Exhibit 6
PERSONNEL RULES AND REGULATIONS
strikeout of sections 4 & 10
4. P AY AND BENEFITS
4.1 Preparation of Pay Plan. The Human Resources Director will prepare a pay plan covering all classifications in the classified service, showing the minimum and maximum rates of pay. In determining the pay ranges, the Human Resources Director will consider the prevailing rates of pay for comparable work in other public agencies and in private employment as well as the existing differences in the duties and responsibilities as set forth in the classification plan. No position may be assigned a rate of pay higher than the maximum or lower than the minimum rate of pay provided for that position’s classification.
4.2 Adoption of Plan. The Human Resources Directo
r will submit the
proposed pay plan to the City Council for approval and adoption. After the pay plan has been approved and adopted, the Human Resources Director will periodically conduct further studies to determine if the pay ranges in the pay plan remain appropriate. If the studies indicate that an amendment to the pay plan is necessary, the Human Resources Director will submit the amended pay plan to the City Council for approval and adoption. The Council will adopt or amend and adopt the proposed plan.
4.3 Application of R
ates.
4.3.1 Employees occupying a position in the classified service will be paid at a rate within the pay range established in the pay plan for that position’s classification. Newly hired employees will be started at the minimum rate of pay for their position’s classification unless the City Manager, or designee,
determines that qualified applicants are not available at the minimum rate of pay or that an applicant has special
qualifications that justify a higher rate of pay.
4.3.2 A transfer will
not affect an employee’s rate of pay.
4.3.3 Employees reemployed after layoff will receive a rate of pay within the pay range established for the classification of the position in which they are reemployed.
4.4 After January 1, 2014, all advancements within a pay range for CCEA represented employees will be governed by the Pay for Performance Guidelines as outlined in the CCEA MOU. All non-CCEA represented employees will be advanced in their pay ranges according to the following process:
4.54.4 Advancement Within a Pay Range. Employees will be considered for pay adjustments within the pay ranges for their respective positions in accordance with the following schedule:
(a) Step 2 – at the satisfactory completion of the probationary period in Step 1.
(b) Step 3 – at the satisfactory completion of one year of service March 7, 2023
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Exhibit 6
in Step 2.
(c) Step 4 – at the satisfactory completion of one year of service in Step 3.
(d) Step 5 – at the satisfactory completion of one year of service in Step 4.
(e) Step 6 (if applicable) – at the satisfactory completion of one year of service in Step 5.
(d)(f) Any additional steps will follow the above process.
Advancements to a higher step Step 2 through 5 will be approved by the City Manager following approval by the Human Resources Director and the employee’s manager. Approved step increases will be effective on an employee’s anniversary date.
Any non-probationary employee may be advanced to the next higher step in the pay range regardless of the length of time served at the employee’s present step. This advancement requires the written recommendation of the employee’s manager, and the approval of the employee’s department head, the Human Resources Director, and the City Manager.
Approved step increases will be effective on employee’s anniversary date.
4.64.5 Promotion or Advancement in Rate of Pay. When an employee is promoted, the employee will be advanced to the lowest step in the higher range which will provide at least one step increase in pay, except that the employee cannot be advanced beyond the highest step in the higher pay range.
4.74.6 O
ut of Classification Compensation. Fire safety employees are authorized out of classification compensation of a minimum of five percent (5%) above a member’s existing salary for each occasion the member is employed out of classification; such compensation to commence following the first four hours of employment out of classification. Assignment of employees to out of classification service will be at the sole discretion of the Fire Chief. Other classified employees out of classification compensation, if applicable, will be governed by the employee’s MOU.
4.84.7 D
eferred Compensation. The City will provide for a Deferred Compensation Plan in which the employees will have the option to participate. The City reserves the right to accept or reject any particular plan administrator or plan feature and to impose specific conditions upon participation in the plan. Benefits under such plans will be determined through the meet and confer process and memorialized in the applicable Memoranda of Understanding.
4.94.8 C
ompensation Procedure All employees will submit a time sheet listing the total number of normal and approved overtime hours worked at the end of each pay period to their supervisor. The time sheet will indicate any absences and type or designation of absence. Absences, suspensions, etc., for which no payment has been authorized will be deducted from the normal biweekly salary on the basis of 26 pay periods per year. Similarly, salary for working periods of less than normal, as in the case of new employees, terminated employees, leaves of absence without pay, etc., will be computed on the basis of March 7, 2023
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Exhibit 6
the biweekly or hourly rate less the number of working days of absence.
10. AT TENDANCE AND LEAVES
10.1. Annual Vacation Leave. The purpose of vacation is to enable each eligible employee to take time off from work and return to work mentally refreshed. All probationary and regular City employees in the classified service will be entitled to take accrued vacation with pay except employees who have served less than six months in the service of the City. Vacation accrual rates for eligible employees will be determined through the meet and confer process and memorialized in the applicable Memoranda of Understanding.
March 7, 2023
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