HomeMy WebLinkAboutResolution No. 6384 RESOLUTION NO. 6384
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF DOWNEY ESTABLISHING THE BENEFITS PAYABLE TO
EMPLOYEES IN CLASSIFICATIONS DESIGNATED AS EXECUTIVE
MANAGEMENT, MIDDLE MANAGEMENT AND CONFIDENTIAUEXEMPT
WHEREAS, under California State law, Section 2704 of the Downey Municipal Code and Section
12 of the City of Downey Supplemental Employee Relations Rules and Regulations, the City Council is
vested with the authority to designate classifications as being Executive Management, Middle
Management and Confidential /Exempt; and
WHEREAS, the City Council desires to delineate the benefits payable to employees in the
Executive Management, Middle Management and Confidential/Exempt service of the City.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF DOWNEY DOES RESOLVE AS
FOLLOWS:
SECTION 1. EXECUTIVE MANAGEMENT.
A. The following classifications shall be designated as part of the management service and shall
be considered as "Executive Management. "
Asst. City Manager, Economic Development
Asst. City Manager, General Services
Chief of Police
Director of Community Development
Director of Community Services
Director of Public Works
Fire Chief
,—� Finance Director
B. Exclusions. Executive Management employees are specifically excluded from overtime
compensation of any type and Education Incentive Pay. Individuals appointed or promoted into Executive
Management classifications after January 24, 1984, are automatically excluded from eligibility for Merit
Longevity Pay. (Executive Management employees who, prior to January 24, 1984, retained eligibility for
Merit Longevity Pay shall receive such compensation according to the terms specified under Section
10(B) of this Resolution, which shall be applicable for this purpose only.)
Executive Management employees have been designated as part of the Unclassified service and
are exempt from the provisions of Chapter 7 of the Downey Municipal Code and that certain document
entitled Personnel Management Rules and Regulations with the exception of Article IX entitled Attendance
and Leaves. As part of the Unclassified service, it is emphasized that Executive Management personnel
are specifically excluded from access to the Grievance Procedures as established in the respective
Memoranda of Understanding; specifically excluded from probationary periods and the ability to attain
"permanent " status; and specifically excluded from the right of access to the Personnel Advisory Board
based on Section 2704 of the Downey Municipal Code.
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RESOLUTION NO. 6384
SECTION 2. MIDDLE MANAGEMENT
A. The following division manager and supervisory classifications shall be designated as part of
the management service and shall be considered as "Middle Management: "
Asst. Community Development Director (City Planner)
Assistant Finance Director
Assistant to the City Manager
Building Official fl
City Engineer 1
City Librarian
Data Processing Manager
Dispatch Systems Manager
Housing Manager
Library System Manager
Personnel Director
Principal Civil Engineer
Purchasing Manager
Recreation Manager
Senior Civil Engineer (GIS Specialist)
Social Services Manager
Superintendent of Physical Services
Superintendent of Water and Sanitation
Theater Manager
B. Exclusions. Middle Management employees are specifically excluded from overtime
compensation of any type with the exception of Dispatch Systems Manager who is eligible to receive
overtime compensation at the discretion of the Fire Chief. Individuals appointed or promoted into Middle
Management classifications after January 24, 1984, are automatically excluded from eligibility for Merit
Longevity Pay. (Middle Management employees who, prior to January 24, 1984, retained eligibility for
Merit Longevity Pay shall receive such compensation according to the terms specified under Section
(10(B) of this Resolution, which shall be applicable for this purpose only.)
SECTION 3. CONFIDENTIALJEXEMPT
A. The following classifications shall be designated as part of the confidential service and shall be
considered as "Confidential /Exempt: "
Public Information Coordinator
Deputy City Clerk
Secretary to the Chief of Police
Secretary to the City Council
Secretary to the City Manager
B. Exclusions Confidential /Exempt employees are specifically excluded from overtime
compensation of any type unless approval for such compensation is granted by the City Manager on a
case -by -case basis.
