HomeMy WebLinkAboutMinutes 05/23/19881024
NOTICE OF
SPECIAL MEETING
NOTICE IS HEREBY GIVEN
th*t the City Council of Port
Ange les, Washington will
hold a special .meeting on
Monday; MAY 23,:41105$ at
ambers in at 321 City Council
Street. The purpose of the
special meeting is to consid
er 1988 Cost of Living Ad-
justments for City's thninis-
trative Group and pool r
is cordially invited
TO ORDER
McPhee called the special meeting to order at 4:36 P.M.
ta'attend• CALL
Michelle City Clerk
i?wb':Mav2o'1988' ars Present: Mayor McPhee, Councilmen Gabriel, Hallett, Hesla, Lemon,
Sargent, Stamon.
Members Absent: None.
Staff Present:
CITY COUNCIL MEETING
Port Angeles, Washington
May 23, 1988
Manager Flodstrom, Attorney Knutson, Clerk Maike, P. Carr,
M. Cleland, R. Orton, S. Brodhun, L. Glenn, J. Pittis, D.
Wolfe, D. McGinley, M. Horton, B. Beverford.
Public Present: R. Reidel.
III VII SUSPENDED
VIII LEGISLATION
1. Consideration of Ordinance Establishing 1988 Salaries for City's,
Administrative Group and Pool Employees
Mayor McPhee read the Ordinance by title, entitled
ORDINANCE NO. 2492
AN ORDINANCE of the City of Port Angeles
establishing a position classification,
(Schedule A), fringe benefit and pay plan
for Management, Administrative, Technical
and Clerical Personnel, establishing a pay
plan for employees working at the City
Pool (Schedule B) for the period January 1,
1988, to December 31, 1988, and providing
for the payment thereof.
Councilman Hallett moved to adopt the Ordinance as read by title.
Councilman Stamon seconded.
Councilman Hallett, speaking to his motion, stated that he supported the
motion and felt it was appropriate and overdue. Further, he stated it was
important Council revisit the salary and compensation study for the
Administration Group, citing there was no change in the previous salary
schedule. With the 2% COLA, the maximum raise anyone in the Administrative
Group could get would be $75 per month; considerably less on a percentage
basis, than some of the bargaining units.
Councilman Lemon spoke in opposition to the motion, citing in summation the
following reasons: (1) Schedule A, Ranges 1 through 4 there is a co-
relation between steps and ranges. In Ranges 5 through 11, every other step
relates, which causes a wider range of salaries in the higher paying jobs.
He is concerned with a 2% cost of living adjustment, stating the rich get
richer and the poor play the game of keeping up. (2) He was dissatisfied
with the general leave policy for the Administrative Group, which includes
the Department Heads and City Manager. Also, he was opposed to the Manager,
as well as two Administrative Group employees serving on the negotiating
team. He felt this was biased and a slanted representation.
Manager Flodstrom explained to Council the general leave policy.
Mayor McPhee, speaking in regard to Pool employees, stated that he felt the
information to be insufficient. He asked that staff check into pay salaries
for Lynnwood, Mountlake Terrace, and Pullman. He asked why Pullman was not
used in this compensation study. Personnel Manager Coons responded that he
did not believe Pullman replied to the survey.
ORDINANCE NO. 2492
x AN ORDINANCE of the City of Port Angeles establishing a position classification, (Schedule A), fr-
s Inge benefit and pay plan for Management, Administrative, Technical and Clerical Personnel,
i establishing a pay plan for employees working at the City Pool (Schedule B) for the period January
1, 1988, t4 December 31, 1988, and providing for the payment thereof.
.f WHEREAS, it is necessary that a salary and fringe benefit schedule be established at this time
for Management, Administrative, Technical and Clerical personnel employed by the City of Port
Angeles and providing for the payment thereof; and
G WHEREAS, it is necessary that a salary schedule be established at this time for employees
working at the City Pool;
NOW, THEREFORE, the City Council of the City of Port Angeles do ordain as follow:
11 Section 1. As of January 1, 1988, the salaries for Management, Administrative, Technical and
)A Clerical personnel shall be as set forth in Schedule A attached to this ordinance and made a part
(2 hereof by reference.
