HomeMy WebLinkAboutAGENDA REPORT 2004 0121 CC REG ITEM 10FTO:
FROM:
DATE:
MOORPARK CITY COUNCIL
AGENDA REPORT
Honorable City Council
Deborah S. Traffenstedt, ATCM /City Clerk �::IDj
January 15, 2004 (CC Meeting of 01/21/04)
SUBJECT: Consider Approval of Resolution Adopting a Revised
Benefit Program for Management Employees and Rescinding
Resolution No. 2002 -1951
BACKGROUND AND DISCUSSION
Attached is a draft resolution that shows proposed revisions to the
Management Benefits Program (reference legislative format for
revised language). The proposed revisions are generally as
summarized below.
• Sections 1 and 2: Position titles have been added for City
Engineer and Assistant City Clerk and Recreation
Superintendent has been changed to Recreation Manager.
• Section 3: Language was revised for administrative leave
granted to Management employees in June pertaining to
vacation conversion.
• Section 4: Years of service references for vacation leave
have been revised to months of service (reason is this is
easier to track if there has been a break in service, such as
a leave of absence).
• Section 7: Language has been added to clarify payment for a
comprehensive physical for Department Heads every two years
includes payment for costs not covered or funded by medical
insurance (such as specialized examinations, tests, and
laboratory costs).
• Section 8: Involuntary separation benefits for Department
Heads have been amended, including changing years of service
to months of service.
• Section 10: Years of service references for longevity pay
have been revised to months of service.
• Section 11: Language has been added to clarify that the
supplemental sick leave benefit for Department Heads is only
000079
Honorable City Council
January 21, 2004, Regular Meeting
Page 2
available within the first 36 months of employment with the
City.
• Section 15: A new section has been added to provide for a
cell phone allowance for Department Head, Assistant City
Manager, and City Manager positions. The City's past
practice has been to purchase the cell phones from one
provider, pay for the service, and require reimbursement for
personal calls. What is now proposed is that the Department
Head would purchase their own cell phone and service plan,
making it easier to take advantage of family plan discounts
to lower the overall cost to the City. Another objective is
to have a variety of cell phone providers to minimize the
potential for all cell phones to be inoperable during an
emergency.
• Section 16: Administrative leave, vacation leave and maximum
accrual for vacation leave have been amended in this section.
If approved, the final resolution will be printed with the
legislative format deleted.
STAFF RECOMONDATION
Adopt Resolution No. 2004-
Attachment: Draft Management Benefits Resolution
I
RESOLUTION NO. 2004-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF MOORPARK, CALIFORNIA, ADOPTING A REVISED
BENEFIT PROGRAM FOR MANAGEMENT EMPLOYEES AND
RESCINDING RESOLUTION NO. 2002 -1951
WHEREAS, the City Council recognizes that the management
employees of the City are required to perform additional
services to the City within the scope of their assignments; and
WHEREAS, in recognition of the additional time management
employees devote in their service to the City without additional
compensation, the City Council finds that it is appropriate to
provide management employees benefits in addition to those
provided to the competitive service employees of the City; and
WHEREAS, Resolution No. 2002 -1951 adopted on March 6, 2002,
previously established a benefit program for management
employees and is now proposed to be rescinded and a revised
benefit program adopted.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MOORPARK
DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. When used in this Resolution, the term
"Department Head" shall include the classification positions of
Administrative Services Director, Assistant City Manager,
Assistant to City Manager /City Clerk, City Engineer, Community
Development Director, Community Services Director, Deputy City
Manager, and Public Works Director, and such other
classifications as the City Council may from time to time
designate by resolution as being department head positions.
SECTION 2. When used in this Resolution, the term
"Management Employee" shall include the classification positions
of Accountant I and II, Assistant City Clerk, Administrative
Services Manager, Budget and Finance Manager, Finance /Accounting
Manager, Information Systems Manager, Information Systems
Supervisor, Management Analyst, Planning Manager, Principal
Planner, Public Works Supervisor, Recreation
S „r,.r- n ^. -�Manager, Redevelopment Manager, Senior Management
Analyst, and such other classifications as the City Council may
from time to time designate by resolution as being management
positions.