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ConfidentiaVExempt employees have been designated as part of the Unclassified service and are
exempt from provisions of Chapter 7 of the Downey Municipal Code and that certain document entitled
Personnel Management Rules and Regulations with the exception of Article IX entitled Attendance and
Leaves. As part of the Unclassified service, it is emphasized that ConfidentiaVExempt employees are
specifically excluded from access to Grievance Procedures as established in the respective Memoranda
of Understanding; specifically excluded from probationary periods and the ability to attain " permanent "
status; and specifically excluded from the right of access to the Personnel Advisory Board based on
Section 2704 of the Downey Municipal Code.
SECTION 4. ATTENDANCE AND LEAVES
Pursuant to Section 14, Article IX, of the Personnel Management Rules and Regulations,
employees in the Unclassified service of the City are subject to the provisions of Article IX of the
Personnel Management Rules and Regulations. In addition, Executive Management, Middle Management
and ConfidentiaVExempt employees are subject to the following:
A. Annual Vacation Leave
I. Vacation Accrual.
a. Executive Management employees shall accrue one hundred sixty (160) hours per year.
b. Middle Management employees shall accrue annual vacation leave as follows:
Years of Service Hours Per Year
0 -5 120
6 -10 136
11+ 160
c. Confidential/Exempt employees shall accrue annual vacation leave as follows:
Years of Service Hours Per Year
0 -3 80
4 -5 96
6 -10 120
11 -15 136
16+ 160
2. Vacation Policy.
a. Vacation shall be taken at the convenience of the City with the approval of the department
head or City Manager. Where possible, such vacation should be taken annually and not accumulated
from year to year. Employees should be allowed to accumulate two (2) years allowance of vacation. If an
employee is prohibited by the supervisor from taking his /her vacation because of manpower shortages or
operational needs, the employee shall be paid all vacation in excess of two (2) years at the rate earned at
the time the employee would have taken his or her vacation. All accumulated vacation in excess of two
(2) years shall be taken within ninety (90) days, at a time mutually agreeable to both the supervisor and
the employee. If at all possible, the supervisor shall accommodate the employees' desire as to taking
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vacations. If the employee does not take the excess vacation time off within the ninety (90) days, the
employee will forfeit this excess time.
b. When an employee who has become entitled to receive vacation, either by retirement,
permanent layoff, or termination, the employee shall be entitled to be paid for unused earned vacation at
the rate of pay in effect at the time of separation.
c. Vacation shall be accrued on a monthly basis by dividing twelve (12) into the number of
eligible vacation hours, as set forth in Section 4(A) above, to which the employee is to receive
based upon the employees' years of service with the City.
B. Sick Leave.
1. Sick leave shall be defined as absence from duty because of illness or off the job injury, or
exposure to contagious disease as evidenced by certification from an accepted medical authority.
2. Sick leave shall be paid to covered employees at the rate of eight (8) hours per month of
service. Sick leave shall not be considered a privilege that an employee may use at his discretion but
shall be allowed only in case of necessity and actual sickness or disability. Unused sick leave shall
accrue without limit on accumulation.
3. In order to receive compensation while absent on sick leave, the employee shall notify a
designated supervisor within two (2) hours of the time set for beginning duty, unless notification is
physically impractical. For any such absence, the employee shall file a written statement with the City
Manager stating the cause of the absence. When the absence is for more than one (1) work day, and
there is reasonable cause to indicate abuse of sick leave, the department head concerned or City
Manager may require a physicians' certificate stating the cause of absence before said leave shall be
approved by the City Manager.
4. The right to benefits under the sick leave plan shall continue only during the period that the
employee is employed by the City. This plan shall not give any employee the right to be retained in the
service of the City, or any right of claim to sickness disability benefits after separation from the services of
the City.