Section 2. As of January 1, 1988, the salaries for employees working at the City Pool shall be set
forth in Schedule B attached to this Ordinance and made a part hereof by reference.
Section 3. ,All of the salaries set forth in Schedules A and B shall be paid in bi- weekly in
ou stallments in accordance with procedures established by the City of Port Angeles and shall be
l within five (5) working days after the close of the payroll period or as soon thereafter as the
,{established accounting procedure will permit.
f i Section 4. Any of-thesalaries set forth in Schedules A and B may be reviewed at intervals at the
discretion of the City Manager and the City Council.
Section 5. As of January 1, 1988, the fringe benefits for Management, Administrative,
Technical, and Clerical personnel shall be as set forth in Schedule C attached hereto and made a
x part hereof. Fringe benefits shall include paid holidays, sick leave, and vacation; medical, dental
and optical coverage; Social Security, retirement, Employee Assistance Program, and term life
sl insurance.
11 PASSED by the City Council of the City of Port Angeles at a regular meeting of said Council held
on the 23rd day of May, 1988.
Frank McPhee
MAYOR
:t ATTEST:
x Michelle M. Maike, City Clerk
4 APPROVED AS TO FORM:
11 Craig D. Knutson, City Attorney
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
Assistant Water /Sewer Superintendent
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
Fire Marshal
RANGE VIII
City Engineer /Asst. Dir. Public Works
Engineering and Operations Manager
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
RANGE I
A 1212 1250 1287 1325 1366 1408
B 1250 1287 1325 1366 1408 1450
C 1287 1325 1366 1408 1450 1491
RANGE 11
A 1366 1408 1450 1491 1539 1584
B 1408 1450 1491 1539 1584 1630
C 1450 1491 1539 1584 1630 1677
RANGE III
A
CITY OF PORT ANGELES
MANAGEMENT AND ADMINISTRATIVE PERSONNEL
Schedule A Master Job Titfe Index
1988
Schedule A
MANAGEMENT, ADMINISTRATIVE, TECHNICAL
CLERICAL PERSONNEL
MONTHLY SALARIES
1988
SALARY SCHEDULE
'4
STEP
1 2 3 4 5 6 7
1539 1584 1630 1677 1726 1774 1828
n7.101.13111. I My
Equipment Rental Superintendent
Parks Superintendent
Senior Citizens Center Manager
Solid Waste Superintendent
Street Superintendent
Swimming Pool Manager
Building Official
Assistant Water /Sewer Superintendent
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
Fire Marshal
RANGE VIII
City Engineer /Asst. Dir. Public Works
Engineering and Operations Manager
RANGE IX
City Attorney
Fire Chief
Parks and Recreation Director
Planning Director
Police Chief
I RANGE X
Administrative Services Director
City Light Director
Public Works Director
RANGE XI
City Manager
Schedule A
MANAGEMENT, ADMINISTRATIVE, TECHNICAL
CLERICAL PERSONNEL
MONTHLY SALARIES
1988
SALARY SCHEDULE
STEP
1 2 3 4 5 6
RANGE I
A 1212 1250 1287 1325 1366 1408
B 1250 1287 1325 1366 1408 1450
C 1287 1325 1366 1408 1450 1491
RANGE II
A 1366 1408 1450 1491 1539 1584
B 1408 1450 1491 1539 1584 1630
C 1450 1491 1539 1584 1630 1677
RANGE III I
A 1539 1584 1630 1677 1726 1774 1828
B 1584 1630 1677 1726 1774 1828 1881
C 1630 1677 1726 1774 1828 1881 1941
RANGE IV
A 1726 1774 1828 1881 1941 1998 2059
B 1774 1828 1881 1941 1998 2059 2119
C 1828 1881 1941 1998 2059 2119 2183
RANGE V
A 1941 1998 2059 2119 2183 2249 2316
B 2059 2119 2183 2249 2316 2383 2446
C 2183 2249 2316 2383 2446 2515 2590
RANGE VI
A 2249 2316 2383 2446 2515 2590 2662
B 2383 2446 2515 2590 2662 2741 2819
