION 3 -TERMINATION OF INITIAL HIRE PROBATIONARY EMPLOYEE: During or at the conclusion of the initial-hire probationary period,or any extension thereof,the City Manager,after consultation with the probationary employee's Department head,where practical,may terminate an initial hire probationary employee without cause,and without a hearing or right of appeal. SECTION 4 -PROCEDURES -REGULAR APPOINTMENT FOLLOWING PROBATIONARY PERIOD:The City Manager shall be notified in writing two (2)weeks prior to the expiration of any probationary period.After consultation with the probationary employee's Department Head and immediate supervisor,the City Manager shall determine whether: (a)The initial-hire probationary employee shall become a regular employee, (b)The initial-hire probationary employee shall be terminated or discharged, (c)The transfer probationary employee's transfer shall be confirmed, (d)The transfer probationary employee's transfer shall be rejected, (e)The promotional probationary employee's promotion shall be confirmed, (f)The promotional probationary employee's promotion shall be rejected,or 6 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-216 (g)The employee's initial,transfer or promotional probationary period shall be extended. SECTION 5 -REJECTION FOLLOWING TRANSFER OR PROMOTION:Any probationary employee rejected during or at the conclusion of a probationary period following a transfer or promotional appointment shall be reinstated to the classification from which the employee was transferred or promoted unless (a)charges are filed and the employee is dismissed from employment in the manner provided in these Rules, (b)there is no vacancy in such position,or (c)the employee is terminated from employment due to a layoff or other basis.If there is no vacancy,the employee may request to be placed on a reemployment list. 7 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-217 RULE V REGULAR COMPENSATION/PERFORMANCE EVALUATIONS (ADOPTED 01/31/02) Compensation shall be determined from a salary schedule of ranges established by Resolution of the City Council.Each range spread shall be approximately thirty percent (30%)from the bottom of the range to the top of the range.During the annual budget deliberations,the City Council shall establish a pool of funds to be used by the City Manager for employee merit increases if general fund reserves are estimated to be sufficient to cover the cost associated with such a merit pool. SECTION 1 -INITIAL EMPLOYMENT:The rate of compensation for initial employment in any classification shall be determined by the City Manager at his/her sole discretion based upon the experience,education,skills and ability of the employee. SECTION 2 -PERFORMANCE EVALUATION:A probationary employee shall receive a probationary performance evaluation at the conclusion of the probationary period,or any extension thereof.Each regular employee shall receive a performance evaluation after completing one (1)year of service within a job classification and annually thereafter.The evaluation date shall be adjusted as required in Rule I by any break in service,transfer or promotion. SECTION 3 -MERIT ADVANCEMENT WITHIN A RANGE:The only reason for advancement within a range shall be meritorious performance in an employee's assigned duties: (a)Except as allowed in this section,probationary employees will not be eligible for merit advancement at the conclusion of the probationary period. (b)Meritorious performance shall be determined by the overall rating on the employee's performance evaluation. (c)Merit increases shall be based on meritorious service and granted only if sufficient funding is available within the City Manager's merit pool.Granted increases shall be effective on the same day in which the employee's evaluation date falls, whether or not the performance evaluation is conducted on the evaluation date. (d)An employee may be advanced within his/her range in accordance with the merit pay program determined annually by the City Manager. (e)All proposed advancements shall be recommended by the Department Head and approved by the City Manager before becoming effective.The City Manager shall make a final determination on all proposed merit increases based upon the overall 8 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-218 rating on the employee's evaluation,the Department Head's recommendation and the funds available in the City Manager's merit pool. (f)When an employee demonstrates exceptional ability and proficiency,such employee may be advanced within his/her range with the approval of the City Manager, in his/her sole discretion,within available funding,following recommendation by the Department Head,without regard to the minimum length of service provisions contained in this section.Advancements under this section shall not change the employee's regular evaluation date. SECTION 4 -PROMOTIONAL ADVANCEMENT:When an employee is promoted from employment in one classification to employment in a classification assigned a higher range,advancement shall be to a level within the higher classification as will accord such employee an increase of at least five percent (5%) over his/her current rate of compensation,provided that the salary does not exceed the maximum of the range. SECTION 5 -ACTING PAY:An employee who,by written assignment by his/her Department Head or the City Manager,performs the duties of a position with a higher salary classification than that in which he/she is regularly employed,shall receive compensation specified for the position to which he/she is assigned if he/she performs the duties for a period of one (1)calendar month or more.The employee shall be compensated at a level within the higher classification as will accord such employee an increase of at least 5 percent (5%)over his/her current rate of compensation,provided that the salary does not exceed the maximum of the range.Such compensation shall be retroactive to the first day of the assignment through the duration of the assignment. SECTION 6 -TOP OF THE RANGE:In no case shall an employee's regular salary exceed the maximum of the range established by Resolution of the City Council. 9 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-219 RULE VI OVERTIME COMPENSATION (ADOPTED 01/31/02) SECTION 1 -WORK SCHEDULE:When necessary to perform essential work, nonexempt employees and nonexempt probationary employees may be required to work at a time other than during,or in excess of,forty (40)hours in the work week. (a)Overtime shall be defined as any combination of actual hours worked and paid leave,which exceeds forty (40)hours in any work week. (b)Work in excess of forty (40)hours in the workweek requires written approval of the nonexempt employee's Department Head or the City Manager.Whenever possible,the employee shall obtain the Department Head's or the City Manager's written approval in advance. SECTION 2 -OVERTIME COMPENSATION:Nonexempt employees and nonexempt probationary employees shall receive overtime compensation or compensatory time off in accordance with the federal Fair Labor Standards Act. Accordingly,nonexempt employees and nonexempt probationary employees shall be paid one and one-half (1 %)times their regular hourly rate of payor receive compensatory time off at one and one half (1 %)hours for all hours worked in excess of forty (40)in the work week. SECTION 3 -COMPENSATORY TIME:Nonexempt employees and nonexempt probationary employees may elect to be credited with compensatory time off in lieu of paid overtime at the time such overtime is recorded.Such compensatory time shall be at the rate of one and one half (1 %)hours for each hour of overtime worked. Compensatory time may not be accumulated to exceed forty (40)hours. (a)The taking of all compensatory time off shall first be approved by the nonexempt employee's or nonexempt probationary employee's Department Head or the City Manager and shall be granted in accordance with the work force needs of the City and the federal Fair Labor Standards Act. (b)Compensatory time may be used for medical appointments. (c)Compensatory time may be used for pregnancy disability leave and other leave provided pursuant to the federal and California family and medical leave statutes. (d)Upon termination or dismissal from employment,nonexempt employees and nonexempt probationary employees shall be paid for accumulated compensatory time up to a maximum amount,which may be accumulated under the provisions of these Rules,in accordance with federal and state law. 10 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-220 11 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-221 RULE VII LEAVES (ADOPTED 01/31/02) (a)Time spent by an employee on an approved paid leave shall not be construed as a break in service or employment,and rights accrued at the time the leave is granted shall be retained by the employee.Additionally,a leave of absence,with pay or without pay,granted to any employee shall not create a vacancy in the position.For the duration of any such leave of absence,the duties of the position may be performed by another employee from the competitive service on an acting assignment,an independent consultant or a temporary employee,provided that any person so assigned shall possess the minimum qualifications for such position. (b)Except as otherwise permitted by law,all requests for leave shall be in writing, and shall be sent to the City Manager or his/her designee.The request shall include the expected start and end dates of the leave,and any medical certifications required by the provisions of this Rule.An employee shall provide as much advance notice of the need for leave as practicable.Generally,when the need for the leave is foreseeable,the employee shall try to provide at least ten (10)days'notice prior to the commencement of the leave.Failure to provide advance notice of the need for leave may be grounds for delaying the start of the leave. SECTION 1-VACATION LEAVE: (a)Employees are entitled to accrue paid vacation leave under the following schedule: Length of Employment Beginning of 1st month through 2 years Beginning of 3 rd year through 5 years Beginning of 6th year through 15 years Beginning of 16th year and more Vacation Accrual Rates 6.67 hours per month 8 hours per month 10 hours per month 8 additional hours per year for each year of service up to a maximum of 160 hours per year (b)After completion of the initial-hire probationary period,the employee will be credited with vacation leave earned during the probationary period.The employee shall be entitled to take such leave upon the completion of the initial-hire probationary period or extension thereof.However,an initial-hire probationary employee may utilize 12 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-222 accrued vacation leave prior to the completion of the probationary period with the written approval of the City Manager. (c)Vacation leave may be accumulated to a maximum of two years'worth of accrued vacation leave.Once an employee reaches the maximum vacation leave which may be accumulated,the employee shall cease to accrue any further vacation leave until the amount accumulated falls below the maximum. (d)The scheduling of vacation leave must be approved in advance by the employee's Department Head or the City Manager.Employees shall submit a written request to schedule vacation leave to the employee's Department Head or the City Manager within a reasonable amount of time prior to the desired date and may be granted in accordance with the work force needs of the City. (e)Employees will have the option to be paid for vacation leave that exceeds the maximum allowed by these Rules if a requested vacation leave is received and denied by the employee's Department Head and the City Manager due to the work force needs of the City,not less than thirty (30)days prior to exceeding the maximum accrual. (f)Employees shall not be granted,and accordingly are not entitled to take, vacation leave in advance of its accrual. (g)Upon termination or dismissal from employment,employees and probationary employees shall be paid for accumulated vacation leave up to a maximum amount, which may be accumulated by these Rules. (h)Vacation leave may be used for medical appointments,pregnancy disability leave and leave pursuant to the federal and California family and medical leave statutes. SECTION 2 -ADMINISTRATIVE LEAVE: (a)Exempt employees and exempt probationary employees may be granted up to sixty-two (62)hours otadministrative leave per fiscal year at the sole discretion of the City Manager. (b)The scheduling of administrative leave must be approved in advance by the City Manager or his/her designee.Exempt employees shall submit a written request to schedule administrative leave to the City Manager or his/her designee within a reasonable amount of time prior to the desired leave.In the exercise of the City Manager's discretion,he/she shall consider the work force needs of the City. (c)Administrative leave may not be accumulated to the next fiscal year. 13 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-223 (d)Upon termination or dismissal from employment,exempt employees or exempt probationary employees shall not be granted and accordingly are not entitled to be paid for administrative leave. (e)Exempt probationary employees are eligible to use administrative leave if granted by the City Manager or his/her designee during their probationary period. (f)Administrative leave may be used for medical appointments,pregnancy disability leave and leaves provided pursuant to the federal and California family and medical leave statutes. SECTION 3 -SICK LEAVE: (a)Employees and probationary employees earn paid sick leave at the rate of eight (8)hours for each full calendar month on continuous employment with the City including time served in probationary status. (b)Probationary employees are eligible to use paid sick leave during their probationary period. (c)Unused sick leave may be accumulated to a maximum of seven hundred twenty (720)hours. (d)In order to receive paid sick leave,an employee or probationary employee must notify his/her supervisor at the earliest possible time,generally before 8:30 a.m. on the day that the leave will be used.Such notice shall provide the fact and the reason for the leave and duration of the leave.Failure to provide reasonable notice will be cause for denial of sick leave with pay for the period of the absence.Written verification of the cause of absence may be required by the Department Head or City Manager. (e)Employees and probationary employees shall not be granted,and accordingly are not entitled to take,paid sick leave in advance of its accrual. (f)Employees and probationary employees who use more than forty (40) consecutive sick hours shall be required to furnish a physician's certificate stating that the employee is able to safely return to work.The City reserves the right to choose the physician who shall provide the certification. (g)Sick leave may be used for medical appointments,pregnancy disability leave, leaves provided pursuant to the federal and California family and medical leave statutes and to care for an employee's spouse,child(ren),parent(s)or spouse's child(ren)or parent(s)due to illness. 14 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-224 (h)Upon termination or dismissal from employment,employees and probationary employees shall not be granted,and accordingly are not entitled to be paid for accumulated sick leave. (i)This section shall be interpreted and applied in a manner consistent with applicable federal and California law. SECTION 4 -WELLNESS LEAVE:Employees and probationary employees are eligible to earn four and one half (4 %)hours of paid wellness leave for ten (10) consecutive weeks of perfect attendance without using any sick leave time. (a)Prospectively,the ten (10)week period shall be calculated from June 2,1991. (b)A maximum of nine (9)hours of wellness leave may be accumulated. (c)Upon termination or dismissal from employment,employees and probationary employees shall not be granted,and accordingly are not entitled to be paid for wellness leave. (d)Wellness leave may be used for pregnancy disability leave and leaves provided under the federal and California family and medical leave statutes. SECTION 5 -BEREAVEMENT LEAVE:Paid bereavement leave shall not be considered accrued leave which an employee or probationary employee may use at his/her discretion,but is granted by reason of the death of a member of the employee's or probationary employee's immediate family,consisting of an employee's or probationary employee's spouse and employee's or probationary employee's or their spouse's child,parent,sibling,stepparent,stepchild and grandparent.An employee or probationary employee may take a maximum of three (3)working days of bereavement leave each time a death occurs within an employee's or probationary employee's immediate family.In order to receive paid bereavement leave,the employee or probationary employee must notify his/her Department Head or the CityManager at the earliest possible time,generally before 8:30 a.m.on the day that the leave is first requested.In the event the employee or probationary employee must travel out of state in connection with the bereavement,the employee or probationary employee shall be allowed two (2)additional working days of bereavement leave for each incident. SECTION 6 -JURY DUTY: (a)Employees and probationary employees called for jury duty shall give the Department Head or City Manager reasonable advance written notice of the his/her obligation to serve. 15 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-225 (b)Employees and probationary employees will be paid their regular wages,less jury duty pay (other than mileage or subsistence allowances)or may elect to forfeit the jury duty warrant to the City and receive full City wages. (c)Written evidence of jury duty attendance shall be presented to the Personnel Officer. (d)Employees and probationary employees shall continue to report to work on those days when excused from jury duty,and on which the employee or probationary employee can work at least four (4)hours during his/her regular workday. SECTION 7 -LEAVE OF ABSENCE WITHOUT PAY:The City Manager,after consultation with the employee's or probationary employee's Department Head,may grant an employee or probationary employee leave of absence without pay for a period not to exceed four (4)months in accordance with the work force needs of the City. Additionally,the City Manager may apply such conditions as he/she deems warranted in the best interest of the City.No such leave shall be granted except upon written request of the employee or probationary employee.Leave under this section shall only be granted to an employee or probationary employee under circumstances where the employee or probationary employee is not otherwise eligible for pregnancy disability leave or family and medical leave as provided under applicable law and Sections 8 (Pregnancy Disability Leave)and 11 (Family and Medical Leave),respectively of this Rule.Approval shall be in writing and a copy filed with the Personnel Officer. (a)A leave of absence without pay shall not be construed as a break in service or employment,however,paid leave benefits,increases in salary,and other similar benefits shall not accrue to a person granted such leave during the period of absence. (b)Use of a leave of absence without pay for a purpose other than that requested may be cause for forfeiture of reinstatement rights.Failure on the part of an employee or probationary employee on leave to report to work promptly at its expiration may be cause for discharge. (c)An employee or probationary employee reinstated after a leave of absence without pay shall receive that same step in the salary range that he/she received when the leave of absence began.Time spent on such leave without pay shall not count towards service for increases within the salary range,and the employee's or probationary employee's evaluation date shall be set forward one (1)month for each thirty (30)consecutive days taken. (d)The City shall maintain group health insurance coverage for an employee or probationary employee (including dependent coverage)while the employee or probationary employee is taking a medical leave of absence under this section at the level and under the conditions coverage would have been provided by the City if the employee or probationary employee had not taken such leave.In the event an employee or probationary employee does not return to work following the leave,the 16 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-226 City reserves the right to recover the premiums or other sums the City paid for group health insurance coverage during the period of the leave. (e)The employee or probationary employee is responsible to pay the entire cost of all applicable health and life insurance premiums and other insurance premiums (such as long term disability and accidental death and dismemberment)during a non- medical leave of absence without pay that exceeds thirty (30)days.In addition,in advance of taking the leave,the employee or probationary employee must make written arrangements with the finance department to pay for the costs of such coverage.Premiums shall be paid within the time specified by the City or as otherwise required by the applicable insurance or benefit program. (f)If the leave of absence without pay was for medical reasons,prior to resuming regular duties,an employee or probationary employee shall furnish the Personnel Officer a physician's certificate stating that the employee is able to return to work. SECTION 8 -PREGNANCY DISABILITY LEAVE: (a)An employee or probationary employee who is temporarily disabled and unable to work due to pregnancy,childbirth or related medical condition may take a leave of absence without pay for up to four (4)months.Leave taken under the pregnancy disability leave policy runs concurrently with family and medical leave under federal law,but does not run concurrently with family and medical leave under California law.In accordance with federal and state law,the combined maximum amount of time that an eligible employee may take for pregnancy disability leave and family and medical leave is approximately seven months (four (4)months plus twelve (12)workweeks). (b)All requests for pregnancy disability leave shall be in writing,and shall be sent to the City Manager.The request shall include the expected start and end dates of the leave,and the medical certificate required by this section. (c)An employee or probationary employee shall provide as much advance notice of the need for pregnancy disability leave as practicable.Generally,the employee or probationary employee shall provide at least thirty (30)days'advance notice. (d)An employee or probationary employee requesting a pregnancy disability leave shall provide the City Manager with a certificate from a health care provider on a form supplied by the City that the employee or probationary employee is disabled by pregnancy,childbirth or related medical condition.Failure to provide the required certification in a timely manner (within fifteen (15)days of the leave request)may result in denial of the leave request until such certification is provided.Recertification is required if leave is sought after expiration of the time estimated by the health care provider.Failure to submit a required recertification can result in termination of the leave. 