1,fllel
Resolution No. 2004 -
Page 2
SECTION 3. The Department Heads and the Management
Employees of the City shall be entitled to the following
Administrative Leave benefits:
Department Heads shall be granted administrative leave at
the rate of ninety -six (96) hours per fiscal year, accrued at
the rate of 3.69 hours per pay period. On June 1 of each year
following completion of one full year of service, the Department
Head may, at his /her option, convert forty (40) hours of the
annual administrative leave to cash, if a rating of
"commendable" or higher was received on the most recent
performance evaluation in the fiscal year. The amount of
administrative leave earned and the amount that may be converted
to cash will be prorated if service is less than a year. Any
unused administrative leave balance at the end of a fiscal year
may be extended for a period of up to four (4) months by the
City Manager, or the Department Head may convert the unused
balance to vacation leave if the Department Head has used at
least forty (40) hours of paid leave time in the prior fiscal
year. This last requirement may be waived in writing by the
City Manager in recognition of extenuating circumstances.
Management Employees shall be granted administrative leave
at the rate of forty -eight (48) hours per fiscal year, accrued
at the rate of 1.85 hours per pay period. The amount of
administrative leave earned will be prorated if service is less
than one year. On June 1 of each year, following completion of
one full year of service, the Management Employee shall be
granted up to an additional twenty -four (24) hours of
administrative leave based on the most recent performance
evaluation by his /her Department Head if he /she received a
rating of "commendable" or higher and the employee's Department
Head has indicated that the employee has spent an inordinate
amount of additional work hours in performance of service to the
City. If additional administrative leave is granted in June, 4p
i.
peried— ef--up te— febr (4)— one�hs by the —Gity ManatfeL, em� the
Management Employee may convert up to sixteen (16) hours of the
unused balance of the additional administrative leave to
vacation leave, if the Manageffient Effipleyee - has — used —at least
conversion of administrative leave to vacation leave will not
result in exceeding the maximum vacation accrual described in
Section 4. This laSt r-eqidireFftent may be waived in winiting 19y the
Gity Manager in reeegnitien- ef-- extenuating - eireamst- enees.
000O L-2
Resolution No. 2004 -
Page 3
SECTION 4. The Department Heads and the Management
Employees of the City shall be entitled to the following
Vacation Leave benefits:
Department Heads shall accrue vacation leave with pay as
described herein. In the event a Department Head was employed
by another public agency (city, county, or special district) at
the time or within one year of his /her appointment with the
City, the Department Head shall accrue vacation at the same rate
he /she was accruing at the time he /she left that prior position,
not to exceed the equivalent of 6.1538 hours per pay period
(equivalent to 20 eight -hour days per year), but in no event
less than 4.6154 hours per pay period (equivalent to 15 eight -
hour days per year). He /she will continue to accrue annual
vacation at that rate until such time as he /she would be
eligible for the next increase in accrual rate based on
cumulative years of service with the City of Moorpark as
follows:
1 to 60 Months Yew- Gn-e —te Fi - 4.6154 hours per pay
period (equivalent to 15 eight -hour days per year);
61 to 72 Months rea_i —Sim- 4.9231 hours per pay period
(equivalent to 16 eight -hour days per year);
73 to 84 Months Yeaic Sev - 5.2308 hours per pay period
(equivalent to 17 eight -hour days per year);
' 85 to 96 Months Y - 5.5385 hours per pay period
(equivalent to 18 eight -hour days per year);
97 to 108 Months Year Nine - 5.8462 hours per pay period
(equivalent to 19 eight -hour days per year);
109 to 120 Months Yew 10 - 6.1538 hours per pay period
(equivalent to 20 eight -hour days per year);
121 to 132 Months Yew -11- - 6.4616 hours per pay period
(equivalent to 21 eight -hour days per year);
133 and above Months Ye = 12 - 6.7693 hours per pay period
(equivalent to 22 eight -hour days per year, the maximum
accrual rate).
Department Heads may accrue up to a maximum of four hundred
eighty (480) hours of vacation before accruals cease. The City
Manager may i- t-approve a Department Head to accrue an
-000083
Resolution No. 2004 -
Page 4
additional one hundred twenty (120) hours of vacation leave
based on City needs. Additional vacation accrual beyond 480
hours shall require the written approval of the City Manager. At
any time during the period of January 1 through June 15 of each
year, the Department Head may cash out up to eighty (80) hours
of accumulated vacation leave, if the Department Head has taken
ten (10) days of paid leave time within the prior twelve (12)
month period.
