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HomeMy WebLinkAbout1991-3403 Employment Benefits ORDINANCE NO. 3 v 3 AN ORDINANCE relating to personnel, relating specifically to employment benefits provided to management em- ployees, amending Subsections 2.04.030 A, 2.20.110 A, 2.24.010 B, 2.40.0.20 A, and 2.40.030 A, and amending Sections 2.04.060 and '_ 2.20.085, all of the City of Yakima Municipal Code. BE IT ORDAINED BY THE CITY OF YAKIMA: Section 1. Subsections 2.04.030 A of the City of Yakima Municipal Code is hereby amended to read as follows: "2.04.030 City Contributions. A. Life Insurance Plan. (1) Effective October 24, 1991, the City shall provide a fully paid life insurance policy in an amount equal to the annual salary for all management employees as defined in Subsection 2.04.030 D of this code, as well as for the chief of the Yakima fire department and the chief, cap- tains, and lieutenants of the Yakima police department." Section 2: Section 2.040.060 of the City of Yakima Municipal Code is hereby amended to read as follows: "2.04.060 Physical Examination. Lieutenants, captains, and the chief of the Yakima police department, the deputy chief and chief of the Yakima fire department, and all management employees defined in Subsection 2.04.030 D of this code shall be eligible to voluntarily receive a biennial physical examination, to be performed by a physician chosen by the individual employee, the cost of which shall be shared equally by the employee and the City; provided, the maximum payment by the City shall not exceed one hundred dollars for any such examination." Section 3: Subsection 2.20.110 A of the City of Yakima code is hereby amended to read as follows: "2.20.110 Compensation Plan. A. Pay ranges and pay steps, set out in the schedule constituting Subsections B through J of this section, for the classes allocated to these pay ranges shall be in full force and effect as of August 25, 1991. The pay rates shall constitute full compensation for those em- ployees with a work week of forty hours as set out in other sections of this code, provided, however, that employees who are hired into bilingual job classifica- tions or who perform job duties in a bilingual capacity shall receive thirty dollars ($30.00) per month special assignment pay, effective July 29, 1991. Employees whose 410 - 1 - (ord /benefits ) work week is less than forty hours shall be paid at the rate which is in the same proportion to the rates set out herein that their work week' bears to forty hours. The hourly rate for those employees of the fire department 411 whose work week exceeds forty hours shall be computed according to the provisions of Section 2.22.030 of this code. The performance of employees in the series. designated Subsection B through E shall be evaluated annually in accordance with a management performance evaluation plan. The result of the performance evaluations shall be the determination by the City Manager of the actual salary of each employee in the designated positions, and the deter- mination by the City Council of the actual salary of the City Manager, which actual salaries shall be no less than the minimum nor no greater than the maximum set out in the pay range applicable to the position, according to the schedules constituting the various following subsec- tions of this section." Section 4: Section 2.20.085 is hereby amended to read as follows: - "2.20.085 Reimbursement for expenditures. In addition to the prescribed rates of pay and other allowances provided for in this chapter, officers and employees of the City shall be entitled to reimbursement for, or the benefit from, the following classes of offi- cial expenditures: 411- 1. Officers and employees shall be entitled to reim- b ursement for expenses which may lawfully be incurred when they are required, with specific written approval of the City Manager, to make necessary out -of- pocket expen- ditures within or without the City of a nature beyond those normally associated with the performance of the routine official duties of such individuals, for purposes which principally promote, develop or publicize the City's best interests. 2. In the event the City Manager of the City of Yakima determines that in order to secure the services of any person not residing within the Yakima area as an employee of the City of Yakima, it is necessary to pay the cost of moving the household goods and personal effects of such person from his place of residence to the City of Yakima upon his appointment to City service, then payment of reasonable and necessary moving costs may be made from appropriate available maintenance and operation funds in the City's annual budget, upon the approval of the City Manager. 3. The council finds that in selecting personnel to fill positions in the City of Yakima requiring special experience and training to qualify for such positions, it becomes necessary, in order to insure selection of the - 2 - lord %benefits) most qualified applicant, that applicants for such posi- tions be personally interviewed, and that in certain cases the expense to the City of sending members of boards, commissions and other officers of the City to various localities for the purpose of conducting such interviews exceeds the cost to the City government of providing that the interviews be had in the City of Yakima at the City's expense and that the payment by the City of the necessary travel and subsistence expenses for a limited number of applicants to be brought to the City will result in a saving of expense to the City in the outlay of travel and subsistence expenses or in the time which would be lost by reason of regular officers or employees of the City conducting the interviews else- where. The council further finds that in such cases the payment by the City of the travel and subsistence expense of applicants requested to come to the City of Yakima for interview is a proper municipal expense and for a proper municipal purpose. 4. In order to make a proper determination of the facts in cases where authority is requested to bring in applicants for any position in the City of Yakima at the City's expense, the City Manager is authorized to deter- mine the facts, and, upon approval by the City Manager, based upon a determination that the payment by the City of the expenses of bringing a limited number of appli- r cants to the City of Yakima for interview is necessary to • make possible the selection of the best available appli- cant for a position involving special skill and experi- ence to properly discharge the duties thereof, and that the payment of the expense of bringing said applicants to the City is less than the expense and loss to the City in sending its officers, commissions or boards to conduct safe interview elsewhere, and that funds for the payment of such expenses are lawfully available, payment therefor shall be considered as approval by the City Council and shall be paid from the fund to which said expenses are properly chargeable. 