17 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-227 (e)Prior to returning to work,an employee or probationary employee who took pregnancy disability leave must provide the City Manager with a certificate from a health care provider that the employee's or probationary employee's disability has ceased and the person is able to return to work. (f)A pregnancy disability leave of absence shall not be construed as a break in service or employment. (g)Use of pregnancy disability leave for a purpose other than that for which it was granted shall be cause for discharge and forfeiture of reinstatement rights.To the extent permitted by law,failure on the part of the employee or probationary employee on Pregnancy Disability Leave to report to work promptly at its expiration shall be cause for discharge. (h)Except as otherwise provided by law,upon timely return from pregnancy disability leave,the employee or probationary employee shall be reinstated to her original job.If the employee or probationary employee cannot returned to her original job,she shall be returned to a substantially similar position,unless either there is no substantially similar position available or filling the substantially similar position would substantially undermine the City's ability to operate safely and efficiently. (i)An employee or probationary employee reinstated to her original job after a pregnancy disability leave of absence shall receive the same salary that she received when the leave of absence began.If the time spent on such leave was without pay, the time shall not count toward service for increases within the salary range or paid leave benefits,and the employee's or probationary employee's evaluation date shall be set forward one (1)month for each thirty (30)consecutive days taken. U)The City shall maintain group health insurance coverage for an employee or probationary employee (including dependent coverage)while the employee or probationary employee is taking pregnancy disability leave at the level and under the conditions coverage would have been provided by the City if the employee or probationary employee had not taken the leave.In the event an employee or probationary employee does not return to work following a pregnancy disability leave, the City reserves the right to recover the premiums or other sums the City paid for group health insurance coverage during the period of the leave. (k)This section shall be interpreted and applied in a manner consistent with applicable federal and California law. (I)Pregnancy disability leave shall be unpaid,except that an employee may use any accumulated paid vacation leave,sick leave,compensatory time,administrative leave or wellness leave provided for in this Rule. (m)Pregnancy disability leave may be taken intermittently or on a reduced work schedule when medically advisable,as determined by the employee's or probationary 18 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-228 employee's health care provider.When an employee's or probationary employee's need to take leave intermittently or on a reduced work schedule is foreseeable based on planned medical treatment,the employee may be transferred to an available alternative position for which she is qualified that has equivalent pay and benefits in order to better accommodate the periods of leave. SECTION 9 -MILITARY LEAVE:Military leave and military spouse leave shall be granted in accordance with applicable federal and California law. SECTION 10 -PAID HOLIDAY LEAVE: (a)Subject to the restrictions described below,nonexempt employees and nonexempt probationary (new-hire,transfer and promotional)employees shall receive paid leave at his/her straight hourly rate for the following designated City holidays: (1)The last Monday in May; (2)July 4; (3)The first Monday in September (4)The fourth Thursday in November (5)The day after the fourth Thursday in November (6)The period between and including December 24 and January 1 (Saturdays and Sundays or other non-work days excepted);and (7)One day as a floating holiday,which shall be designated yearly by the City Manager. (b)Exempt employees and exempt probationary employees_shall receive paid leave for the designated City holidays outlined in Section 10(a)above.At his/her discretion,the City Manager may grant extra compensation or in lieu time off to exempt employees and exempt probationary employees who are required to work on a holiday. (c)If July 4th falls upon a Saturday,the Friday before is the observed holiday,and if the date falls upon a Sunday,the Monday following is the observed holiday. (d)In order to be eligible for holiday pay,an employee or probationary employee must work the last scheduled workday before and the first scheduled workday after the holiday unless the employee or probationary employeejs taking approved paid leave. (e)If a holiday falls during an employee's or probationary employee's approved vacation leave period,the employee or probationary employee shall be paid for the holiday and shall not be charged with a vacation day for the day the holiday is observed. (f)If a holiday falls during an employee's or probationary employee's approved sick leave period,the employee or probationary employee will be paid for the holiday and will not be charged with a sick day for the day the holiday is observed. 19 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-229 (g)Employees and probationary employees on non-paid leave of absence for any reason are ineligible for holiday benefits for holidays that are observed during the period they are on a non-paid leave of absence. (h)Regardless of the number of hours worked during the work week,nonexempt employees and nonexempt probationary employees who work on a designated City holiday shall be paid their regular hourly rate and one and one half (1 %)times their regular hourly rate of pay for all hours worked on the holiday or receive credit for the equivalent number of hours worked of compensatory time off and one and one half (1 %)hours of compensatory time off for all hours worked on the holiday. (i)Upon termination or dismissal from employment,employees and probationary employees shall not be granted,and accordingly are not entitled to be paid for a floating holiday. SECTION 11 -FAMILY AND MEDICAL LEAVE: The City will provide eligible employees and probationary employees with family and medical leave,as required by California and federal law pursuant to the federal Family and Medical Leave Act of 1993 ("FMLA")and the California Family Rights Act ("CFRA").Unless otherwise provided,"Family and Medical Leave"under this Section means leave pursuant to the FMLA and CFRA.As used in this Section,"eligible employee"means and includes both eligible employees and eligible probationary employees. Rights and obligations which are not specifically set forth in this Section are contained in the Department of Labor regulations implementing the FMLA and the regulations issued by the California Department of Fair Employment and Housing ("DFEH")implementing the CFRA.This Section shall be interpreted in a manner consistent with the requirements of the regulations issued by the U.S.Department of Labor (29 C.F.R.Sections 825.100,et seq.,)the National Defense Authorization Act (NDAA")for 2008,Uniformed Services Employment and Reemployment Rights Act ("USERRA"),the California Military &Veterans Code,and the regulations issued by the DFEH (2 Calif.Code of Reg.Section 7297.0,et seq.),and as such regulations and statutes may be amended from time to time. (a)All employees or probationary employees who have worked for the City at least twelve (12)months and a minimum of one thousand two hundred fifty (1,250) hours during the twelve (12)months prior to a request for leave are eligible for an unpaid leave of absence for the following reasons: (1)The birth of a child of the employee or probationary employee_and to care for the child. 20 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-230 (2)The placement of a child with the employee or probationary employee through adoption or a foster care program. (3)To care for the employee's or probationary employee's spouse,child or parent if the spouse,child or parent,or the spouse's child or parent has a serious health condition. (4)The serious health condition of the employee or probationary employeeJhat makes the employee unable to perform the functions of his/her position. (b)A "serious health condition"is an illness,injury,impairment or physical or mental condition that involves either: (1)Inpatient care in a hospital,hospice,or residential medical care facility;or (2)Continuing treatment or continuing supervision by a health care provider. (c)Each eligible employee or probationary employee_shall be entitled to take an unpaid leave of up to twelve (12)work weeks during any rolling twelve (12)month period for the purposes listed above.An employee or probationary employee disabled by pregnancy shall be entitled to take unpaid leave,in addition to medical and family leave.Under certain circumstances as allowed by applicable law,an employee or probationary employee may take Family and Medical Leave intermittently or on a reduced leave schedule basis (by taking leave in blocks of time or by reducing the employee's weekly or daily work schedule). (d)Entitlement to Family and Medical Leave for the birth of a child or the placement of a child with the employee or probationary employee through adoption or a foster care program shall expire twelve (12)months after the birth or placement of the child with the employee or probationary employee. (e)An employee or probationary employee married to another employee or probationary employee at the City is entitled to an aggregate amount of Family and Medical Leave that does not exceed twelve (12)workweeks when added to the Family and Medical Leave taken by the employee's or probationary employee's spouse for the purpose of the birth or placement of a child with them.However,if Family and Medical Leave is needed to care for a child with a serious health condition,both the mother and father are entitled to Family and Medical Leave.In such circumstance,a husband and wife may each take twelve (12)weeks of Family and Medical Leave if needed to care for their newborn child with a serious health condition,provided they have not exhausted their entitlements during the applicable 12-month Family and Medical Leave period. 21 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-231 (f)A Family or Medical Leave shall be unpaid,except that an employee or probationary employee may use any accumulated vacation leave,sick leave, compensatory time,administrative leave and wellness leave during the leave provided for in this Section. (g)The City shall maintain group health insurance coverage for an employee or probationary employee (including dependent coverage)while taking Family and Medical Leave at the level and under the conditions that the City would otherwise have provided coverage if the employee or probationary employee had not taken the leave. In the event an employee or probationary employee does not return to work following a Family and Medical Leave,the City reserves the right to recover the premiums or other sums the City paid for group health insurance coverage during the period of the employee's or probationary employee's leave,to the extent permitted by applicable law. (h)Except as otherwise permitted by law,a request for Family and Medical Leave shall be in writing,and shall be sent to the City Manager.The request shall include the expected start and end dates of the leave,and the certifications set forth in subsections U>or (k)herein.An employee or probationary employee shall provide as much advance notice of the need for leave as practicable.Generally,when the need for leave is foreseeable,the employee or probationary employee shall provide not less than ten (10)days'notice prior to the commencement of the leave.Failure to provide advance notice of the need for leave may be grounds for delaying the start of the leave. (i)Where the employee or probationary employee takes leave for planned medical treatment of a spouse,child or parent,a spouse's child or parent or of the employee or probationary employee,the employee or probationary employee shall consult with the City Manager and make a reasonable effort to schedule the leave so as not to unduly disrupt the operations of the City. U>An employee or probationary employee requesting leave under this section because of a serious health condition shall provide medical certification from the appropriate health care provider on a form supplied by the City.Failure to provide the required certificate in a timely manner (within fifteen (15)days of the leave request) may result in denial of the leave request until such certification is provided. Recertification is required if leave is sought after expiration of the time estimated by the health care provider.Failure to submit a required recertification can result in termination of the leave.The certification shall contain,at a minimum,the following information: (1)The date on which the serious health condition began; (2)The probably duration of the serious health condition; 22 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-232 (3)An estimate of the amount of time that the health care provider believes the employee or probationary employee needs to care for the individual requiring the care; (4)A statement that the serious health condition warrants the participation of a family member to provide care during the period of the treatment or supervision of the individual requiring care;and (k)For requests involving the employee's or probationary employee's own serious health condition except those involving pregnancy disability,the City,at its expense, may request a second opinion by a health care provider of the City's choice.If the second opinion differs from the first one,the City will pay for a third,mutually agreeable,health care provider to provide a final and binding opinion.The certification shall contain at a minimum,the following information: (1)The date on which the serious health condition began; (2)The probable duration of the serious health condition; (3)A statement by the health care provider that,due to the serious health condition,the employee or probationary employee is unable to perform the functions of his or her position with the City,and; (4)To the extent provided by applicable law,appropriate medical facts within the knowledge of the health care provider regarding the condition that are related to the employee's or probationary employee's ability to perform his/her job duties. (I)During the leave,the City may require periodic recertification by a health care provider and other periodic reports. (m)Except as otherwise provided by law,upon return from Family and Medical Leave,the employee or probationary employee shall be reinstated to the same or an equivalent position held when the leave commenced.If the employee or probationary employee cannot be returned to their original job,he/she shall be returned to a SUbstantially similar job,unless either there is no substantially similar job position available or filling the substantially similar position would substantially undermine the City's ability to operate safely and efficiently. (n)Prior to returning to work,an employee or probationary employee who took a medical leave for his/her own serious medical condition must provide the City Manager with a certification from a health care provider that the employee or probationary employee is able to resume work. (0)This section shall be interpreted and applied in a manner consistent with applicable federal and California law. 23 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-233 SECTION 12 -OTHER LEAVES:The City Manager shall grant such other leaves as are required by law.Except as otherwise provided by law or by circumstances beyond the employee's control,employees shall request such leave and obtain approval in advance.All such leaves shall be unpaid,unless otherwise required by law or these Rules,but employees may use otherwise applicable paid-leave benefits to remain in paid status. 24 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-234 RULE VIII WORKERS'COMPENSATION AND UNEMPLOYMENT INSURANCE (ADOPTED 01/31/02,AMENDED 12/20105) SECTION 1 -WORKERS'COMPENSATION AND UNEMPLOYMENT INSURANCE:The City provides Workers'Compensation and Unemployment insurance to all employees,in accordance with California law.While not generally covered by these rules,the City also provides workers'compensation coverage for any person who performs volunteer service without pay for the City and for part time employees (Resolution No.79-87). SECTION 2 -ON-THE-JOB INJURIES:All injuries suffered during working hours must be reported,in writing,immediately to the Department Head or City Manager. Unless there is an emergency,a City referral form must be obtained from the Personnel office before visiting a doctor.Upon returning to work from all on-the-job injuries,employees and probationary employees must have an approved return to work certificate signed by the attending doctor. 25 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-235 RULE IX EMPLOYEE EXPENSES (ADOPTED 01/31/02) SECTION 1-MILEAGE AND PARKING EXPENSES:An employee or probationary employee who is required to use his/her private automobile for City assignments shall be reimbursed for mileage at the current standard mileage rate set by the Internal Revenue Service and actual parking expenses. (a)All claims for mileage and parking reimbursement shall first be approved in writing by the employee's or probationary employee's Department Head or the City Manager,and shall be filed on forms and in accordance with the procedures established by the City Manager. (b)Employees and probationary employees using their private automobile for City business shall supply the Personnel Officer with a Certificate of Insurance stating that their private automobile is covered by public liability and property damage insurance of not less than the amount required in the procedures established by the City Manager. 26 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-236 RULE X TERMINATION PROCEDURES (ADOPTED 01/31/02) SECTION 1 -RESIGNATION: (a)In order to resign in good standing,an employee or probationary employee shall inform the City Manager,in writing,of the effective date of the resignation at least ten (10)working days in advance.This time may be waived,in writing,by the City Manager.Failure to give notice as required by this Rule shall be cause for the City to deny future employment. (b)An employee or probationary employee who is absent from work voluntarily or involuntarily for more than nine (9)hours without written authorization and who does not present a written explanation acceptable to the City Manager as to the cause of the employee's absence,shall be considered as having voluntarily resigned from the City employment as of the last day worked. SECTION 2 -LAYOFF:Whenever in the judgment of the City Council it becomes necessary in the interest of economy,because the necessity for a position no longer exists or other legitimate purpose,the City Council may abolish any position in the competitive service;and the employee or probationary employee holding such position or employment may be laid off without taking disciplinary action and without the right of appeal.Except as otherwise determined by the City Council,the City Manager,when it becomes necessary in the interest of economy,because the necessity for a position no longer exists or for other legitimate purpose,may abolish any position or employment in the Competitive Service and may layoff an employee holding such position or employment without taking disciplinary action and without right of appeal. (a)The order of the layoff of employees and/or probationary employees shall be established by the City Manager on the recommendations of the Department Head(s) involved.Employees and or probationary employees will be laid off from the affected layoff unit (department or classification)in accordance with performance,seniority, attendance and their ability to perform the remaining work available without further training.When,in the opinion of the City Manager,two or more employees and/or probationary employees have relatively equal performance records,experience,skill, ability and qualifications to do the remaining work without further training,the employee(s)and or probationary employee(s)with the least seniority will be laid off first. (b)Employees or probationary employees to be laid off shall be given at least ten (10)working days prior notice,equivalent pay if laid off immediately,or a combination of notice and pay totaling ten (10)working days if laid off with less than ten (10) working days notice. 27 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-237 (c)An employee,promotional probationary employee,or transfer probationary employee who is subject to layoff may request a reduction to a lower job classification within the same occupational series in the layoff unit provided the employee, promotional probationary employee or transfer probationary employee possesses seniority,an acceptable performance and attendance record,and has the ability to perform the remaining work available without further training.The reduction shall be made only in cases where there is a vacant position in the layoff unit. (d)The names of employees and probationary employees laid off or demoted in lieu of layoff shall be placed on re-employment lists for those job classifications requiring basically the same qualifications,duties and responsibilities of the class from which the layoff or demotion in lieu of layoff was made as established in Rule XV, Section 3. SECTION 3 -RETIREMENT:The City shall pay the full employee's or probationary employee's contribution to the California Public Employees Retirement System (CaIPERS). 28 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-238 RULE XI GRIEVANCE PROCEDURES (ADOPTED 01/31/02) SECTION 1 -PURPOSE OF GRIEVANCE PROCEDURE: (a)The grievance procedure shall be used to resolve employee or probationary employee complaints concerning the express terms and condition of employment with the City.Except for oral warnings and written reprimands,the grievance procedure shall not be used for resolving any complaint concerning disciplinary action. (b)Except as otherwise provided in these Rules,the grievance procedure may be utilized to resolve alleged: (1)Improper application of rules,regulations and procedures; (2)Unfair treatment,including coercion,restraint and reprisal; (3)Improper procedures utilized in employee layoff; (4)Discrimination because of race,color,religion,creed,sex,sexual orientation,pregnancy,national origin,ancestry,age (40 and over),marital status, disability,alienage,citizenship status or medical condition (cancer-related);or because of any other statutorily or constitutionally impermissible basis. (5)Any manner affecting an employee's or probationary employee's: a.Work schedule; b.Fringe benefits; c.Holidays; d.Vacation; e.Sick Leave; f.Retirement; (6)Any other matter regarding the terms and conditions of employment. 