The City Council may unilaterally restrict the cash out for
any single fiscal year. In such case, the maximum vacation
accrual for the Department Heads shall be increased by the
eighty (80) hours until such time as said restriction is lifted.
Unless the restriction is retroactively lifted, the maximum
accrual for the Department Heads shall remain at the new maximum
accrual rate. If the restriction is retroactively lifted, the
maximum accrual shall revert to the four hundred eighty (480)
hour maximum. Should the Council impose a restriction for more
than one consecutive year, and less than the full term of the
restriction is lifted, the maximum accrual shall be reduced only
by that amount of time for which the restriction is lifted.
Management Employees shall accrue vacation leave as
described herein. In the event a Management Employee was
employed by another public agency (city, county, or special
district) at the time or within one year of his /her appointment
with the City, the Management Employee shall accrue vacation at
the rate he /she was accruing at the time he /she left that prior
position, not to exceed the equivalent of 4.6154 hours per pay
period (equivalent to 15 eight -hour days per year), but in no
event less than 3.6923 hours per pay period (equivalent to 12
eight -hour days per year). He /she will continue to accrue
annual vacation at that rate until such time as he /she would be
eligible for the next increase in accrual rate based on
cumulative years of service with the City of Moorpark as
follows:
1 to 60 Months Years ,Gne 1e —Fd: - 3.6923 hours per pay
period (equivalent to 12 eight -hour days per year);
61 to 72 Months Year Six- - 4.9231 hours per pay period
(equivalent to 16 eight -hour days per year);
73 to 84 Months Year Seven - 5.2308 hours per pay period
(equivalent to 17 eight -hour days per year);
1TIM�
Resolution No. 2004 -
Page 5
l 85 to 96 Months Year- Eig - 5.5385 hours per pay period
(equivalent to 18 eight -hour days per year);
97 to 108 Months Year- Nine - 5.8462 hours per pay period
(equivalent to 19 eight -hour days per year);
109 and above Months _Yea - 6.1538 hours per pay period
(equivalent to 20 eight -hour days per year, the maximum
accrual rate).
Management Employees may accrue up to a maximum of three hundred
sixty (360) hours of vacation before accruals cease. The City
Manager may permit a Management Employee to accrue an additional
eighty (80) hours of vacation leave based on City needs.
Additional vacation accrual beyond 360 hours shall not be
permitted unless written approval is received from the City
Manager.
SECTION 5. The Department Heads and the Management
Employees of the City shall be entitled to the following Sick
Leave benefits:
Department Heads shall accrue sick leave in accordance with
the program approved by the City Council for Competitive Service
employees, and shall be subject to such other rules and
regulations pertaining to sick leave use and accrual as approved
for Competitive Service employees.
Management Employees shall accrue sick leave in accordance
with the program approved by the City Council for Competitive
Service employees, and shall be subject to such other rules and
regulations pertaining to sick leave use and accrual as approved
for Competitive Service employees.
SECTION 6. The Department Heads and the Management
Employees of the City shall be entitled to the following Salary
Adjustment benefits:
Department Heads shall be subject to the Salary Plan
adopted by the City Council resolution for Competitive Service
and Non - Competitive Service employees. Department Heads shall be
eligible for the same "cost of living" adjustments as may be
granted from time to time by the City Council to Competitive
Service employees. Nothing herein shall preclude the City
Council from granting Department Heads adjustments above those
granted to the Competitive Service employees.
000'OSS
Resolution No. 2004 -
Page 6
Management Employees shall be subject to the Salary Plan
adopted by the City Council resolution for Competitive Service
and Non - Competitive Service employees. Management Employees
shall be eligible for the same "cost of living" adjustments as
may be granted from time to time by the City Council to
Competitive Service employees. Nothing herein shall preclude
the City Council from granting Management Employees adjustments
above those granted to the Competitive Service employees.
SECTION 7. The Cit
Management
following
Employees of
Medical Program
j Manager, Department Heads and the
the City shall be entitled to the
benefits:
The City Manager and Department Heads shall be eligible to
participate in the same medical programs as are made available
to Competitive Service employees with the same contributions
from the City, except that the City shall pay one hundred
percent (1000) of the cost for employee and family coverage
premiums. Any Department Head who does not subscribe to
dependent coverages for medical, vision, and dental plans, shall
be paid one -half of the premium cost for dependent coverage
waived at the employee - plus -one dependent rate, calculated using
the cost of the plan the employee is enrolled in for his /her own
coverage. The in -lieu payment shall not exceed a total of
$175.00 per month. Department Heads shall be provided term life
insurance policies at one hundred thousand dollar ($100,000)
face value. Life insurance coverage for dependents shall be the
same as that provided for Competitive Service employees.