5. Training and Education. a. Policy. The City Council encourages the training and education of City officers and employees to the end that they may more effectively render services to the public in performing assigned duties or in preparing to assume higher responsibilities within the City service. b. Reimbursement. Officers and employees shall be entitled to reimbursement for ordinary and reasonable expenses incurred in pursuing such training and education on compliance with the following conditions: (1) In the opinion of the City Manager, the seminar or course of study must be related to the performance of duties of the officer or employee in rendering service to the public, or must assist the officer or employee in ( preparing to assume higher responsibilities within the • City service by promotion or otherwise; - 3 - (ord benefits) (2) Specific written approval for the seminar or course of study must be obtained in advance from the City Manag- er or his designate; and (3) Funds for reimbursement to the officer or employee must be lawfully available within the City's budget or by appropriation therein. 6. Professional fees, Licenses, and Membership Dues. a. Management employees as defined in Subsection 2.04.030 D of this code shall be entitled to direct payment by the City of Yakima or reimbursement to the employee, for professional fees, licenses, and membership dues applicable to any such employee, in an amount ap- proved by the City Manager. b. Funds for this purpose must be lawfully available within the City's budget or by appropriation therein." Section 5: Subsection 2.24.010 B of the City of Yakima Municipal Code is hereby amended to read as follows: "2.24.010 Longevity plan - Eligibility - Restrictions. B. Effective October 24, 1991, all employees of the fire department and all management employees as defined in Subsection 2.04.030 D of this code and the chief, captains and lieutenants of the Yakima police department who are regularly and continuously employed full time and who have completed periods of service as hereinafter set forth; and effective January 1, 1980, police officers and sergeants of the Yakima police department who are contin- uously employed full time, and permanent seasonal employ- ees who have completed periods of service as hereinafter • set forth, shall receive compensation, called longevity pay, in addition to their regular salary, according to the following schedule, to be paid on the first applica- ble day following the thirty -first day of December and the thirtieth day of June of each year; provided, that permanent seasonal employees of the Yakima police depart- ment shall be paid any longevity pay to which they may be entitled upon the termination of any season worked. Years of Service Percent of Base Pay 5 1 1/2 10 3 15 4 1/2 20 6 " Section 6• Subsection 2.40.020 - A of the City of Yakima Municipal code is hereby amended to read as follows: "2.40.020 Vacation leave. A. Rate of Accrual of Vacation Leave. (1) Effective January 1, 1979, each eligible employee within the bargaining unit of the American Federation of State, County and Municipal Employees shall earn vacation leave at the following rates -4- i (ord'benefits) i h a. Employees with one full year of service shall earn ten working days, five of which may be taken after six months of service; b. Employees with two full years of service shall earn twelve working days; c. Employees with five full years of service shall earn fifteen working days; d. Employees with ten full years of service shall earn nineteen working days; e. Employees with more than fifteen full years of service shall earn twenty -two days. (2) Effective October 24, 1991, all management employ- ees as defined in Subsection 2.04.030 D of this code, the chief of the fire department and the chief, captains and lieutenants of the police department shall be entitled to vacation leave at the following rates: a. Employees with less than two years of service shall earn eight hours per full month of service (twelve days per vear), b. Employees with two years or more but less than six years of service shall earn nine and one -third hours per full month of service (fourteen days per year); c. Employees with six years or more but less than ten years of service shall earn twelve hours per full month of service (eighteen days per year); d. Employees with ten years or more but less than fifteen years of service shall earn fourteen hours per 411 month of service (twenty -one days per year); e. Employees with fifteen or more years of service shall earn sixteen hours per full month of service (twenty -four days per year). (3) Effective January 1, 1979, police patrolmen and sergeants shall earn vacation leave at the following . hourly rates for each full calendar month of service: a. Employees with less than three years of service shall earn six and sixty -seven hundredths hours; b. Employees with three years or more but less than six years of service shall earn eight hours; c. Employees with six or more but less than ten years of service shall earn nine and thirty -three hundredths hours; d. Employees with ten or more but less than fifteen years of service shall earn twelve hours; e. Employees with more than fifteen years of service shall earn fourteen hours." Section 7: Subsection 2.40.030 A of the City of Yakima Municipal Code is hereby amended to read as follows: "2.40.030 Sick leave A. Accrual. (1) Effective October 24, 1991, all employees except 11,- management employees as defined in Subsection 2.04.030 D - 5 - (ord'benefits) Of this code and except employees covered by the Washing- ton State Law Enforcement Officers' and Firefighters' Retirement System shall accrue sick leave at the rate of one working day of leave for each full calendar month of the employee's service with the City. Unused sick leave may be accumulated for an unlimited maximum period. (2) Upon initial employment, management employees as defined in Subsection 2.04.030 D of this code shall accrue sick leave at the rate of two working days of leave for each of the first six full calendar months of the employee's service with the City, and no sick leave shall accrue for any such employee for the seventh through the twelfth full calendar months of service. Thereafter, commencing with the thirteenth full calendar month of service, such employee shall accrue sick leave at the rate of one working day of leave for each full calendar month of service. Unused sick leave may be accumulated for an unlimited maximum period." Section 8 This ordinance shall be in full force and effect 30 days after its passage, approval, and publication as prodded by law and by the City Charter. PASSED BY THE CITY COUNCIL, signed and approved this ,/ // �� 1991 I d a\ o f Gam- .} 4t4 Mayor ATTEST City Clerk Publication Date: 9 Effective Date /04/ - 6 - (ord /benefits)