2509_00001RESOLUTION NO.2509
A RESOLUTION AMENDING RESOLUTION NO.2297 SETTING PERSONNEL POLICIES,COMPENSATION,AND BENEFITS
RECITALS:
1.There is a need to update the provisionof the previously adopted resolution setting personnel policies,compensation,and benefits.
2.It is the intent of thisresolution tocontinue the governingof personnel functionswhich result in a moreefficientgovernmentaloperation.O 3.This resolution amends Resolution2297 passed by the Moses Lake City Councilon November 28,September 23,2000.
RESOLVED:
1.Resolution 2297 is amended as follows:
4.Salaries and Wages:Salaries and wages shallbe reviewed annuallybytheCity Manager or hisdesigneeforallemployeescoveredbythisresolution.Salary and wage ranges for non-unionemployeesoftheCityofMosesLakeshallberecommendedbytheCityManagertotheCityCouncilandshallbeineffectadoptedbytheCityCouncil.Salariesand wages andwage rangesforunionemployeesoftheCityofMosesLakeshallbeestablishedthroughthecollectivebargainingprocess,ratifiedbytheunion,and approved bytheCity Council.
A.Overtime Compensation:
1)Regular Hourly Rates:The hourly rate for employees working five (5)eight (8)hourshiftsoutofaseven(7)day period,determined tobe Monday throughSunday inclusive,shall be computed by dividing the annual salary by 2080 hours.The hourly rate foremployeesworkingthree(3)twenty-four(24)hour shifts outof a nine(9)day periodshallbecomputedbydividingtheannualsalaryby2704hours.
2)Overtime Rate;The hourly rate forovertime worked shall be computed by multiplyingtheregularhourlyratebyoneandone-half (1½)times.
O 3)Holidav Rate:Non-exempt employees,as defined hereafter,whose work schedulerequiresthemtoworkonanauthorizedholidayshallreceivewagesattherateprovidedbycontractortheprovisionsoftheMunicipalAdministrativeCode.Temporary,seasonal,and retaineremployeesshall not be entitledtoholiday pay.
B.Call Back:The city shall pay for a minimum of two(2)hours overtime and/or holiday paywhenanon-exempt employeeis calledback towork bytheDepartment Director or¡mmedi-ate supervisorduring timeoff.
&It is the policy of the City of Moses Lake,as a matter of financialpracticality and as anaffirmationofpublicaccountability,thatall emoloyees (exemptor non-exempt)willbe paidonlyforhoursactuallyworked,orcovered by authorizedand approved leave orcompensa-tonttime.
5.Exempt Emplovees:Inconformance withtheFair Labor Standards Act (FLSA)thefollowing posi-tionsare exempt due totheirclassification as executive,administrative,or professional employees:
City Manager
Finance DirectorHumanResources DirectorAssistantFinanceDirectorMunicipalServicesDirector
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CityEngineer
Assistant CityEngineer
Fire Chief
Assistant Fire Chief
Assistant FireChief -ODerations
Assistant FireChief -Medical Services
Police Chief
Assistant Police Chief
Community Development Director
Parks and Recreation Director
Public WorksSuperintendent
Assistant Parks and Recreation Director
Park Maintenance Superintendent
Employees thatare exempt fromthe overtimeprovisions ofthispersonnel resolution may receive
compensatory timeoffatthe discretion oftheCityManager.Non-exemptemployees may receive
compensatory timeoff at their discretion if agreed toby theirdepartment director and in accor-
dance withthe FLSA.However,in no case shall compensatory time be considered to be
accruable.
8.Sick Leave Benefits:
A.Eligible Employees:Sick leave benefits provided bythe cityas setforth inthis section shall
apply toemployees ofthe city,exceptfortemporary,seasonal,and retainer employees and
members of the Law Enforcement and Fire Fighters Pension Plan Ias prescribed under
RCW41.26.Sick leave benefits providedby the citytomembers of LEOFF Plan Ilshall be
in accordance withthesickleave provisions of thissection which apply to cityemployees.
Temporary,seasonal,and retainer employees shall not be entitled to sick leave benefits.
Specialsick leave benefits granted bythe citytoLEOFF Plan Imembers are set forth sepa-
rately in thischapter.
B.Accrual of SickLeave:Employees working standard eight (8)hour shiftswillaccrue sick
leave at therate of 3.70 hours of leave for each fullcalendar pay period.Employees of the
Fire Department,LEOFF Plan 11members working twenty-four(24)hour shifts,willaccrue
sick leave at the rate of 5.08 hours of leave for each fullpay period.
