Severance Package
In the event there is not a less senior, formerly held position for the employee to access through layoff or bumping, the employee will be provided a severance package equal to two (2) weeks of pay for each complete year of service, to a maximum of six (6) months’ worth of pay. The City shall make arrangements to provide employees laid off with job search assistance for forty-five (45) days following the effective date of layoff. Job search assistance shall include job and career counseling, resume preparation, and job search assistance at City expense.
Salary in Event of Change Due to Layoff
An employee's rate of compensation in the event of position change resulting from layoff shall be the salary step in the classification to which the employee is laid off which is closest to the base salary received immediately prior to layoff.
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Notice of Layoff
The City will notice the employee to be laid off and the employees who will be impacted by bumping by registered mail or hand delivery. Affected employee organizations shall be noticed concurrently by registered mail. The notice shall be sent to the mailing address as shown on the employee's last paycheck unless a more recent address has been provided to the Human Resources Department by the employee. After notice to the employee and employee organizations, the names of employees to whom layoff notices have been sent will be posted at the Human Resources Department in City Hall. The notice shall state the layoff action to be taken, the options available to the employee, reemployment rights, and layoff procedures. Employees shall have ten (10) calendar days to inform the Human Resources Department in writing of the decisions on options stated in the notice. In the event that the employee fails to state their decision, the City shall select an option and City's decision shall not be subject to appeal. The City shall select an option that retains employment with the City if such option exists. The failure to receive notice shall not be grounds to set aside actions taken.
Effective Date of Layoff
Thirty (30) calendar days after notice is mailed to the employee, unless a later effective date is stated in the notice. An appeal shall not modify the effective date, provided, however, that where an appeal is successful and the layoff is nullified the employee shall be provided salary and benefits as if there was not a layoff.
Appeal of Layoff
An employee may not appeal the decision to lay off his/her position, but may appeal the order of layoff, the bumping provisions (except the test or results of a test of qualifications), and the seniority computation by filing a written appeal with the Human Resources Department stating the basis of the appeal. An appeal must be filed within fourteen (14) calendar days of mailing of notice. The appeal shall be heard by the City Manager/designee within ten (10) calendar days of filing the appeal. A decision will be rendered within ten (10) calendar days of the hearing. Notice will be given by first class mail to the employee and the Association. A further appeal to the Personnel Board may be filed within five (5) calendar days of mailing by filing a written appeal with the Human Resources Office stating the basis for the appeal. The hearing will be held within ten (10) calendar days of the filing of the appeal or as soon thereafter as a quorum of the Board may be gathered and a decision rendered within five (5) calendar days of the hearing.
Recall and Reinstatement
Employees shall be entitled to recall rights to the position from which they were laid off or bumped for a period of two (2) consecutive years from the effective date of layoff or bumping. The effective date of layoff or bumping shall be the employee's last day of work in the classification from which they were laid off or bumped.
When a vacancy occurs in a job classification, laid off or bumped employees eligible to return to that job classification shall be recalled in the inverse order of bump or layoff. Permanent employees who were laid off or bumped are eligible to return to the job classification in which permanent status was held.
Employees reinstated under this Section shall not be subject to a new probationary period.
Probationary employees who did not have permanent status at the time of layoff shall be required to serve the remainder of any probationary period upon recall.
When a vacancy exists and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address as shown on the employee's last paycheck unless a more recent address has been furnished by the laid off/bumped employee. To expedite recall, more than one employee may be notified of an opening.
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The employee shall have fourteen (14) calendar days to reply to City from the date of mailing of the recall notice. If employees fail to respond within fourteen (14) calendar days of notice to the City, they shall lose all recall rights. It is the responsibility of the employee who has been laid off to keep the City informed of their address and telephone number. The City has no responsibility to attempt to trace an employee if notice of reinstatement is not delivered by the Post Office.
Employees reinstated after layoff shall be treated as though they have been on leave of absence without pay in computing salary, vacation, sick leave and other benefits. The right to reinstatement is contingent upon the ability of the employee to perform the essential functions of the position to which the employee is being returned.
