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Home My WebLink About2431CITY OF PORT ANGELES Schedule B - Fringe Benefit Program Management and Administrative Personnel 1987 Section I. Retirement and Social Security Coverage A. Social Security In accordance with laws established by the U.S. Government. B. State Retirement Program In accordance with the provisions of the Public Employee Retirement System and the Law Enforcement Firefighters System as established by the Washington State Legislature. Section II. Holidays In accordance with the statutes established by the Washington State Legislature, holidays shall be as listed below: New Years Day Washington's Birthday Memorial Day Independence Day Labor Day Veterans Day Thanksgiving Day The day after Thanksgiving Christmas Day Two floating holidays Section III. Leave Policies January 1 Third Monday in February Last Monday in May July 4 First Monday in September November 11 Fourth Thursday in November Fourth Friday in November December 25 As scheduled A. Leave Policies for the City Manager and Department Heads. 1. Positions entitled to leave privileges set forth in this subsection: City Manager Director of Public Works Director of City Light Director of Administrative Services Director of Parks and Recreation Director of Planning Fire Chief Police Chief City Attorney 2. Each department head and City Manager shall receive for each month of service in each 12 -month period, 2.5 days of General Leave to be used as they desire within the guidelines established below: Section III (Continued) A. (Cont.) 2. (Cont.) (a) It is to be used for vacation, sick leave or other leave require- ments. (b) Maximum accumulation shall be 120 days. (c) Department Heads are not required to take leave; however, the City Manager may exercise his authority to direct a Department Head to take vacation, when he feels that such time off is necessary for the benefit of the City or the employee. (d) Leave may be sold to the City for cash at the employee's current rate of pay only in accordance with the following guidelines: 1. A minimum accumulation of sixty (60) days must be achieved before any leave may be converted to cash. 2. Sale of leave to the City will be approved only in cases of emergency, contingency, or hardship, as determined by the City Manager. 3. The City Manager will (on a case -by -case basis) approve all sales of leave, and the extent to which such sales will be allowed. (e) All time off shall be scheduled by the employee with the permis- sion of the City Manager except when it may interfere with opera- tional functions of the City demanding the employee's service or knowledge. (f) All vacation and sick leave accumulated on the effective date of the resolution or presently credited to the employee shall be placed to his credit in the records of the City. (g) It shall be the responsibility of the Department Head to use accu- mulated leave in a prudent and careful manner. (h) The City Manager may permit sick leave for employees with less than one year of service or who have not been able to accumulate sufficient time to cover the injury or sickness. (i) Upon termination in good standing, death, or retirement of the employee, a Department Head shall receive leave pay in accordance with the following schedule at his rate of pay upon separation of City service: Years of Service Cash -Out Rate 0 - 3 years 25% 4 - 5 Years 50% 6 - 7 Years 75% 8 or more years 100% B. Leave policies for non - department head employees in the Administrative, Technical, and Clerical group: 1. All employees of the administrative, technical and clerical group not included in Section III -A shall be known as the Administrative Group. 2. Vacation leave shall be accrued by the Administrative Group at the fol- lowing rates: Section III (Continued) B. (Cont.) Less than two years' service 11 days Two through five years 14 days Six through ten years 17 days Eleven through fifteen years 21 days Sixteen through twenty years 26 days Twenty -one years and over 31 days (a) Leave accredited for any month of service may be taken in any sub- sequent month providing such leave is approved by the Department Head. (b) Annual leave may be accumulated provided the total does not exceed 120 days. (c) Annual leave may be sold to the City for cash at the employee's current rate of pay in accordance with the following guidelines: 1. A minimum accumulation of sixty (60) days must be achieved before any leave may be converted to cash. 2. Sale of leave to the City will be approved only in cases of emergency, contingency, or hardship, as determined by the City Manager. 3. The City Manager will (on a case -by -case basis) approve all sales of leave, and the extent to which such sales will be allowed. 