29 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-239 SECTION 2 -INFORMAL DISCUSSION OF GRIEVANCE: (a)When an employee or probationary employee has a grievance,the employee or probationary employee shall first informally discuss the matter with the employee's or probationary employee's immediate supervisor within five (5)working days from the date of the incident or decision generating the grievance.If,after a discussion with the immediate supervisor,the grievance has not been satisfactorily resolved,the employee or probationary employee shall have the right to informally discuss the grievance with the supervisor's immediate superior.The informal discussion with the supervisor's immediate superior shall occur within ten (10)working days from the date of the incident or decision generating the grievance.If,after such a discussion,the grievance has not been satisfactorily resolved,the employee or probationary employee shall have the right to file a formal grievance. (b)If an employee's or probationary employee's grievance is with his/her immediate supervisor or the supervisor's immediate superior,and such employee or probationary employee reasonably believes that such grievance will not be resolved at that level,he/she may proceed to the next step of the grievance procedure. SECTION 3 -FORMAL GRIEVANCE PROCEDURE:The formal grievance procedure shall be used to resolve an employee's or probationary employee's grievance not satisfactorily resolved by informal discussion or otherwise allowed by this Rule. (a)An employee or probationary employee shall have the right to present a formal grievance in writing to the City Manager within fifteen (15)working days from the date of the incident or decision generating the grievance.All formal grievances shall state the reasons for the complaint and the employee's suggested solution. (b)A formal grievance shall be timely presented to the City Manager.When the employee or probationary employee presents a formal grievance to the City Manager, the City Manager shall discuss the grievance with the employee or probationary employee.Within fifteen (15)working days after receipt of the formal grievance,the City Manager shall render a written decision.The decision of the City Manager shall resolve the grievance and no further review of the subject matter of the grievance shall be permitted. SECTION 4 -GENERAL PROCEDURES: (a)The employee or probationary employee and the City have the right to representation at any step in the grievance process. (b)Any grievance not filed or taken to the next step by the employee or probationary employee within the specified time limits shall be deemed settled on the basis of the last decision,and not subject to further reconsideration.By mutual agreement and for good cause,reasonable extensions of time may be given in writing 30 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-240 to the employee or probationary employee by the City Manager at any step in the grievance procedure. (c)An employee or probationary employee who has filed a grievance shall suffer no discrimination for filing the grievance. 31 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-241 RULE XII DISCIPLINE PROCEDURES (ADOPTED 01/31/02,AMENDED 04/05/05) SECTION 1 -AUTHORITY TO DISCIPLINE:The City Manager,Assistant City Manager and Department Heads are authorized to take disciplinary action regarding employees under their control in accordance with,and within the limits of,these Rules. Every supervisor shall assist hislher superiors in achieving sound discipline and acceptance by that employee of the corresponding duties and responsibilities, including those disciplinary in nature. SECTION 2 -CAUSE FOR DISCIPLINE:Each of the following constitutes cause for discipline of any employee.It is the intent of these Rules to include as a cause for discipline any action or non-action by an employee which impedes or disrupts the performance of the City and its organizational component units,is detrimental to employees or public safety,violates properly established rules and procedures or adversely affects the reputation of the City,its officers or employees. Examples of causes for discipline include,but are not limited to: (a)Any violation of any written rule or regulation promulgated by City related to conduct or performance. (b)Fraud in securing appointment. (c)Incompetence. (d)Inefficiency. (e)Neglect of duty. (f)Dishonesty or lying to a supervisor or superior. (g)Violation of any law relating to conflicts of interest,whether contractual or financial. (h)Use,possession,purchase,sale,manufacture,distribution,transportation or dispensation of controlled substances or alcohol while on duty or on City premises, except for the use of prescribed controlled substances (1)as directed by the licensed health care provider prescribing controlled substances and in accordance with the manufacturer's directions,and (2)in a manner not otherwise in violation of these Rules. 32 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-242 (i)The use of any substance,controlled or purchased over-the-counter,which impairs the employee's performance of his/her duties. U)Unexcused absences. (k)Conviction of a felony or conviction of a misdemeanor involving moral turpitude,including but expressly not limited to,any conviction for any offense set forth in the City of Rancho Palos Verdes Policy for conducting Criminal Background Checks and Securing Received Criminal History Information.A plea or verdict of guilty or nolo contendere to a charge of a felony or any offense involving moral turpitude is deemed to be a conviction within the meaning of this section. (I)Defrauding the City by making a false claim for compensation,benefits or reimbursements. (m)Making a false Workers'Compensation Claim against the City. (n)Improper political activity which prevents the employee or other employees from the efficient performance of employment with the City,or which has a disruptive effect on the efficiency or integrity of the City service of the department in which such employee is employed. (0)Failure or refusal to cooperate with supervisory personnel or other employees. (p)Misuse or misappropriation of City property or funds. (q)Gambling for money or articles of value on City property or during working hours. (r)Tardiness. (s)Abuse of sick leave privileges. (t)Excessive absenteeism,which impairs the City's ability to provide services or function effectively or efficiently. (u)Refusal to take and subscribe any oath or affirmation which is required by law or these Rules in connection with his/her employment. (v)Refusing to report on official call of emergency. (w)Violation of departmental rules and regulations. (x)Intentionally misrepresenting information or facts in any statement,declaration or affidavit duly required of an employee. 33 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-243 (y)Failure or refusal to carry out an order or directive of a supervisor. (z)Asking,receiving or agreeing to receive any bribe,gratuity or reward of any kind upon any understanding that any employee's action shall be influenced thereby,or shall be given in any particular manner,or upon any particular question or matter upon which any employee may be required to act in the employee's capacity;or attempting by menace,deceit,suppression of truth,or any corrupt means to influence any employee to commit any act,conduct or omission which is clearly inconsistent, incompatible,in conflict with,or inimical to the best interests of the City. (aa)Failure to observe or comply with safe working standards,to endanger,to injure,or to damage public property or the private property of any employee or member of the public through negligent,improper or careless conduct or use of equipment;or to permit such actions on the part of any employee under his/her supervision or control. (bb)Conduct disrespectful to the public,elected and appointed City officials, supervisors,superiors,Department Heads,City Manager,Assistant City Manager or members of City boards and commissions. (cc)Failure to report any criminal conviction and/or arrest pending final adjudication as required by the City of Rancho Palos Verdes Policy for Conducting Criminal Background Checks and Securing Received Criminal History Information. In the event that the City imposes disciplinary action for cause,including but not limited to any of the above acts or omissions,the employee shall have the right to contest or seek review of the disciplinary action or the basis thereof,in accordance with procedures set forth in Sections 5,6,7,8,and 9 of this Rule. SECTION 3 -TYPES OF DISCIPLINARY ACTION:Disciplinary actions include reprimands,suspensions,demotions,reductions in pay and dismissal,as defined below:. (a)Verbal Reprimand.An oral warning that may be given to the employee in the event that a deficiency in performance or conduct is not of sufficient magnitude to warrant a more formal disciplinary action.A written record may be made of such conferences and placed in the employee's personnel file with a copy provided to the employee.Verbal reprimands are not subject to appeal.However,the employee has the right to place in his/her personnel file a written response or rebuttal to any written record of verbal reprimand,provided that such response or rebuttal is submitted for inclusion in the file within thirty (30)days of the employee's receipt of the written record. (b)Written Reprimand.A written statement relating to an action or omission which meets any of the grounds for disciplinary action listed in these Rules,indicating that there is cause for dissatisfaction with the employee's services and that further disciplinary measures may be taken if the cause is not corrected.The written 34 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-244 statement shall be placed in the employee's personnel file,with a copy provided to the employee.Written reprimands are not subject to appeal.However,the employee has the right to place in his/her personnel file a written response or rebuttal to any written statement,provided that such response or rebuttal is submitted for inclusion in the personnel file within thirty (30)days of the employee's receipt of the written statement. (c)Suspension.The temporary separation of the employee from City service without pay for disciplinary purposes for a period not to exceed thirty (30)days per occurrence. (d)Demotion.A change in employment status from one position to another haVing a lower rate of pay and/or change in duties which are allocated to a class having a lower maximum rate of pay for disciplinary reasons.The disciplinary demotion may be temporary or permanent. (e)Reduction in Pay.A change in the salary of an employee to a lower rate within the same salary range for disciplinary reasons. (f)Dismissal.The discharge of the employee from City service for disciplinary reasons.Discharge and dismissal are used interchangeably in these Rules. SECTION 4 -DISCIPLINARY PROCEDURES: (a)When an employee is to be suspended,demoted,reduced in payor dismissed,a preliminary written notification shall be provided to the employee.The written notice shall include: (1)The charges against the employee and reasons for the proposed disciplinary action to be taken; (2)The proposed disciplinary action to be taken; (3)Copies of the charges and materials on which the proposed action is based;and, (4)A statement advising the employee that,before any proposed disciplinary action takes effect,the employee or his/her representative has the right to respond orally or in writing within five (5)working days from the employee's receipt of the written notice. (b)Within ten (10)working days after the employee has had the opportunity to respond,the employee shall be notified in writing of any disciplinary action to be taken and the effective date of such disciplinary action. 35 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-245 SECTION 5 -APPEAL OF DISCIPLINARY ACTIONS:An employee who has been suspended,demoted,reduced in payor dismissed for disciplinary reasons,may appeal the disciplinary action. In order to appeal the disciplinary action,the employee must file a written notice of appeal with the City Manager for a hearing within ten (10)working days after having been furnished with a copy of the notice of disciplinary action. SECTION 6 -TIME OF HEARING:The hearing on the employee's appeal shall be conducted within ninety (90)days after the employee's filing of the written notice of appeal with the City Manager.The time limit may be extended by the City Manager for good cause and by agreement of the employee and the City Manager. SECTION 7 -HEARING PROCEDURE:The following procedure shall govern hearings on appeals of disciplinary action: (a)The City Manager shall conduct the hearing.If the City Manager files the written statement to discipline an employee that works directly for the City Manager, then the Assistant City Manager shall conduct the hearing. (b)Hearings shall be conducted in the manner most conducive to determination of the truth,and the City Manager shall not be bound by technical rules of evidence. Decisions made shall not be invalidated by informality in the proceedings. (c)The City Manager shall make arrangements to have the hearing transcribed or recorded to preserve the proceedings and testimony.The employee may obtain a copy of the transcript or recording upon request. (d)The City Manager shall determine the relevancy,weight and credibility of all testimony and evidence. (e)The City Manager shall base his/her findings and decision on the preponderance of the evidence presented. (f)The Department Head shall have the burden of proof.Each side will be permitted an opening statement and closing argument.The Department Head shall first present its witnesses and evidence to support the charges and disciplinary action. The employee shall then present his/her witnesses in defense.The Department Head may thereafter present witnesses and evidence in rebuttal. (g)Each side will be allowed to examine and cross-examine witnesses.All witnesses shall testify under oath.The City Manager may question any witness. (h)Both the Department Head and the employee may be represented by a designee or by legal counsel.The City Manager may obtain the legal advice of the City Attorney in performing the function of the hearing officer. 36 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-246 (i)The City Manager shall,if requested by either side,subpoena witnesses and/or require the production of documents or other material evidence. U>The City Manager may,during a hearing,grant a continuance for any reason believed to be important to the reaching of a fair and proper decision. (k)Within thirty (30)days after the conclusion of the hearing,the City Manager shall prepare and serve on both sides a written decision setting forth the charges found to be sustained,and the reasons therefore,and the propriety of the disciplinary action imposed.The City Manager may sustain,reject or modify the disciplinary action imposed.If the City Manager sustains the employee,all or part of any loss of the employee's full compensation may be ordered restored. SECTION 8 -FINALITY OF CITY MANAGER'S DECISION:The decision of the City Manager shall be final and conclusive. SECTION 9 -JUDICIAL REVIEW:Any legal action to challenge any decision of the City Manager must be filed in a court of competent jurisdiction no later than ninety (90)days following the date the City Manager's written decision becomes final as provided in California Code of Civil Procedure Section 1094.6. 37 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-247 RULE XIII NON-DISCRIMINATION POLICY (ADOPTED 01/31/02) SECTION 1 -EQUAL EMPLOYMENT OPPORTUNITY STATEMENT:The City is committed to a policy of equal employment opportunity.Consistent with this commitment and California and federal law,the City does not discriminate against employees or applicants because of race,color,religion,sex,sexual orientation, pregnancy,national origin,ancestry,age (40 and over),marital status,disability, alienage,citizenship status or medical condition (cancer-related),or any other basis prohibited by applicable federal and California law.Equal employment opportunity will be extended to all persons in all aspects of the employer-employee relationship, including hiring,training,promotion,transfer,discipline,layoff,recall,discharge and termination. SECTION 2 -POLICY AGAINST HARASSMENT: (a)STATEMENT OF POLICY. Harassment in the workplace on the basis of race,color,religion,sex,sexual orientation,pregnancy,national origin,ancestry,age (40 and over),marital status, disability,alienage,citizenship status or medical condition (cancer-related),or any other basis prohibited by applicable federal and California law,and the policy of the City is prohibited.The City is committed to creating and maintaining a workplace free from unlawful harassment.That commitment includes taking all reasonable steps to prevent unlawful workplace harassment. (1)The protections afforded by this Policy apply to applicants for employment and employees (including,for all purposes of this section,probationary employees).If harassment prohibited by this Policy occurs,the City shall take appropriate corrective action against the harasser,and seek to remedy the effects of the harassment on the employee or applicant for employment.If the harasser is a non- employee,for example,an appointed commissioner or committee member,or a volunteer or vendor,such corrective action may include termination of the City's relationship with the non-employee.If the harasser is a City Council member, corrective action may include,but is not limited to,public censure of the City Council member by the City Council. (b)SEXUAL HARASSMENT. (1)Sexual harassment is unlawful harassment on the basis of sex, including gender harassment and harassment based on pregnancy,childbirth,or related medical conditions. 38 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-248 (2)The California Fair Employment and Housing Commission ("FEHC") regulations define sexual harassment as unwanted sexual advances,or unwelcome visual,verbal or physical conduct of a sexual nature.Under federal law,sexual harassment includes "quid pro quo"sexual harassment,which is defined as unwelcome sexual advances,requests for sexual favors,or other verbal or physical conduct of a sexual nature when submission to sexual advances or behavior is made either explicitly or implicitly a term or condition of an individual's employment,when submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual.Sexual harassment also includes sexual harassment based on a hostile work environment when such conduct has the purpose or effect of unreasonably interfering with an individual's work performance,or creating an intimidating,hostile or offensive working environment. (3)Sexual harassment may be committed by a member of the opposite or the same sex.Employees may be the victims of sexual harassment even if the sexual harassment is directed at others but occurs in the employee's presence or has an indirect impact on the employee's terms and conditions of employment. (c)TYPES OF HARASSMENT. (1)The following statuses are referred to in this Policy as "protected status":race,color,religion,sex,sexual orientation,pregnancy,national origin, ancestry,age (40 and over),marital status,disability,alienage and citizenship status or medical condition (cancer-related),or any other basis prohibited by applicable federal and California law. (2)Unlawful harassment also consists of verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her protected status,or the proposed status or his/her relatives,friends,or associates,and that: (i)Has the purpose or effect of creating an intimidating,hostile,or offensive work environment; (ii)Has the purpose or effect of unreasonably interfering with an individual's work performance;or, (iii)Otherwise adversely affects an individual's employment opportunities. (3)Unlawful harassment may be charged even if the complainant is not the specific intended target of the conduct. (4)The following is a partial list of the types of conduct that may constitute unlawful harassment: 39 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-249 (i)Verbal Harassment.This form of harassment includes,but is not limited to,epithets,jokes,derogatory comments,negative stereotyping,slurs or other verbal conduct that denigrates or shows hostility or aversion toward an employee or applicant based on his/her protected status,or the protected status of his/her relatives,friends,or associates. (ii)Physical Harassment.This form of harassment includes,but is not limited to,assault,unwelcome touching,impeding or blocking movement, threatening acts,intimidating acts,hostile acts or other physical conduct that denigrates or shows hostility or aversion toward an employee or applicant based on his/her protected status or the protected status of his/her relatives,friends,or associates. (iii)Visual Harassment.This form of harassment includes,but is not limited to,displaying pictures,posters,cartoons,drawings,or other written or graphic materials that denigrates,shows hostility or aversion or are derogatory toward an employee or applicant based on his/her protected status or the protected status of his/her relatives,friends,or associates. (iv)Sexual Harassment.In addition to items (i)through (iii)above, this form of harassment includes,but is not limited to: (a)Unwelcome verbal or written sexual advances or propositions; (b)Offering or denying employment benefits or privileges in exchange for granting or withholding sexual favors; (c)Making or threatening reprisals after the rejection of sexual advances; (d)Leering or making gestures of a sexual nature,and displaying sexually suggestive objects,pictures,cartoons or posters; (e)Unwelcome sexually-related or derogatory comments, epithets,slurs or jokes; (f)Verbal abuse of a sexual nature,oral or written comments about an individual's body,sexually degrading words used to describe an individual,sexually suggestive or obscene letters,notes,or invitations; (g)Unwelcome touching,assaulting,impeding or blocking movements;and (h)Gender harassment and harassment based on pregnancy,childbirth,or related medical conditions. 40 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-250 (d)COMPLAINT RESOLUTION PROCEDURE. (1)Complaints of harassment or retaliation may be made orally or in writing.As used in this procedure,reference to complaints of harassment includes complaints of prohibited retaliation.Anonymous complaints will be taken seriously and investigated.However,the ability to investigate or extent of the investigation may be limited by the inability to follow-up with the complaining party.Making a complaint is not limited to the person who was the target of the harassment or retaliation. (2)The City will promptly,thoroughly and objectively investigate charges of unlawful harassment.The Assistant City Manager,or the City Manager,if the Assistant City Manager is the alleged harasser,shall investigate and attempt to resolve all harassment complaints.The Assistant City Manager or the City Manager may assign responsibility to investigate harassment charges to another competent person... including an outside investigator.The City shall advise the complaining individual of his/her rights and responsibilities under the City's harassment complaint resolution procedure and his/her right to redress unlawful harassment.Complaints and investigations shall be handled with due regard for the rights of the complainant and the alleged harasser.Information about the investigation and complaint shall only be released to individuals on a need-to-know basis,or as required by law. (3)An employee who witnesses harassment prohibited by this Policy has a duty to report it to the employee's immediate supervisor,Department Head,the Assistant City Manager,or the City Manager,if the Assistant City Manager is the alleged harasser. (4)An immediate supervisor or Department Head receiving a complaint of harassment shall immediately report it to the Assistant City Manager,or the City Manager if the Assistant City Manager is the alleged harasser. (5)Procedure for Complaints involving City Council Members, Commissions,Committee Members,Other Officials or the City Manager (a)In place of the other reporting options,complaints involving City Council members,commissioners,committee members or other officials should be made directly to the City Manager.If the complainant believes the City Manager is also involved in the harassment,the complaint should be made to the City Attorney.If reported to the City Manager,the City Manager shall consult with the City Attorney. For complaints involving City Council members,commissioners,committee members and other officials,the City Manager or City Attorney is hereby authorized to investigate the complaint consistent with this Rule and to retain an outside investigator without need for further authorization from the City Council.If the investigation determines a violation of this Rule occurred,the City Manager shall consult with the City Attorney and the City Manager or City Attorney,as applicable,shall advise the City. Council of the results of the investigation. 