5. Notwithstanding anything contained in this Section, no employee shall be entitled to receive
any payment or other compensation from the City while absent from duty by reasons of injuries or
disability received as a result of engaging in employment other than employment by the City, for monetary
a in 999 to to PY PY Y tY ry
gain or other compensation, or by reasons of engaging in business or activity for monetary gain or other
compensation other than business or activity connected with City employment.
6. At the written request of the appointing authority, the City Manager may require an employee to
submit to an examination by the City's physician; and if the results of the examination indicate the
employee is unable to perform his/her duties, or in the performance of his /her duties, exposes others to
infection, the employee shall be placed on sick leave without privilege of reinstatement until adequate
medical evidence is submitted that the employee is competent to perform his /her duties or will not subject
others to infection. Any employee so examined shall have the right to submit the reports of a competent
medical authority of his /her own selection, and at his /her own expense, in addition to the report submitted
by the City's physician. In the event of a conflict of opinion and /or recommendation of the two physicians,
a third physician shall be selected by the first two physicians and the final decision shall be made by the
City Manager, who may seek the advice of the Personnel Advisory Board of the City.
7. Sick Leave Payoff Upon Retirement or Death. Covered employees shall be paid fifty percent
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RESOLUTION NO. 6384
(50 %) of any sick leave at his/her death or retirement, up to a maximum of seven - hundred twenty (720)
hours pay for one thousand four - hundred forty (1440) hours accumulation. Effective November 1, 2000,
the amount paid shall be sixty -five per cent (65 %) up to a maximum nine hundred thirty -six hours (936) for
one thousand, four hundred and forty (1440) accumulation. Unless otherwise specified by the employee,
such benefits shall be paid to the beneficiary of the employees' City life insurance policy in the event of the
death of the employee, OR, upon retirement of an eligible employee, the employee may request that
unused accumulated sick leave be applied to pay full premiums for his City health insurance coverage on
the following basis:
a. Forty percent (40 %) of the days accumulated, starting with the oldest days first, shall be
.--. deducted. Effective November 1, 2000, ten per cent (10 %) of the oldest hours shall be deducted
b. The remaining sixty percent (60 %) shall be applied to the cost of health insurance
premiums. Effective November 1, 2000, the remaining ninety per cent (90 %) shall be applied to the cost of
health insurance premiums.
8. Sick Leave Payoff Upon Layoff. In the event of a permanent or indefinite layoff, an employee
with ten (10) years of continuous service with the City shall be entitled to the above benefit. If such
employee resigns after receiving official notification of his /her impending layoff, he /she shall be eligible for
the above benefit.
9. Conversion of Sick Leave to Vacation. Employees who become entitled to accrue sick leave
allowance which has not been used, may convert each two (2) hours of accumulated sick leave to one (1)
additional hour of vacation, after having accumulated six - hundred forty (640) hours of sick leave, and
providing that not more than forty (40) hours of additional vacation days may be so converted in any one
(1) fiscal year.
C. Emergency Leave.
1. Any employee who is absent from work by reason of attendance upon members of the
immediate family, whose incapacitation requires the care of such employee, or death in the immediate
family of the employee, may be allowed emergency leave with pay not to exceed six (6) work days per
incident on the basis of one -half (1/2) work day for each month of regular employment, that is deducted
from accumulated sick leave, not to exceed twelve (12) work days per year. Immediate family shall
include, and be limited to, mother, father, brother, sister, spouse, child or grandparents of any eligible
employee or of the spouse of the employee of the City.
2. For absences under this Section exceeding a total of three (3) working days in any six (6)
month period, a physicians' certificate verifying the families' incapacitation leave basis may be required by
the City Manager or department head.
3. All such claims for emergency leave are subject to verification by the City Manager.
D. Personal Leave. With approval of the department head or City Manager, twenty -four (24)
hours per year of an employees' sick leave may be used on personal matters which are of an unseen
combination of circumstances which call for immediate action or to add one additional hour per holiday as
covered in Section 4(L). Such matters shall be considered as those events or occurrences which a
reasonable prudent person would not or could not postpone to a subsequent time. The nature of the
matter shall be explained to the immediate supervisor and shall be granted with his approval. Such
personal leave shall not be cumulative from year to year.