3. Sick leave for the Administrative Group shall be accrued and used in accordance with the guidelines set forth below: (a) Sick leave shall only be used in the case of necessity and actual sickness or disability. (b) Sick leave with pay shall accumulate at the rate of one work day (8 hours) for each calendar month of service, with no maximum accumulation. (c) The City Manager has the authority to grant additional sick leave credit in emergencies, upon the exhaustion of accumulated sick leave credits. (d) Sick leave used by the employee shall be deducted from his total accumulation. (e) In order to receive compensation while on sick leave, the employee must: 1. Give immediate superior prior notice. 2. For absences of more than five days, a doctor's certificate is required. 3. Less than five days absence, the employee must submit a personal affidavit to the supervisor, upon request, stating the reason for his absence. (f) Sick leave may be used for the following reasons: 1. Because of illness in the immediate family requiring the attendance of the employee one day sick leave allowed. Immediate family is spouse and children. 2. Because of illness or injury incapacitating the employee to perform his employment. 3. Because of death in the immediate family requiring the employee's attendance. Immediate family shall include only persons related by blood, marriage, or legal adoption, including parent, spouse, brother, sister, child, grand- parents, or grandchildren, and any relative living in the employee's household. Such leave will be limited to three days unless approved by the Department Head. Section III (Continued) B. (Cont.) 3. (Cont.) (f) 4. Maternity leave up to 30 days. 5. Employees on sick leave shall continue to accrue sick leave at the regular rate. 6. When an employee is injured on the job and there is time lost, he shall go on industrial insurance as provided by the City. He may use sick leave credits for pay equal to the difference between his regular pay less the amount of workmen's compensation pay. The portion of sick leave paid will be deducted from accumulated sick leave. 7. Twenty -five percent of accumulated sick leave will be paid the employee upon termination in good standing, retirement, or death. However, an employee who retires under the provisions of P.E.R.S. shall have the option of selecting payment for a maximum of 24 days at 100% if the 24 days do not exceed 25% of his /her total accumulated sick leave. The City shall notify the retirement system which option the employee selects. Section IV. Deferred Compensation The City shall make the ICMA - RC deferred compensation program available to the Management, Administrative, Technical and Clerical employees. Section V. Medical Insurance Programs The City will provide medical, dental, and vision coverage for all employees and their eligible dependents. Section VI. Tuition Reimbursement Any employee in the Management, Administrative, Technical or Clerical group is entitled to full reimbursement of tuition costs for courses directly related to his /her job, provided that the employee has gained the approval of his /her department head prior to registration for the class. All employees requesting reimbursement for tuition will be expected to meet the minimum standards for taking the course and must complete the course with a passing grade of "C" or better. MEMORANDUM December 31, 1986 To: Mayor Whidden and Council Members 7 FROM: Bob Coonersonnel Manager RE: Amendment to Salary Ordinance ISSUE: Shall the City Council approve Ordinances authorizing a 2% salary increase for employees represented by Teamsters Local #589, IAFF Local #656, AFSCME Local #1619, employees working at the City's Pool, and Management /Administrative employees? BACKGROUND /ANALYSIS: The collective bargaining agreements of the City of Port Angeles provide for a salary increase effective January 1, 1987 based upon 80% of the movement of the Consumer Price Index (CPI) from November 1985 through November 1986, with a minimum of 2% and a maximum of 6 %. The CPI for this period reflects a .O1% increase, therefore the 2% minimum increase shall apply. This contract provision is included in the labor contracts with the Teamsters Local #589, IAFF Local #656, and AFSCME Local #1619. The amended salary ordinance is attached, reflecting this 2% salary in- crease for the employees in these bargaining units. Also attached is the amended salary ordinance for Management and Administrative employees, and employees working at the City's Pool, reflecting a 2% increase. RECOMMENDATION: The City Council approve the attached salary ordinances with an increase of 2% for Teamsters Local #589, IAFF Local #656, AFSCME Local #1619, Pool employees, and Management /Administrative