41 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-251 (b)In place of the other reporting options,complaints involving the City Manager should be reported to the City Attorney.The City Attorney is authorized to investigate the complaint consistent with this Rule and to retain an outside investigator without need for further authorization from the City Council.If the investigation determines a violation of this Rule occurred,the City Attorney shall advise the City Council of the results of the investigation. (6)Informal Procedure.An applicant or employee who believes he/she has been illegally harassed should promptly inform the harasser that such conduct is inappropriate,offensive and unwelcome,and that the harasser should immediately cease such conduct.If the harassment does not stop immediately or the employee does not wish to discuss the matter directly with the harasser,the employee should promptly discuss the matter with his/her supervisor,Department Head,the Assistant City Manager,or if the alleged harasser is the Assistant City Manager,the City Manager.The employee has the discretion to direct the complaint to any of the positions listed above.Applicants shall file harassment complaints with the Assistant City Manager,or the City Manager,if the Assistant City Manager is the alleged harasser. (7)Formal Procedure. (i)If the informal resolution procedure does not resolve the complaint to the satisfaction of the complaining employee or applicant,the employee or applicant may file a formal complaint by providing a written and signed statement to the Assistant City Manager,or,if the Assistant City Manager is the alleged harasser,to the City Manager.A formal complaint should be filed within ten (10)working days of the event(s)giving rise to the complaint.If a complaint is filed after ten (10)working days, the City shall have the sole discretion to decide the extent of the investigation of the complaint.The City wants complaints to be filed promptly to ensure the investigation takes place while memories and evidence are still fresh and witnesses are available, and to enable the City to take prompt remedial action,when warranted.The complaint shall include the date(s),time(s),and place(s)of incident(s)of harassment,a description of the circumstance(s),the name(s)of the person(s)involved and witnesses,if any,and any desired remedy. (ii)The City Manager,the Assistant City Manager or a person assigned by the City Manager or the Assistant City Manager,shall investigate complaints of harassment by taking the following steps: (a)Review the written complaint; (b)Interview the complainant,the alleged harasser and any others who may have relevant evidence; (c)Review pertinent documents or records; 42 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-252 (d)Prepare a written report regarding the findings and conclusions reached.The complainant and the alleged harasser shall be notified of the results of the investigation;and, (iii)Discipline taken against a harasser shall be determined by the nature,severity and/or frequency of the offense(s),the work record of the harasser,the likelihood of the misconduct being repeated,and any other relevant factors and evidence.The complainant shall be consulted in connection with the corrective action to be taken against the harasser and the appropriate action to remedy the effects of the harassment on the complainant.The complainant and the harasser shall be notified of the action(s)taken by the City. (iv)Discipline imposed by the City and any appeal taken therefrom by the employee shall be in accordance with these Rules. (e)PROTECTION AGAINST RETALIATION. Employees and applicants have the right to oppose harassment prohibited by this Policy and applicable law,to file a complaint of and to report unlawful harassment,and to cooperate in a harassment investigation free from retaliation.It is City policy to prohibit retaliation against anyone for opposing harassment prohibited by this Policy and applicable law,reporting unlawful harassment in any form,assisting in making a harassment complaint or cooperating in a harassment investigation.Persons engaged in acts of retaliation shall be subject to appropriate disciplinary action,including termination of employment,and/or other appropriate and feasible corrective action. (f)ENFORCEMENT OF THE LAWS AGAINST HARASSMENT. (1)Employees or job applicants who believe they have been unlawfully harassed are also entitled to file a complaint of discrimination with the California Department of Fair Employment and Housing ("DFEH")or the federal Equal Employment Opportunity Commission ("EEOC"). (2)The DFEH will attempt to assist the parties to resolve voluntarily the dispute.If the DFEH finds evidence of illegal harassment,and settlement efforts fail, the DFEH may file a formal accusation against the employer and the alleged harasser. The accusation will lead to either a public hearing before the FEHC or a lawsuit filed on the complainant's behalf by the DFEH.If the FEHC finds that unlawful harassment occurred,it could order remedies,including fines or damages for emotional distress from each employer or harasser found to be at fault.The FEHC may also order hiring or reinstatement,back pay and benefits,promotions,changes in the policies or practices of an employer. (3)Similar procedures and remedies are available under federal law, including Title VII of the Civil Rights Act of 1964,as amended,the Americans with 43 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-253 Disabilities Act of 1990,the Age Discrimination in Employment Act of 1967,as amended,and the Rehabilitation Act of 1973,as amended. (4)Victims of unlawful harassment may be entitled to damages even though they have not been denied employment opportunities,payor benefits.If unlawful harassment occurs,the City may be liable for the conduct of its managers and supervisors and for the conduct of employees and non-employees.Harassers may be held personally liable for their misconduct.Some forms of harassment are crimes. (g)ADDITIONAL INFORMATION.For more information regarding employee and applicant rights and remedies regarding unlawful harassment,an employee or applicant may contact the DFEH or the EEOC.The location of the nearest DFEH office can be obtained by calling (916)445-9918 (voice)or (916)324-1678 (TDD).The location of the nearest EEOC office can be obtained by calling (20~)663-4895 (voice) or (202)663-4399 (TDD). (h)QUESTIONS.Questions regarding this policy should be directed to the Personnel Officer. 44 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-254 RULE XIV VIOLENCE IN THE WORKPLACE (ADOPTED 01/31/02) SECTION 1 -STATEMENT OF POLICY:The City is committed to providing a safe workplace that is free of violence or the threat of violence.In support of this commitment,the City strictly prohibits employees and non-employees,while on City premises or engaged in City-related activities,from behaving in a violent or threatening manner.Under this policy,the City also seeks to prevent workplace violence before it begins and reserves the right to address behavior that reasonably suggests a propensity toward violence,even where actual violence has not yet occurred. Retaliation against a person making a report of workplace violence or cooperating in an investigation of possible workplace violence is also prohibited. SECTION 2 -DEFINITIONS: (a)Workplace violence includes,but is not limited to the following: (1)Fighting or challenging another person to fight,including but not limited to striking,slapping,punching,spitting or physically assaulting; (2)Threats intended to place a person in fear of physical harm or that would cause a reasonable person to be placed in fear of physical harm; (3)Threatening,physically aggressive or violent behavior,such as acts of intimidation,stalking or any activity that attempts to instill fear in others; (4)Other behavior that suggests a propensity toward violence,such as belligerent speech,excessive arguing or swearing,sabotage or threats of sabotage toward City property or a demonstrated pattern of refusal to follow City policies or procedures; (5)Throwing objects with the apparent intent to harm another person or place any person in reasonable fear of harm; f6)Defacing or vandalizing City property;or (7)Except as authorized by the City Manager,bringing any weapon or firearm of any kind onto City property (including parking lots)or while conducting City business. SECTION 3 -REPORTING PROCEDURES:Any employee who witnesses or becomes aware of an instance of workplace violence,as described above,or who is a victim of workplace violence shall notify their immediate supervisor.In the event that 45 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-255 the employee's immediate supervisor is involved,the employee should notify the Assistant City Manager or the City Manager.Any supervisor receiving such a report shall immediately notify the Assistant City Manager or,if the Assistant City Manager is involved in the alleged violence,the City Manager.Instances of prohibited retaliation may be reported in a similar manner. SECTION 4 -INVESTIGATION:All complaints or allegations will be investigated promptly and thoroughly.The Assistant City Manager will be responsible for assuring that an appropriate investigation is completed,except where the Assistant City Manager is alleged to be involved,in which case the City Manager will assure that an appropriate investigation is completed.To the extent possible,the City will endeavor to maintain the confidentiality of the reporting party and the investigation. However,disclosures may be necessary to conduct the investigation,in compliance with due process rights,where legally required or to protect individual safety.The complainant and,if applicable,an accused employee will be advised of the results of the investigation. SECTION 5 -DISCIPLINE OR OTHER ACTION:If the City determines that this policy has been violated,appropriate corrective action will be taken.Corrective action may include discipline,up to and including termination.The appropriate discipline may vary depending on the particular facts and circumstances of the situation.If the violent behavior involves a non-employee,the City will take action in an effort to prevent future occurrences.Corrective action involving commissioners,committee members or volunteers may include severing their relationship to the City.Corrective action involving City Council members may include censure by the City Council.Action may be taken under this policy in addition to any available civil or criminal action. 46 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-256 RULE XV MISCELLANEOUS PROCEDURES (ADOPTED 01/31/02) SECTION 1 -TRANSFERS:Transfers are permitted,subject to written consent of the Department Heads involved and the City Manager.Such changes are authorized only from one (1)position to another in the same class or to a position in another class having the same maximum salary limit and involving the performance of similar duties and requiring substantially the same qualifications. SECTION 2 -RECLASSIFICATION:The duties of positions that have changed materially may be allocated to a more appropriate class by the City Manager.An incumbent meeting the new qualifications of the reclassified position shall move with the position. SECTION 3 -RE-EMPLOYMENT LIST:Names of persons laid off or demoted in lieu of layoff in accordance with these Rules may be carried on are-employment list(s), prepared and maintained by the Personnel Officer,for a period of six (6)months, unless extended by the City Manager at his/her sole discretion. (a)Persons who refuse re-employment shall be removed from the list. (b)Persons who are appointed to permanent positions of the same level, whether in the City or another agency,as that which was demoted or laid off shall be removed from the list. (c)Persons who fail to respond to a notice of re-employment mailed to the last known address within ten (10)working days from the date in which the notice was mailed shall be removed from the list. SECTION 4 -REINSTATEMENT:With the written approval of the City Manager, a former employee or probationary employee may be reinstated (1)to his/her former position,if vacant;or,(2)to a vacant position in the same comparable class;provided that the employee or probationary employee left the City's employ less than one (1) year prior to seeking reinstatement.The City Manager may require that a reinstated employee or probationary employee serve an initial-hire probationary period. SECTION 5 -WRITTEN NOTICE:Any written notice required to be given by the provisions of these Rules,unless herein otherwise specifically provided,may be given either by personal service or by mail.In the case of service by mail,the notice must be deposited in the United States mail,in a sealed envelope,with postage prepaid; addressed to the person on whom it is to be served;at the address in any notice given by him/her of his/her last known address,and,if there be no last known address,then 47 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-257 addressed to him/her at the City (if still associated with the City in some capacity). Service by mail shall be deemed complete at the time of the deposit in the mail. SECTION 6 -OUTSIDE EMPLOYMENT:Employees and probationary employees shall be allowed to engage in employment other than their job with the City, with the understanding that City employment is the highest priority and such employment does not interfere with the performance of assigned duties and does not constitute a conflict of interest.The employee or probationary employee must notify the City Manager in writing regarding their outside employment. SECTION 7 -MANAGEMENT PREROGATIVES:The City through the City Council possesses the sole right to operate the City and all management prerogatives remain vested with the City.In this context,except as specifically limited by express provision of these Rules,all management prerogatives,powers,authority and functions whether heretofore exercised,and regardless of the frequency or infrequency of their exercise,shall remain vested exclusively with the City.It is expressly recognized that these rights,include,but are not limited to,the right to hire,direct,assign or transfer an employee or probationary employee;the right to layoff employees or probationary employee§;the right to determine and change staffing levels and work performance standards;the right to determine the content of the workday,including without limitation,workload factors;the right to determine the quality and quantity of services to be offered to the public,and the means and methods of offering those services,the right to contract or subcontract City functions,including any work performed by employees or probationary employee§;the right to discipline employees,including the right to reprimand,suspend,reduce in pay,demote and/or terminate employees;the right to relieve employees or probationary employee§of duty,demote,dismiss or terminate employees or probationary employees for non-disciplinary purposes;the right to consolidate City functions;the right to determine City functions;the right to implement,modify and delete rules,regulations,resolutions and ordinances;the right to establish,change,combine wages or eliminate jobs,job functions and job classifications;the right to establish or change wages and compensation;the right to introduce new or improved procedures,methods,processes or to make technological changes;and the right to establish and change shifts,schedules of work,and starting and quitting times. SECTION 8 -INCENTIVE PROGRAM:From time to time,the City Manager may grant an incentive pay award to any employee or probationary employee in recognition for extraordinary work. (a)The City Manager shall determine the amount of incentive pay per employee award.However,in no case shall the incentive pay exceed five percent (5%)of an employee's base salary. (b)Employees or probationary employees shall be limited to no more than two (2)incentive pay awards in a twelve (12)month period. 48 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-258 SECTION 9 -SHARED FULL-TIME POSITIONS:From time to time,the City Manager may allow two (2)qualified employees to share the duties and responsibilities associated with one (1)existing full-time position.The employees sharing the full-time position shall have the same job title and shall be employed in the same department. The City Manager shall have the ability to discontinue a shared full-time position at any time and without any right of appeal.Participation is contingent upon the two (2) employees entering into an agreement with the City at the time of appointment,which sets forth the rules and procedures of the job sharing agreement.The agreement shall include,but is not limited to,the minimum length of the commitment to job share by the employees,the weekly schedule or regular number of hours to be worked by each employee (generally,each employee shall work twenty (20)hours per week or a combination of forty (40)hours per week,although alternative schedules may be approved by the City Manager),the minimum amount of notice required from the employee to terminate job sharing,and the procedure to be followed if the shared position is discontinued by the City Manager.The employees that share full-time positions shall be subject to these Rules,except that employment benefits shall be applied as follows: OVERTIME COMPENSATION:Shared-position employees shall not be eligible to receive overtime compensation unless they individually work more than forty (40)hours a week. The number of hours worked in any given week shall not be calculated as an aggregate of both employees'hours worked. COMPENSATORY TIME:Shared-position employees shall not be eligible to receive compensatory time in lieu of paid overtime unless they individually work more than forty (40) hours a week.The number of hours worked in any given week shall not be calculated as an aggregate of both employees'hours worked. VACATION LEAVE:Each shared-position employee is entitled to accrue paid vacation leave as a percentage of that employee's total number of hours worked each month,based on the following schedule: Length of Continuous Employment Beginning of 1st month through 2 years Beginning of 3rd year through 5 years Beginning of 6th year through 15 years Vacation Accrual Rates 3.85%of the hours worked per month 4.62%of the hours worked per month. 5.77%of the hours worked per month 49 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-259 Beginning of 16th year and more SICK LEAVE: ALL OTHER LEAVE: RETIREMENT: 4 additional hours per year for each year of service up to a maximum of 80 hours per year Each shared-position employee may accumulate a maximum of two (2)years'worth of accrued vacation leave.The maximum of two (2)years'worth of accrued vacation leave shall be calculated by taking the employee's then applicable schedule or regular number of hours,extended forward over two years. The employee's then applicable vacation rate from the above schedule shall be applied to determine the maximum vacation leave which may be accumulated. Once an employee reaches the maximum vacation leave which may be accumulated,the employee shall cease to accrue any further vacation leave until the amount accumulated falls below the maximum.In the event an employee's schedule or regular number of hours is reduced,the City Manager or his/her designee shall grant the employee a reasonable period of time,not to exceed one (1)year,to reduce the employee's accumulated vacation leave below the maximum. Each shared-position employee shall earn sick leave at the rate of five percent (5%)of the hours that the employee worked for each full calendar month of continuous employment with the City,including time served in probationary status.Unused sick leave may be accumulated to a maximum of three hundred sixty (360)hours. Each shared-position employee shall be eligible to use bereavement leave,jury duty,leave of absence without pay,pregnancy disability leave,military leave,paid holiday leave and administrative leave (if applicable),family and medical leave and other leave,as set forth in Rule VII,except that each employee shall only be entitled to use such leave in the amount of hours that the employee normally would have been scheduled to work that day or week,as applicable. The City shall pay the full employee contribution to the California Public Employees'Retirement System 50 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-260 HEALTH INSURANCE: LIFE INSURANCE: LONG TERM DISABILITY: ACCIDENTAL DEATH AND DISMEMBERMENT: MEDICARE: (CaIPERS)for each shared-position employee who is a member of CaIPERS. The City shall pay a proportional share of the medical,dental,vision insurance premiums for the shared-position employee and dependent care premium based on the number of hours that the employee worked per week,unless coverage is refused by the employee.If health coverage or dependent coverage is accepted by the employee, they shall pay the remaining balance of any insurance premiums. The City shall pay the entire premium of the employee's life insurance premium,at twice the employee's annual salary.Annual salary shall be based on the regular number of hours per week each employee is scheduled to work,as adjusted annually, according to the City's normal procedures. The City shall pay the entire premium of the employee's long term disability insurance policy. The City shall pay the entire premium of the employee's accidental death and dismemberment insurance policy. The City shall pay the federal mandatory contribution for each shared-position employee. 51 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-261 RULE XVI MEDICAL EXAMINATION PROCEDURES (ADOPTED 12/20/05) SECTION 1 -MEDICAL EXAMINATION:Any employee may be required to undergo a medical examination at a time designated by the Personnel Officer,if he/she has a reasonable belief,based on objective evidence,that a medical examination is necessary in accordance with the provisions of this Rule.As used in this Rule,the term "medical examination"means a procedure or test that seeks information about an individual's physical or mental impairments or health.A medical examination does not include tests for current use of illegal drugs,physical fitness tests,physical agility tests, psychological tests or other personality tests designed to evaluate personality traits,or polygraph examinations.Except as stated herein,nothing in this Rule is intended to govern or regulate tests that are not medical examinations. SECTION 2 -NEW HIRES OR RE-HIRES:In order to be eligible for employment or re-employment with the City,a job applicant shall be required to undergo a medical examination at a City-designated medical facility to determine whether the applicant is capable of performing the essential functions required of the position and can meet the standards established by the Personnel Officer. SECTION 3 -PROMOTION OR TRANSFER:In order to be eligible for a promotion or a transfer to a job classification in a category requiring greater physical qualifications than his/her present job classification,an employee may be required to undergo the same pre-employment medical examination as a new hire or re-hire at a City-designated medical facility to determine whether the candidate is capable of performing the essential functions required of the promotional or transfer position and can meet the standards established by the Personnel Officer. SECTION 4 -PROCEDURE: (a)All medical examinations shall be job-related and consistent with business necessity. (b)The medical examination of a job applicant will occur only after a conditional offer of employment is made and where all entering employees in the same classification are subject to the same examination. (c)The medical examination of an existing employee seeking a promotion or transfer will occur only after a conditional offer of promotion or transfer is made and where all new entering employees in the same classification are subject to the same examination. 