C.Reimbursement of Unused Sick Leave:Unused accumulatedsick leave will be paid as
severance pay upon voluntary terminationor a reduction in force on thefollowing basis:
1)One hundred percent (100%)of the accumulated sick leave,to a maximum of four
hundred eighty (480)hours,after thirty(30)years of continuous service;
2)Seventy-five percent (75%)of the accumulated sick leave,to a maximum of four
hundred eighty (480)hours,aftertwenty(20)years of continuousservice;
3)Fiftypercent (50%)oftheaccumulated sick leave,toamaximumoffour hundred eighty
(480)hours,after ten(10)years of continuousservice;
4)Twenty-five percent (25%)of the accumulated sick leave,to a maximum of four
hundred eighty (480)hours,after five (5)years of continuous service;and
5)Ten percent (10%)oftheaccumulated sick leave for up tofive (5)years of continuous
service.
D.The citywillnot disburse severance payin a lump sumtoPERS Iemployees.The severed
employee willberetained onthepayrollandwillbe provided a regularpaycheck foras many
eighty(80)hour payperiodsas isnecessary touse upthe accumulation.Whilereceiving this
severance paytheemployeeissubjectto all usual deductions,as well as being retainedon
medical and health insurance plans.The employee also continues to accrue sick leave
hours until permanently separated from the payroll.
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PERS II/LEOFF ll employees (includingthose with collective bargaining agreementprovisions)employees may choose toreceive a lump sum payoffor stay on thepayrolluntilunusedsickleaveisabsorbed.
E.Members of recognized bargaining units will not receive this benefit unless provided forthroughcollectivebargainingandonlyasstipulatedbycontract.
F.Atthediscretion of the department director each employee upon first beginning work for thecitymayhaveimmediatelyavailablefortheirusesix(6)days ofsickleave as an advanceuponsickleaveearnedinthefirstsix(6)monthsof employment.
O G.Sick leave for city employees working standard eight(8)hour shifts willnot accrue iftheemployeeisonleavewithoutpaystatus,orsuspension without pay for eleven (11)or moreworkingdaysinone(1)month(88hours).LEOFF ll members of theFire Department work-ing twenty-four(24)hour shiftswillnotaccrue sick leave ifthe employee is on leave withoutpaystatusorsuspensionwithoutpayforonehundredtwentythree(123)or more workinghoursinone(1)month.
H.Use of Sick Leave:Employees eligible for sick leave with pay shall be granted such leaveforthefollowingreasons:
1)Personal illness or physical incapacity resulting from causes beyond the employee'scontrol.
2)Caring for an illchild.
3)Keepino of medical,dental,or ooticalappointmentsforthe emplovee or deoendentchildreneighteen(18)vearsofage or vaunger.
4)Forced quarantine oftheemployee inaccordance withcommunity health requirements.
5)Employee disability due to pregnancyor childbirth.
6)Subjecttotheapproval of theDepartmentDirector an employeemayuse sick leave foradeathintheimmediatefamily.
O Immediate family shall be defined as the following relativesby blood,marriage,oradoption:spouse,father,mother,stepfather,stepmother,son,daughter,stepson,stepdaughter,brother,sister,stepbrother,stepsister,grandparents,orgrandchildrenoftheemployeeorrelativesoftheemployee's spouse inthe same categoriesofrelation-ships.
7)In accordance with theprovisions of the Family and MedicalLeave Act for personalillnessorinjury,
§)To care for a spouse,parent,parent-in-law,or grandparent of theemployee who has
a serious medical condition or an emergency condition.
I.Authorization to Use Sick Leave:An employee who is unable toreport towork because of
any reason herein set forth,shallreport thereason for his orher absence totheirimmediatesupervisorpriortothestartofshiftorassoonaspracticable.Sick leave with pay shallnotbeallowedunlesssuchareporthasbeenmade.Sick leave maybe granted by thedepart-ment director up toand including the second day of consecutive absence.Each applicationwhichexceedstwo(2)days shall be accompanied by certification of a doctor,if requestedbythedepartmentdirector.The employee,upon return towork,willsubmit a leave requestformtothedepartmentdirectorforapproval.Any failure togive noticeor file a physician'scertificateasrequiredhereinmaybecausefordenialofsickleavewithpayfortheperiodofabsence.
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J.Abuse of Sick Leave:Abuse ofsick leave privileges shall be cause fordisciplinary actionup
to and including discharge.