Beginning - w; * the fiseal yearr°°899, After completion of the
first year of service with the City, Department Heads are
eligible for a City -paid comprehensive physical examination
every two (2) years, with a maximum, cumulative City
contribution of seven hundred and fifty dollars ($750.00) pe-r-
n,tienfor each pre- approved comprehensive_ physical
examination, as a supplement for costs not covered by City =or
funded by medical insurance (including any specialized
examinations, tests, and laboratory costs) . To be eligible for
the benefit, the Department Head shall obtain the prior written
approval of the City Manager.
Those Department Heads and /or City Manager hired prior to
April 1, 1986, that were exempted from payment of the Medicare
portion of Social Security, shall have the option as of June 30,
2001, of either enrolling in the Medicare Program (if allowed by
the Social Security Administration) with the City paying the
employer's share of such costs, or the eligible employee may
0 01 00E G
Resolution No. 2004 -
Page 7
choose not to enroll in Medicare and the City shall pay the
equivalent amount of the employer's share as deferred
compensation.
Management Employees shall be eligible to participate in
the same medical programs as are made available to Competitive
Service employees with the same contributions from the City
toward the program premiums as provided to Competitive Service
employees. Any Management Employee who does not subscribe to
dependent coverages for medical, vision, and dental plans, shall
be paid one -half of the premium cost for dependent coverage
waived at the employee - plus -one dependent rate, calculated using
the cost of the plan the employee is enrolled in for his /her own
coverage. The in -lieu payment shall not exceed a total of
$175.00 per month.
SECTION 8. The Department Heads and the Management
Employees of the City shall be entitled to the following
Separation benefits:
Department Heads shall be eligible to receive the following
paid severance benefits at his /her then current salary rate, for
cumulative months of service with the City of Moorpark (leave of
absence time shall be deducted) , if involuntarily separated from
service with the City of Moorpark for any reason other than if
separated from service due to conviction of any misdemeanor
concerning an act related to their official duties or moral
turpitude or convicted of any felony -_ The Bepai�tFRent Heads
e i b=e-- tee --(I 9) days —(eighty [ 8 01 h e ter -s ) e f-- paid
se at his,l�ithen eui=Lce rc salai�y rtat -e feiF eraeli --f ill year-
}
ef ninety (90) Elays (seven huneli�ed twenty [72011 heai=s) ef paiel
severanee.
1
to
36
Months
of
service -
480
hours
of
paid
severance
37
to
48
Months
of
service -
560
hours
of
paid
severance
49
to
60
Months
of
service -
640
hours
of
paid
severance
61
to
72
Months
of
service -
720
hours
of
paid
severance
73
to
84
Months
of
service -
880
hours
of
paid
severance
85
or
more Months
of service
-960
hours
of
paid
severance
If employed as a Department Head with the City of Moorpark for
five (5) or more cumulative years (leave of absence time shall
be deducted), the Department Head shall also be eligible to
receive in cash payment twenty -five percent (250) of his /her
sick leave balance, in addition to his /her vacation leave and
administrative leave balances, accumulated as of the effective
000087
Resolution No. 2004 -
Page 8
date of the separation. The requirement to be employed as a
Department Head for five (5) or more years to be eligible to
receive in cash payment twenty -five percent (250) of his /her
sick leave balance accumulated as of the effective date of the
separation, shall not apply to an employee appointed as a
Department Head as of January 1998, who also had five (5) or
more years of service with the City when appointed to a
Department Head position. The cash payment shall also be paid to
any qualified beneficiaries, if the separation is due to the
death of the employee.
In cases of voluntary separation from service with the
City, including retirement under the City's retirement system
( "Service Retirement "), or death of the employee, Department
Heads shall not be eligible for the severance pay provided for
in this Section, but shall be eligible for the cash payment for
sick leave, vacation leave and administrative leave as provided
for in this Section. In addition, in the case of Service
Retirement, Department Heads shall be eligible to receive in
cash payment fifty percent (500) of his /her sick leave balance
accumulated as of the effective date of the separation, if
employed with the City of Moorpark for sixteen (16) or more
years.