REEMPLOYMENT
Any permanent employee, separated from a position through resignation and without fault of delinquency on their part, upon recommendation of the reemploying Department Head may be reemployed to the former position, or to another position in the same class, within two (2) years, provided there is an authorized vacancy and the employee meets the requirements for employment.
Reemployed employees shall be subject to a probationary period, and upon the recommendation of the reemploying Department Head, may receive credit for former employment in the determination of the amount of vacation allowance, sick leave, other benefits and their salary step.
DISCIPLINARY ACTION
Employees who are safety personnel covered by the Police Officers’ Bill of Rights (POBR) shall continue to have those rights afforded them.
The term "disciplinary action" shall include the following actions which may be taken by a Department Head:
A. Letter of Reprimand (for employees covered by the POBR only) B. Suspension without pay up to thirty (30) calendar days; C. Salary reduction;
D. Demotion; or
E. Dismissal
A reduction in hours or a change in schedule, scheduling for workload reasons, a change in work assignment, layoff, letter of reprimand, and performance evaluations shall not be considered as discipline (unless otherwise noted above).
Whenever a disciplinary action is proposed to be taken against a deputy director, he/she shall be notified in writing of the proposed disciplinary action at least five (5) working days in advance of the pre- disciplinary (“Skelly”) hearing. “Working days” is defined as days on which City Hall is open for business.
Such written notification shall include a statement of the proposed disciplinary action to be taken; a statement of the facts upon which the disciplinary action is based which shall set forth clearly and with such particularity the charges against the employee so he/she can understand said charges; a statement indicating the cause for the disciplinary action pursuant to the Personnel Rules or other relevant City policies; and a statement describing any actions taken against the employee in the past.
Whenever disciplinary action is taken against a deputy director, he/she shall be notified in writing of the action taken. Such written notification shall include a statement of the disciplinary action taken; a statement of the facts upon which the disciplinary action is based, which shall set forth clearly and with such particularity the charges against the employee so he/she can understand said charges; a statement indicating the cause for the disciplinary action pursuant to the Personnel Rules or other relevant City policies; a statement describing any actions taken against the employee in the past; and a statement advising the employee that the written notice is to be placed in his/her official personnel file and that 659 of 663
he/she has a right to appeal to the Personnel Board. A Department Head may impose discipline immediately.
APPEAL OF DISCIPLINARY ACTION
A deputy director can appeal the receipt of disciplinary action to the Personnel Board by delivering a written notice of appeal to the Human Resources Department within ten (10) working days of the date the written notice of disciplinary action was served upon him/her. In the event the deputy director fails to deliver a notice of appeal to the Human Resources Department within said ten (10) working day period, the disciplinary action shall become final, and the Deputy Director shall have no further right to appeal.
The written notice of appeal filed with the Human Resources Department shall not be required to be in any particular format; however, it shall contain at least the following information:
1. The name and address of the deputy director;
2. The date of the disciplinary action and a statement to the effect that the deputy director appeals the disciplinary action; and
3. The notice of appeal shall be dated and signed by the deputy director or by his/her representative.
When the Human Resources Department receives a notice of appeal which complies with the requirements set forth herein, the Human Resources Director shall schedule the matter for hearing. For a Letter of Reprimand (for employees covered by the POBR only), the hearing is with the Department Head or his/her designee. For suspension without pay, in-grade salary reduction, demotion, or dismissal, the hearing is scheduled at the next available regular meeting of the Personnel Board at least fifteen (15) working days after receipt of the notice of appeal.
For Letters of Reprimand issued to employees covered by the POBR, the Department Head or his/her designee shall render a final decision concerning the appeal following the hearing, within ten (10) days after the matter is submitted. The decision of the Department Head or his/her designee shall be final and conclusive. For suspension without pay, in-grade salary reduction, demotion, or dismissal, the Personnel Board shall render written findings and recommendations and final decisions concerning the appeal within ten (10) working days after the matter is submitted. The decision of the Personnel Board shall be final and conclusive unless determined otherwise by a court of competent jurisdiction.