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RESOLUTION NO. 6384
E. Workers' Compensation Injury On Duty Leave.
1. If an employee is absent from work by reason of an injury or illness covered by Workers'
Compensation, the City shall pay the employee the difference between the amount granted pursuant to
such Workers' Compensation and the employees' regular rate of pay during such portion of time as the
Council may determine.
2. An employee who is absent from work by reason of an injury or illness covered by Workers'
Compensation shall be allowed up to one (1) year leave of absence, as required by his /her condition, with
the City paying the difference between the amount granted pursuant to such Workers' Compensation and
employee's regular rate of pay. fl
F. Emplovee Disability Leave.
1. This Section establishes a disability leave plan at seventy -five percent (75 %) of the base salary
for employees having more than one (1) year continuous service with the City and who have exhausted all
accumulated sick leave, vacation and compensatory time due to non - industrial illness or injury under the
following eligibility schedule:
Maximum Time Allowance (Hours)
Additional
Before After
Years of Service Reimbursement Reimbursement Total
1 through 5 240 120 360
6 through 10 360 184 544
Over 10 480 240 720
2. Application for disability leave shall be made by the employee through the department head, to
the City Manager, accompanied by full medical justification from a physician chosen by the City at the
discretion of the City. Failure to submit to such an examination shall be basis for terminating disability
eave. If the City Manager approves the application, he shall notify the employee, in writing, of such
approval. .-"
3. After the employee returns to work, the employee shall reimburse the City one -half (1/2) of the
time used for such employee disability leave at a minimum rate of four (4) hours of sick leave per month or
may contribute vacation to accelerate employees' reimbursement to the City for providing the benefits
under this Section.
4. When the "maximum time allowance " has been reimbursed as set forth above, the employee
shall be eligible to apply for additional disability leave on the basis of eight (8) hours leave for each four (4)
hours reimbursed to the City; provided that no employee shall receive more than the "total " set forth
above for his /her length of service, during his entire employment with the City.
5. Disability leave shall not deprive an employee of his rights to vacation and sick leave
accumulation during such leave.
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RESOLUTION NO. 6384
6. Grounds for termination of disability leave by the City Manager shall include, but not be limited
to, the following reasons:
a. The employee has recovered from his illness.
b. The disability leave was procured by fraud, misrepresentation or mistake.
c. The employee has not cooperated fully in supplying all information and submitting to any
examination requested by the City to determine the existence or continuing nature of the employees'
disability.
G. Military Leave. Military leave shall be granted in accordance with the provisions of State
and /or Federal law. All employees entitled to military leave shall give the appointing power an opportunity,
within the limits of military regulations, to determine when such leave shall be taken.
H. Jury Duty. Effective November 1, 1991, the City will no longer provide paid release time for
jury duty to employees covered by this resolution. If the State and /or Federal Court Jury Commissioners
rescind their present policy of granting exemptions from jury service to persons who do not receive paid
release time for jury duty from their employers, so as to require jury duty service despite the absence of
such pay from their employer, then the City's practice of providing paid leave time to employees for jury
duty shall be reinstated immediately upon the effective date of such change for the applicable State and /or
Federal Court.
In the event that an employee is called for jury duty and wishes to service, accrued vacation
leave, compensatory time or a leave of absence without pay shall be granted subject to the scheduling
requirements of the City.
In the event that the court fully reimburses the City for the full salary of an employee on jury duty,
the City will immediately reinstate the practice of providing paid release time to employees for jury duty.
In the event that an employee is called for jury duty and the court does not excuse jury service
•••q based on non - payment of salary by the employer, the City shall grant said employee paid release time for
the required jury duty.