52 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-262 (d)Pre-employment tests for illegal drugs may be administered as part of the application process,as set forth in Section 11,below. SECTION 5 -FINDINGS OF MEDICAL EXAMINATION: (a)Job Applicants.Subject to paragraph (c),if a job applicant fails to pass a medical examination following a conditional job offer,the conditional job offer shall be withdrawn. (b)Promotional or Transfer Candidates.Subject to paragraph (c),if an existing employee fails to pass a medical evaluation following a conditional offer of a promotion or transfer,the City will assign duties consistent with the medical examination,including allowing the employee to remain in his/her former position if he/she is able to perform the essential job functions.If no appropriate position is vacant,such employee shall be recommended for disability or retirement if he/she is eligible,or terminated. (c)If the job applicant or candidate for promotion or transfer is a qualified individual with a disability under the Americans with Disabilities Act ("ADA")or California Fair Employment and Housing Act ("FEHA"),the City will engage in an interactive process with the job applicant or candidate,and consider any request for reasonable accommodation by the job applicant or candidate consistent with the requirements of the ADA and/or FEHA. (1)Job Applicants.Following the results of the medical examination and the interactive process,the conditional offer of employment will be withdrawn if the City determines that the applicant cannot be reasonably accommodated and/or would pose a direct threat to his/her own safety and/or the safety of others. (2)Promotional or Transfer Candidates.Following the results of the medical examination and the interactive process,the conditional offer of the promotion or transfer shall be withdrawn if the City determines that the employee cannot be reasonably accommodated in the promotional or transfer position or would pose a direct threat to his/her own safety and/or the safety of others.If no appropriate position is vacant,such employee shall be recommended for disability or retirement if he/she is eligible,or terminated. SECTION 6 -ABSENCE DUE TO ILLNESS OR INCAPACITY: (a)Any employee who returns to work after an absence in excess of three consecutive work shifts due to illness or incapacity,or who demonstrates a pattern of absences (such as repeated absences the day before or after weekends)may be required by the Personnel Officer to provide a return to work certification from the employee's treating physician or other health care provider confirming there was a medical reason for the employee's absence,and that he/she is able to perform the essential functions of his/her position and/or does not present a direct threat to himself/herself,to his/her fellow employees and/or to members of the public,due to 53 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-263 any medical reason,before the employee will be permitted to return to work.The City reserves the right to choose the health care provider who shall provide the certification. Nothing herein shall preclude the City from requiring a fitness for duty examination under Section 70f this Rule. (b)In addition,any employee who returns to work after an absence in excess of three consecutive work shifts due to illness or incapacity,or who demonstrates a pattern of absences (such as repeated absences the day before or after weekends) may also be required by the Personnel Officer to undergo a medical examination before the employee may be permitted to return to work if the City has reasonable belief that the employee's present ability to perform essential job functions will be impaired by a physical or mental impairment or condition,or if he/she will pose a direct threat to himself/herself,to his/her fellow employees and/or to members of the public due to a physical or mental condition or impairment. (c)Any employee who fails to pass a medical examination upon his/her return from an absence in excess of three consecutive work shifts may be required to remain off duty pending receipt of a return to work certification from his/her physician or other health care provider,and/or may be transferred or demoted to an available alternative or modified position based on the employee's ability to perform essential job functions and meet the minimum qualifications of the job,recommended for disability or retirement,or terminated. SECTION 7 -FITNESS FOR DUTY:The Personnel Officer may at any time require that an employee undergo a fitness for duty examination at a City-designated facility based on specific facts and circumstances leading to the reasonable conclusion that such employee is not able to perform the essential functions of his/her position and/or that he/she may pose a direct threat to himself/herself,to his/her fellow employees and/or to members of the public.The cost of the fitness for duty examination will be borne by the City.The City may take appropriate action based upon the results of the fitness for duty examination.The City may also take disciplinary action against any employee who refuses to comply with the City's requirement that he/she undergo a fitness for duty examination. SECTION 8 -QUALIFIED PHYSICIAN:All medical examinations required under the provisions of this Rule shall be performed by a City-designated physician, psychologist,psychiatrist or other health care professional,in active practice licensed by the State of California and within the scope of his/her practice as defined by California law.In the case of out-of-state candidates for employment,the physician or other health care professional performing the medical examination may be licensed by the state in which the candidate resides. SECTION 9 -CITY FINANCIAL RESPONSIBILITY:The City shall pay for any medical examination required under the provisions of this Rule. SECTION 10 -CONFIDENTIALITY:Medical information will be kept confidential,on separate forms and in separate locked medical files,and shall be 54 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-264 reviewed only to assess whether the applicant or employee has the ability to perform the functions of the job,with or without reasonable accommodation;or whether the employee may pose a direct threat to himself/herself and/or to others;to determine whether the employee is fit for duty;to assist in providing reasonable accommodation; to provide first aid as necessary;for insurance purposes;and to comply with other provisions of federal and/or state law. SECTION 11 -PRE-EMPLOYMENT DRUG TESTING:The City is committed to providing a safe,effective and productive work force,and to comply with the Drug-Free Workplace Act of 1988. (a)All new hires and all re-hires may be required to submit to pre- employment drug testing,as part of the application process.An offer of employment will be conditioned upon the job applicant testing negative for illegal drugs. (b)The City's drug testing policy will comply with all applicable provisions of federal and state law,including but not limited to,confidentiality,privacy and testing methodology. (c)The City shall pay for any pre-employment drug testing required under this section. SECTION 12 -NONDISCRIMINATION:All medical examinations shall be undertaken in accordance with the ADA and the FEHA,with respect to job applicants and employees with disabilities.The City does not discriminate against job applicants or employees on the basis of disability. SECTION 13 -NON EXCLUSIVITY:This Rule shall not preclude the City from requiring medical examinations under circumstances otherwise permitted or authorized under federal or state law. 55 Competitive Service Employee Personnel Rules Last Amended on May 17,2011 7-265 CITY OF RANCHO PALOS VERDES MANAGEMENT EMPLOYEE PERSONNEL RULES ADOPTED: JAN UARY 31,2002 AMENDED: DECEMBER 20,2005 MAY 1,2007 7-266 TABLE OF CONTENTS RULE I EXEMPT EMPLOYEES RULE II DEFINITION OF TERMS 2 RULE III SCOPE OF APPLICATION,EXCLUSIONS AND AT-WILL EMPLOYEE STATUS 4 SECTION 1 -APPLICATION AND EXCLUSIONS 4 SECTION 2 -AT-WILL EMPLOYEE STATUS 4 RULE IV REGULAR COMPENSATIONI PERFORMANCE EVALUATIONS 5 SECTION 1 -INITIAL EMPLOYMENT 5 SECTION 2 -MERIT ADVANCEMENT WITHIN A RANGE 5 SECTION 3 -TOP OF THE RANGE 5 RULE V LEAVES SECTION 1 -VACATION LEAVE SECTION 2 -ADMINISTRATIVE LEAVE SECTION 3 -SICK LEAVE SECTION 4 -WELLNESS LEAVE SECTION 5 -BEREAVEMENT LEAVE SECTION 6 -JURY DUTY SECTION 7 -LEAVE OF ABSENCE WITHOUT PAY SECTION 8 -PREGNANCY DISABILITY LEAVE SECTION 9 -MILITARY LEAVE SECTION 10 -PAID HOLIDAY LEAVE SECTION 11 -FAMILY AND MEDICAL LEAVE Management Personnel Rules Last Amended on May 1,2007 6 6 7 8 8 9 9 9 10 12 12 13 7-267 SECTION 12 -OTHER LEAVES Page 15 RULE VI WORKERS'COMPENSATION AND UNEMPLOYMENT INSURANCE 16 SECTION 1-WORKERS'COMPENSATION AND UNEMPLOYMENT INSURANCE 16 SECTION 2 -ON-THE-JOB INJURIES 16 RULE VII EMPLOYEE EXPENSES 17 SECTION 1-MILEAGE AND PARKING EXPENSES 17 RULE VIII TERMINATION PROCEDURES 18 SECTION 1-DISCIPLINE AND TERMINATION 18 SECTION 2 -RESIGNATION 18 SECTION 3 -RETIREMENT 18 SECTION 4 -LAYOFFS 18 RULE IX NON-DISCRIMINATION POLICY 19 SECTION 1-EQUAL EMPLOYMENT OPPORTUNITY STATEMENT 19 SECTION 2 -POLICY AGAINST HARASSMENT 19 RULE X VIOLENCE IN THE WORKPLACE SECTION 1 -STATEMENT OF POLICY SECTION 2 -DEFINITIONS SECTION 3 -REPORTING PROCEDURES SECTION 4 -INVESTIGATION SECTION 5 -DISCIPLINE OR OTHER ACTION RULE XI MISCELLANEOUS PROCEDURES SECTION 1 -OUTSIDE EMPLOYMENT ii Management Personnel Rules Last Amended on May 1,2007 26 26 26 26 27 27 28 28 7-268 SECTION 2 -MANAGEMENT PREROGATIVES SECTION 3 -INCENTIVE PROGRAMS RULE XII MEDICAL EXAMINATION PROCEDURES SECTION 1 -MEDICAL EXAMINATION SECTION 2-NEW HIRES OR RE-HIRES SECTION 3 -PROMOTION OR TRANSFER SECTION 4 -PROCEDURE SECTION 5 -FINDINGS OF MEDICAL EXAMINATION SECTION 6 -ABSENCE DUE TO ILLNESS OR INCAPACITY SECTION 7 -FITNESS FOR DUTY SECTION 8 -QUALIFIED PHYSICIAN SECTION 9 -CITY FINANCIAL RESPONSIBILITY SECTION 10 -CONFIDENTIALITY SECTION 11 -PRE-EMPLOYMENT DRUG TESTING SECTION 12-NONDISCRIMINATION SECTION 13 -NONEXCLUSIVITY TABLE 1 MANAGEMENT EMPLOYEES iii Page 28 28 29 29 29 29 29 30 31 31 31 31 31 32 32 32 33 Management Personnel Rules Last Amended on May 1,2007 7-269 RULE I EXEMPT EMPLOYEES (ADOPTED 01/31/02) Management employees covered by these Rules are exempt from the overtime pay requirements of the federal Fair Labor Standards Act and,therefore,shall not be eligible for overtime compensation or compensatory time off.Nothing in these Rules shall be construed to require an action that will invalidate an employee's exempt status. The City Manager shall have the authority to waive or modify any requirement or action that would otherwise invalidate an employee's exempt status. 1 Management Personnel Rules Last Amended on May 1,2007 7-270 RULE II DEFINITION OF TERMS (ADOPTED 01/31/02,AMENDED 05/01/07) Whenever used in these Management Personnel Rules,the following terms shall have the meanings set forth below: SECTION 1 -CONTINUOUS EMPLOYMENT/SENIORITY:Total full-time spent in the employ of the City,including all days of attendance at work,and approved leaves of absence whether paid or non-paid,but shall not include unauthorized absences, time spent between employment with the City,suspensions or layoffs of more than thirty (30)days. SECTION 2 -CITY:The City of Rancho Palos Verdes. SECTION 3 -CITY MANAGER:The duly appointed City Manager of the City of Rancho Palos Verdes or his/her designee. SECTION 4 -COMPETITIVE SERVICE:The competitive service established by Section 2.46.040 of the Rancho Palos Verdes Municipal Code. SECTION 5 -DEPARTMENT HEAD:The City Clerk,Building Official,director of any department and deputy director of any department.These classifications are included in this definition solely for the purpose of inclusion in the Management Personnel Rules in accordance with Rancho Palos Verdes Municipal Code Section 2.46.050(L)and for no other purpose.Salary,benefits,and duties of management employees shall be set forth by separate resolution of the City Councilor as otherwise determined by the City Manager. SECTION 6 -EMPLOYEE:Department Heads,the Assistant City Manager and the Deputy City Manager,as defined in Municipal Code Section 2.46.040 and these Management Employee Personnel Rules,and compensated through the City payroll, who are scheduled to work at least forty (40)hours or more per week.The terms "employee,""management employee"and "manager"may be used interchangeably in these Rules. SECTION 7 -EVALUATION DATE:A date established by the City Manager,a date adjusted as required for any break in service,or a date adjusted in accordance with the merit increase schedule outlined in Rule IV (Regular Compensation/ Performance Evaluation)and annually thereafter. SECTION 8 -MANAGEMENT EMPLOYEE or MANAGER:The Deputy City Manager,Assistant City Manager,Department Heads,and any other psotion set forth in Table 1 of these Management Employee Personnel Rules or as Table 1 may be 2 Management Personnel Rules Last Amended on May 1,2007 7-271 amended by the City Council from time to time subject to these Management Employee Rules,see "employee." SECTION 9 -PERSONNEL OFFICER:The City Manager shall serve as the Personnel Officer as outlined in Municipal Code Section 2.46.030. SECTION 10 -RULES:The Management Employee Personnel Rules. SECTION 11 -TERMINATION:The cessation of employment with the City. SECTION 12 -WORK WEEK:A regular schedule of forty (40)hours in a seven day period,the scheduling of which may vary from time to time based on the workforce needs of the City as determined by the City Manager. 3 Management Personnel Rules Last Amended on May 1,2007 7-272 RULE III SCOPE OF APPLICATION,EXCLUSIONS AND AT-WILL EMPLOYMENT STATIUS (ADOPTED 01/31/02,AMENDED 05/.01/07) SECTION 1 -APPLICATION AND EXCLUSIONS: (a)The Management Personnel Rules apply to all management employees as defined in these Rules. (b)Independent contractors and volunteers are not employees of the City and are not management employees.Similarly,employees in the competitive service,probationary employees,part-time employees,temporary employees,and emergency employees are not management employees. However,Rule IX (NONDISCRIMINATION POLICY)and Rule X (VIOLENCE IN THE WORKPLACE)shall apply to independent contractors,volunteers, employees in the competitive service,probationary employees,part-time employees,temporary employees,and emergency employees,and to applicants for management positions. SECTION 2 -AT-WILL EMPLOYMENT STATUS: (a)Management employees are at-will employees who serve at the pleasure of the City Manager,and may be disciplined or terminated at any time without prior notice or cause,and without any right of appeal. (b)The imposition of discipline,the issuance of a performance evaluation or rating,or the implementation of any employment action against or with regard to any management employee (including but expressly not limited to,the granting of a promotion or demotion to another management position,the assignment or granting of any compensation rate,a reduction in pay,or any merit advancement,and/or the imposition or completion of any probationary period)shall not modify or remove the at-will status of any management employee. 4 Management Personnel Rules Last Amended on May 1,2007 7-273 RULE IV REGULAR COMPENSATION/PERFORMANCE EVALUATIONS (ADOPTED 01/31/02) Compensation shall be determined from a salary schedule of ranges established by a Resolution of the City Council.Each range spread shall be approximately 30 percent from the bottom of the range to the top of the range.During the annual budget deliberations,the City Council shall establish a pool of funds to be used by the City Manager for employee merit increases if general fund reserves are estimated to be sufficient to cover the cost associated with such a merit pool. SECTION 1 -INITIAL EMPLOYMENT:The rate of compensation for initial employment in any classification shall be determined by the City Manager at his/her sole discretion based upon the experience,education,skills and ability of the employee. SECTION 2 -MERIT ADVANCEMENT WITHIN A RANGE:The only reason for advancement within a range shall be meritorious performance in an employee's assigned duties: (a)Meritorious performance shall be determined by the overall rating on the employee's performance evaluation. (b)Merit increases shall be based on meritorious service and granted only if sufficient funding is available within the City Manager's merit pool.Granted increases shall be effective on the same day in which the employee's evaluation date falls, whether or not the performance evaluation is conducted on the evaluation date. (c)An employee may be advanced within his/her range in accordance with the merit pay program determined annually by the City Manager. (d)The City Manager shall make a final determination on all proposed merit increases based upon the overall rating on the employee's evaluation and the funds available in the City Manager's merit pool. (e)When an employee demonstrates exceptional ability and proficiency,such employee may be advanced within his/her range with the approval of the City Manager, in his/her sole discretion,within available funding,without regard to the minimum length of service provisions contained in this section.Advancements under this section shall not change the employee's regular evaluation date. SECTION 3 -TOP OF THE RANGE:In no case shall an employee's regular salary exceed the maximum of the range established by resolution of the City Council. 5 Management Personnel Rules Last Amended on May 1,2007 7-274 RULEV LEAVES (ADOPTED 01/31/02) (a)Time spent by an er:nployee on an approved paid leave shall not be construed as a break in service or employment,and rights accrued at the time the leave is granted shall be retained by the employee.Additionally,a leave of absence,with pay or without pay,granted to any employee shall not create a vacancy in the position.For the duration of any such leave of absence,the duties of the position may be performed by another employee on an acting assignment,an independent contractor or a temporary employee,provided that any person so assigned shall possess the minimum qualifications for such position. (b)Except as otherwise permitted by law,all requests for leave shall be in writing, and shall be sent to the City Manager.The request shall include the expected start and ends dates of the leave,and any medical certifications required by the provisions of this Rule.An employee shall provide as much advance notice of the need for leave as practicable.Generally,when the need for the leave is foreseeable,the employee shall try to provide at least ten (10)days'notice prior to the commencement of the leave.Failure to provide advance notice of the need for leave may be grounds for delaying the start of the leave. SECTION 1 -VACATION LEAVE: (a)Employees are entitled to accrue paid vacation leave under the following schedule: Length of Employment Beginning of 1st month through 2 years Beginning of 3rd year through 5 years Beginning of 6th year through 15 years Beginning of 16th year and more Vacation Accrual Rates 6.67 hours per month 8 hours per month 10 hours per month 8 additional hours per year for each year of service up to a maximum of 160 hours per year (b)Vacation leave may be accumulated to a maximum of two year's worth of accrued vacation leave.Once an employee reaches the maximum vacation leave, which may be accumulated,the employee shall cease to accrue any further vacation leave until the amount accumulated falls below the maximum. 6 Management Personnel Rules Last Amended on May 1,2007 7-275 (c)The scheduling of vacation leave must be approved in advance by the City Manager.Employees shall submit a written request to schedule vacation leave to the City Manager within a reasonable amount of time prior to the desired date and may be granted in accordance with the work force needs of the City. (d)Employees will have the option to be paid for up to 50%of accrued vacation leave allowed by these Rules with the approval of the City Manager,according to procedures and deadlines established by the City Manager. (e)Employees will have the option to be paid for vacation leave that exceeds the maximum allowed by these Rules if a requested vacation leave is received and denied by the City Manager due to the work force needs of the City,not less than thirty (30) days prior to exceeding the maximum accrual. (f)Employees shall not be granted,and accordingly are not entitled to take vacation leave in advance of its accrual. (g)Upon termination from employment,employees shall be paid for accumulated vacation leave up to a maximum amount that may be accumulated by these Rules. (h)Vacation leave may be used for medical appointments,pregnancy disability leave and leave pursuant to the federal and California family and medical leave statutes. SECTION 2 -ADMINISTRATIVE LEAVE:In addition to an employee's earned vacation leave,each employee covered by these Rules may be granted up to sixty-two (62)hours of administrative leave off per fiscal year at the sole discretion of the City Manager. (a)The scheduling of administrative leave must be approved in advance by the City Manager.Employees shall submit a written request to schedule administrative leave to the City Manager within a reasonable amount of time prior to the desired leave.In the exercise of the City Manager's discretion,he/she shall consider the work force needs of the City. (b)Administrative leave may not be accumulated to the next fiscal year. (c)Upon termination from employment,employees shall not be granted and accordingly are not entitled to be paid for administrative leave. (d)Administrative leave may be used for medical appointments,pregnancy disability leave and leaves provided pursuant to the federal and California family and medical leave statutes. 7 Management Personnel Rules Last Amended on May 1,2007 7-276 SECTION 3 -SICK LEAVE: (a)Employees earn paid sick leave at the rate of eight (8)hours for each full calendar month of continuous employment with the City. (b)Unused sick leave may be accumulated to a maximum of seven hundred and twenty (720)hours. (c)In order to receive paid sick leave,an employee must notify the City Manager at the earliest possible time,generally before 8:30 a.m.on the day that the leave will be used.Such notice shall provide the fact and the reason for the leave.Failure to provide reasonable notice will be cause for denial of sick leave with pay for the period of the absence.The City Manager may require written verification of the cause of absence. (d)Employees shall not be granted,and accordingly are not entitled to take paid sick leave in advance of its accrual. (e)Employees who use more than forty (40)consecutive sick hours shall be required to furnish a physician's certificate stating that the employee is able to safely return to work.The City reserves the right to choose the physician who shall provide the certification. (d)Sick leave may be used for medical appointments,pregnancy disability leave, leaves provided pursuant to the federal and California family and medical leave statutes and to care for an employee's spouse,child(ren),parent(s)or spouse's child(ren)or parent(s)due to illness. (e)Upon termination or dismissal from employment,employees shall not be granted,and accordingly are not entitled to be paid for accumulated sick leave. (f)This section shall be interpreted and applied in a manner consistent with applicable federal and California law. SECTION 4 -WELLNESS LEAVE:Employees are eligible to earn four and a half (4 %)hours of paid wellness leave for ten (10)consecutive weeks of perfect attendance without using any sick leave time. (a)Prospectively,the ten (10)week period shall be calculated from June 2,1991. (b)A maximum of nine hours of wellness leave may be accumulated. (c)Upon termination or dismissal from employment,employees shall not be granted,and accordingly are not entitled to be paid for wellness leave. 