SAFETY SHOES
The City shall provide a reimbursement of up to $200.00 every two years for one (1) pair of safety shoes for classifications approved for reimbursement by the department head as deemed necessary. Said reimbursement shall be paid against official receipts for safety shoe expenditures. Safety shoes shall be defined by a classification’s standard or by the employee’s department head.
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CONSOLIDATED CITY MANAGER, CITY ATTORNEY, DEPARTMENT HEAD AND DEPUTY DIRECTOR
COMPENSATION PLAN
ATTACHMENT 1
City Manager and City Attorney
The salary for City Manager was effective December 23, 2018February 9, 2020 based on City Council action taken on November 5, 2018February 3, 2020. The salary for City Attorney is effective September 9, 2018May 17, 2021 based on City Council action taken on September 4, 2018April 5, 2021.
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
CITY MANAGER
$127.40131.
23 $10,192.3110,4
98.12 $22,083.332274
5.49 $265,000.00272,9
45.88 CITY ATTORNEY
$112.81$12
2.60 $9,025.099,807.
69 $19,554.3521,2
50.00 $234,652.22255,0
00.00 Salary is based on a 40-hour work week.
Department Heads
Effective September 8, 2019March 6, 2022, the City Manager shall establish salaries for department heads for their respective positions at a step within the monthly ranges indicated below.
JOB
COD
E TITLE
STEPS HOURLY BI-WEEKLY MONTHLY ANNUAL
1260
ASST CITY
MANAGER
STEP
1 104.94100.
90 8,394.948,072.06 18,189.0417,489.
46 218,268.46209,873.
54 STEP
2 110.18105.
95 8,814.698,475.66 19,098.4918,363.
93 229,181.85220,367.
22 STEP
3 115.69111.
24 9,255.428,899.45 20,053.4219,282.
13 240,640.99231,385.
58 1140 CHIEF OF POLICE
STEP
1 121.30116.
64 9,704.119,330.87 21,025.5720,216.
89 252,306.79242,602.
68 STEP
2 127.37122.
47 10,189.319,797.4
2 22,076.8421,227.
73 264,922.08254,732.
81 STEP
3 133.73128.
59 10,698.7810,287.
29 23,180.6822,289.
12 278,168.22267,469.
45 1230 CITY CLERK
STEP
1 90.2886.81 7,222.226,944.45 15,648.1515,046.
30 187,777.83180,555.
58 STEP
2 94.7991.15 7,583.337,291.67 16,430.5515,798.
61 197,166.66189,583.
36 STEP
3 99.5395.70 7,962.507,656.25 17,252.0816,588.
54 207,024.98199,062.
53 1210 CITY LIBRARIAN
STEP
1 101.8397.9
1 8,146.327,833.00 17,650.3516,971.
49 211,804.20203,657.
94 STEP
2 106.92102.
81 8,553.638,224.65 18,532.8717,820.
07 222,394.48213,840.
83 STEP
3 112.27107.
95 8,981.318,635.88 19,459.5118,711.
07 233,514.16224,532.
88 1160
DIR COMM
DEVELOPMENT
STEP
1 101.9498.0
2 8,155.087,841.43 17,669.3516,989.
76 212,032.21203,877.
16 661 of 663
STEP
2 107.04102.
92 8,562.848,233.50 18,552.8217,839.
25 222,633.84214,071.
01 STEP
3 112.39108.
06 8,990.988,645.18 19,480.4618,731.
21 233,765.51224,774.
56 1270
DIR INFO
TECHNOLOGY
STEP
1 99.3195.49 7,944.457,638.89 17,212.9716,550.
93 206,555.61198,611.
14 STEP
2 104.27100.
26 8,341.678,020.83 18,073.6117,378.
47 216,883.31208,541.
70 STEP
3 109.48105.
27 8,758.758,421.88 18,977.3018,247.
40 227,727.56218,968.
78 1250
DIR PARKS &
RECREATION
STEP
1 101.9498.0
2 8,155.087,841.43 17,669.3516,989.
76 212,032.21203,877.
16 STEP
2 107.04102.
92 8,562.848,233.50 18,552.8217,839.
25 222,633.84214,071.
01 STEP
3 112.39108.
06 8,990.988,645.18 19,480.4618,731.
21 233,765.51224,774.