C 2515 .2590 2662 2741 2819 2901 2984
RANGE VII
A 2590 2662 2741 2819 2901 2984 3070
B 2741 2819 2901 2984 3070 3158 3248
C 2901 2984 3070 3158 3248 3343 3439
RANGE VIII
A 2984 3070 3158 3248 3343 343 3539
B 3158 3248 3343 3439 3539 3642 3749
C 3343 3439 3539 3642 3749 3859 3971
RANGE IX
A 3073 3158 3248 3343 3439 3539 3642
B 3248 3343 3439 3539 3642 3749 3858
C 3439 3539 3642 3749 3858 3968 4083
RANGE X
A 3539 3642 3749 3858 3968 4013 4198
B 3749 3858 3968 4083 4198 4319 4443
C 3968 4083 4198 4319 4443 4570 4703
RANGE XI
3
A 40233 4190 4.119 4443 4;) /U 4/03 4630
B 4319 4443 4570 4703 4838 4977 5121
C 4570 4703 4838 4977 5121 5269 5421
'Schedule B
EMPLOYEES WORKING AT THE CITY POOL
11 111
Position (0- 750'hrs.) (751 -1750 hrs.) (17514-hrs.)
I Life Guard 4.28 4.56 4.82
W.S.I. 4.56 4.82 5.09
Supervisor 6.96 7.23 7.50
Exercise Instructor 6.70 6.96 7.23
Lead Supervisor 7.23 7.50 1 7.77
CITY OF PORT ANGELES
Schedule C— Fringe Benefit Program
Management and Administrative Personnel
1988
Section 1. Retirement and Social Security Coverage
A. Social Security
L In accordance with laws estabiistied by the U.S. Government.
4 B. State Retirement Program
In accordance with the provisions of the Public Employee Retirement System and the Law En-
forcemeat Firefighters System as established by the Washington State Legislature.
Section 11. Holida\s
1l In accordance with the statutes established by the Washington State Legislature, holidays shall
g be as listed below:
New Year's Day January 1
Washington's Birthday Third Monday in February
Memorial Day Last Monday in May
L Independence Day July 4
A Labor Day First Monday in September
Veterans Day November 11
Thanksgiving Day Fourth Thursday in November
The day after Thanksgiving Fourth Friday in November
Christmas Day December 25
Two floating holidays As scheduled
Section III. Leave Policies
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:
(a) It is to be used for vacation, sick leave or other leave requirements.
(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 accor-
dance with the following guidelines:
1. A :minimum accumulation of sixty (60) days must be achieved before any leave may be con-
verted to cash.
2. Sale of leave to the City will be approved only in cases of emergency, contingency, or hard-
ship, 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 tuch sales will be allowed.
(e) All time off shall be scheduled by the employee with the permission of the City Manager ex- l
cept when it may interfere with operational functions of the City demanding the employee's ser-
vice of knowledge.
(f) All vacation and sick leave accumulated on the effective date of the resolution or presently i
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 accumulated leave in a prudent
and careful manner.
(h) The City r anager may permit sick leave for employees with less than one year of service or i
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%
(h) The City Manager may perms
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 following rates:
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 subsequent 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 accor-
dance with the following guidelines:
1. A minimum accumulation of sixty (60) days must be achieved before any leave may be con-
verted to cash.
2. Sale of leave to the City will be approved only in cases of emergency. contingency. or hard-
ship, as determined by the City Manager.