8 Management Personnel Rules Last Amended on May 1,2007 7-277 (d)Well ness leave may be used for pregnancy disability leave and leaves provided under the federal and California family and medical leave statutes. SECTION 5 -BEREAVEMENT LEAVE:Paid bereavement leave shall not be considered accrued leave which an employee may use at his/her discretion,but is granted by reason of the death of a member of the employee's immediate family, consisting of an employee's spouse and employee's or their spouse's child,parent, sibling,stepparent,stepchild and grandparent.An employee may take a maximum of three (3)working days of bereavement leave each time a death occurs within an employee's immediate family.In order to receive paid bereavement leave,the employee must notify the City Manager at the earliest possible time,generally before 8:30 a.m.on the day that the leave is first requested.In the event the employee must travel out of state in connection with the bereavement,the employee shall be allowed two (2)additional working days of bereavement leave for each incident. SECTION 6 -JURY DUTY: (a)Employees called for jury duty shall give the City Manager reasonable advance written notice of the obligation to serve. (b)Employees will be paid their regular wages,less jury duty pay (other than mileage or subsistence allowances)or may elect to forfeit the jury duty warrant to the City and receive full City wages. (c)Written evidence of jury duty attendance shall be presented to the Personnel Officer. (d)Employees shall continue to report to work on those days when excused from jury duty,and on which the employee can work at least four (4)hours during his/her regular workday. SECTION 7 -LEAVE OF ABSENCE WITHOUT PAY:The City Manager may grant an employee leave of absence without pay for a period not to exceed four (4) months in accordance with the work force needs of the City.Additionally,the City Manager may apply such conditions as he/she deems warranted in the best interest of the City.No such leave shall be granted except upon written request of the employee. Leave under this section shall only be granted to an employee under circumstances where the employee is not otherwise eligible for pregnancy disability leave or family and medical leave as provided under applicable law and Sections 8 (Pregnancy Disability Leave)and 11 (Family and Medical Leave),respectively of this Rule. Approval shall be in writing and a copy filed with the Personnel Officer. (a)A leave of absence without pay shall not be construed as a break in service or employment,however,paid leave benefits,increases in salary,and other similar benefits shall not accrue to a person granted such leave during the period of absence. 9 Management Personnel Rules Last Amended on May 1,2007 7-278 (b)Use of a leave of absence without pay for a purpose other than that requested, may be cause for forfeiture of reinstatement rights.Failure on the part of an employee on such a leave to report to work promptly at its expiration may be cause for discharge. (c)An employee reinstated after a leave of absence without pay shall receive that same step in the salary range that he/she received when the leave of absence began. Time spent on such leave without pay shall not count towards service for increases within the salary range,and the employee's or probationary employee's evaluation date shall be set forward one (1)month for each thirty (30)consecutive calendar days taken. (d)The City shall maintain group health insurance coverage for an employee (including dependent coverage)while the employee is taking a medical leave of absence under this section at the level and under the conditions coverage would have been provided by the City if the employee had not taken such leave.In the event an employee does not return to work following the leave,the City reserves the right to recover the premiums or other sums the City paid for group health insurance coverage during the period of the leave. (e)The employee is responsible to pay the entire cost of all applicable health and life insurance premiums and other insurance premiums (such as long term disability and accidental death and dismemberment)during a non-medical leave of absence without pay that exceeds thirty (30)calendar days.In addition,in advance of taking the leave,the employee must make written arrangements with the finance department to pay for the costs of such coverage.Premiums shall be paid within the time specified by the City or as otherwise required by the applicable insurance or benefit program. (f)If the leave of absence without pay was for medical reasons,prior to resuming regular duties,an employee shall furnish the Personnel Officer with a physician's certificate stating that the employee is able to return to work. SECTION 8 -PREGNANCY DISABILITY LEAVE: (a)An employee who is temporarily disabled and unable to work due to pregnancy,childbirth and related medical conditions may take a leave of absence without pay for up to four (4)months.Leave taken under the pregnancy disability policy runs concurrently with family and medical leave under the federal law,but not family and medical leave under California law.Pregnancy Disability Leave may also be taken for pre-natal care. (b)All requests for pregnancy disability leave shall be in writing,and shall be sent to the City Manager.The request shall include the expected start and end dates of the leave,and the medical certificate required by this section. 10 Management Personnel Rules Last Amended on May 1,2007 7-279 (c)An employee shall provide as much advance notice of the need for pregnancy disability leave as practicable.Generally,the employee shall provide at least thirty (30) days'advance notice. (d)An employee requesting a pregnancy disability leave shall provide the City Manager with a certificate from a health care provider on an form supplied by the City that the employee is disabled by pregnancy,childbirth or related medical condition. Failure to provide the required certification in a timely manner (within fifteen (15) days of the leave request)may result in denial of the leave request until such certification is provided.Recertification is required if leave is sought after expiration of the time estimated by the health care provider.Failure to submit a required recertification can result in termination of the leave. (e)Prior to returning to work,an employee who took pregnancy disability leave must provide the City Manager with a certificate from a health care provider that the employee's disability has ceased and the person is able to return to work. (f)A pregnancy disability leave of absence shall not be construed as a break in service or employment. (g)Use of pregnancy disability leave for a purpose other than that for which it was granted shall be cause for discharge and forfeiture of reinstatement rights.To the extent permitted by law,failure on the part of the employee on pregnancy disability leave to report to work promptly at its expiration shall be cause for discharge. (h)Except as otherwise provided by law,upon timely return from pregnancy disability leave,the employee shall be reinstated to her original job.If the employee cannot returned to her original job,she shall be returned to a substantially similar job, unless either there is no substantially similar job position available ot filling the substantially similar position would substantially undermine the City's ability to operate safely and efficiently. (i)An employee reinstated to her original job position after a pregnancy disability leave of absence shall receive the same salary that she received when the leave of absence began.If the time spent on such leave was without pay,the time shall not count toward service for increases within the salary range or paid leave benefits,and the employee's or probationary employee's evaluation date shall be set forward one (1) month for each thirty (30)consecutive calendar days taken. U)The City shall maintain group health insurance coverage for an employee (including dependent coverage)while the employee is taking pregnancy disability leave at the level and under the conditions coverage would have been provided by the City if the employee had not taken the leave.In the event an employee does not return to work following a pregnancy disability leave,the City reserves the right to recover the premiums or other sums the City paid for group health insurance coverage during the period of the Pregnancy Disability Leave. 11 Management Personnel Rules Last Amended on May 1,2007 7-280 (k)This section shall be interpreted and applied in a manner consistent with applicable federal and California law. SECTION 9 -MILITARY LEAVE:Military leave shall be granted in accordance with applicable federal and California law. SECTION 10 -PAID HOLIDAY LEAVE: (a)Subject to the restrictions described below,employees shall receive paid leave at his/her straight hourly rate for the following designated City holidays: (1)The last Monday in May; (2)July 4; (3)The first Monday in September (4)The fourth Thursday in November (5)The day after the fourth Thursday in November (6)The period between and including December 24 and January 1 (Saturdays and Sundays and other non-work days excepted);and (7)One day as a floating holiday which shall be designated yearly by the City Manager. (b)If July 4th falls upon a Saturday,the Friday before is the observed holiday,and if the date falls upon a Sunday,the Monday following is the observed holiday. (c)In order to be eligible for holiday pay,an employee must work the last scheduled workday before and the first scheduled workday after the holiday unless the employee is taking approved paid leave.The City Manager shall waive this requirement when necessary to maintain an employee's exempt status. (e)If a holiday falls during an employee's approved vacation leave period,the employee shall be paid for the holiday and shall not be charged with a vacation day for the day the holiday is observed. (f)If a holiday falls during an employee's approved sick leave period,the employee will be paid for the holiday and will not be charged with a sick day for the day the holiday is observed. (g)Employees on non-paid leave of absence for any reason are ineligible for holiday benefits for holidays that are observed during the period they are on a non-paid leave of absence. (h)Upon termination or dismissal from employment,employees shall not be granted,and accordingly are not entitled to be paid for an unused floating holiday. 12 Management Personnel Rules Last Amended on May 1,2007 7-281 SECTION 11 -FAMILY AND MEDICAL LEAVE: (a)All employees who have worked for the City at least twelve (12) months and a minimum of one thousand two hundred and fifty (1,250)hours during the twelve (12) months prior to a request for leave are eligible for an unpaid leave of absence for the following reasons: (1)The birth of a child of the employee and to care for the child. (2)The placement of a child with the employee through adoption or a foster care program. (3)To care for the employee's spouse,child or parent if the spouse,child or parent,or the spouse's child or parent has a serious health condition. (4)The serious health condition of the employee that makes the employee unable to perform the functions of his or her position. (b)A "serious health condition"is an illness,injury,impairment or physical or mental condition that involves either: (1)Inpatient care in a hospital,hospice,or residential medical care facility;or (2)Continuing treatment or continuing supervision by a health care provider. (c)Each eligible employee shall be entitled to take an unpaid leave of up to twelve (12)workweeks during any rolling twelve (12)month period for the purposes listed above.An employee disabled by pregnancy shall be entitled to take unpaid leave,in addition to medical and family leave,of up to four months when the employee is disabled by pregnancy,childbirth or related medical conditions.Under certain circumstances as allowed by applicable law,an employee may take family and medical leave intermittently (taking leave in blocks of time or reducing the employee's weekly or daily work schedule). (d)Entitlement to family leave for the birth of a child or the placement of a child with the employee through adoption or a foster care program shall expire twelve (12) months after the birth or placement of the child with the employee. (e)An employee married to another employee at the City is entitled to an aggregate amount of family and medical leave that does not exceed twelve (12)work weeks when added to the family and medical leave taken by the employee's spouse for the purpose of the birth or placement of a child with the employees. 13 Management Personnel Rules Last Amended on May 1,2007 7-282 (f)A family or medical leave shall be unpaid,except that an employee may use any accumulated vacation leave,sick leave,compensatory time,administrative leave and wellness leave during the leave provided for in this Section. (g)The City shall maintain group health insurance coverage for an employee (including dependent coverage)while taking family and medical leave at the level and under the conditions coverage would have been provided by the City if the employee had not taken the leave.In the event an employee does not return to work following a family and medical leave,the City reserves the right to recover the premiums or other sums the City paid for group health insurance coverage during the period of the employee's leave,to the extent permitted by applicable law. (h)Except as otherwise permitted by law,all requests for leave shall be in writing, and shall be sent to the City Manager.The request shall include the expected start and end dates of the leave,and the medical certification set forth in subsections U)or (k)herein.An employee shall provide as much advance notice of the need for leave as practicable.Generally,when the need for leave is foreseeable,the employee shall provide not less than ten (10)days'notice prior to the commencement of the leave. Failure to provide advance notice of the need for leave may be grounds for delaying the start of the leave. (i)Where the employee takes leave for planned medical treatment of a spouse, child or parent,or of a spouse's child or parent,or of the employee,the employee shall consult with the City Manager and make a reasonable effort to schedule the leave so as not to unduly disrupt the operation of the City. U)An employee requesting leave under this section because of a serious health condition shall provide medical certification from the appropriate health care provider on a form supplied by the City.Failure to provide the required certificate in a timely manner (within fifteen (15)days of the leave request)may result in denial of the leave request until such certification is provided.Recertification is required if leave is sought after expiration of the time estimated by the health care provider.Failure to submit a required recertification can result in termination of the leave.The certification shall contain,at a minimum,the following information: (1)The date on which the serious health condition began; (2)The probable duration of the serious health condition; (3)An estimate of the amount of time that the health care provider believes the employee needs to care for the individual requiring the care; (4)A statement that the serious health condition warrants the participation of a family member to provide care during the period of the treatment or supervision of the individual requiring care;and 14 Management Personnel Rules Last Amended on May 1,2007 7-283 (k)For requests involving the employee's own serious health condition except those involving pregnancy disability,the City,at its expense,may request a second opinion by a health care provider of the City's choice.If the second opinion differs from the first one,the City will pay for a third,mutually agreeable,health care provider to provide a final and binding opinion.The certification shall contain at a minimum,the following information: (1)The date on which the serious health condition began; (2)The probable duration of the serious health condition; (3)A statement by the health care provider that,due to the serious health condition,the employee is unable to perform the functions of his or her position with the City,and; (4)To the extent provided by applicable law,appropriate medical facts within the knowledge of the health care provider regarding the condition that are related to the employee's ability to perform his/her job duties. (I)During the leave,the City may require periodic recertification by a health care provider and other periodic reports. (m)Except as otherwise provided by law,upon return from family and medical leave,the employee shall be reinstated to the same or an equivalent position held when the leave commenced.If the employee is not returned to their original job, he/she shall be returned to a substantially similar job,unless either there is no substantially similar job position available or filling the substantially similar position would substantially undermine the City's ability to operate safely and efficiently. (n)Prior to returning to work,an employee who took a medical leave for his/her own serious medical condition must provide the City Manager with a certification from a health care provider that the employee is able to resume work. (0)This section shall be interpreted and applied in a manner consistent with applicable federal and California law. SECTION 12 -OTHER LEAVES:The City Manager shall grant such other leaves as are required by law.Except as otherwise provided by law or by circumstances beyond the employee's control,employees shall request such leave and obtain approval in advance.All such leaves shall be unpaid,unless other required by law or these Rules,but employees may use otherwise applicable paid-leave benefits to remain in paid status. 15 Management Personnel Rules Last Amended on May 1,2007 7-284 RULE VI WORKER'S COMPENSATION AND UNEMPLOYMENT INSURANCE (ADOPTED 01/31/02,AMENDED 12/20/05) SECTION 1 -WORKER'S COMPENSATION AND UNEMPLOYMENT INSURANCE:The City provides Worker's Compensation and Unemployment Insurance to all employees in accordance with California law.The City provides worker's compensation coverage for any person who performs volunteer service without pay for the City (Resolution No.79-87). SECTION 2 -ON-THE-JOB INJURIES:All injuries suffered during working hours must be reported,in writing,immediately to the City Manager.Unless there is an emergency,a City referral form must be obtained from the Personnel Officer before visiting a doctor.Upon returning to work from all on-the-job injuries,employees must have an approved return to work certificate signed by the attending doctor. 16 Management Personnel Rules Last Amended on May 1,2007 7-285 RULE VII EMPLOYEE EXPENSES (ADOPTED 01/31/02) SECTION 1 -MILEAGE AND PARKING EXPENSES:An employee who receives a monthly car allowance established annually by a Resolution of the City Council may not receive reimbursement for mileage expenses related to local meetings and site visits.In the event that no monthly car allowance is provided,an employee who is required to use his/her private automobile for City assignments shall be reimbursed for mileage at the current standard mileage rate set by the Internal Revenue Service.An employee shall be reimbursed for actual parking expenses incurred while on City assignments. (a)All claims for mileage and parking reimbursement shall first be approved in writing by the City Manager and shall be filed on forms and in accordance with the procedures established by the City Manager. (b)Employees using their private automobile for City business shall supply the Personnel Officer with a Certificate of Insurance stating that their private automobile is covered by public liability and property damage insurance of not less than the amount required in the procedures established_by the City Manager. (c)Reimbursement for all other travel expenses shall conform to requirements of the Travel and Meetings Policy adopted by the City Council. 17 Management Personnel Rules Last Amended on May 1,2007 7-286 RULE VIII DISCIPLINE AND TERMINATION PROCEDURES (ADOPTED 01/31/02,AMENDED 05/01/07) SECTION 1 -DISCIPLINE AND TERMINATION: (a)In accordance with the at-will status of management employees, management employees may be disciplined or terminated at any time without prior notice or cause,and without any right of appeal. (b)From time to time,the City Manager may determine that imposition of discipline against a management employee may be appropriate.Discipline may be based on any cause as determined by the City Manager.The imposition of any form of discipline by the City Manager shall not modify or remove the at-will status of any management employee.The provisions of Rule XII,DISCIPLINE PROCEDURES,of the Competitive Service Employee Personnel Rules,shall not apply to any management employee. (c)The decision of the City Manager to discipline or terminate a management employee shall be final. SECTION 2 -RESIGNATION: (a)In order to resign in good standing,an employee shall inform the City Manager,in writing,of the effective date of the resignation at least ten (10)working days in advance.This time may be waived,in writing,by the City Manager.Failure to give notice as required by this Rule shall be cause for the City to deny future employment. (b)An employee who is absent from work voluntarily or involuntarily for more than nine (9)hours without written authorization and who does not present a written explanation acceptable to the City Manager as to the cause of the employee's absence,shall be considered as having voluntarily resigned from the City employment as of the last day worked. SECTION 3 -RETIREMENT:The City shall pay the full employee's contribution to the California Public Employees Retirement System (CaIPERS). SECTION 4 -LAYOFFS:In the event a determination is made to layoff any management employee,layoff shall be determined by the City Manager in hislher discretion." 18 Management Personnel Rules Last Amended on May 1,2007 7-287 RULE IX NON-DISCRIMINATION POLICY (ADOPTED 01/31/02) SECTION 1 -EQUAL EMPLOYMENT OPPORTUNITY STATEMENT:The City is committed to a policy of equal employment opportunity.Consistent with this commitment and California and federal law,the City does not discriminate against employees or applicants because of race,color,religion,sex,sexual orientation, pregnancy,national origin,ancestry,age (40 and over),marital status,disability, alienage,citizenship status or medical condition (cancer-related),or any other basis prohibited by applicable federal and California law.Equal employment opportunity will be extended to all persons in all aspects of the employer-employee relationship, including hiring,training,promotion,transfer,discipline,layoff,recall discharge and termination. SECTION 2 -POLICY AGAINST HARASSMENT: (a)STATEMENT OF POLICY. Harassment in the workplace on the basis of race,color,religion,sex,sexual orientation,pregnancy,national origin,ancestry,age (40 and over),marital status, disability,alienage,citizenship status or medical condition (cancer-related),or any other basis prohibited by applicable federal and California law~and the policy of the City of Rancho Palos Verdes ("City")is prohibited.The City is committed to creating and maintaining a workplace free from unlawful harassment.That commitment includes taking all reasonable steps to prevent unlawful workplace harassment. (1)The protections afforded by this Policy apply to applicants for employment and employees.If harassment prohibited by this Policy occurs,the City shall take appropriate corrective action against the harasser,and seek to remedy the effects of the harassment on the employee or applicant for employment.If the harasser is a non-employee,for example,an appointed commissioner or committee member,or a volunteer or vendor,such corrective action may include termination of the City's relationship with the non-employee.If the harasser is a City Council member,corrective action may include,but is not limited to,public censure of the City Council member by the City Council. (b)SEXUAL HARASSMENT. (1)Sexual harassment is unlawful harassment on the basis of sex, including gender harassment and harassment based on pregnancy,childbirth,or related medical conditions. 