I. Executive Leave. Executive Management and Middle Management employees are eligible for
Executive Leave as outlined below. The use of such Executive Leave time shall be governed by
regulations distributed by the City Manager.
1. Executive Management - Eight (8) hours per quarter (not cumulative and discretionary with
City Manager approval.)
2. Middle Management - Eight (8) hours for each four (4) months (not cumulative and
discretionary with City Manager approval.)
J. Educational and Professional Leave. Executive Management and Middle Management
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RESOLUTION NO. 6384
employees are eligible for Educational and Professional Leave as outlined below. The use of such
Educational and Professional shall be governed by regulations distributed by the City Manager.
1. Executive Management - Twelve (12) days per year maximum, subject to budgetary
appropriations and City Manager approval.
2. Middle Management - Six (6) days per year maximum, subject to budgetary appropriations and
City Manager approval.
K. Maternity Leave. All employees shall have the right to at least six weeks of disability leave.
Employees with at least one year of service, who are no longer disabled, may request additional unpaid
leave up to a maximum of four (4) months. .
L. Holidays. Covered employees shall receive eight (8) hours of pay for each of the following
holidays.
1. New Year's Day
2. Martin Luther King's Birthday
3. Washington's Birthday (President's Day)
4. Memorial Day
5. Independence Day
6. Labor Day
7. Veteran's Day
8. Thanksgiving Day
9. Day after Thanksgiving
10. Day before Christmas
11. Christmas Day
When a holiday falls on a weekday that is an employees' regular day off, the employee shall
receive eight (8) hours of compensatory time at straight time. When a holiday falls on a day an employee
is scheduled to work nine hours, and the employee takes the day off, the employee shall be able to add
one hour by choosing vacation, compensatory time, personal leave, or time without pay. Sick leave, other
than personal leave, may not be used to supplement the holiday hours.
SECTION 5. INSURANCE BENEFITS.
A. Medical Insurance.
1. The City shall contribute 100% of the medical insurance contribution for the employee and
his /her dependents. Effective November 1, 2000, the City agrees to add to the Kaiser Plan the benefit of
eyeglass lenses every twenty four months with a $70 frame allowance
2. Employee withdrawal from City Health Plans - The City agrees to permit an employee to
withdraw from the City health plans as follows:
a. The employee is either enrolled in the Kaiser Plan, or
b. The employee had claims paid for the year prior to the open enrollment in an amount
equal to or greater than the employee premium rate, and
c. The employee presents written proof that the employee is covered by another health plan,
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RESOLUTION NO. 6384
and
d. The employee notifies the City during the annual open enrollment period.
The City agrees that the employee who is qualified to withdraw shall receive $81.00 monthly for
single coverage, $162 per month for employee plus one coverage and $229.00 per month for family
coverage to be added to the employees' paycheck or to be placed in a deferred compensation plan.
B. Dental Insurance. The City shall contribute towards employee and dependent dental
insurance coverage $31.95 per month.
C. Life Insurance. The City shall provide group term life insurance coverage as follows:
1. Executive Management - A life insurance policy in an amount equal to the nearest $1,000
figure below full annual salary, not to exceed $100,000.
2. Middle Management - A life insurance policy in an amount equal to the nearest $1,000 figure
below full annual salary, not to exceed $100,000.
3. Confidential /Exempt - A $10,000 life insurance policy.
D. Long Term Disability Insurance. For Employees in the Executive and Middle Management
and Confidential /Exempt service, the City shall provide group long -term disability insurance coverage.
SECTION 6. RETIREMENT.
A. Non - Safety Employees - Seven percent (7 %) of the employees' base salary shall be applied to
the employees' contribution to the Public Employees' Retirement System.
B. Safety Employees - Nine percent (9 %) of the employees' base salary shall be applied to the
employees' contribution to the Public Employees' Retirement System. Effective July 24, 2000 the City
will provide the benefit known as 3% at age 50 for the Police Chief and Fire Chief.