K.Charges Against SickLeave:Inaninstance oftheauthorized use ofa fraction ofa day's sick
leave,the minimum charge tothesick leave accountshall be one-half (½)hour.
L.Bonus for Unused Sick Leave:Each employeeshall receive bonus vacation timefor each
fullyear helshe works without using any sickleave or disability.Employees workingstandard
eight(8)hour shifts willreceive a bonus of eight (8)hours and employees working twenty-
four (24)hour shiftswillreceive twenty-four(24)hours.The bonus vacationshall be added
totheemployee's vacation accumulation on each anniversary date oflast used sick leave.
(January 1,1983 willbe the initialdate for computingthisanniversary date.)
Sick leave taken to attend a pre-arranged doctor's or dentist's appointmentfor periodsnot
toexceed two (2)hours for local appointments or eight(8)hours for out-of-town appoint-
ments,shall not be considered sickleave taken within theprovisions of thissection.
9.Jury Duty Leave:It is thecivicobligation of each employeetoserve ona juryifhe orshe is called.
While onjurydutyor while appearing as a legally requiredwitness,an employeewillreceive full
pay from the city but the employee shall remit to the city juryfees actually received by theemployee.The employee may retainfees paid for thepurposeof mileage reimbursement.The
employeemay be required to return towork on any day inwhich he or she is released from jury
duty so that he or she could reasonably complete one half oftheir regular work shift
10.MilitarvLeave:Any officeror employee of thecitywhois a memberof theState National Guard
or Federal Reserve MilitaryUnitshall be entitledto be absent from his or her duties withthe city
with full pay for up to sixteen (16)consecutive calendar days during each calendar year while
engagingintheperformanceof officiallyordered militaryduty andwhile goingtoor returning from
such duty inaccordance withthelaws oftheState ofWashington (RCW 38.40.060).Such leaves
shallbe in additiontoany other leave orvacation benefits.
11.Group Hospital and Medical Insurance:Each fulltimeregularemployeeshallbe a participant in
a group hospital and medical insurance plan and shall be providedwith dental and optical
coverage as providedby the CityofMoses Lake.
12.Reimbursement of Business or Travel Excenses:Allexpendituresreported must be necessary
and reasonable and incurred inthe conduct of thebusiness ofthe city.Allbillsfor reimbursement
for expendituresmade on business tripsshallbe itemized on forms provided by thecityand paid
as follows and shall also applytoall union employees:
A.Expenses for travelwhichare lawfullyincurred shall be reimbursed atactual fare ifby com-
moncarrier and $0.35per mile ifby private auto.
B.Expenses such as hotel,auto rental,airtravel,etc.must be supported byreceipts.Airtravel
shall be based on touristrates.
C.Receipts willnot be requiredfor miscellaneousexpenses of a minor nature.
D.AIIotherexpenses -actual expenditures if deemed reasonable and supported by receipts.
E.Employees may,when properly authorized,be reimbursed for the cost of meals incurred
withinthecityor at other normal areas ofemploymentwhile theyare conferring,consulting,
or otherwise meeting with specialists,technicians,executives,cityofficers,or others for
purposes generallyassociated with theofficialduties of such citypersonnel.
F.Whenever an employee travelswith members oftheirfamilies,the reimbursable lodgingrate
shall be thesingle room rate,
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G.Reimbursementfor employee recruitment-the traveland subsistence expenses ofappli-cants for department director positions,requested to come tothecity for interviewsto fillpositionsinthecitythatrequirespecialexperienceandtraining,will be reimbursed inaccordancewiththeallowanceauthorizedbytheCityManager.
H.The cost of movingthehousehold goods and personal effects of a new CityManager ordepartmentdirectorwillbepaidinaccordancewiththeallowanceauthorizedbytheCityCouncilorCityManager.Ifthenew appointee remainsinthe position for less thantwenty-four(24)months,therelocation expenses willbe paid back totheCityofMoses Lake bytheemployeeonapro-ratedbasis as determined by the City Councilor CityManager.
O 3.Savings Clause:If any provision of this resolution shallbe held invalid by operationof law or by anytribunalofcompetentjurisdictionorifcomplianceorenforcementofanyprovisionshouldberestrainedbysuchtribunalpendingafinaldeterminationastoitsvalidity,theremainder ofthisresolutionshall notbeheldinvalidandwillremaininfullforceandeffect.
Adopted by theCity Councilon January 14,2003.
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