19 Management Personnel Rules Last Amended on May 1,2007 7-288 (2)The California Fair Employment and Housing Commission ("FEHC") regulations define sexual harassment as unwanted sexual advances,or unwelcome visual,verbal or physical conduct of a sexual nature.Under federal law,sexual harassment includes "quid pro quo"sexual harassment,which is defined as unwelcome sexual advances,requests for sexual favors,or other verbal or physical conduct of a sexual nature when submission to sexual advances or behavior is made either explicitly or implicitly a term or condition of an individual's employment,when submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual.Sexual harassment also includes sexual harassment based on a hostile work environment when such conduct has the purpose or effect of unreasonably interfering with an individual's work performance,or creating an intimidating,hostile or offensive working environment. (3)Sexual harassment may be committed by a member of the opposite or the same sex.Employees may be the victims of sexual harassment even if the sexual harassment is directed at others but occurs in the employee's presence or has an indirect impact on the employee's terms and conditions of employment. (c)TYPES OF HARASSMENT. (1)The following statuses are referred to in this Policy as "protected status":race,color,religion,sex,sexual orientation,pregnancy,national origin, ancestry,age (40 and over),marital status,disability,alienage,citizenship status or medical condition (cancer-related),or any other basis prohibited by applicable federal and California law. (2)Unlawful harassment also consists of verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her protected status,or the proposed status or his/her relatives,friends,or associates,and that: (i)Has the purpose or effect of creating an intimidating,hostile,or offensive work environment; (ii)Has the purpose or effect of unreasonably interfering with an individual's work performance;or, (iii)Otherwise adversely affects an individual's employment opportunities. (3)Unlawful harassment may be charged even if the complainant is not the specific intended target of the conduct. (4)The following is a partial list of the types of conduct that may constitute unlawful harassment: 20 Management Personnel Rules Last Amended on May 1,2007 7-289 (i)Verbal Harassment.This form of harassment includes,but is not limited to,epithets,jokes,derogatory comments,negative stereotyping,slurs or other verbal conduct that denigrates or shows hostility or aversion toward an employee or applicant based on his/her protected status,or the protected status or his/her relatives,friends,or associates. (ii)Physical Harassment.This form of harassment includes,but is not limited to,assault,unwelcome touching,impeding or blocking movement, threatening acts,intimidating acts,hostile acts or other physical conduct that denigrates or shows hostility or aversion toward an employee or applicant based on his/her protected status or the protected status of his/her relatives,friends,or associates. (iii)Visual Harassment.This form of harassment includes,but is not limited to,displaying pictures,posters,cartoons,drawings,or other written or graphic materials that denigrates,shows hostility or aversion or are derogatory toward an employee or applicant based on his/her protected status or the protected status of his/her relatives,friends,or associates. (iv)Sexual Harassment.In addition to items (i)through (iii)above, this form of harassment includes,but is not limited to: (a)Unwelcome verbal or written sexual advances or propositions; (b)Offering or denying employment benefits or privileges in exchange for granting or withholding sexual favors; (c)Making or threatening reprisals after the rejection of sexual advances; (d)Leering or making gestures of a sexual nature,and displaying sexually suggestive objects,pictures,cartoons or posters; (e)Unwelcome sexually-related or derogatory comments, epithets,slurs or jokes; (f)Verbal abuse of a sexual nature,oral or written comments about an individual's body,sexually degrading words used to describe an individual,sexually suggestive or obscene letters,notes,or invitations; (g)Unwelcome touching,assaulting,impeding or blocking movements;and (h)Gender harassment and harassment based on pregnancy,childbirth,or related medical conditions. 21 Management Personnel Rules Last Amended on May 1,2007 7-290 (d)COMPLAINT RESOLUTION PROCEDURE. (1)Complaints of harassment or retaliation may be made orally or in writing.As used in this procedure,reference to complaints of harassment includes complaints of prohibited retaliation.Anonymous complaints will be taken seriously and investigated.However,the ability to investigate or extent of the investigation may be limited by the inability to follow-up with the complaining party.Making a complaint is not limited to the person who was the target of the harassment or retaliation. (2)The City will promptly,thoroughly and objectively investigate charges of unlawful harassment.The Assistant City Manager,or the City Manager,if the Assistant City Manager is the alleged harasser,shall investigate and attempt to resolve all harassment complaints.The Assistant City Manager or the City Manager may assign responsibility to investigate harassment charges to another competent person. The City shall advise the complaining individual of his/her rights and responsibilities under the City's harassment complaint resolution procedure and his/her right to redress unlawful harassment.Complaints and investigations shall be handled with due regard for the rights of the complainant and the alleged harasser.Information about the investigation and complaint shall only be released to individuals on a need-to-know basis,or as required by law. (3)An employee who witnesses harassment prohibited by this Policy has a duty to report it to the employee's immediate supervisor,Department Head,the Assistant City Manager,or the City Manager,if the Assistant City Manager is the alleged harasser. (4)An immediate supervisor or Department Head receiving a complaint of harassment shall immediately report it to the Assistant City Manager,or the City Manager if the Assistant City Manager is the alleged harasser. (5)Procedure for Complaints involving City Council Members, Commissions,Committee Members,Other Officials or the City Manager (a)In place of the other reporting options,complaints involving City Council members,commissions,committee members or other officials should be made directly to the City Manager.If the complainant believes the City Manager is also involved in the harassment,the complaint should be made to the City Attorney.If reported to the City Manager,the City Manager shall consult with the City Attorney. For complaints involving City Council members,commissioners,committee members and other officials,the City Manager or City Attorney is hereby authorized to investigate the complaint consistent with this Rule and to retain an outside investigator without need for further authorization from the City Council.If the investigation determines a violation of this Rule occurred,the City Manager shall consult with the City Attorney and the City Manager or City Attorney,as applicable,shall advise the City Council of the results of the investigation. 22 Management Personnel Rules Last Amended on May 1,2007 7-291 (b)In place of the other reporting options,complaints involving the City Manager should be reported to the City Attorney.The City Attorney is authorized to investigate the complaint consistent with this Rule and to retain an outside investigator without need for further authorization from the City Council.If the investigation determines a violation of this Rule occurred,the City Attorney shall advise the City Council of the results of the investigation. (6)Informal Procedure.An applicant or employee who believes he/she has been illegally harassed should promptly inform the harasser that such conduct is inappropriate,offensive and unwelcome,and that the harasser should immediately cease such conduct.If the harassment does not stop immediately or the employee does not wish to discuss the matter directly with the harasser,the employee should promptly discuss the matter with his/her supervisor,Department Head, the Assistant City Manager,or if the alleged harasser is the Assistant City Manager,the City Manager.The employee has the discretion to direct the complaint to any of the positions listed above.Applicants shall file harassment complaints with the Assistant City Manager,or the City Manager,if the Assistant City Manager is the alleged harasser. (7)Formal Procedure. (i)If the informal resolution procedure does not resolve the complaint to the satisfaction of the complaining employee or applicant,the employee or applicant may file a formal complaint by providing a written and signed statement to the Assistant City Manager,or,if the Assistant City Manager is the alleged harasser,to the City Manager.A formal complaint should be filed within ten (10)working days of the event(s)giving rise to the complaint.If a complaint is filed after ten (10)working days, the City shall have the sole discretion to decide the extent of the investigation of the complaint.The City wants complaints to be filed promptly to ensure the investigation takes place while memories and evidence are still fresh and witnesses are available, and to enable the City to take prompt remedial action,when warranted.The complaint shall include the date(s),time(s),and place(s)of incident(s)of harassment,a description of the circumstance(s),the name(s)of the person(s)involved and witnesses,if any,and any desired remedy. (ii)The City Manager,the Assistant City Manager or a person assigned by the City Manager or the Assistant City Manager,shall investigate complaints or harassment by taking the following steps: (a)Review the written complaint; (b)Interview the complainant,the alleged harasser and any others who may have relevant evidence; (c)Review pertinent documents or records; 23 Management Personnel Rules Last Amended on May 1,2007 7-292 (d)Prepare a written report regarding the findings and conclusions reached.The complainant and the alleged harasser shall be notified as to the results of the investigation;and, (iii)Discipline taken against a harasser shall be determined by the nature,severity and/or frequency of the offense(s),the work record of the harasser,the likelihood of the misconduct being repeated,and any other relevant factors and evidence.The complainant shall be consulted in connection with the corrective action to be taken against the harasser and the appropriate action to remedy the effects of the harassment on the complainant.The complainant and the harasser shall be notified of the action(s)taken by the City. (iv)Discipline imposed by the City and any appeal taken therefrom by the employee shall be in accordance with the City's applicable Personnel Rules. (e)PROTECTION AGAINST RETALIATION. Employees and applicants have the right to oppose harassment prohibited by this Policy and applicable law,to file a complaint of and to report unlawful harassment,and to cooperate in a harassment investigation free from retaliation.It is City policy to prohibit retaliation against anyone for opposing harassment prohibited by this Policy and applicable law,reporting unlawful harassment in any form,assisting in making a harassment complaint or cooperating in a harassment investigation.Persons engaged in acts of retaliation shall be subject to appropriate disciplinary action,inclUding termination of employment,and/or other appropriate and feasible corrective action. (f)ENFORCEMENT OF THE LAWS AGAINST HARASSMENT. (1)Employees or job applicants who believe they have been unlawfully harassed are also entitled to file a complaint of discrimination with the California Department of Fair Employment and Housing ("DFEH")or the federal Equal Employment Opportunity Commission ("EEOC"). (2)The DFEH will attempt to assist the parties to resolve voluntarily the dispute.If the DFEH finds evidence of illegal harassment,and settlement efforts fail, the DFEH may file a formal accusation against the employer and the alleged harasser. The accusation will lead to either a public hearing before the FEHC or a lawsuit filed on the complainant's behalf by the DFEH.If the FEHC finds that unlawful harassment occurred,it could order remedies,including fines or damages for emotional distress from each employer or harasser found to be at fault.The FEHC may also order hiring or reinstatement,back pay and benefits,promotions,changes in the policies or practices of an employer. (3)Similar procedures and remedies are available under federal law, including Title VII of the Civil Rights Act of 1964,as amended,the Americans with 24 Management Personnel Rules Last Amended on May 1,2007 7-293 Disabilities Act of 1990,the Age Discrimination in Employment Act of 1967,as amended,and the Rehabilitation Act of 1973,as amended. (4)Victims of unlawful harassment may be entitled to damages even though they have not been denied employment opportunities,payor benefits.If unlawful harassment occurs,the City may be liable for the conduct of its managers and supervisors and for the conduct of employees and non-employees.Harassers may be held personally liable for their misconduct.Some forms of harassment are crimes. (g)ADDITIONAL INFORMATION.For more information regarding employee and applicant rights and remedies regarding unlawful harassment,an employee or applicant may contact the DFEH or the EEOC.The location of the nearest DFEH office can be obtained by calling (916)445-9918 (voice)or (916)324-1678 (TDD).The location of the nearest EEOC office can be obtained by calling (202)663-4895 (voice) or (202)663-4399 (TDD). (h)QUESTIONS.Questions regarding this policy should be directed to the Personnel Officer. 25 Management Personnel Rules Last Amended on May 1,2007 7-294 RULE X VIOLENCE IN THE WORKPLACE (ADOPTED 01/31/02) SECTION 1 -STATEMENT OF POLICY:The City is committed to providing a safe workplace that is free of violence or the threat of violence.In support of this commitment,the City strictly prohibits employees and non-employees,while on City premises or engaged in City-related activities,from behaving in a violent or threatening manner.Under this policy,the City also seeks to prevent workplace violence before it begins and reserves the right to address behavior that reasonably suggests a propensity toward violence,even where actual violence has not yet occurred. Retaliation against a person making a report of workplace violence or cooperating in an investigation of possible workplace violence is also prohibited. SECTION 2 -DEFINITIONS: (a)Workplace violence includes,but is not limited to the following: (1)Fighting or challenging another person to fight,including but not limited to striking,slapping,punching,spitting or physically assaulting; (2)Threats intended to place a person in fear of physical harm or that would cause a reasonable person to be placed in fear of physical harm; (3)Threatening,physically aggressive or violent behavior,such as acts of intimidation,stalking or any activity that attempts to instill fear in others; (4)Other behavior that suggests a propensity toward violence,such as belligerent speech,excessive arguing or swearing,sabotage or threats of sabotage toward City property or a demonstrated pattern of refusal to follow City policies or procedures; (5)Throwing objects with the apparent intent to harm another person or place any person in reasonable fear of harm; (6)Defacing or vandalizing City property;or (7)Except as authorized by the City Manager,bringing any weapon or firearm of any kind onto City property (including parking lots)or while conducting City business. SECTION 3 -REPORTING PROCEDURES:Any employee who witnesses or becomes aware of an instance of workplace violence,as described above,or who is a victim of workplace violence shall notify their immediate supervisor.In the event that 26 Management Personnel Rules Last Amended on May 1J 2007 7-295 the employee's immediate supervisor is involved,the employee should notify the Assistant City Manager or the City Manager.Any supervisor receiving such a report shall immediately notify the Assistant City Manager or,if the Assistant City Manager is involved in the alleged violence,the City Manager.Instances of prohibited retaliation may be reported in a similar manner. SECTION 4 -INVESTIGATION:All complaints or allegations will be investigated promptly and thoroughly.The Assistant City Manager will be responsible for assuring that an appropriate investigation is completed,except where the Assistant City Manager is alleged to be involved,in which case the City Manager will assure that an appropriate investigation is completed.To the extent possible,the City will endeavor to maintain the confidentiality of the reporting party and the investigation. However,disclosures may be necessary to conduct the investigation,in compliance with due process rights,where legally required or to protect individual safety.The complainant and,if applicable,an accused employee will be advised of the results of the investigation. SECTION 5 -DISCIPLINE OR OTHER ACTION:If the City determines that this policy has been violated,appropriate corrective action will be taken.Corrective action may include discipline,up to and including termination.The appropriate discipline may vary depending on the particular facts and circumstances of the situation.If the violent behavior involves a non-employee,the City will take action in an effort to prevent future occurrences.Corrective action involving commissions,committee members or volunteers may include severing their relationship to the City.Corrective action involVing City Council members may include censure by the City Council.Action may be taken under this policy in addition to any available civil or criminal action. 27 Management Personnel Rules Last Amended on May 1,2007 7-296 RULE XI MISCELLANEOUS PROCEDURES (ADOPTED 01/31/02) SECTION 1 -OUTSIDE EMPLOYMENT:Employees shall be allowed to engage in employment other than their job with the City,with the understanding that City employment is the highest priority and such employment does not interfere with the performance of assigned duties and does not constitute a conflict of interest.The employee must notify the City Manager in writing regarding their outside employment. SECTION 2 -MANAGEMENT PREROGATIVES:The City through the City Council possesses the sole right to operate the City and all management prerogatives remain vested with the City.In this context,except as specifically limited by express provision of these Rules,all management prerogatives,powers,authority and functions whether heretofore exercised,and regardless of the frequency or infrequency of their exercise,shall remain vested exclusively with the City.It is expressly recognized that these rights,include,but are not limited to,the right to hire,direct,assign or transfer an employee;the right to layoff employees;the right to determine and change staffing levels and work performance standards;the right to determine the content of the workday,including without limitation,workload factors;the right to determine the quality and quantity of services to be offered to the public,and the means and methods of offering those services,the right to contract or subcontract City functions,including any work performed by employees;the right to discipline employees,including the right to reprimand,suspend,reduce in pay,demote and/or terminate employees;the right to relieve employees of duty,demote,dismiss or terminate employees for non-disciplinary purposes;the right to consolidate City functions;the right to determine City functions; the right to implement,modify and delete rules,regulations,resolutions and ordinances;the right to establish,change combine wages or eliminate jobs,job functions and job classifications;the right to establish or change wages and compensation;the right to introduce new or improved procedures,methods,processes or to make technological changes;and the right to establish and change shifts, schedules of work,starting and quitting times. SECTION 3 -INCENTIVE PROGRAM:From time to time,the City Manager may grant an incentive pay award to any employee in recognition for extraordinary work. (a)The City Manager shall determine the amount of incentive pay per employee award.However,in no case shall the incentive pay exceed five percent (5%)of an employee's base salary. (b)Employees shall be limited to no more than two (2)incentive pay awards each fiscal year. 28 Management Personnel Rules Last Amended on May 1,2007 7-297 RULE XII MEDICAL EXAMINATION PROCEDURES (ADOPTED 12/20/05) SECTION 1-MEDICAL EXAMINATION:Any employee may be required to undergo a medical examination at a time designated by the Personnel Officer,if he/she has a reasonable belief,based on objective evidence,that a medical examination is necessary in accordance with the provisions of this Rule.As used in this Rule,the term "medical examination"means a procedure or test that seeks information about an individual's physical or mental impairments or health.A medical examination does not include tests for current use of illegal drugs,physical fitness tests,physical agility tests, psychological tests or other personality tests designed to evaluate personality traits,or polygraph examinations.Except as stated herein,nothing in this Rule is intended to govern or regulate tests that are not medical examinations. SECTION II -NEW HIRES OR RE-HIRES:In order to be eligible for employment or re-employment with the City,a job applicant shall be required to undergo a medical examination at a City-designated medical facility to determine whether the applicant is capable of performing the essential functions required of the position and can meet the standards established by the Personnel Officer. SECTION 111-PROMOTION OR TRANSFER:In order to be eligible for a promotion or a transfer to a job classification in a category requiring greater physical qualifications than his/her present job classification,an employee may be required to undergo the same pre-employment medical examination as a new hire or re-hire at a City-designated medical facility to determine whether the candidate is capable of performing the essential functions required of the promotional or transfer position and can meet the standards established by the Personnel Officer SECTION IV -PROCEDURE: (a)All medical examinations shall be job-related and consistent with business necessity. (b)The medical examination of a job applicant will occur only after a conditional offer of employment is made and where all entering employees in the same classification are subject to the same examination. (c)The medical examination of an existing employee seeking a promotion or transfer will occur only after a conditional offer of promotion or transfer is made and where all new entering employees in the same classification are subject to the same examination. 