3. The City Manager will (on a case -by -case basis) approve at sales of leave, and the extent to
which such sales will be allowed.
3. Sick leave for the Administrative Group shall be accured 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 super-
visor, upon request, stating the reason for his absence.
(1) 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, grandparents, or grandchildren, and any relative living in the
employee's household. Such leave will be limited to three days unless approved by the Depart-
ment Head.
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 in-
surance as provided by the City. He may use sick leave credits for pay equal to the difference bet-
ween 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 retire-
ment system which option the employee selects.
Section IV. Deferred Cojnojr15atiq
The City shall make the ICMA RC deferred compensation program available to the Manage-
ment, Administrative, Technical and Clerical employees.
SPFtrioq V. Medical Insurance Programs
The City will provide medical, dental, and vision coverage for all employees and their eligible
dependents.
Section VI. Tuition Reimbusement
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 7: 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 stan-
dards for taking the course and must complete the course with a passing grade of "C" or better.
Section VII. Employee Asstance Program
The City will make an Employee Assistance Program (EAP) available to Management and Ad-
ministrative employees.
Section' VIII. Term Life Insurance
The City will provide a term life insurance policy for Management and Administrative employees
in the amount of $10,000 effective June 1, 1988. Employees will have the option to purchase ad-
ditional term life insurance through payroll deductions.
Pub.: May 25, 1988
Mayor McPhee voiced his concern about the numbers received on the compensa-
tion study, as he felt actual figures should have been used. Manager
Flodstrom replied that the City would not want to build its salary schedule
around actual salaries because it would not be reflective of the position's
ability, in terms of top and bottom of the salary schedule. He stated what
the intent was to reflect the range of the salary.
Mayor McPhee stated that the actual figures are relevant and that the
Council is here to ensure that the City is well run and that those doing the
running are adequately compensated, whether they are driving a truck,
sitting at a computer, or a desk. He stated he was not in favor of lumping
Department Managers with typists. They should not be lumped together. The
cost of living should not be the same. He opposed the motion. He stated
that if they were to isolate the first five ranges, he would consider
passing the ordinance for the cost of living adjustment. As for the rest of
the ranges, he wanted to see more actual figures.
Mayor McPhee asked Councilman Hallett if he would accept the alteration of
the motion to allow Ranges 1 through 5 to get the 2% cost of living
adjustment and then to give the actual figures for the other group,
including the Pool employees.
Councilman Hallett did not want to consider the amendment.
Councilman Lemon stated that he, too, was opposed to the Department Heads
and City Manager being incorporated into the same ordinance.
After considerable discussion, Councilman Stamon stated that the intent of
the salary survey study was to provide preliminary information and she
reminded Council of the issue at hand: approving an ordinance providing a
pay plan for January 1, 1988, through December 31, 1988, which basically
amounts to a 27 cost of living increase and a small life insurance policy.
Roger Reidel, 319 West 15th Street, addressed the Council, asking that
Council bear in mind the cost of living adjustment impact on their
constituents within the City. Council discussed this issue with Mr. Reidel.
The question was called and the motion carried with Councilmen Hallett,
Hesla, Sargent and Stamon voting "Aye and Mayor McPhee, Councilmen Gabriel
and Lemon voting "No
Councilman Sargent requested that when the compensation study is completed
that the Council appoint a committee to study the steps and ranges involved
in the Administrative Group pay scale. Further, she stated that Council
should be involved in negotiating the group in the future and not the City
Manager, in an appearance of fairness.
Councilman Stamon was in agreement with Councilman Sargent, but she felt
that all employees' salary ranges should be looked at by Council and not
just one group.
IX ADJOURNMENT
Councilman Stamon moved to adjourn. Councilman Hallett seconded and the
motion carried.
The meeting was adjourned at 5:47 P.M.
7/4;filec
Clerk Mayor
K
CITY COUNCIL MEETING
May 23, 1988
1025