If, during the term of this agreement, the City's "employer contribution" rate increases beyond
,..� the estimate set forth in the CaIPERS benefit cost analysis dated November 30, 1999 because the cost of
implementing the 3% at 50 formula was greater than anticipated, the parties shall meet and confer
concerning the manner in which the Association will pay for the increase in cost. In the event that the
parties are unable to reach a mutually agreeable method for the Association to pay for that increase in
cost, the City may increase the retirement deduction from employees' paychecks by a corresponding
amount. Conversely, if the City's "employer contribution" rate decreases below that set forth in said
memo, because the cost of the 3% at 50 benefit was less than anticipated, the City shall provide an
across - the -board base salary increase that corresponds to the decrease in cost.
C. Retiree Medical Annuity. An employee who retires from the City of Downey after July 1, 1987,
shall be entitled to participate in the City- sponsored medical plan and the City shall contribute up to a
maximum of $98.00 per month toward the premium for employee only coverage under the City- sponsored
medical plans, provided:
1. At the time of retirement the employee has a minimum of ten (10) years of service, or is
granted a service- connected disability retirement; and
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RESOLUTION NO. 6384
2. At the time of retirement the employee is employed by the City; and
3. Effective the day after official separation from the City the employee has been granted a
retirememt allowance by the California Public Employees' Retirement System.
The City's obligation to pay up to a maximum of $98.00 per month toward the premium in the City
plan shall be modified downward or cease during the lifetime of the retiree upon the happening of any one
of the following:
a. During any period the retired employee is eligible to receive or receives health insurance
coverage at the expense of another employer the payment will be suspended. "Another employer " as
used herein means private employer or public employer or self - employed or the employer of a spouse. As
a condition of being eligible to receive the premium contribution set forth above, the City shall have the
right to require any retiree to annually certify that the retiree is not receiving any such paid health
insurance benefits from another employer. If it is later discovered that misrepresentation has occurred,
the retiree will be responsible for reimbursement of those amounts inappropriately expended and the
retirees' eligibility to receive benefits will cease.
b. If the retired employee becomes eligible to enroll, automatically or voluntarily, in Medical or
Medicare, the City's plan shall provide secondary coverage only and the City's contribution rate set forth
above shall be adjusted downward accordingly.
c. In the event the Federal govemment or State govemment mandates an employer- funded
health plan or program for retirees, or mandates that the City make contributions toward a health plan
(either private or public plan) for retirees, the City's contribution rate set forth above shall be first applied to
that plan. If there is any excess, that excess may be applied toward the City medical plan as
supplemental coverage provided the retired employee pays the balance owing for such coverage if any.
d. Upon the death of the retired employee, this benefit shall cease.
SECTION 7. MEDICAL EXAMINATION. Executive and middle management employees may
participate in the City sponsored management physical through Downey Community Hospital bi- annually
at City cost or be reimbursed up to $125.00 annually for a medical examination with a physician of choice.
(Refer to Administrative Regulation No. 405)
With prior approval of the City Manager, 8. TUITION REIMBURSEMENT. p pp �/ er, employees 9
may be reimbursed for tuition and books for courses taken to improve their value to the City. Tuition shall
be reimbursed for courses as recommended by the department heads with job related justification and
approved by the City Manager. Employees must receive a passing grade in order to be reimbursed for
the course. Reimbursement shall be made at the rate of tuition equivalent to the rate charged at California
State University at Los Angeles for courses on the quarter system, and California State University at Long
Beach for courses on the semester system. The employee will be reimbursed for required books only.
(Refer to Administrative Regulation No. 403.)
SECTION 9. UNIFORM ALLOWANCE
A. Fire Chief Upon appointment, the city will provide a full dress uniform. Required uniforms that
become worn may be surveyed and replaced as necessary. The Fire Chief shall receive $220 per year
for supplemental uniforms and physical fitness clothing. The Fire Chief shall receive $12.00 monthly as
uniform maintenance allowance.
