HomeMy WebLinkAboutAgenda Report - June 2, 2004 E-07AGENDA ITEM "C**07
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AGENDA TITLE: Adopt resolution approving Fire Mid -Management Addendum to Statement of
Benefits (unrepresented).
MEETING DATE: Wednesday, June 2, 2004
PREPARED BY: Human Resources Director
RECOMMENDED ACTION: Adopt resolution approving Fire Mid -Management Addendum to
Statement of Benefits (unrepresented).
BACKGROUND INFORMATION: In July of 2003, benefit information for Fire Mid -Management
employees was revised and clarified: Since that time, they have requested some changes which would
make their benefit structure comparable with the employees that they supervise. The benefits are listed
on the attached sheet (Attachment 1).
Additionally, Fire Mid -Management will be subject to the Vacation Leave Policy (Attachment 2).
FUNDING: Current Fire Operating Budget
COST: $12,900 Annually
6*es Krueger, Finance Dir ctor
cc: Interim City Attorney
Mike Pretz, Fire Chief
Respectfulls bmi d,
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Joanne - Na och, 0umanWesources Director
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RESOLUTION NO. 2004-107
A RESOLUTION OF THE LODI CITY COUNCIL
APPROVING CHANGES IN BENEFITS FOR FIRE
MID -MANAGEMENT EMPLOYEES (UNREPRESENTED)
NOW, THEREFORE, BE IT RESOLVED by the Lodi City Council that changes in
benefits for Fire Mid -Management Employees (unrepresented) relating to Uniform
Allowance, Department Sanctioned Teams, Performance Incentive Bonus, and Vacation
Leave Policy are hereby. approved, as shown on Attachment 1 and 2 attached hereto
and made a part of this Resolution.
Dated: ,lune 2, 2004
I hereby certify that Resolution No. 2004-107 was passed and adopted by the
City Council of the City of Lodi in a regular meeting held dune 2, 2004, by the following
vote:
AYES: COUNCIL MEMBERS — Beckman, Hitchcock, Howard, Land, and
Mayor Hansen
NOES: COUNCIL MEMBERS — None
ABSENT: COUNCIL MEMBERS — None
ABSTAIN: COUNCIL MEMBERS None
2004-107
SUSAN J. BLACKSTON
City Clerk
Fire Mid -Management
Addendum to Statement of Benefits
Attachment 1
ARTICLE IX — UNIFORM ALLOWANCE
19.1 Uniform allowance shall be $800.00 per year
ARTICLE XXVIII — DEPARTMENT SANCTIONED TEAMS
28.1 It is the intent of the City to develop specialized teams to address a variety of
special hazards and provide specialized services to the department or community.
When a team is established, minimum standards for inclusion and retention as a
team member shall be developed and ratified by the Fire Chief. Any member of
the department who becomes a member of a recognized specialized team, shall
receive a 2.5% salary increase for as long as he/she meets the minimum entry
level requirements and maintains a minimum level of participation as outlined in
the team membership requirements. Each employee of the department can only
receive 2.5% of salary for team membership, regardless of the number of teams
the employee belongs to.
28.2 Existing members of the Hazardous Materials Team shall remain members of the
team and shall continue to receive the 2.5% salary increase. The three members
of the department who meet the minimum requirements for inclusion on the
Hazardous Material Team shall be able to join the team and receive the 2.5%
salary increase upon ratification of this contract. However, no additional team
members shall be assigned to the Hazardous Material Team until the membership
falls below 12 members. There shall be a six month period for the team to
develop acceptable performance standards for maintaining his/her membership on
the team.
28.3 The development of new teams shall require the submittal of minimum entry level
and performance criteria for maintenance of membership to the Fire Chief prior to
the development of the team. The Fire Chief shall have the sole discretion as to
the appropriate number of members per specialized team. The department shall
make every effort to develop a cadre of specialized teams to adequately address
the needs of its members.
ARTICLE XXIX — PERFORMANCE INCENTIVE BONUS
29.1 Definition:
A Performance Incentive Bonus (PIB) is a monetary reward for meritorious
performance above and beyond what is expected and required of all employees
who satisfactorily meet the standards of their job.
Page 1
Fire Mid -Management
Addendum to Statement of Benefits
The bonus shall be $1,500.00 for those employees who have completed the
service requirements of (10) years, and $3,000.00 for those employee who have
completed the service requirements of twenty (20) years.
The bonus is not a part of base salary. Receipt of the bonus for one (1) year does
not affect the following year. Employees must submit a new application for each
year they wish to be considered for the PIB.
It is understood that the bonus is discretionary, and is based upon meritorious
performance as described in the PIB evaluation criteria.
Employees who are granted a PIB by the evaluation committee shall be issued a
separate check for the appropriate amount in November of each year of this
contract.
29.2 Eligibility:
To be eligible to apply for the bonus, employees must meet the following
minimum qualifications:
1. Employees must have completed at least ten (10) full years of service in
this bargaining unit with the City of Lodi by the beginning of the
preceding time period being evaluated (i.e. to be eligible for consideration
in November of 2004, an employee shall have had to complete ten (10)
full years of service by June 30, 2004).
2. Employees must have, at a minimum, a rating of meets standards, in the
overall factor rating listed on the performance evaluation.
3. Special duty assignments shall include but are not limited to: Associate,
and or members of a team (maintaining team qualifications and training
hours); Actively participating in team deployments; Participation in
Wildland fire deployment; Performing fire investigations; Public
education activities; ROP program instruction; Active committee
participation; SOP design and implementation; Training class instruction;
Participation with civic/community organizations.
4. Employees must not have received discipline issued beyond an oral
reprimand.