employees, effective January 1, 1987. BC:CH Attachment ORDINANCE NO. at4E5I AN ORDINANCE of the City of Port Angeles establishing a position classification, fringe benefit and pay plan for Management, Administrative, Technical and Clerical Personnel, and providing for the payment thereof for the year 1987. WHEREAS, it is necessary that a salary and fringe bene- fit schedule be established at this time for Management, Adminis- trative, Technical and Clerical personnel employed by the City of Port Angeles and providing for the payment thereof; and WHEREAS, it is necessary that a clear delineation be made between this group of employees and union represented personnel; NOW, THEREFORE, the City Council of the City of Port Angeles do ordain as follows: Section 1. As of January 1, 1987, the salaries for Management, Administrative, Technical and Clerical personnel shall be as set forth in Schedule A attached to this ordinance and made a part hereof by reference. Section 2. All of the salaries set forth in Schedule A shall be paid in bi- weekly installments in accordance with procedures established by the City of Port Angeles and shall be paid within five (5) working days after the close of the payroll period or as soon thereafter as the established accounting procedure will permit; except the last installment shall be paid on the last working day in December, 1987. Section 3. Any of the salaries set forth in Schedule A may be reviewed at intervals at the discretion of the City Manager and the City Council. Section 4. As of January 1, 1987, the fringe benefits for Management, Administrative, Technical, and Clerical personnel shall be as set forth in Schedule B attached hereto and made a part hereof. Fringe benefits shall include paid holidays, sick -1- leave, and vacation; medical, dental and optical coverage; Social Security, and retirement. PASSED by the City Council of the City of Port Angeles at a regular meeting of said Council held on the 6th day of January, 1986. ATTEST: opt ►t rri . �� ,-0 o a az Sherri L. Anderson, City Clerk APPROVED AS TO FORM: Craig D. Knutson, City Attorney PUBLISHED: -2- M A Y O R CITY OF PORT ANGELES MANAGEMENT AND ADMINISTRATIVE PERSONNEL Schedule A - Master Job Title Index 1987 RANGE I Office Assistant RANGE II RANGE III Administrative Assistant Legal Administrative Assistant Word Processing Technician *Human Resources Assistant RANGE IV Executive Administrative Assistant RANGE V Programmer /Analyst Recreation Coordinator Cemetery Manager *City Clerk RANGE VI Assistant City Attorney Equipment Rental Superintendent Parks Superintendent Senior Citizens Center Manager Solid Waste Superintendent Street Superintendent Swimming Pool Manager Building Official RANGE VII Assistant Fire Chief Assistant Police Chief Conservation Manager Data Processing Manager Electrical Engineer Office Engineer Personnel Manager Police Lieutenant Risk Manager Sewer /Water Superintendent *Financial Services Manager *Central Services Manager RANGE VIII City Engineer /Asst. Dir. Public Works Engineering and Operations Manager Power Manager * Currently under review by the Salary Review Committee -1- RANGE IX City Attorney Fire Chief Parks and Recreation Director Planning Director Police Chief RANGE X Administrative Services Director City Light Director Public Works Director RANGE XI City Manager -2- Schedule A MANAGEMENT, ADMINISTRATIVE, TECHNICAL & CLERICAL PERSONNEL MONTHLY SALARIES 1987 SALARY SCHEDULE STEP 1 2 3 4 5 6 7 RANGE I A 1189 1225 1262 1299 1339 1380 B 1225 1262 1299 1339 1380 1422 C 1262 1299 1339 1380 1422 1462 RANGE II A 1339 1380 1422 1462 1509 1553 B 1380 1422 1462 1509 1553 1598 C 1422 1462 1509 1553 1598 1644 RANGE III A 1509 1553 1598 1644 1692 1739 1792 B 1553 1598 1644 1692 1739 1792 1844 C 1598 1644 1692 1739 1792 1844 1903 RANGE IV A 1692 1739 1792 1844 1903 1959 2019 B 1739 1792 1844 1903 1959 2019 2077 C 1792 1844 1903 1959 2019 2077 2140 RANGE V A 1903 1959 2019 2077 2140 2205 2271 B 2019 2077 2140 2205 2271 2336 2398 C 2140 2205 2271 2336 2398 2466 2539 RANGE VI A 2205 2271 2336 2398 2466 2539 2610 B 2336 2398 2466 2539 2610 2687 2764 C 2466 2539 2610 2687 2764 2844 2925 RANGE VII A 2539 2610 2687 2764 2844 2925 3010 B 2687 2764 2844 2925 3010 3096 3184 C 2844 2925 3010 3096 3184 3277 3372 RANGE VIII A 2925 3010 3096 3184 3277 3372 3470 B 3096 3184 3277 3372 3470 3571 3675 C 3277 3372 3470 3571 3675 3783 3893 RANGE IX A 3013 3096 3184 3277 3372 3470 3571 B 3184 3277 3372 3470 3571 3675 3783 C 3372 3470 3571 3675 3783 3893 4008 -1- RANGE X A 3470 3571 3675 3783 3893 4008 4123 B 3675 3783 3893 4008 4123 4244 4368 C 3893 4008 4123 4244 4368 4495 4628 RANGE XI A 4008 4123 4244 4368 4495 4628 4763 B 4244 4368 4495 4628 4763 4902 5046 C 4495 4628 4763 4902 5046 5194 5347 -2-