56 1120 DIR PUBLIC WORKS
STEP
1 107.64103.
50 8,611.118,279.92 18,657.4117,939.
82 223,888.96215,277.
86 STEP
2 113.02108.
67 9,041.678,693.91 19,590.2818,836.
81 235,083.39226,041.
75 STEP
3 118.67114.
11 9,493.759,128.61 20,569.8019,778.
65 246,837.56237,343.
84 1220 FINANCE DIRECTOR
STEP
1 107.39103.
26 8,591.598,261.14 18,615.1117,899.
14 223,381.27214,789.
73 STEP
2 112.76108.
43 9,021.178,674.20 19,545.8618,794.
10 234,550.37225,529.
21 STEP
3 118.40113.
85 9,472.239,107.91 20,523.1619,733.
81 246,277.95236,805.
67 1180
HUMAN
RESOURCES DIR
STEP
1 99.3195.49 7,944.457,638.89 17,212.9716,550.
93 206,555.61198,611.
14 STEP
2 104.27100.
26 8,341.678,020.83 18,073.6117,378.
47 216,883.31208,541.
70 STEP
3 109.48105.
27 8,758.758,421.88 18,977.3018,247.
40 227,727.56218,968.
78 Salary is based on a 40-hour work week.
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Deputy Directors
The Department Head, with City Manager concurrence, has the authority to fix compensation for his/her respective Deputy Director(s) in the same manner the City Manager establishes salary for department heads. A deputy director who disagrees with his/her placement within the range may discuss it with the City Manager.
Effective September 8, 2019March 6,2022, the deputy directors of city departments shall receive monthly salaries for their respective positions at a step within the monthly ranges indicated below.
Effective Date: 9/8/193/6/22
JOB
COD
E TITLE
STEPS HOURLY BI-WEEKLY MONTHLY ANNUAL
2237
DEPUTY CITY
LIBRARIAN STEP 1 77.0374.07 6,162.575,925.5
5 13,352.2412,838.
69 160,226.85154,064.
27 STEP 2 80.8877.77 6,470.706,221.8
3 14,019.8413,480.
62 168,238.14161,767.
48 STEP 3 84.9381.66 6,794.236,532.9
2 14,720.8414,154.
65 176,650.04169,855.
86 2135
DEPUTY CDD
DIRECTOR STEP 1 88.6485.23 7,091.376,818.6
3 15,364.6414,773.
69 184,375.65177,284.
29 STEP 2 93.0789.49 7,445.947,159.5
6 16,132.8615,512.
37 193,594.38186,148.
50 STEP 3 97.7393.97 7,818.247,517.5
4 16,939.5116,287.
99 203,274.12195,455.
93 2271
DEPUTY
DIRECTOR
PARKS & REC
STEP 1 84.90 6,791.89 14,715.76 176,589.13
STEP 2 89.14 7,131.48 15,451.55 185,418.61
STEP 3 93.60 7,488.06 16,224.12 194,689.50
2117
DEP DIR
PUBLIC WORKS STEP 1 87.4584.08 6,995.736,726.6
7 15,157.4214,574.
44 181,889.01174,893.
32 STEP 2 91.8288.29 7,345.527,063.0
0 15,915.3015,303.
17 190,983.57183,637.
99 STEP 3 96.4192.70 7,712.797,416.1
5 16,711.0516,068.
32 200,532.64192,819.
89 2545
DEPUTY
POLICE CHIEF STEP 1 109.99105.7
6 8,799.108,460.6
7 19,064.7118,331.
45 228,776.50219,977.
41 STEP 2 115.49111.0
5 9,239.058,883.7
0 20,017.9419,248.
02 240,215.29230,976.
28 STEP 3 121.26116.6
0 9,701.009,327.8
9 21,018.8420,210.
42 252,226.05242,525.
09 2029
DEPUTY
DIRECTOR OF
FINANCE
STEP 1 85.92 6,873.27 14,892.09 178,705.12
STEP 2 90.21 7,216.94 15,636.70 187,640.42
STEP 3 94.72 7,577.78 16,418.53 197,022.39
Salary is based on a 40-hour work week.
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