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RESOLUTION NO. 6384
B. Dispatch Systems Manager and Secretary to the Chief of Police. The Dispatch Systems
Manager and the Secretary to the Chief of Police will be reimbursed up to a maximum of
$225.00 per year for the purchase of approved uniforms.
SECTION 10. CONFIDENTIAUEXEMPT COMPENSATION PROGRAM.
A. The provisions of that certain document entitled Compensation Program (Part IX of the
Personnel Manual) is by this reference made applicable to employees in the Confidential /Exempt service
of the City.
B. The following compensation policies are also applicable to employees in the
Confidential /Exempt service of the City.
1. Salary Schedules. The following salary schedules are designated for classifications in the
ConfidentiaVExempt service:
Class Title Pav Table Schedule
Public Information Coordinator 01 24.0
Deputy City Clerk 01 20.3
Secretary to the Chief of Police 01 19.3
Secretary to the City Council 01 20.3
Secretary to the City Manager 01 20.3
2. Eligibility for Merit Longevity Pay. Upon approval of the appointing power, employees who
have completed ten (10) continuous years of service may receive Merit Longevity Pay provided that the
employee has been evaluated in the tenth year as "meets standards " as defined by a comprehensive
performance rating. Eligible employees shall be paid, in addition to their respective regular prescribed
salary, a monthly amount equal to the next salary step above their base rate (5.5 %); and after twenty (20)
years, one and one -half (1 -1/2) steps (8.25 %) above their monthly base rate.
3. Qualification for Merit Longevity Pay. Merit Longevity Pay is to be provided as continuing
incentive to career employees. Such payments shall continue with approval of the City Manager only
during such period as an eligible employee continues to "meet standards " as defined above; and shall be
terminated by the City Manager when the quality of service, as evidenced by the performance job rating of
such employee, does not merit such additional compensation.
SECTION 11. AUTOMOBILE ALLOWANCE. Individuals appointed or promoted into Executive
Management classifications after December 1,1989, will no longer be eligible to drive a City vehicle.
Instead, they will receive a $300.00 per month automobile allowance. Current Executive Management
employees may opt to receive this benefit when their current vehicle is scheduled for replacement per the ,
replacement schedule indicated on the City's Equipment Inventory List as of October 1, 1989. Otherwise,
current employees are entitled to continue to receive a City vehicle per Resolution No. 4493.
The automobile allowance will not be provided to the Chief of Police and Fire Chief. These
employees will continue to receive a City vehicle.
SECTION 12. BILINGUAL PAY. Employees required to speak or translate Spanish as part of
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RESOLUTION NO. 6384
their regular duties will be compensated $23.08 per bi- weekly pay period in addition to their regular salary.
Effective October 30, 2000, qualified employees will be compensated at $46.15 per biweekly pay period.
The City Manager has the authority and discretion to assign and /or remove this bonus up to budget
authority. To be eligible for this assignment, the employee must pass a conversational examination
administered by a court certified interpreter, or an employee who has been appointed by the Personnel
Director to administer such examination. The employee must recertify at least every eighteen (18) months
to maintain the eligibility.
SECTION 13. The City Clerk shall certify to the adoption of this resolution and provide for the
appropriate distribution thereof.
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Mayor , KEITH MC CARTHY
ATTEST:
Ilk C 4 J
1 / /
Arm � A � • .. I s
f Clerk, JUDITH E . MC DONNELL
I HEREBY CERTIFY that the foregoing resolution was duly adopted by the City Council of the City
of Downey at a regular meeting thereof held on the 11th day of J ul y , 2000, by
the following vote, to wit:
AYES: 4 Council Members: Winningham, McCaughan, Perkins , McCarthy
NOES: 0 Council Members: None
ABSENT: 0 Council Members: None
c , 9
Clerk, JUD TH . MC DONNELL
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