29 Management Personnel Rules Last Amended on May 1,2007 7-298 (d)Pre-employment tests for illegal drugs may be administered as part of the application process,as set forth in Section X,below. SECTION V -FINDINGS OF MEDICAL EXAMINATION: (a)Job Applicants.Subject to paragraph (c),if a job applicant fails to pass a medical examination following a conditional job offer,the conditional job offer shall be withdrawn. (b)Promotional or Transfer Candidates.Subject to paragraph (c),if an existing employee fails to pass a medical evaluation following a conditional offer of a promotion or transfer,the City will assign duties consistent with the medical examination,including allowing the employee to remain in his/her former position if he/she is able to perform the essential job functions.If no appropriate position is vacant,such employee shall be recommended for disability or retirement if he/she is eligible,or terminated. (c)If the job applicant or candidate for promotion or transfer is a qualified individual with a disability under the Americans with Disabilities Act ("ADA")or California Fair Employment and Housing Act ("FEHA"),the City will engage in an interactive process with the job applicant or candidate,and consider any request for reasonable accommodation by the job applicant or candidate consistent with the requirements of the ADA and/or FEHA. (1)Job Applicants.Following the results of the medical examination and the interactive process,the conditional offer of employment will be withdrawn if the City determines that the applicant cannot be reasonably accommodated and/or would pose a direct threat to his/her own safety and/or the safety of others. (2)Promotional or Transfer Candidates.Following the results of the medical examination and the interactive process,the conditional offer of the promotion or transfer shall be withdrawn if the City determines that the employee cannot be reasonably accommodated in the promotional or transfer position or would pose a direct threat to his/her own safety and/or the safety of others.If no appropriate position is vacant,such employee shall be recommended for disability or retirement if he/she is eligible,or terminated. SECTION VI -ABSENCE DUE TO ILLNESS OR INCAPACITY: (a)Any employee who returns to work after an absence in excess of three consecutive work days due to illness or incapacity,or who demonstrates a pattern of absences (such as repeated absences the day before or after weekends)may be required by the Personnel Officer to provide a return to work certification from the employee's treating physician or other health care provider confirming there was a medical reason for the employee's absence,and that he/she is able to perform the essential functions of his/her position and/or does not present a direct threat to himself/herself,to his/her fellow employees and/or to members of the public,due to 30 Management Personnel Rules Last Amended on May 1,2007 7-299 any medical reason,before the employee will be permitted to return to work.The City reserves the right to choose the health care provider who shall provide the certification. Nothing herein shall preclude the City from requiring a fitness for duty examination under Section VII of this Rule. (b)In addition,any employee who returns to work after an absence in excess of three consecutive work days due to illness or incapacity,or who demonstrates a pattern of absences (such as repeated absences the day before or after weekends) may also be required by the Personnel Officer to undergo a medical examination before the employee may be permitted to return to work if the City has reasonable belief that the employee's present ability to perform essential job functions will be impaired by a physical or mental impairment or condition,or if he/she will pose a direct threat to himself/herself,to his/her fellow employees and/or to members of the public due to a physical or mental condition or impairment. (c)Any employee who fails to pass a medical examination upon his/her return from an absence in excess of three consecutive work days may be required to remain off duty pending receipt of a return to work certification from his/her physician or other health care provider,and/or may be transferred or demoted to an available alternative or modified position based on the employee's ability to perform essential job functions and meet the minimum qualifications of the job,recommended for disability or retirement,or terminated. SECTION VII -FITNESS FOR DUTY:The Personnel Officer may at any time require that an employee undergo a fitness for duty examination at a City-designated facility based on specific facts and circumstances leading to the reasonable conclusion that such employee is not able to perform the essential functions of his/her position and/or that he/she may pose a direct threat to himself/herself,to his/her fellow employees and/or to members of the public.The cost of the fitness for duty examination will be borne by the City.The City may take appropriate action based upon the results of the fitness for duty examination.The City may also take disciplinary action against any employee who refuses to comply with the City's requirement that he/she undergo a fitness for duty examination. SECTION VIII -QUALIFIED PHYSICIAN:All medical examinations required under the provisions of this Rule shall be performed by a City-designated physician, psychologist,psychiatrist or other health care professional,in active practice licensed by the State of California and within the scope of his/her practice as defined by California law.In the case of out-of-state candidates for employment,the physician or other health care professional performing the medical examination may be licensed by the state in which the candidate resides. SECTION IX -CITY FINANCIAL RESPONSIBILITY:The City shall pay for any medical examination required under the provisions of this Rule. SECTION X -CONFIDENTIALITY:Medical information will be kept confidential,on separate forms and in separate locked medical files,and shall be 31 Management Personnel Rules Last Amended on May 1,2007 7-300 reviewed only to assess whether the applicant or employee has the ability to perform the functions of the job,with or without reasonable accommodation;or whether the employee may pose a direct threat to himself/herself and/or to others;to determine whether the employee is fit for duty;to assist in providing reasonable accommodation; to provide first aid as necessary;for insurance purposes;and to comply with other provisions of federal and/or state law. SECTION XI -PRE-EMPLOYMENT DRUG TESTING:The City is committed to providing a safe,effective and productive work force,and to comply with the Drug-Free Workplace Act of 1988. (a)All new hires and all re-hires shall be required to submit to pre- employment drug testing,as part of the application process.An offer of employment will be conditioned upon the job applicant testing negative for illegal drugs. (b)The City's drug testing policy will comply with all applicable provisions of federal and state law,including but not limited to,confidentiality,privacy and testing methodology. (c)The City shall pay for any pre-employment drug testing required under this section. SECTION XII-NONDISCRIMINATION:All medical examinations shall be undertaken in accordance with the ADA and the FEHA,with respect to job applicants and employees with disabilities.The City does not discriminate against job applicants or employees on the basis of disability. SECTION XIII -NONEXCLUSIVITY:This Rule shall not preclude the City from requiring medical examinations under circumstances otherwise permitted or authorized under federal or state law. 32 Management Personnel Rules Last Amended on May 1,2007 7-301 TABLE 1 MANAGEMENT EMPLOYEES (ADOPTED 05/01/07) Assistant City Manager Deputy City Manager Building Official City Clerk Deputy Director of Finance and Information Technology Deputy Director of Public Works Deputy Planning Director Director of Administrative Services Director of Finance and Information Technology Director of Planning,Building and Code Enforcement Director of Public Works Director of Recreation and Parks Any other position designated as "management"in any job description duly adopted by the City Council from time to time. 33 Management Personnel Rules Last Amended on May 1,2007 7-302 Carolyn Lehr From:Carolyn Lehr [clehr@rpv.com] Sent:Wednesday,July 13,2011 7:44 PM To:'8 Campbell' Cc:'cc@rpv.com' Subject:RE:Employee pay,benefit and pension questions Brian, Page 1 of9 _ .~rr_ The agenda item for next weeks'Council meeting that we have been discussing,simply asks whether the Council wishes to direct staff to defer recruitment of the four open positions until after the Council hears and makes a decision on pension benefits that may affect future hires.The staff has already calculated and provided analysis on the potential cost savings of taking such an action,as well as describing the potential affects on our ability to fulfill Council directives and meet service requirements if we are not fully staffed for a period of time.While we have compiled and provided a great deal of information on employee compensation,benefits,etc.that you requested,it doesn't appear that this information will be required or will be relevant for the Council to take action on whether to postpone filling vacancies due to possible future pension program changes. Also,it is not clear to me what you mean when you assert in your email below that I "will not fully and accurately disclose what the current senior employees are being paid." Here is the list of information you have been provided so far: Organization Chart Personnel Rules List of Employee Benefits Copy of the City Manager's Employment Contract with Amendments Salary Surveys for other cities in our region Names and titles of top ten paid employees and: Most recent year taxable income for each,which includes overtime if eligible Salaries last fiscal year for each Salaries new fiscal year for each Deferred Compensation amount for each (City Manager is the only one receiving City benefit) Employee Share of Pension Benefits for each Employer paid Health amount for each Employer paid Dental amount for each Employer paid Vision amount for each Amount of current Vacation days available to each,and how much was over the limit and cashed in last year ($89,000 for all of the top ten) Amount of Car Allowance for each ($150 Dept.Heads and $500 per mo.For CM) The fact that no cell phone allowance is provided The fact that Sick Leave cannot be cashed in (use or lose);the same applies to Administrative Leave (copy of policies provided to you) The fact that Perfect Attendance bonuses as payment does not exist If there are any remaining categories of taxable income,that value is already included in the W2 information disclosed for each of the ten employees. 7/14/2011 7-303 Page 2 of9 . If the City Council believes that additional information is warranted in order to describe what senior employees are being paid,I will await their instruction and will be more than happy to provide it.I simply cannot think of what that data would be. I also understand from the City Attorney that you have questions or misunderstandings about an employees' ability to convert leave time to cash.I will be happy to provide a summary of related City policies for your clarification and make it a part of the public record. Thank you, CCLVo0Jvv Le'hY City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Wednesday,July 13,2011 4:28 PM To:'Carolyn Lehr' Cc:Anthony.Misetich@rpv.com;'Carol W.Lynch' Subject:RE:Employee pay,benefit and pension questions I have to wait for the staff salary information I have requested of you before I can write a report. Council cannot have a full discussion about the pros and cons of the different employment models available to us in the hiring 4 new senior employees if you will not fUlly and accurately disclose what the current senior employees are being paid. Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax 7/14/2011 7-304 Page 3 of9 _ RPV Website:www.palosverdes.com/rpv Twitter:http:Utwitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the orignal message and all copies from your system.Thank you. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Wednesday,July 13,2011 11:39 AM To:'B campbell' Cc:'carla Morreale' Subject:RE:Employee pay,benefit and pension questions Hello Brian, The staff report on the recruitment of the four positions is due today,so we will add to the previous agenda report the questions you raised,the information we provided to you thus far,and your further requests and comments,and ask the Council to provide further direction to staff,which may include continuation of the item. Carla asked me if you had a written report to include in the packet today.If you do,we're happy to include it. Thank you, Cav~V\I Leh.r City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 clehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B campbell [mailto:b.camp@cox.net] Sent:Tuesday,July 12,2011 12:25 PM To:'Carolyn Lehr' 7/14/2011 7-305 Page 4 of9_ Cc:Anthony.Misetich@rpv.com;'Carol W.Lynch' Subject:RE:Employee pay,benefit and pension questions Carolyn, We already met last week and spoke about employee compensation and other items.Same with Dennis McLean and I after the last council meeting.I think my questions are straightforward and self-explanatory.Please answer those,now,and then we can address the remaining ones that you don't understand,if any. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com/rpv Twitter:http://twitter.com/CampbellforRPV NOTICE:The information contained in this electronic e-mail and any accompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notifY the sender by return e-mail,and delete the orifinal message and all copies from your system.Thank }'Ou. From:Carolyn Lehr [mailto:c1ehr@rpv.com] sent:Monday,July 11,2011 5:28 PM To:'6 Campbell' Cc:'Carol W.Lynch';Anthony.Misetich@rpv.com;'Dennis McLean';'Carolynn Petru';'Eric Mausser' Subject:RE:Employee pay,benefit and pension questions Brian, I'm surprised by your comments below,where you indicate that staff and I provided incomplete or inaccurate information to your various requests,and that it was not timely.Our city has a reputation for high quality staff work,and it is most important to me that our Council members are consistently pleased with our professional staff work. Dennis,Carolynn Petru,Eric and I would like the opportunity to meet with you ASAP to review the charts and narratives that we have produced for you to date,and to get clarification on the requests you feel are related to the upcoming agenda item on delaying the recruitment of the four positions.If you can meet as soon as tomorrow,I will try to coordinate a time convenient for you. I noticed that MPT Misetich was copied on your communication to me,and so I would invite Anthony to join us to resolve this matter to your satisfaction. 7/14/2011 7-306 Page 5 of9 . Thank you, CCt¥'o0'vv Lihr City Manager ~City of Rancho Palos Verdes 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 c1ehr@rpv.com -(310)544-5202 This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the individual or entity named.Unauthorized dissemination,distribution,or copying is strictly prohibited.If you received this email in error,or are not an intended recipient, please notify the sender immediately.Thank you for your assistance and cooperation. From:B Campbell [mailto:b.camp@cox.net] sent:Monday,July 11,2011 4:27 PM To:'Carolyn Lehr' Cc:'Carol W.Lynch';Anthony.Misetich@rpv.com Subject:RE:Employee pay,benefit and pension questions Carolyn, This below email and the attachments (attached to this email)from Dennis McLean on Friday are incomplete.I have waited weeks for some of this.This is public information regarding municipal employee compensation and it needs to be disclosed in a timely manner so I can do my work on council;particularly in this climate of more municipal transparency expectations.I attached the Hermosa Beach pdf I referred to when speaking with Dennis McLean as an example of the type of detail I needed,but tailored to the questions I have asked. These delays are holding up my ability to prepare for my council agenda presentation on the 19th and I may now need it to be continued to the next meeting.As I emailedyoulastweek.this is exempt from the "1 Hour Rule"as it is an upcoming agenda item. For example: I am still waiting for the full employee benefit description/guide that I asked for weeks ago. I am still waiting for the list of the most recent newly hired CM's salary vs.their predecessors that I asked for weeks ago. I am waiting for the city org chart with all departments and employees listed. Deferred comp,as I have stated before,should be listed on the employee compensation chart. On the list:How much vacation time each year for each of these employees,other holidays off (besides the recognized Federal holidays),comp time,Wellness leave,Unused Sick Days that were converted somehow into any other payor benefit whatsoever,etc.This needs to be comprehensive. "Benefit"should be interpreted as any money that was paid to the employee,besides reimbursement for allowable professional travel expenses,from any city source and for any reason.This should also include any "comp time"or any other time off (or however you internally describe it)and the value of anything,like memberships,in any organization that 7/14/2011 7-307 Page 6 of9 _ is not directly connected to the professional education of the employee,like Rotary Club.When in doubt,please list it. I have asked for,and have still not seen a column to be included to show,just as you did do with unused vacation hours, all other areas such as Well ness,Unused Sick time etc whereby one of these employees receives any money from any source from the city or is able to substitute it in any way into some other benefit or pay. Under each of these top 10 employees,I need to have it all detailed for each employee in chart form (similar to what you have provided but in more detail),including the cashing in (or however you might possibly describe it)of unused,not taken (or however you might possibly describe it),Vacation days,Comp time,Well ness Leave,Sick leave,anything.Who participated in it,how much and what year? Per your email,I am surprised that you do not know how long each of these 10 senior employees have been part of CaIPERS.How do you plan for retirements and management continuity? Also,there are obvious inaccuracies and omissions in the info provided to me in the Friday email from Dennis McLean.I expect 100%accuracy and full disclosure. This is not what I would expect quality-wise by multiple highly compensated RPV municipal employees making well over $200K per year in total compensation.It is time consuming and expensive for the taxpayers to pay you and senior staff to have to repeatedly redo it and a waste of my own time (and the residents I represent)to have to try and decipher it. Please let me know when I can expect this information in the detail,format and accuracy that I have asked for. Thanks, Brian Brian Campbell Councilman City of Rancho Palos Verdes 310-544-7400 office 888-855-9619 fax RPV Website:www.palosverdes.com!rpv Twitter:http:Utwitter.com!CampbellforRPV NOTICE:The information contained in this electronic e-mail and any acoompanying attachment(s)is intended only for the use ofthe intended recipient and may be confidential and/or privileged.If any reader of this communication is not the intended recipient,unauthorized use,disclosure or copying is strictly prohibited,and may be unlawful.Ifyou have received this communication in error,please immediately notify the sender by return e-mail,and delete the ori{:jnal message and all copies from your system.Thank JIOu. From:Dennis McLean [mailto:dennism@rpv.com] sent:Friday,July 08,2011 6:01 PM To:'Brian Campbell' Cc:cc@rpv.com;'Carolyn Lehr';'Carolynn Petru';'Eric Mausser';'Kathryn Downs' Subject:FW:Employee pay,benefit and pension questions Brian Carolyn forwarded your email that she received today.We have attached 2010 Salary Information -State Controller's Office 7/14/2011 7-308 Page 7 of9- format for the 10 highest paid employees using the "Hermosa Beach"format as you requested during our conversation after the Council meeting on Tuesday.We have added a column that includes "banked"vacation hours to answer one of your questions emailed today.We have attempted to answer your questions sent today (below).At Carolyn's request,I've copied the other members of the City Council with this reply.As always,feel free to call or email if you would like clarification. Thanks, Dennis McLean Director of Finance and Information Technology III City of Rancho Palos Verdes Finance and Information Technology 30940 Hawthorne Blvd. Rancho Palos Verdes,CA 90275 www.palosverdes.com/rpv dennism@rpv.com -(310)544-5212 P -(310)544-5291 f Ji Do you really need to print this e-mail? This e-mail message contains information belonging to the City of Rancho Palos Verdes,which may be privileged,confidential and/or protected from disclosure.The information is intended only for use of the Individual or entity named.Unauthorized dissemination,distribution,or copying is strictiy prohibited.If you received this email in error,or are not an Intended recipient,please notify the sender immediately.Thank you for your assistance and cooperation. From:carolyn.lehr@att.blackberry.net [mailto:carolyn.lehr@att.blackberry.net] sent:Friday,July 08,201111:49 AM To:Dennis McClean Subject:Fw:Employee pay,benefit and pension questions Sent via BlackBerry by AT&T From:"B Campbell"<b.camp@cox.net> Date:Fri,8 Jul 2011 11 :30:13 -0700 To:'Carolyn Lehr'<c1ehr@rpv.com> Cc:'Carol Lynch'<clynch@rwglaw.com> Subject:Employee pay,benefit and pension questions Carolyn, I have still not gotten a reply to my questions.For clarification,this is what I am looking for: Who are the top 10 highest paid RPV employees by Base Salary? Staff reply: This was provided via an email to you,dated July 1,2011.We have the attached update and titled Current Salary Information with FY11-12 COL Possible 1.6%Merit for your convenience. Who has Deferred Compensation of these 10 and how much for each of them? Staff reply: Effective March 2010,the City Manager is provided an employer-paid deferred compensation benefit by the City in the 7/14/2011 7-309 Page 8 of9 - amount of $1,250 each month.The deferred compensation benefit was provided in lieu of an additional salary increase as a part of the City Manager's 2010 annual performance review.The employer-paid deferred compensation benefit is not "PERSable".No other employees are provided an employer-paid deferred compensation benefit. Who has car allowances and how much? Staff reply: All Department Directors and the Deputy City Manager are provided a car allowance of $150 each month.The City Manager is provided a $400 car allowance each month.The car allowance is paid in lieu of mileage reimbursement for local travel within 50 miles. Who has any other benefits such as Rotary memberships,cell phone allowances,anything of benefit and how much? Staff reply: No cell phone allowances are paid any employees.Most every professional employee is reimbursed (or the City directly pays)for the cost of professional memberships and licenses. We need clarification as to what is included in "anything of benefit."Once the scope is defined,interviews with staff members and a review of accounting records would be necessary to provide cost information. How many of these 10 cashed in unused Sick Days,and how much,over the past three years? Staff reply: None,in accordance with Rule VII Section 3 (h)of the Competitive Service Personnel Rules and Rule V Section 3 (e)of the Management Personnel Rules. How many of them cashed in unused Vacation days,and how much,over the past three years? Staff reply: Four of the ten employees cashed in unused vacation days totaling about $89,000 during the three years 2008-2010. How many unused Vacation Days have each of these 10 RPV employees "banked"since originally employed? Staff reply: The balance of banked vacation days for the 10 highest employees as of July 1,2011 is included in the attached schedule, 2010 Salary Information -State Controller's Office format. How many of these 10 employees have received "Perfect Attendance"bonuses for the past three years? Staff reply: None.However,employees may earn Wellness Leave time for perfect attendance in accordance with Rule VII Section 4 of the Competitive Service Personnel Rules and Rule V Section 4 of the Management Personnel Rules.Wellness Leave cannot be accumulated beyond the 9 hours maximum and must be used or it's lost. Of these 10 highest paid employees,how many years of service under CalPERS have each of them accumulated? Staff reply: Service information is mailed directly by CalPERS to employees at their home address.The City is not provided with employee service and vesting information. Thanks, Brian 7/14/2011 7-310 7/14/2011 Page 9 of9 7-311