Management Employees shall be eligible to receive the
following benefits if voluntarily or involuntarily separated
from service with the City of Moorpark for any reason other than
if separated from service due to conviction of any misdemeanor
concerning an act related to their official duties or moral
turpitude or convicted of any felony. If employed as a
Management Employee with the City of Moorpark for eight (8) or
more years, the Management Employee shall be eligible to receive
in cash payment twenty -five percent (250) of his /her sick leave
balance, in addition to his /her vacation leave and
administrative leave balances, accumulated as of the effective
date of the separation. The cash payment shall also be paid to
any qualified beneficiaries, if the separation is due to the
death of the employee. In addition, in the case of Service
Retirement, Management Employees shall be eligible to receive in
cash payment fifty percent (500) of his /her sick leave balance
accumulated as of the effective date of the separation, if
employed with the City of Moorpark for sixteen (16) or more
years.
SECTION 9. The Department Heads and the Management
Employees of the City shall be entitled to the following Tuition
Reimbursement benefits:
000'088
Resolution No. 2004 -
Page 9
Department Heads shall be eligible to receive tuition
reimbursement for courses approved by the City Manager at the
same rate as is approved by the City Council for Competitive
Service employees.
Management Employees shall be eligible to receive tuition
reimbursement for courses approved by the City Manager at the
same rate as is approved by the City Council for Competitive
Service employees.
SECTION 10. After completion of five (5` —sixty (60) fib
years cumulative months of service, Department Heads and
Management Employees shall be entitled to longevity pay benefits
to be paid each pay period based on the gross base salary for
that pay period, so long as the employee's performance
evaluation is at least at a commendable level (7.0 or higher
score) and the employee is not on unpaid leave. Longevity pay
shall be calculated based on cumulative months of service
as follows (and leave of absence time shall be deducted):
Department Heads
61 to 120
Months 6-10 Years
of
service -
one -half percent
(.50)
121 to 180
Months 11-15 Years
of
service -
one percent (lo)
181 to 240
Months 16 29 Years
of
service -
one and one -half
percent (1.5%)
24124 or more Monthsyears
of service - two
percent (20)
Management
Employees
121 to 180
Months 11 reams
—of
service -
one -half percent
(.50)
181 to 240
Months 16 - 2G Years
of
service -
one percent (1%)
241 or more Months years of service - one and one -half
percent (1.5%)
SECTION 11. At the tiffieWithin the first 36 months of
employment with the City, as eletermined by the Gd4=y Manager, a
Department Head may receive thirty (30) days of supplemental
sick leave, which may be used only for a catastrophic illness or
OOOOS9
Resolution No. 2004 -
Page 10
injury to the employee. The leave provided by this Section
shall have no cash value at the time of separation of service
from the City. Use of this leave shall be at the City Manager's
sole discretion and only after exhaustion of all accumulated
sick leave, administrative leave, and vacation leave, and
floating holiday leave and until the Department Head is eligible
for the City's long -term disability benefits or is terminated
from City employment, whichever comes first.
SECTION 12. A monthly car allowance shall be provided for
the positions listed and for the amount listed as follows:
Assistant City Manager
City Engineer
City Manager
Community Development Director
Community Services Director
Deputy City Manager
Public Works Director
The monthly car allowance shall
approved and paid leave of absence.
$250.00
$250.00
$415.00
$250.00
$250.00
$250.00
$250.00
be continued through an
SECTION 13. The City Manager, Department Heads and
Management Employees shall be entitled to the following deferred
compensation payment:
The City Manager, Department Heads, and Management
Employees shall be entitled to a deferred compensation
contribution made by the City into an approved deferred
compensation program, as follows: City Manager - Three percent
(3.0%) of gross base salary, Department Head positions - Two and
one -half percent (2.50) of gross base salary, and Management
Employees - Two percent (2.0%) of gross base salary.
SECTION 14.
Management Employee
Holiday benefits:
The City Manager, Department Heads and
Employees
shall be entitled to the following Floating
All Department Heads and Management Employees shall accrue
eight (8) hours Floating Holiday Leave on January 1 and July 1
of each year. Department Heads and Management Employees
utilizing their Floating Holiday Leave must use a full eight
hours of Floating Holiday Leave at any one time. An employee may
not accumulate Floating Holiday Leave in excess of the number of
hours of Floating Holiday Leave he /she would accrue in a one -
year period. When an employee's accumulated Floating Holiday
000090
Resolution No. 2004 -
Page 11
Leave balance reaches the maximum, accrual of Floating Holiday
Leave shall cease. The employee shall not accrue further
Floating Holiday Leave until such time as the employee's
accumulated Floating Holiday Leave balance again falls below the
maximum on the next accrual date (January 1 and July 1).
