HomeMy WebLinkAboutResolution No. 06-6899 - Establish Benefits Exce/Midddle Mgmt & Conf-Exempt - repeals # 05-6826,6834RESOLUTION NO. 06-6899
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
CONFIDENTIAL/EXEMPT; AND REPEALING PRIOR RESOLUTIONS.
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
arId shall be considered as Executive Management:
Asst. City Manager
Chief of Police
City Clerk
Director of Community Development (unused)
Director of Community Services
Director of Development 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.
RESOLUTION NO. 06-6899
PAGE TWO
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:
City Planner
Assistant Finance Director (currently unused)
Assistant to the City Manager
Building Official
Business Development Manager
City Engineer (currently unused)
City Librarian
Computer System Manager
Data Processing Manager (currently unused)
Deputy Building Official
Deputy Director of Public Works
Dispatch Systems Manager (currently unused)
Executive Director Space Science Learning Center
Finance Manager
Housing Manager
Library System Manager
Personnel Director
Principal Civil Engineer
Purchasing Manager
Recreation Manager (currently unused)
Senior Civil Engineer
Social Services Manager (currently unused)
Superintendent of Physical Services
Superintendent of Water and Sanitation
System/Network Engineer
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 the positions of Computer
System Manager and System/Network Engineer who are entitled to earn straight comp time for
hours worked on special projects as approved by a supervisor. Individuals appointed or
promoted into Middle Management classifications after January 24, 1984, are automatically
excluded from eligibility for Merit Longevity Pay.
RESOLUTION NO. 06-6899
PAGE THREE
SECTION 3. CONFIDENTIAL/EXEMPT
A. The following classifications shall be designated as part of the confidential service
and shall be considered as Confidential/Exempt:
Public Information Coordinator (currently unused)
Chief 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
Confidential/Exempt 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 Confidential/Exempt 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 Confidential/Exempt 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
6- 10
11+
120
136
160
RESOLUTION NO. 06-6899
PAGE FOUR
c. Confidential/Exempt employees shall accrue annual vacation leave as follows:
Years of Service Hours Per Year
0 -3
4 -5
6 - 10
11 - 15
16+
80
96
120
136
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
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
eligible 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.
RESOLUTION NO. 06-6899
PAGE FIVE
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 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 Conversion Upon Retirement or Death. Ninety per cent (90%)
of the employee’s unused accumulated sick leave shall be applied to pay full premiums for
employee and dependent City health insurance coverage. The maximum number of hours that
will be converted is 1,575 (90% of 1 ,750).
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.
RESOLUTION NO.
PAGE SIX
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.
E. Worker$ Compensation Injurv 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
RESOLUTION NO. 06-6899
PAGE SEVEN
F. Employee 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
After
Reimbursement
Before
ReimbursementYears of Service Total
1 through 5
6 through 10
Over 10
240
360
480
120
184
240
360
544
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.
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.
RESOLUTION NO. 06-6899
PAGE EIGHT
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 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 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.
[
RESOLUTION NO. 06-6899
PAGE NINE
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
2
3
4
5
6
7
8
9
10
11.
New Year’s Day
Martin Luther King’s Birthday
Washington Birthday (President’s Day)
Memorial Day
Independence Day
Labor Day
Veteran’s Day
Thanksgiving Day
Day after Thanksgiving
Day before Christmas
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, and
RESOLUTION NO. 06-6899
PAGE TEN
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. Effective January 1, 2006 (benefit year 2006), the City
shall increase the maximum benefit under the Delta Dental coverage from $1,000 to $2,000 for
each enrollee per calendar year. The city shall any increase in cost and the association agrees
that the employee’s contribution will continue to be $37.52 per month. The City’s contribution
amount shall be capped at the amount equal to the premium to be effective July 1, 2007 minus
the employee contribution of $37.52,
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 1ife insurance policy.
D. Lonq 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. Effective August 19, 2002, the City will provide the benefit known as 2.7% at age 55
for non-sworn management employees and will pick-up the additional one percent employee
contribution required under PERS law.
If the employer rate for the this additional benefit increases above 2.28%, then effective
the date of the rate adjustment, the deduction for the employee contribution to PERS will
increase by a corresponding amount. If a PERS actuary determines that the “change to normal
cost” is less than 2.28%, then the City will increase the employee's salary by an equal amount.
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
RESOLUTION NO. 06-6899
PAGE ELEVEN
(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.
I
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 ($270.00 per month for the Police Chief and
Fire Chief) 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
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 retirement 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 government or State government 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.
RESOLUTION NO. 06-6899
PAGE TWELVE
SECTION 7. MEDICAL EXAMINATION. Executive and Middle Management
employees rnay 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)
SECTION 8. TUITION REIMBURSEMENT. With prior approval of the City Manager,
employees 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.
B. Secretary to the Chief of Police. 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. CONFIDENTIAL/EXEMPT 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 Confidential/Exempt service:
Class Title Pay Table Schedule
Public Information Coordinator
Chief Deputy City Clerk
Secretary to the Chief of Police
Secretary to the City Council
Secretary to the City Manager
01
01
01
01
01
240
227
200
21 1
21 1
RESOLUTION NO. 06-6899
PAGE THIRTEEN
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 and 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. If an employee no longer meets standards as defined above, the employee will
no longer be eligible for merit longevity pay.
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.
The automobile allowance will not be provided to the Chief of Police, the Director of
Development Services, 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 their regular duties will be compensated $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. PREVIOUS RESOLUTIONS. All previous Resolutions establishing
benefits payable to employees covered by this Resolution are hereby repealed and replaced by
this Resolution.
SECTION 14. The City Clerk shall certify to the adoption of this Resolution and provide
for the appropriate distribution thereof.
APPROVED AND ADOPTED this 24th day of January, 2006.
ArrEST:
MEkEDrTH gl HRKINS, Mayor
l{why=@a@a
KATHLEEN L. NIIDSTC)KKE, City Clerk
RESOLUTION NO. 06-6899
PAGE FOURTEEN
I HEREBY CERTIFY that the foregoing Resolution was adopted by the City Council of
the City of Downey at a regular meeting held on the 24th day of January, 2006, by the following
vote, to wit:
AYES:
NOES:
ABSENT:
ABSTAIN :
5 Council Members: Bayer, Cartozian, Gafin, Trejo, Mayor Perkins
0 Council Member: None
0 Council Member: None
0 Council Member: None
gMA&eLy.%LaMa”
KATHLEEN L. MIDSTOKKE, City Clerk