5. Employees must not have received a positive drug test.
Page 2
Fire Mid -Management
Addendum to Statement of Benefits
6. Employee must have worked a minimum of eight months during the
qualifying period.
Employees must have met the minimum qualifications by the beginning of the
preceding time period being evaluated.
29.3 Evaluation of Application (Process):
The PIB process shall consist of a committee evaluation, conducted on an annual
basis and shall be based upon the preceding year's evaluation (July — June), and
the events, activities, and actions during this same time period.
An evaluation committee shall be appointed to review and evaluate the
applications. The evaluation committee shall be composed of one (1) Mid -
Management representative, the Fire Chief, and one (1) representative from the
Human Resources Department.
Applications for PIB must be made in writing on the designated application form
within the time period allotted by the evaluation committee.
Applicants shall be evaluated only upon written documentation including but not
limited to what is provided in the applicants' application, their performance
evaluation and any actions and events during the rating period including but not
limited to the following: attendance, disciplinary actions, service awards,
commendations, etc.
The criteria used by the evaluation committee shall be determined and developed
in advance of implementation by Human Resources and the Fire Chief and subject
to agreement with a representative from Fire Mid -Management.
The decision of the committee shall be provided to each applicant in writing. The
vote of the committee shall be in confidence. Members of the committee shall
maintain confidentiality in respect to all committee processes including voting.
No committee member shall disclose to any person outside the committee any
discussion of the committee or information concerning the voting or process of
the committee members.
The decision of the evaluation committee to grant or deny a PIB is final and
binding, shall not be appealed, and is not subject to any grievance procedure.
Any perceived technical errors regarding minimum qualifications for the bonus
may be resubmitted for further review by the committee.
Page 3
SUBJECT:
DATE ISSUED:
SECTION:
CITY OF LODI Attachment 2
ADMINISTRATIVE POLICY AND PROCEDURE MANUAL
VACATION LEAVE — Policy
[I
SECTION 1: PURPOSE
The purpose of this policy is to provide guidance in the
implementation of vacation leave.
SECTION 2: ELIGIBILITY
Each probationary and regular full-time employee in the
classified service earns vacation benefits in accordance with his/her length of continuous service and
in accordance with the provisions of approved memorandum of understanding or management pay
plan.
Provisional, temporary, part-time, seasonal, or emergency
employees shall not accrue vacation.
SECTION 3: ACCRUAL
Vacation benefits are earned in accordance with an
employee's appropriate memorandum of understanding or statement of benefits.
Employees earn full vacation leave credits for any pay period
in which they are in a full pay status for the equivalent of one-half or more of their regularly
scheduled work hours. Hours of vacation leave are credited at the approved rate in accordance with
the terms of the appropriate memorandum of understanding.
The maximum amount of unused vacation hours that an
employee may accrue, at any give time is twice the employee's annual vacation entitlement.
Whenever an employee's unused, accrued vacation has reached this maximum accrual amount, the
employee shall stop accruing any additional vacation. Accrual will automatically resume once the
employee uses some vacation and the accrual balance falls below the maximum accrual amount.
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CITY OF LODI ADMINISTRATIVE POLICY AND PROCEDURE MANUAL
Vacation Leave - Policy Page 2
Under extenuating circumstances, requests to accrue vacation leave over the maximum may be
authorized by the City Manager. Requests must be; a) submitted in writing, b) include justification
for the exception, and c) be recommended for approval by the Department Head. The City Manager
has sole discretion to approve or deny such requests.
SECTION 4: SCHEDULING
Dates of vacation may be requested by the employee, but are
subject to the approval of the Department Head. Approval of vacation leave is at the discretion of
the Department Head given considerations such as departmental procedures for request and
approval, workloads, scheduling, seniority, and in accordance with terms of the appropriate
memorandum of understanding.
SECTION 5: UTILIZATION
After six (6) months of continuous service, an employee may
request utilization of vacation leave.
Vacation leave may be taken in quarter hour increments.
Employees are not permitted to take vacation leave in excess of their accumulated balance.
Employees on vacation leave shall be considered in full -pay
status, and continue to accrue seniority, sick leave, and vacation leave credit.
SECTION 6: HOLIDAYS FALLING DURING VACATION
When a holiday or day observed in lieu of a holiday occurs on
a day on which an employee is taking vacation such employee shall not be charged as using vacation
for that day. The employee's compensation for that day shall be holiday and he/she shall not be paid
or charged for vacation.
SECTION 7: ILLNESS OR ACCIDENT DURING VACATION
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CITY OF LODI ADMINISTRATIVE POLICY AND PROCEDURE MANUAL
Vacation Leave - Policy Page 3
An illness or accident during a regularly approved and
scheduled vacation period may be converted to sick leave when the following action is taken:
The employee, immediately upon return to duty, submits to
his/her Department Head a written request for sick leave and, if requested, a written statement signed
by the employee's attending physician certifying to the nature and dates of the employee's physical
disability.
SECTION 8: COMPENSATION FOR VACATION LEAVE UPON
SEPARATION FROM SERVICE
An employee who leaves City employment shall be
compensated at his/her current rate of pay for vacation accrued but not taken up to the date of
termination.
Employees planning their resignation or retirement may
request permission to take a terminal vacation to the limit of their accumulated vacation leave
balances. Such planning involves the submission of a written request to the Department Head for
approval.
SECTION 9: CHARGEABLE ABSENCES TO VACATION LEAVE
Other than for the purposes of taking a vacation, an employee
may elect to charge an approved leave of absence to vacation leave. Such absences are subject to
approval from an employee's Department Head, and in accordance with the City of Lodi
Administrative Policy and Procedure for Leave of Absence and the appropriate memorandum of
understanding.
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