Department Heads and Management Employees must provide a minimum
of 48 hours notice prior to requesting approval of Floating
Holiday leave. The City reserves the right to approve or deny
requested use of Floating Holiday Leave based upon the service
needs of the City. Employees terminating their employment with
the City shall be paid for accumulated Floating Holiday Leave
based upon their then regular rate of pay.
SECTION 15. A monthly cellular telephone (cell phone)
allowance of $70.00 for the City Manager and $45.00 for each
Department Head position shall be provided, subject to
compliance with cell phone standards to be approved by the City
Manager. Such standards shall include, but not be limited to,
the cell phone company to be used, the service area, and voice
mail and paging capabilities. In addition to the monthly
allowance, the City shall reimburse the City Manager and
Department Heads up to a maximum of $125.00 every two years upon
submittal of an invoice showing proof of payment for a new cell
phone that is in compliance with the established cell phone
standards. City Manager approval is required prior to a
Department Head receiving the monthly allowance and the cell
phone acquisition reimbursement. The monthly cell phone
allowance shall be continued. through any approved and paid leave
of absence.
SECTION 1 -56. In addition to applicable provisions of the
Municipal Code, or other Council policy, the provisions of
Sections 3, 4, 5, 6, 7, 9, 10, and 11 of this resolution
pertaining to Department Heads and Sections 12, 13, and 14, and
15 shall also apply to the position of City Manager, with the
following exceptions: In Section 3, administrative leave shall
be accrued at the rate of one hundred and twenty (120) hours oer
fiscal year, accrued at the rate of 4.62 hours per pay period.
epee tthti-In Section 4, herein, the accrual rate for 145 -156
Months (year 13) of City employment shall be 7.0770 hours per
pay period (equivalent to 23 eight -hour days per year), the
accrual rate for 157 to 168 Months (year 14) of City employment
shall be 7.3847 hours per pay period (equivalent to 24 eight -
hour days per year) , the accrual rate for 169 to 180 ,,,nths
(year 15) of City employment shall be 7.6923 hours per pay
period (equivalent to 25 eight -hour days per year) , the accrual
rate for 169 to 192 Months (year 16) of City employment shall be
000091
Resolution No. 2004 -
Page 12
8.0000 hours per pay period (equivalent to 26 eight -hour days
per year), and the accrual rate for 193 to 204 Months (year 17)
of City employment shall be 8.3077 hours per pay period
(equivalent to_27 ei ht -hour days per year); the maximum accrual
for vacation leave shall be s ., ' a d_e Ise._ hundred and twenty
(,&-9-9720) hours; he /she may cash out up to one hundred twenty
(120) hours of accumulated leave so long as he /she has taken ten
(10) days of paid leave in the prior twelve (12) -month period;
as long as at least two hundred forty (240) hours of vacation
leave are accumulated, forty (40) hours of such accrual may be
cashed out as deferred compensation in January of each year; and
in Section 7, herein, the amount of the term life insurance
policy shall be two hundred thousand dollars ($200,000). In
addition, if the City Manager has been employed with the City of
Moorpark for five (5) or more years, he /she shall be eligible to
receive in cash payment twenty -five percent (250) of his /her
sick leave balance accumulated as of the effective date of
his /her voluntary or involuntary separation from City service or
upon his /her death, and if employed for fifteen (15) or more
years, he /she shall be eligible to receive in cash payment fifty
percent (500) of his /her sick leave balance accumulated as of
the effective date of his /her voluntary or involuntary
separation from City service or upon his /her death.
SECTION 1 -67. Resolution No. 2002 -1951 is hereby rescinded,
and the implementation of _ this new resolution for payroll
-purposes, shall be applicable to first complete^ payroll period
following adoption of this resolution..
SECTION 148.
of this resolutio
filed in the book
The City Clerk shall certify to the adoption
n and shall cause a certified resolution to be
of original resolutions.
PASSED AND ADOPTED this 21st day of January, 2004.
Patrick Hunter, Mayor
ATTEST:
Deborah S. Traffenstedt, City Clerk
000092